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Northern Territory Department of Health Library Services Historical Collection
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DL HIST 610.73069 NOR
1987
DEPARTMENT OF HEAL TH AND COMMUNITY SERVICES
"CAREER STRUCTURE
· FOR
OQ.S>/~
HISTORICAL . COLLECTION
NORTHERN TERRITORY NURSES"
STAFF EDUCATION BOOKLET
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CENTRAL LIBRARY 1 3 OCT 1998
TERRITORY HEAL TH SERVICES
NORTHERN TERRITORY DEPARTMENT OF HEALTH & COMMUNITY SERVICES
IMPLEMENTATION OF NURSING CAREER STRUCTURE - 1987
Complied by the
SECTION I
I Background II Structure
III Implementation steps
Central Oversight Committee
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NORTHERN TERRITORY DEPARTMENT OF HEALTH & COMMUNITY SERVICES
Career Structure for N.T. Nurses
Background:
During September 1985 a joint Departmental and RANF Task Force was established to investigate and report to the Minister for Health on a suitable career structure for Northern Territory Nurses. An Interim report was submitted in January 1986 and the final report in August 1986.
The Task Force recommended a career structure consisting of three streams, of Management, Clinical and Education and that there should be two grades for Enrolled Nurses in the clinical stream and six levels for Registered Nurses, branching into the streams at level 3.
The Registered Nurse structure was altered to 5 levels following agreement between the Department and RANF. This was achieved by combining level one and two of the Task Force structure to give some degree of compatibility with other States. It was also
agreed to insert a sub-level "B" with one salary point in level 3 to recognise the role and responsibility of Rural Health Nurses in charge or working alone.
The new structure does not describe 3 traditional positions, the Deputy Director of Nursing, Supervisors and Charge Nurses. The functions of these positions are incorporated in the new roles described.
At the conclusion of the case run by RANF before the Full Bench of the Australian Conciliation and Arbitration Commission, N.T.
nurses were awarded the agreed career structure with salary scales to match.
,..._
CAREER STRUCTURE
The agreed structur.e is as follows:
Level 1
Level 2
Position(s)
Beginning Practitioner:-
.&.-.-~:....---
Advanced Practitioner
Senior Clinical Nur-se
Nur:-se Educator
-- -
2.
Qualifications/Experience
Registered Nurse (RN) with current Practising
Certificate (PC)
RN with current PC wi th a minimum of 2 years
experience which may include Post-Basic Qualifications
RN with current PC with 3 to 5 years experience in clinical stream which should include a formal 1 year post registration progr:-amme.
As above.
--, --, -, --,
Rational
Clinical practice setting for the "NOVICE" nurse with limited or no post- registration experience
Recognises the nurse who has consolidated the basic nurse education programme through clinical practice and/or continuing
education.
Recognises the "COMPETENT"
clinical nurse who may frequently co-ordinate nursing care within a unit in the absence of the
"charge Nurse".
Novice in education stream. Developing teaching skills.
-, --,
Level 3
Level 4*
Level 5
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Position(s)
Clinical Nurse Consultant Nurse_Manager
Senior Nurse Educator
~----~--- ---
. Director of Nursing A/DON-Management A/DON-Clinical . A/DON-Education
-
3.-
Qualifications/Experience
RN with current PC minimum of 5 years experience.
Preferably with
appropriate tertiary
qualifications related to area of practice./
Minimum of six years experience with
demonstrated ability in practice setting,
preferably with tertiary qualifications appropriate for position.
--, ----, --, --,
Rational
Recognises the
"PROFICIENT" nurse in the clinical, management and Education streams.
Recognises the need to separate the
management/clinical role at the "Charge Nurse"
level for efficiency and improved patient/client care.
Recognises the "EXPERT"
nurse - either as the Director of a nursing
service or as an Assistant · Director within one of the
three recognised streams.
*
Category of position within level 4 is dependent on size and complexity of the organisation.Director_of_Nursing_~DH) As above. As above.
*
Decision identified DON/RDH as the only level 5 nursing position within the NT Nurses Career Structure.--, --,
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4.
f~lementation
A period of 3 months was set by the Full Bench for
implementation. This is to be achieved by August 10th (1987).
Monitoring Committee
The Full Bench directed that a Monitoring Committee be
established to oversight implementation, to resolve problems as they arise and, where necessary, to refer such problems back to the Conciliation and Arbitration Commission.
Membership of the Monitoring Committee is:
2 Representatives from RANF
2 Representatives from Dept of Health and Community Services 2 Representatives from private sector
Departmental Central Oversight Committee
To facilitate implementation within the Department of Health and Community Services, a Central Oversight Committee has been
established to co-ordinate and oversight the setting in place of the career structure. This committee has Departmental and RANF representation.
