The national preceptorship framework for nursing sets national standards for preceptorship for nurses and establishes a framework for good practice that can be adopted across all regions in England.
The first two years for a newly registered nurse are critical for both individuals and organisations. New registrants need a supportive environment to develop confidence and competence during the transition to autonomous practitioner.
The literature review conducted by Middlesex University confirms the impact of early careers and preceptorship programmes on recruitment and retention of nurses in the first two years post registration.
CapitalNurse has developed a preceptorship framework designed to support newly registered nurses to make the transition to autonomous practitioner, while developing in confidence and proficiency. The preceptorship model provides a summary of the full framework.
The framework provides a recommended set of standards, based on best-practice, which all health and social care organisations in London have agreed to. The framework:
- gives newly registered nurses clear guidance about managing their preceptorship and working with their employer
- includes standards for protected time for preceptorship
- provides a charter setting out what is expected of preceptors and their employers
- provides clear practical templates for preceptors to use.
In order to support organisations in implementing the preceptorship framework, CapitalNurse has developed the case for investing in preceptorship which sets out the return on investment a trust/health provider can expect from adopting the framework.
Potential benefits of preceptorship for new registrants
- Increased confidence
- Positive socialisation onto the working environment
- Increased job satisfaction
- Feeling valued, respected and invested in by the employer
- Increased commitment to the employer and profession
All above benefits are linked to patient satisfaction, quality of care, retention and enhanced recruitment. Find more via this case study on the value of preceptorship.
Team-based preceptorship offers an alternative to the traditional preceptorship programme and gives further flexibility to organisations in ensuring a quality preceptorship for newly qualified practitioners. Find out more about team-based preceptorship.
The Accelerated Preceptorship Guide is for use with returners to practice, international nurses, registered nurses who have come through the nursing associate route and other healthcare professionals in certain situations. This is not intended to replace the preceptorship programme for newly qualified practitioners.
CapitalNurse Preceptorship Quality Mark
CapitalNurse has developed a Preceptorship Quality Mark for those organisations who meet 75 per cent of the standards set out in the self-assessment framework. The quality mark includes a logo which organisations can use on all preceptorship and recruitment material for two years, with the option to renew.
How to apply for the CapitalNurse Preceptorship Quality Mark
If you have any queries, please email: firstname.lastname@example.org
Beyond Preceptorship Framework
CapitalNurse has developed a Beyond Preceptorship Framework to look at the 12-24 months post-qualification period for newly registered nurses. The framework focuses on four main pillars and identifies different activities which fall within each category.
It is intended as a toolkit of resources to assist organisations in developing their own Beyond Preceptorship offering for staff.
Preceptorship development resources
CapitalNurse has developed a range of resources for organisations to use in training, developing and supporting their preceptors and preceptees covering a wide range of areas, including:
- Early Careers Framework Preceptorship and Beyond: Action Learning
- Clinical Practice
- Communication (new module)
- Developing resilience
- Developing yourself
- Effective Practice
- Leadership and team dynamics
- Professional practice
- Practising safely
- Reflective Learning
What is Preceptorship?
A one-hour session focusing on the CapitalNurse Preceptorship framework with overviews of roles, responsibilities and an understanding of the framework. This module includes video clips.
Assessing learning needs
Focuses on assessing learning needs through use of SLOT analysis, understanding how learners learn, translating learning needs into SMART objectives and reviewing these.
This module focuses on giving feedback using Kipling’s Men and IAID model. Role play scenarios are included.
Looks at when coaching is most appropriate in preceptorship and uses the SOAR model to coach preceptees. Role play scenarios are included.
Short documents providing information relating to a specific topic. These can be used to enhance learning in a particular area, or to provide an overview of a topic for further reflection. These are between one and five pages long.
- Assessing learning needs
- Coaching skills
- Emotional intelligence
- Gibbs reflection model
- Giving feedback
- Johari window (self-awareness model)
- Kipling’s Men (questioning skills)
- Kolb Learning cycle
- PDSA cycle (plan, do, study, act)
- Reviewing objectives and measuring effectiveness
- Rolfe et al reflection model
- Rolfe et al reflection template
- Setting objectives
Case studies looking at preceptorship from different perspectives and in different organisations with a selection from acute, mental health and primary care across London.
- Camden and Islington NHS Foundation Trust
- Lewisham and Greenwich NHS Trust
- North Middlesex University Hospital
- Preceptee in Primary Care
- Preceptor in Primary Care
- The Hillingdon Hospitals NHS Foundation Trust
- St George's University Hospital
In addition to preceptorship resources, CapitalNurse has developed guidelines, information, best practice and materials on the following:
- Compassionate Education
- Career Clinics and Internal Transfers (including Facilitating a Career Conversation)
- Rotations and Insights
- Preceptorship for students