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NIPEC Workforce Development Questionnaire 2005
Informing the Development of the NI Nursing and Midwifery Workforce
Workshop29th Sept 2006
Launch of Document
Summary
Background
Literature synopsis
Current workforce information
Methodology
Questionnaire results
Conclusions & Recommendations.
Workforce Workshop September 2006 Sample and how representative Q1 & Q2 Quick run through general results from Questionnaire –
flagging main result as far as possible –copy of questions Highlights from Cross reference results look at 7 elements:
Contracted hours Participation in learning activities Identification of learning & development Opinions on learning & development issues Changing Jobs Career advice, opportunities and interviews Internet access
Conclusions and recommendations
See back of document for
copy of questionnaire to
guide presentation of
results!
SAMPLE Approximately 35%
Response Rate (n=7593) 97% in employment
(n= 7308)
Q1 (p44) AGE RANGE: Q’aire/NMC/HPSS
Q 1 Age Questionnaire % NMC% HPSS%
<25 3 3 4
25-29 7 9 11
30-34 11 13 15
35-39 16 15 19
40-44 22 19 23
45-49 18 17 16
50-54 13 12 10
55-59 7 8 1
60-64 4 4 1
65+ 1
(n=7518) Not completed = 75
Q2 (p44) Gender
Q 3 Gender Questionnaire (HPSS%)
Female 94%(93)
Male 6% (7%)
Not completed = 27
94% Female
Q3 (p45 Marital Status
Q 3 Marital Status Questionnaire (%)
Married /Living with partner 5760 (76)
Single/Widowed/separated/divorced 1783 (24)
Not completed = 5076% Married or
Living with partner
Q4 (p45) Dependents
Q 4 Dependents Questionnaire (%)
Yes 4863 (65)
No 2673 (35)
Not completed = 5765% Have Dependents
Q5 (p45) Main Income
Q 5 Main Income Questionnaire (%)
Yes 3309 (44)
No 4190 (56)
Not completed = 9444% Main income
Q6&7 (p46) Work and Home Post Code
Q 6&7 County Work Postcode (%) Home Post code %
Antrim 43 36
Armagh 11 10
Down 22 28
Fermanagh 4 4
Londonderry 14 13
Tyrone 7 10
Others/Missing 2039 1442
Q8 and Q9 (p50/51)
Q8 Year Registered – 82% and 89% were registered as a nurse and midwife respectively for more than five years
Q9 Part of the old NMC Register – possibly 40% of respondents have more than one registration
Q10 (p52) Initial Training
Q10 Initial Training Number %
Northern Ireland 6585 87
England 454 6
Scotland 145 2
Wales 14 0.2
Other country in Europe 80 1.1
Other country outside Europe 262 3.5
Others/Missing 5387% trained in NI
Q11 (p54) In employment
Q11 In employment Questionnaire (%)
Yes 7308 (97)
No 259 (3)
Not completed = 2697% In employment
Q12 (p55) Main Employer
Q12 Main employer Questionnaire %
HSS Trust 5608 77.3
HSS Board 136 1.9
General Practice 237 3.3
Independent Hospital 56 0.8
Independent Nursing Home 691 9.5
Independent Hospice 63 0.9
Independent Charity 94 1.3
Industry 31 0.4
Prison 15 0.2
Higher Education Institute 98 1.4
DHSSPS 27 0.4
Other 199 2.7
Missing 79
Q13 (p56) Contracted Hours of Current Job
Q13 Contracted Hours of Current Job
Questionnaire (%)
<15 Hours 25
15 <37.5 Hours 23
37.5 Hours 52
Missing [231]52% work full time
Q14 (p56) Employment Contract
Q14 Employment Contract Questionnaire (%)
Permanent 92
Temporary 3
Fixed Term 2
Other 3
Not completed [93]92% Hold permanent
contract
Q15 (p57) Length of time in post
Q15 Length of time in post years
Questionnaire %
<2 1071 15
2-5 2685 37
6-10 1242 17
11-15 802 11
16-20 617 9
21-25 445 6
26-30 275 4
31-35 87 1
36-40 17 0.2
>40 1 0.01
Not completed 92
52% in post less than five years,
28% 6-15yrs and 20% >16yrs
Q16 (p57) Nature of Employment
Q16 Employment Situation Questionnaire (%)
Current job is a nursing/midwifery post which requires a Nursing/Midwifery qualification
6650 (92)
Current job is not a nursing/midwifery post but does require a Nursing/Midwifery qualification
398 (5)
Current job is not a nursing/midwifery post and does not require a Nursing/Midwifery qualification
204 (3)
Not completed 82
92% current job in nursing or midwifery
Q17 (p58) Area of Practice
Respondents were asked to choose the area of practice which most closely matched their current role and asked to tick one box only.