Work Place Committees
In addition to the Central Oversight Committee, nine public
sector work place committees have been established consisting of work place nurses, departmental personnel staff and RANF
representation. These committees will identify positions within the new structure, develop position descriptions and report their findings to the Central Oversight Committee.
Organisational Context
Conciliation & Arbitration Commission
Monitoring Committee
Public Sector Oversight Committee
/
Private Sector W k 1 / .or Pace Committees
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5.
Implementation Steps
1.
2.
Identification of positions (not individuals) and Organisation Structure by work place committees.
Review of various proposed structures by Central Oversight Committee to ensure equitable identification of positions related to role function.
oos.,,::, /G
3. Identification of positions with direct transfers from the previous structure to the new structure, on a point to
point, incremental transfer basis, ie. Registered Nurse with 5 years experience identified as Level 1(5).
4. Identification and approval of positions within the new structure which will be advertised and filled by the normal selection process. This will include provision of
recommendations for direct promotion and appointment, with or without gazettal and all residual positions not the
subject of such recommendations being advertised and filled as normal.
Points to Note
The new structure will need various approvals before i t is totally implemented, however, the above action can occur following the Secretary's approval to the proposed
structures.
Promotion
Progression through the levels is not automatic. Promotion to a higher level is dependent on a position being available and an applicant being successful in applying for the
position based on efficiency, qualifications and experience.
Savings Clause
The Full Bench directed that there is to be no reduction in salary of an employee as a result of the variations in the award.
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S E C T I O N 2
IMPLEMENTATION OF NURSES CAREER STRUCTURE
I Details of New Structure
II Overheads for Education Sessions
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N.T. DEPARTMENT OF HEALTH AND COMMUNITY SERVICES NURSING CAREER STRUCTURE
GENERAL RE-ORGANISATION DETAILS
EXISTING POSITIONS
REGISTERED NURSES
SENIOR REGISTERED~~-+-~
NURSES
MATRON GRADES
*
1-4MATRON GRADE 6
0081/aa/rpt
NEW STRUCTURE
LEVEL 1
LEVEL 2
Senior Clinical Nurses
Urban Community Health Nurses
LEVEL 3A
Clinical Nurse Consultants Urban C.H.N. - In Charge
Rural C.H.N. - Not in Charge Nurse Manager
LEVEL 38
Rural C.H.N. - In Charge
LEVEL 4
(A/DON'S & DON'S except R.D.H.)
LEVEL 5 DON - RDH
1.
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MANAGEMENT R.N. Level 4r
A/D. 0. N.r
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R.N. Level 3A (4 inc) Nurse ManagerI
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R.N. Level 2 (4 inc) Nurse ManagerI L L L L L L
N.T. NURSING CAREER STRUCTURE
Level 5 (1 sal point) D.O.N. (R.D.H.)
Level 4 (4 sal points)
D.O.N. (All other hospitals
CLINICAL R.N. Level 4 A/D.O.N.
Level *38 (1 sal point) Rural C.H.N. In Charge
R.N. Level 3A (4 inc) Clinical Nurse Consultant Urban C.H.N.-In Charge Rural C.H.N. (Not in
charge)
R.N. Level 2 (4 inc) Senior Clinical Nurse C.H.N. - Urban
R.N. Level 1 (7 inc) Advanced practitioner
(2-7 years)
Beginner practitioner (1-2 years)
E.N. Grade I I E.N. Grade I
EDUCATION R.N. Level 4 A/D.O.N.
2 •
R.N. Level 3A (4 inc) Sr. Nurse Ed
R.N. Level 2 (4 inc) Nurse Ed
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(4) A.D.N.MANAGEMENT
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(3) NURSE MANAGER
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(2) (N.M.)
CAREER STRUCTURE FOR NT NURSES
DIRECTOR OF NURSING (Level 4 or 5)
A.D.N.
CLINICAL
CLINICAL NURSE
CONSULTANT
SENIOR CLINICAL NURSES
(1) ADVANCED PRACTITIONER BEGINNING PRACTITIONER
(G.II) ENROLLED NURSE G.I. ENROLLED NURSE
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2A.
