CapitalNurse has developed a preceptorship framework that provides a recommended set of standards based on best-practice which all health and social care organisations in London have agreed to.
It gives first year post-graduate nurses clear guidance about managing their preceptorship, and working with their employer. It includes standards for protected time for preceptorship, a charter setting out what is expected of preceptors and their employers; and it also provides clear practical templates for preceptors to use. It has been designed to support newly registered nurses to make the transition from learner to autonomous practitioner, while developing in confidence and proficiency.
The potential benefits of preceptorship for new registrants include developing confidence, positive socialisation into the working environment, increased job satisfaction, feeling valued, respected and invested in by their employer, increased commitment to the employer and profession – all of which are linked to patient satisfaction, quality of care, retention and enhanced recruitment. A case study on the value of preceptorship can be found here.
The preceptorship model provides a summary of the framework.
In order to support organisations in implementing the preceptorship framework, CapitalNurse has developed the case for investing in preceptorship. This briefing sets out the return on investment a trust/health provider can expect from adopting the framework.
Preceptorship Quality Mark
CapitalNurse has developed a Preceptorship Quality Mark for those organisations who meet 75% of the standards set out in the self-assessment framework. The quality mark includes a logo which the organisation can use on all preceptorship and recruitment material for one year, with the option to renew.
To apply for the CapitalNurse Preceptorship Quality Mark please complete the self-assessment framework and return it to firstname.lastname@example.org. For any queries please contact email@example.com.
Beyond Preceptorship Framework
CapitalNurse have 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. (Please see "Related Documents" section below.)
This accelerated preceptorship guide, is for use with returners to practice, international nurses and some newly qualified practitioners (NQPs) and Health Care Professionals (HCP's) who may be joining a temporary register, for example during Covid-19.
This is not intended to replace the preceptorship programme for newly qualified practitioners.
This resource was developed in line with regulatory councils e.g., the Nursing and Midwifery Council (NMC), the Health and Care Professional Council (HCPC) and national HEE guidance.
For returners to practice, international nurses and some newly qualified practitioners (NQPs) and Health Care Professionals on a Temporary Register you will find:
- Accelerated Preceptorship Guide
- Guide for staff supporting during Accelerated Preceptorship
- Support for staff during Accelerated Preceptorship
- Podcast One - General Information
Different organisations have existing provision for newly qualified practitioners (NQPs) and the following modules can be used as part of the accelerated preceptorship programme as self-directed learning or taught modules:
- Effective Practice
- Professional Practice
- Clinical Practice
- Safe Practice
- Reflective Learning
- Communication (new module)
Preceptor development resources
A PDF with links to all the resources below can be found here.
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