Medical (15%), elderly care (13%), community and public health (13%) and surgical (12%) A&E/ICU/Theatres (10%) were the most well represented areas of practice (63% of n=6577).
Q18 (p60) Job Title (Job Title Groups)
Respondents were asked to indicate the job title that most closely represented their job title.
Staff/Enrolled Nurses: D totalled 21% & E&F totalled 32% and provided the largest number of Job Titles by far followed by Sister/Ward Managers totalling 8%
Collectively identifiable Community Nurse Job Titles (10%)
Q19a (p65) Learning Activities most often undertakenList X Structured Learning Activities %
Participating in organisation induction programmes 45
Participating in study days – mandatory training only 78
Participating in courses/study days within organisation 87
Participating in courses/study days outside organisation 61
Participating in conferences/seminars/workshops 57
Participating in leadership development programmes 15
Participating in management development programmes 14
Undertaking academic modules, diplomas, degrees 41
Participating in e-learning programmes 8
Membership of reflective practice/clinical supervision 15
Participating in Midwifery Supervision 2
Participating in action learning sets 8
List Y %
Learning from adverse incidents 51
Developing a personal development plan 38
Participating in bench marking activities /audit 34
Participating in practice development activities 33
Developing a personal portfolio 52
Completing a reflective diary/journal 18
Participating in appraisal 49
Participating in 360 Degree personal feedback 5
Undertaking personal coaching/mentorship 21
Acting as a mentor or preceptor to others 60
Undertaking a shadowing opportunity 11
Undertaking a secondment opportunity 9
Learning from a role model 26
Participating in networking opportunities 21
Attending case conferences 27
Undertaking a research project 9
Membership of journal club 11
Membership of professional forum 20
Writing articles for publication 5
Engaging in project work 11
Visiting other units to compare practice/projects 20
Undertaking Literature reviews to improve practice. 22
Q19b (p66) Funding of Learning Activity
Q 19b Funding of learning Activity Questionnaire %
Self funded all 251 4
Self funded most 529 7
Funding shared 1341 19
Organisation funded most 2280 32
Organisation funded all 2718 38
Missing 21570% Organisation funded all or most learning activity.
Q19c (p67) Top 6 Learning Activities most useful
Visiting other units to compare practice/projects 1st
Undertaking a secondment opportunity 2nd
Participating in leadership development programmes 3rd
Participating in management development programmes
4th
Undertaking academic modules, diplomas, degrees
5th
Undertaking a shadowing opportunity 6th
Q20a (p70) How needs identified
Q 20a How learning and development needs were identified.
%
Identified formally with line manager as part of appraisal/personal development planning 33
Identified informally with line manager 20
Identified in supervision sessions 6
Identified by self with no input from others 28
Identified with professional colleagues 10
Identified with friends and family 1
Never identified 3
Missing
53% needs identified formally or informally
with Line Manager
Q20b (p71) Written Record
Q 20b Needs recorded in written format
Questionnaire (%)
Yes 60
No 40
60% needs recorded in written format.
Q 20c (p71) Effectiveness of activities
Q 20c Record of effectiveness of learning and development activities
Questionnaire (%)
Yes 43
No 57
43% record of effectiveness of
learning activities .
Q21a (p71) Annual Appraisal
Q 21a Annual appraisal with line manager
Questionnaire (%)
Yes 56
No 44
56% have annual appraisal.
Q21b (p72) Benefit of Appraisal
Q 21b How beneficial was appraisal %
Not at all beneficial 7
A little beneficial 16
Of some benefit 28
Fairly beneficial 30
Very beneficial 19
49% believed Appraisal Fairly
or Very Beneficial.