A.D.N. (STAFF DEVELOPMENT)
SENIOR NURSE EDUCATOR
NURSE ED
NEW STRUCTURE
ROLE AND FUNCTIONS/RESPONSIBILITIES
DIRECTOR OF NURSING
<LEVEL 5 RDA)
(LEVEL 4 ALL OTHER D-0-N'S)
-3- -
~ ~--, --, --, --, --, --,
DECENTRALISATION OF SOME FUNCTIONS, AUTHORITY AND ACCOUNTABILITY
INCREASED EMPHASIS ON FORECASTING STRATEGIC PLANNING, FINANCIAL
MANAGEMENT AND OTHER EXECUTIVE MANAGEMENT FUNCTIONS
LEVEL 4
ADN (MANAGEMENT>
OVERALL MANAGEMENT AND ALLOCATION OF HUMAN AND MATERIAL RESOURCES;
. POLICY FORMATION,
OPERATIONAL PLANNING AND DECISION MAKING;
RESEARCH - MANAGEMENT;
LEADERSHIP, SUPPORT AND CO- ORDINATION OF NURSE MANAGERS
- - - ---, --, --, --, - , --, --,
-4-
ADN (CLINICAL)
STANDARDS OF PATIENT/CLIENT CARE, QUAL ITY ASSURANCE, PERFORMANCE APPRAISAL AND CONTROL MECHANISMS;
. RESEARCH - CLINICAL PRACTICE;
CLINICAL POLICY AND NURSING PROCEDURE REVIEW;
. LEADERSHIP, SUPPORT AND CO- ORDINATION OF CLINICAL NURSE CONSULTANTS
ADN (NURSE EDUCATION/STAFF DEVELOPMENT)
TITLE: PRINCIPAL NURSE EDUCATOR FORECASTING, PLANNING,
IMPLEMENTATION AND EVALUATION OF NURSE EDUCATION/STAFF
DEVELOPMENT PROGRAMMES.
RESEARCH - EDUCATION .
LEADERSHIP, SUPPORT AND CO-
ORDINATION OF NURSE EDUCATORS
LEVEL 3
NURSE "ANAGER CAN")
. INCLUDES SOME ASPECTS OF THE TRADITIONAL SUPERVISORY AND ADN ROLES;
. PROVIDES HUMAN AND MATERIAL RESOURCES FOR DESIGNATED CLINICAL UNITS TO FUNCTION EFFECTIVELY;
. CONCEPT OF uCLINICAL
SUPERVISIONU REMOVED FROM ROLE DESCRIPTION
-- - -
-5-
CLINICAL NURSE CONSULTANT CCNC)
PROFICIENT OR EXPERT PRACTITIONER WHO FOR A SPECIFIC POPULATION OF PATIENTS/CLIENTS
. DIRECTS CARE
. PARTICIPATES IN CARE
(CASELOAD ON REGULAR BASIS) . CO-ORDINATES CARE AND ACTS
AS A:
CONSULTANT IN AREA OF EXPERTISE
. ROLE MODEL . EDUCATOR
. CLINICAL RESEARCHER . ACCOUNTABLE FOR SAFE
STANDARDS OF PATIENT/CLIENT CARE AND THE MANAGEMENT OF CARE
~
--, ---, --, --, --, --,
SENIOR NURSE EDUCATOR CNE)
LEVEL 3
TEACHING /LEARNING STRATEGIES
RELATED TO STAFF DEVELOPMENT,
CLINICAL TEACHING, POST BASIC
SPECIALTY COURSES AND PRE-
SERVICE COURSE .
- - . - ---, --, --, --, -, -, -,
LEVEL 2
SENIOR CLINICAL NURSE
COMPETENT NURSE PRACTITIONER;
CARRIES A CASE LOAD EACH SHIFT;
PROVIDES SUPPORT AND EDUCATION TO NEW AND JUNIOR STAFF;
RELIEVES CLINICAL NURSE CONSULTANT IN HIS/HER ABSENCE.
LEVEL 1
ADVANCED PRACTITIONER (RN)
CARRIES A CASELOAD EACH SHIFT;
-6-
NURSE EDUCATOR
BEGINNER IN NURSE EDUCATOR STREAM;
CARRIES A LIGHTER TEACHING LOAD UNTIL TEACHING SKILLS DEVELOPED;
PARTICIPATES IN IMPLEMENTING AND EVALUATING NURSE EDUCATION.
PROVIDES SUPPORT AND EDUCATION TO NEW AND JUNIOR ALLOCATED STAFF;
RELIEVES SCN IN HIS/HER ABSENCE BEGINNING PRACTITIONER <RN}
NOVICE IN NURSING PRACTICE;
CARRIES A CASE LOAD EACH SHIFT;
INSTITUTES CARE UNDER GUIDANCE OF MORE EXPERIENCED R-N·
ENROLLED NURSE 6-1 & II CEN)
CARRIES A CASELOAD EACH SHIFT;
WORKS UNDER SUPERVISION OF CNC, SCN OR RN
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PATIENT/CLIENT CASELOADS:
SENIOR CLINICAL NURSE
CLINICAL NURSE CONSULTANT
- - ---, --, --, --, --, --, - ,
-7-
GIVES DIRECT NURSING CARE TO PATIENTS/CLIENTS WITH RELATIVELY COMPLICATED C O NDITIONS REQUIRING EXTENSIVE CLINICAL KNOWLEDGE AND EXPERTISE. REDUCTION AND REDISTRIBUTION OF CASELOAD AMONGST
OTHER STAFF FOR SOME HOURS ONCE OR TWICE A WEEK IN ORDER TO F U LFIL JOB DESCRIPTION FUNCTIONS.
