Health Times April 2016

H

April 2016

Education Feature + Education and career framework for nurses in primary health care + Managing patients with chronic pain + Health groups and practitioners champion Gayle’s Law

HealthTimes - April 2016 | Page 17

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April 2016 We hope you enjoy perusing the range of opportunities included in this Issue.

If you are interested in pursuing any of these opportunities, please contact the advertiser directly via the contact details provided. If you have any queries about our publication or would like to receive our publication, please email us at contact@healthtimes.com.au DISTRIBUTION 46,300 The HealthTimes magazine is the most widely distributed national nursing and allied health publication in Australia.

For all advertising and production enquiries please contact us by telephone on 1300 306 582, email contact@healthtimes.com.au or visit www.healthtimes.com.au Published by Seabreeze Communications Pty Ltd trading as HealthTimes.

ABN 29 071 328 053. Š 2015 Seabreeze Communications Pty Ltd. All right reserved. No part of this publication may be copied or reproduced by any means without the prior written permission of the publisher. Compliance with the Trade Practices Act 1974 of advertisements contained in this publication is the responsibility of those who submit the advertisement for publication.

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HealthTimes - April 2016 | Page 09

Living the dream - nursing in Townsville “Come to Townsville, try it and you’ll stay.”

That’s the message from John Baird, who stumbled upon the secret to work-life happiness half a world away from where he first began his nursing career in Yorkshire, England.

As the Director of Nursing and Program Manager for Mental Health Rehabilitation Services at Townsville Hospital and Health Service (THHS), it’s no surprise that a year after he moved to Townsville, John can’t imagine living and working anywhere else.

John says the tropical weather, the short 10 minute commute to work, a supportive and rewarding work environment with great remuneration and benefits, plus a choice of exceptional schools and sporting facilities for children, all on the doorstep of the beach, Outback and rainforest, enables his family to ‘live’ during the week rather than ‘waiting to live’ for the weekends.

“There are times in Winter when I’m walking along the beach with my wife and kids, enjoying the warm sunshine, and I think - how on Earth did I get here? It’s just delightful.”

John is encouraging other nurses and midwives to discover Townsville - a hidden gem brimming with unrivalled lifestyle and nursing opportunities.

After an expansion of clinical services, THHS is now recruiting to fill a range of full-time and part-time nursing positions for Assistants in Nursing, Clinical Nurses, Clinical Nurse Consultants, Enrolled Nurses, Midwives, Registered Nurses and Nurse Educators.

As the largest tertiary health service in northern Australia, THHS delivers clinical services at the Townsville Hospital and eight other locations spanning 149,500 square kilometres.

THHS is an innovative leader in health care, championing telehealth services and advanced scope of practice roles, such as nurse

Page 10| www.HealthTimes.com.au

practitioners and nurse endoscopists, while it also embraces nursing and midwifery research through a partnership with James Cook University.

For John, who has lived and worked in the UK, New Zealand and most recently in Melbourne, the idea to apply for a position in Townsville came after an online job search.

“One day I was looking online and was quite specific about the role I put into the search engine but I decided to omit the location,” he says.

“The position in Townsville was there and it ticked all of the boxes. I showed my wife and she said - ‘Why don’t we? Let’s see what happens’.”

John rang the THHS Mental Health Program Director to find out more about the position.

“Straight away, the degree of engagement that I experienced and the genuine interest that was shown in me personally and my background was particularly impressive,” he says.

After applying for the position, John flew from Melbourne to Townsville for a job interview. He was later offered the position and hasn’t looked back.

John says the smooth transition from Victoria to Queensland was an early indicator that the family had made the right decision.

“I’ve had some really bad experiences with moving. Townsville had an engagement team for new applicants and they really offered me every level of reassurance,” he says.

“They spoke to me a lot about houses and even down to details about setting you up with contacts for your hobbies.

“What was more impressive was the fact that the Service Group Director contacted me just about weekly to check in with how I was going.

At one stage he offered for my wife to give his wife a call to discuss schools for our children.”

John says it was that personalised approach to caring for employees that helped attract him

to work at THHS. Most importantly, that same approach continues today.

“When I began work, the Chief Operating Officer made a point of introducing himself to me and also the Executive Director of Nursing made an appointment with me, introducing herself and introducing me to the other nursing directors from the main hospital.

“Also, the opportunities that I’ve received during the last year at THHS and the support that I’ve received while doing them has been great.”