Q21c (p72) Personal Development Plan
Q 21c Personal Development Plan
%
Yes 61
No 39
61% have Personal development
plan.
Q21d (p73) Benefit of PDP to Role
Q 21d How beneficial was PDP to role %
Not at all beneficial 5
A little beneficial 14
Of some benefit 29
Fairly beneficial 34
Very beneficial 19
53% believed PDP Fairly
or Very Beneficial.
Q 21e (p73) PDP benefits discussed with Manager
Q 21e PDP benefits discussed with line manager
Questionnaire (%)
Yes 76
No 24
76% benefits of PDP discussed with
line manager.
Q 22a (p74) Supervision Sessions
Q 22a Supervision sessions to support role
Questionnaire (%)
Yes 33
No 67
33% have Supervision sessions.
Q22b (p74) Benefit of Supervision sessions
Q 22b How beneficial was Supervision sessions
%
Not at all beneficial 2
A little beneficial 8
Of some benefit 21
Fairly beneficial 31
Very beneficial 38
69% believed Supervision Fairly or Very Beneficial (49% for Appraisal)
Q23 (p79) Agreed or strongly agreed
I am encouraged by senior staff to undertake work based learning opportunities 51%
I have a shared responsibility with my employer to identify my learning and development needs 82%
I find it easy to keep up to date in my current job 56%`
My workload frequently prevents me from undertaking learning & development opportunities. 73%
I need help identifying the most appropriate learning and development activity for me. 37%
Q23 Agree or Strongly Agree
I believe there are not enough learning and development opportunities available for me to develop in my current role. 43%
I prefer structured/ academic learning activities 60%
I value learning and development activities which involve members of the multi disciplinary team. 89%
Q 24 (p83) Changing Job
Q24 Top factors; salary (58%), lack of resources and increased
workload (49%), lack recognition and respect (49%), personal commitments (44%), seek
promotion (43%), to seek a different challenge (43%) or not valued by employers (40%)
Questions 25 & 26 (p84/85)
Q25 –Likely to change job over next 2 years – 19% Yes, 39% Unsure and 44% No
Q26 Likely Job Change Option – 55% nursing or midwifery in HPSS, 9% non-nursing/midwifery HPSS,8% leave employment or retire
Q27 (p86) Agreed or Strongly Agreed (10)I am satisfied with the careers advice available to me in my career to date 35%
I would value independent advice and guidance when preparing for an interview 87%
It is difficult for me to identify all potential job opportunities suited to my skills and experience 49%
I am not sure of the information to include in an application form 34%
I would feel anxious if I had to go for an interview 78%
I would not be overly concerned if an “assessment centre” was part of the interview process 36%
The application and interview process would discourage me from applying for jobs 39%
I would apply for a job even if I had to give an unseen presentation 37%
There are good opportunities for career advancement in my organisation 21%
I have a clear idea of where I want to be in 5 years time 52%
Q28 (p90) Have you heard about NIPEC? (Valid percentage n=7326):
YES 63% No 36%
Q31 (p92) Do you have access to the internet at home or work (n=7258)?
YES 83% NO 17%
Q35 (p93) How easy did you find this questionnaire to complete?
86% easy or very easy
Q 36 (p95) Further comments? Please use the space below for any other comments you might like to
make about any of the questions we asked you?
