Our latest news

SIWDH (formerly SIRTH) puts out regular updates on its activities.  Check out our recent developments here:

SIWDH February 2016 Update

 

For earlier updates see below:

SIRTH December 2014 Update

SIRTH May 2014 Update

SIRTH October 2013 Update

SIRTH July 2013 Update

SIRTH March 2013 Update

SIRTH December 2012 Update

 

GAP (Gerontology Acceleration Programme)

The formal evaluation of the GAP programme has now been completed and is available here.

 

GAP Toolkit released

This toolkit has been developed to assist organisations wanting to implement a specialty specific nursing development programme targeted at mid-career nurses.

The content of this toolkit has been developed by nursing leadership in Canterbury District Health Board as a result of the successful implementation of the Gerontology Acceleration Programme (GAP). This programme was specific to nurses working in aged care but senior nursing leaders recognised that this concept could fit other specialties of nursing and that the organisation and governance of such a programme would be similar irrespective of specialty. The resources in this toolkit have been developed through the experience of implementing the GAP and are for you to use and adapt to the needs of your programme. We do ask that you acknowledge the source of the documents in your work.

If the aim of strengthening the nursing workforce and quality of care is to be realised with pace and scale, an integrated approach is required with the Ministry of Health working in collaboration with District Health Boards (DHBs) and the community partners on plans to improve nursing leadership, co-ordination and integration of care, mentorship, and education opportunities in nursing.

The nursing workforce accelerated programme focuses on enhancing the career development for Registered Nurses working within a specialty across the health care continuum by providing a different range of professional development opportunities.   Participants access a variety of clinical settings to gain an in-depth inter-service understanding, while expanding their networks (Aged Residential Care Workshop Report April, 2012).

The programme has four components:

  1. Clinical experience through the rotations in two pre-selected specialty focussed clinical areas. Feedback has supported two, twelve week rotations.
  2. Generic programme expectations with mentor support.
  3. Postgraduate nursing education as determined by the governance group (qualification to be eligible for HWNZ funding from DHB PG nursing contract).
  4. Professional Development Recognition Programme (PDRP) participation.

To view a copy of the toolkit click here

If you would like a word version please contact Kath Goodyear, Project Facilitator, SIWDH at kathryn.goodyear@siapo.health.nz

 

Workforce reports - Adult mental health and addiction services

Information on the Vote Health funded adult mental health and addiction services workforce is now available at regional and DHB district levels.

The regional and DHB district reports give a summary of the results from the 2014 More than numbers organisational workforce survey.

These reports look at the workforce within each region or DHB district. They include information on roles, service types, workforce ethnicity, and vacancies. The reports also share information on current and future workforce challenges, knowledge and skill needs, and relationships within and across sectors. These reports are available here

Using the information in these reports will help to improve the quality of workforce planning. For support using these reports please contact your regional workforce planning lead Valerie Williams.

 

 

 

Sustainable Nursing

In the South Island we know that 67.5% of the nursing workforce is aged 45 or above - this equates to 8151 nurses. The South Island Executive Directors of Nursing have released a position statement in relation to the need to both grow and retain our current nursing workforce and ensure an ongoing commitment by nurses in nursing.

To view the South Island Executive Directors of Nursing Position Statement on Sustaining the South Island Nursing Workforce, click here

The Sustainable Nursing Work group’s aim is to develop strategies that both grow and retain our current nursing workforce that result in ensuring ongoing commitment by nurses in nursing. One of the ways in which we are doing this is to identify nursing champions in our South Island workforce who are inspirational, including:

Sue Dawkins - Nelson Marlborough

Sue is a Nurse Practitioner at the Murchison Health Centre.

Helen Sawyers - West Coast

Helen is a Registered Nurse at Buller Hospital.

Robyn Hulme - Canterbury

Robyn is the Facility Manager at Cashmere View Rest Home and Hospital, Christchurch.

Claire Roelink - Canterbury

Claire is the Clinical Team Coordinator for Specialist Mental Health Services.

Liz Langer - Southern

Liz is a Nurse Practitioner for Mental Health Services for Older People.

Mark Liddy - South Canterbury

Mark is the Clinical Nurse Manager of Paediatrics at Timaru Hospital.

 

Sustainable Midwifery

South Island Midwifery Leaders have identified a similar issue to nursing for the midwifery workforce. With the average age of midwives in New Zealand in 2013 being 47.4 years, it is important to both grow and retain our current midwifery workforce and ensure an ongoing commitment by midwives to midwifery.  Working alongside the Sustainable Nursing Work group, Midwifery Leaders are also identifying South Island champions who are inspirational. We are pleased to introduce the first of these below:

Anne Atkins

Anne has recently retired following a career that has traversed many different areas of the maternal and child health spectrum.

 

 

Mental Health and Addiction Workforce Planning guidelines

Te Pou have released the mental health and addiction workforce planning and forecasting literature review, workforce planning approach and the workforce planning guide. To read more click below:

Mental Health and Addiction Planning and Forecasting literature review

Getting it right - a workforce planning approach

Getting it right - a workforce planning guide