John’s family has embraced living life in the vibrant regional city that serves as the gateway to the Great Barrier Reef.

From quality schools and after-school care to activities like ballet classes and rock climbing, the family makes the most of their piece of paradise which boasts more than 300 days of sunshine a year.

“Townsville is really conducive to spending time with your kids,” John says.

“It’s always busy enough for there to be an atmosphere but never too busy to not be able to drive somewhere, access the infrastructure, and we always feel safe, even at night.

“I’m no longer just waiting for weekends to do the things I want to do because in my Monday to Friday, I now have time for myself and for my family.”

John says more nurses should consider taking the next step in their career at Townsville.

“The lifestyle experience that you’ll have here, the opportunities that you’ll experience within the workplace, where you’ll be supported by your peers and senior team members, are great - you’ll be valued.

“If you want to move between the services or gain experience in a more diverse area or whether you have aspirations of climbing the career ladder - at THHS, we’ll commit to all of those with you.”

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HealthTimes - April 2016 | Page 11

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An app for that: Testing a new tool to screen preterm babies With a brother with autism spectrum disorder (ASD), Associate Professor Alicia Spittle has always been passionate about helping children with disabilities.

When she began practising as a physiotherapist at Melbourne’s Royal Women’s Hospital and began her PhD, Dr Spittle’s research interest began to focus on uncovering evidence to support the use of early intervention for improving the motor outcomes of children born preterm, including those with cerebral palsy.

“I was really interested to see what evidence there was that if we started doing physiotherapy or other interventions earlier, whether we’d actually change the trajectory of children who particularly were born preterm or at risk of other disabilities,” she says.

Page 12| www.HealthTimes.com.au

“We always thought starting early was better but there actually wasn’t much evidence to show that.”

Now a paediatrics lecturer at the University of Melbourne, Dr Spittle is a senior physiotherapist at the Royal Women’s Hospital and also leads the motor team of the Victorian Infant Brain Studies group at the Murdoch Childrens Research Institute.

This year, Dr Spittle has embarked on a National Health and Medical Research Council (NHMRC) Career Development Fellowship that involves four studies, including two randomised controlled trials, a longitudinal study and a feasibility study.

for the full article visit HealthTimes.com.au

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HealthTimes - April 2016 | Page 17

Education and Career Framework for nurses in primary health care

By Karen Keast

N

ursing in primary health care is a growing specialty area, with an estimated 80,000 nurses working in settings from general practice to aged care, schools and detention centres.

The demand for nursing in this field is only expected to increase in line with the rapidly ageing population and the burden of chronic and complex disease that’s projected will inundate the nation’s health care system.

Yet, despite the demand, Australia faces a projected shortfall of 27,000 nurses working in primary health care by 2025 due to the high number of nurses exiting primary health care and a lack of nurses moving into the field.

The Australian Primary Health Care Nurses Association (APNA) is now working to develop an Education and Career Framework to better define and shape the career pathway in a bid to recruit and retain more nurses in primary health care.

Under the Commonwealth-funded Nursing in General Practice program, the first stage of a framework for the more than 12,000 nurses working in general practice was completed in 2015.

Now, through the Commonwealth-funded Nursing in Primary Health Care program, APNA is creating a new framework and toolkit designed to cover all nurses working in primary health care, expanding on the framework designed specifically for nurses in general practice.

Page 18| www.HealthTimes.com.au

Emily Wheeler, project manager for the education and career framework and toolkit, says primary health care is a newly defined and accelerating area of practice, and the nursing profession is now working to catch up.

“We haven’t been able to keep up regarding the educational structures around it, articulating what the roles and scopes and all of the supporting documents that you have in other elements of nursing, they don’t necessarily exist in primary health care yet but now we are trying to provide those frameworks that nurses can use to underpin their practice.

“We know that it’s a very positive and challenging career option. A lot of nurses in primary health care report that they have wonderful autonomy and job satisfaction but we really need to get the idea out there that this is a possibility as a career.

“An education and career framework is a formal way of doing that. It’s something tangible that nurses who may never have heard of a role in primary care could pick up and work through themselves so that they have an understanding of what their potential role and career could be.

“I think there’s a huge gap there currently in just describing and articulating what it is that primary health care nurses do and hopefully the education and career framework fills that gap.”