20% made comments
Q 36 Free Comments – broad analysis (p95)Themes
% of Q 36 Comments
Dissatisfaction relating to learning and development issues
24%
Dissatisfaction in relation to Standards of Care
4%
Dissatisfaction in relation to pay, working hours
4%
Dissatisfaction in relation to management issues
5%
Dissatisfaction in relation to General issues 9%
Questionnaire 26%
NIPEC issues 7%
Careers 9%
Retired or retiring 5%
Positive comments 7%
CROSS REFERENCES
Elements Cross Referenced with Different Variables
1. Contracted hours
2. Participation in learning activities
3. Identification of learning and development
4. Opinions on learning and development issues
5. Changing jobs
6. Opinions around career advice, opportunities and interviews
7. Internet access and awareness of NIPEC
Variables:
Age (9/5yrs)
Hours worked (3)
Area of practice (15)
Job Title Group (4)
Employer Group (3)
Employment Status (4)
and so on
Groupings
(Q18 p60) Job Title Groups (n= 5333 77%) Nurses Grade C & D (1525)
Nurses/Midwives E&F (2597)
Ward Sisters G (551)
Community Nurses (660)
(Q12 p55) Employer Groups (n= 6536 90%) HSS Trusts (5608)
General Practice (237)
Independent Nursing Home (691)
1. Contracted Hours (pp 102-103)
Respondents under 30yrs more likely to work full time
60% of General Practice employed nurses work less than 25hrs only 15% full time
pp106-1162. Participation in learning activities (1)
No significantly different picture in the top six Learning activities undertaken by respondents by county they work in.
It appears that part-time respondents may have less access to learning activities
Fixed term and Temporary contract holders have lower level of participation in learning activities than permanent
2. Participation in learning activities (2) A greater percentage of Group 3 Sisters have participated
in Leadership Development and Management Development Programmes and participated in Appraisal than other Job Title Groups.
A lower percentage of Group 1 Nurses C/D’s than other Groups indicated they had participated in Bench-marking activities /audit or had participated in Practice Development Activities
Only 56% of the Learning Activities were funded by the Nursing Home Employer Group compared to 73% for HSS Trust and 70% for General Practice employer group.
Consequently over 20% of Nursing Home employed respondents indicated they funded most or all of the learning activities undertaken compared to 9% for HSS Trust employed and 5% for GP employed respondents.
2. Participation in learning activities (3) Those who have participated in courses/study days
within organisation, Appraisal, or have undertaken a shadowing opportunity are more likely to have had their learning and development needs identified either formally or informally by their line manager.
In contrast those respondents who have participated in courses/study days outside organisation, undertaken academic modules, diplomas, degrees or a research project are more likely to have had their learning needs identified by other methods or never at all.
Visiting other units to compare practice/projects was generally considered the most useful Learning Activity (not yet undertaken) across all employer groups and majority of age groups
Pp 118-132 3. Identification of learning & development (1) Respondents employed within the area of surgery
(including surgical specialisms and specialist roles) are more likely than any other group to have had their learning and development needs identified either formally or informally by their line manager (66% compared to general result of 53%)
Between 55-58% in the Job Title Groups had their needs identified by their line manager except for Community Nurses where the percentage was only 46%.
3. Identification of learning & development (2)
Those respondents who had a written record of how effective their learning and development activities were, were more likely to have: Participated in Midwifery Supervision, Developed a personal development plan , Participated in 360 Degree Feedback, Completed a reflective diary/journal, Undertaken personal coaching/mentorship Undertaken a shadowing opportunity.
3. Identification of learning & development (3)
Those who had undertaken: Mandatory training, courses/study days within or
outside the organisation Participated in conferences/seminars workshops Undertaken academic modules, diplomas, degrees Learnt from Adverse events Acted as a mentor/preceptor Attended case conferences or Engaged in project work
were less likely to have a written record of how effective their learning and development activities were.
3. Identification of learning & development (4)
Respondents working in the areas of learning disability, elderly care or mental health are less likely to have a PDP than those employed in any other area of practice
Those working in Mental Health and Learning Disability are much less likely to have had an annual appraisal.
Respondents who have undertaken academic modules, diplomas or degrees are less likely to have discussed the benefits of the PDP learning and development activities undertaken with their line manager
A much smaller percentage (37%) of respondents employed in Nursing Homes indicated that they had a PDP either as part of appraisal or separate to it, agreed and reviewed annually with their line manager when compared to other Employer Groups and the General Result (61%).
3. Identification of learning & development (5)
Community Nurses (57%) were much more likely to have Supervision sessions when compared generally (33%),
Nurse/Midwife E/F are less likely to have supervision sessions (23%) when compared generally.
Whilst General Practice employed respondents were more likely to have annual appraisals and PDP’s they are less likely to have supervision sessions
pp 134-1384. Opinions on learning & development issues
Notably only half of all Groups find it easy to keep up to date.