PROVIDES CARE TO PATIENTS/CLIENTS WITH COMPLICATED CONDITIONS REQUIRING AN ADVANCED DEGREE OF CLINICAL NURSING KNOWLEDGE AND EXPERTISE.
INVOLVED IN PATIENT CARE ON A REGULAR BASIS TO RETAIN CLINICAL SKILLS,
ACT AS A ROLE MODEL AND MAINTAIN CLINICAL CREDIBILITY.
EXPECTED OUTCO"ES OF NEW CAREER STRUCTURE
WIDER DISTRIBUTION OF RESPONSIBILITIES
DECENTRALISATION AND PARTICIPATION IN DECISION MAKING AT ALL LEVELS OF PRACTICE RETENTION OF EXPERT PRACTITIONERS IN DIRECT CARE
EQUITABLE REMUNERATION AND STATUS ACROSS ROLES AT SIMILAR LEVELS HORIZONTAL RATHER THAN VERTICAL STRUCTURE
INCREASED ACCOUNTABILITY AT EACH LEVEL OF PRACTICE IMPROVING STANDARDS OF PATIENT/CLIENT CARE
IMPROVED STAFF SATISFACTION
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Level
5 cat 1
4 cat 4 cat 3
trr DE.PAR'DIENI' OF HEAL'l'B & CIJNJNI'IY SERVICES 1987 - CAREER S'l'RJCTCJRE J.iOR ~ 'l'ERRrlORY !IJRSES
•'IOrAL CNFINI.EH9
Desirable
~ s
Years
Exp
___________ (D.O.~RDH} __________________ _
i
D.O.N.ADN,-
1 _ _ _ _ _ AD_N _ _ _ _ _ _ _ 'Af)_N _ _
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6yrs
9.
Dreyfus Model of Skill Acquisition
i
Level 3B,4,S EXPERT
cat 2 MANAGEMENT ( a..INICAL) ( EDUCATIOO
1
...__ca_t_1
~~-
...---....---+-~-- ---f---. ____ _
38 1
J(A) 4 3 2 1
2 4
Approp Tertiary Qualfs
~
P.G.
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RURAL HEALTH NURSE-IN-CEARGE
-~ ---1---~--- ·-- ----~---4
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Level 3A Syrs O..INI CAL NURSE <XNSULTANT PROF! CI ENT
-~~---1---1:-- --- ~---
3 Course 3-Syrs SENIOR C!..INICAL NURSE Level 2
2 ( 1 yr 1 ~ <n1PETENT
t----1----+-__ d_ur_!, ... t_i_o_n_)..,__ ____ __,._ _________ _: ___________________ ~---~---·
1 '
. 7
T
6 Level 1
5 a..INICAL NURSE ~
4 ADVANCED
3
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BffiINNER---·--- ---~ --- --- -- ---~ ---
2
t
1 REGISTERED NURSE NJVICE
Grade 2 2 1
Post 2yrs
Enrolment Course
~
ENIDLLED WRSE G.II
~---~---
Grade 1 2 1
ENROLLED NURSE G.I
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LevelI
NT DEPARIMEN.r OF HEALTH & C01MUNI'IY SERVI~
1987 - CAREER STRIJCIURE FOR I«)RlHERN TERRTIORY RJRS&S
"'IOl'AL OVERVIEJi•
Desirable Quals
Years
Exp
~ Ca'.
1 I"' :: ___________ (D.O.~ RDH) --- _I Cat
4i
D.O.N.f Cat
3 6yrs ADN.-1 _ _ _ _ _ AD_N _ _ _ _ _ _ _ AD_N_!I
Cat 2 MANAGEMENT (CLINICAL) (EDUCATIONf _ea_t
_1 __._____..._..,.___., __~
__ ~---t--- _____ _
RURAL HEALTH NURSE-IN-CliARGE
9.
Dreyfus Model of Skill Acquisiticn
i
Level 3B,4,5 EXPERT
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3(A1/~---r---;,., ---~~-- t ---
Level 3A
Syrs CLINICAL NURSE CONSULTANT PROFICIENT
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2 : P.G.
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l
3 Course 3-Syrs SENIOR CLINICAL NURSE Level 2Approp Tertiary Qualfs
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d~r~ion)~
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Level 1I
5 CLINICAL NURSE ~4 ADVANCED
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BEJ3INNERr--- -~--- ---~--- --- -~---'* ---
2
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1 REGISTERED NURSE N)V~CEPost Enrolment Course
2yrs ENROLLED NURSE G.II
---· ---
ENROLLED NURSE G.I
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