Networking opportunities appear higher for Ward Sisters and Community Nurses.
Less Ward Sisters prefer structured/ academic learning activities compared to the other Groups.
It appears that workload frequently prevents more
Community Nurses from undertaking learning and development opportunities compared to the other Job Title Groups.
More Nurses C/D indicated they required help in identifying the most appropriate learning and development activity.
pp 140-1465. Changing jobs
In addition to seeking an increase in salary, “Lack of resources and increased workload” and “Lack of recognition and respect” were the factors most likely to influence changing jobs particularly for those respondents in the older age groups
The longer registrants have been registered or enrolled the less likely they are to change jobs in the next two years. This is also reflected in the literature. Retention through support and development are important factors.
Much fewer GP employed respondents were likely to change their job (8%) and more Nursing Home employed respondents were likely to change their job (23%) compared to the general results (19%).
Notably 15% of those working <25hrs indicated that the next likely Option if changing job would be to Leave Employment or Retire.
pp 148-1506. Opinions around career advice, opportunities & interviews
HSS Trust employed respondents appear to indicate a lower level of satisfaction with careers advice, opportunities and Interviews as compared to other Employment Groups (GP and Nursing Home).
respondents who work less than 25 hrs appear less satisfied with Career Advice, Opportunities and Interviews
pp 152-1547. Internet access There was a lower level of internet access for
respondents employed in Nursing Homes (64%) compared to other Employer Groups or General Results (83%)
Variances in access ranges from 100% for Occupational Health Nurses, Senior Manager in Education and Director/Assistant Director Nursing to 62% access for Enrolled Nurse C Grades.
Lower levels of access are reported in the areas of “Elderly care including specialist roles” (68%) and “Learning disability including specialist roles (in hospital or community)” (77%).
FINDINGS RELATED TO
DEVELOPMENT FRAMEWORK
Development framework Related findingsThe need to promote assessment of development
needs and a wider range of learning activities as in the Learning Activities resource is well
supported in the General results sections but also:
A wider range of learning and development activities are undertaken where there is a more formal approach to the recording and evaluation of such activity.
Hours worked and Type of contract held indicate different levels of participation in learning and development
Less than 10% of respondents have participated in 3600 personal feedback regardless of hours worked, type of contract, Employer Group or Job Title Group (value of Competency Profile section)
df Related findings
Providing a Careers enhancement and planning resource is strongly indicated in the general
results section as well as:
It would appear that HSS Trust employed respondents indicate a lower level of satisfaction with careers advice, opportunities and Interviews as compared to other Employment Groups (General Practice and Nursing Home employed).
It would appear that respondents who work less than 25 hrs are less satisfied with Career Advice, Opportunities and Interviews
df Related findingsPromoting an Internet resource appears reasonable given the
high level of access in the general results however:
There was a lower level of internet access for respondents employed in Nursing Homes compared to other Employer Groups or General Results
Variances in access ranges from 100% for Occupational Health Nurses, Senior Manager in Education and Director/Assistant Director Nursing to 62% access for Enrolled Nurse C Grades.
Lower levels of access are reported in the practice areas “Elderly care” including specialist roles” (68%) and “Learning disability including specialist roles (in hospital or community)” (77%).
CONCLUSIONS AND RECOMMENDATIONSpages 156-161
Recommendation 1
NIPEC recommends that registrant employers achieve an Appraisal level of 80% by 2009. NIPEC are keen to support employers and registrants achieve this target using the Development Framework electronic tools and resources.
Recommendation 2
NIPEC wish to see the level of Clinical Supervision activity raised to 75% generally and 85% in clinically high risk areas by 2009. NIPEC will be keen to support employers introduce appropriate clinical supervision systems.
Recommendation 3
The performance management of employing organisations should ensure that learning and development needs analysis systems provide an accurate picture of learning and development needs and that commissioned learning and development activity should embrace personal as well as professional development activities with balance within commissioning plans between more traditional education programmes and other learning and development activities. .
Recommendation 4
NIPEC would encourage employing organisations to ensure that registrants have easy access and are facilitated to use the dedicated development framework website resource particularly the extensive Careers component at www.nipecdf.org .