Ms Wheeler says most nurses have been trained for a career in hospitals, and the framework

will be an important asset in introducing many nurses to a new field of nursing.

“The aim of the framework is really to expose nurses to a potential career that is as fulfilling as a tertiary career and then once they decide to make the jump, if that’s what they are interested in, the framework should support them to transition,” “For example, a nurse moves into a job within the local general practice, there can be an assumption then that the experience and clinical expertise within the tertiary setting is applicable for the primary care setting.

“Although many skills and much of the clinical knowledge is transferable, it has to be acknowledged there’s a lot of contextual factors that are quite different.”

The framework will support nurses to advance their careers within primary health care, outlining a range of education, career development and progression opportunities.

It will detail learning and development pathways for nurses wanting to move into the field, amid a growing number of postgraduate specialty courses launching in primary health care.

The framework will also equip nurses to either progress their career or to review their career.

“This framework is not meant to be a very linear framework that kind of propels nurses unwillingly along a pathway they may not want to take,” Ms Wheeler says.

“It will allow nurses to mark what core knowledge and skills they have at that point, just as a reflective process or as part of their annual performance review.

“It will be a practice and peer-endorsed tool that can be used by any nurse within any primary health care setting to assess their current place in their career, to reflect on their

pathway to date, to plan their career trajectory and also to guide their professional development opportunities, like courses or mentor or qualifications that they need to do to be able to support that next career move or to consolidate their skills.”

Work on the new framework started in February. A comprehensive consultation process recently began with members and key stakeholders, ranging from peak bodies in nursing and general practice to employers and education providers.

The consultation process will last for about a year with the completed framework expected to be launched in mid-2017. A toolkit will also be developed during the consultation phase and will include resources to support the implementation of the framework across the range of primary health care settings.

Ms Wheeler says nurses can participate and contribute to the framework as part of the project’s consultation phase.

“We really welcome people approaching us and offering to be involved in some of the discussion because I think it will really ultimately support the work of existing nurses and allow them to support new nurses coming into the setting.”

While some hospital-experienced nurses transition into primary health care nursing for benefits such as fewer night shifts or more family-friendly hours, Ms Wheeler says the framework will strengthen the nursing profession within primary health care, cementing it as an attractive career choice for nurses in its own right.

“It’s a very diverse and growing professional network, there are many specialty areas of practice within primary health care,” she says.

“We want nurses to consider or re-engineer primary health care as their first choice.”

For more articles visit HealthTimes.com.au HealthTimes - April 2016 | Page 19

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General Manager Governance An exciting opportunity exists for a senior experienced health professional to lead the Governance Unit at Latrobe Regional Hospital. The General Manager Governance reports to the Director of Nursing, Midwifery and Clinical Services and is a member of the Executive Management Group.

The primary role is to provide: • Strategic leadership, implementation, monitoring and evaluation of clinical risk management, patient safety and continuous improvement systems across the organisation • Develop, implement and monitor the LRH Quality Plan • Lead and coordinate the organisation’s accreditation processes according to the National Safety and Quality in Health Services Standards and other relevant standards • Foster an organisational culture that includes patient centred and consumer partnership principles • Support to the Community Advisory Committee The position is permanent full time.

For further information, please contact Amanda Cameron, Director of Nursing, Midwifery and Clinical Services on 5173 8817.

Applications close 26 May 2016 Page 20| www.HealthTimes.com.au

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HealthTimes - April 2016 | Page 21

Healthcare Leadership - The best way to revolutionise work culture and grow your career In today’s globalised, interconnected world, a multitude of factors affect the healthcare industry. Many are positive – new technologies and treatments that can improve patient care – while others have a negative impact. Pressure from changing healthcare demographics looks set to continue. Other issues are in a state of flux as policy is constantly changing, particularly in the face of a 2016 Federal election. It is crucial that the industry is prepared at an organisational level for this, but individually, healthcare professionals also need to ensure they are equipped for what comes next.

One of the most critical steps to preparation is continuing professional education. This not only provides a wider range of career options for healthcare professionals to take advantage of, but also allows healthcare professionals to provide the best possible care.

Boosting the education and qualifications of healthcare professionals not only leads to better outcomes for patients, but the higher education of nursing leaders can increase their effectiveness in empowering and motivating others (Kelly et al. 2014; Poss et al. 2014). This is crucial in a system facing staffing pressures, as the per-

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formance of the existing workforce needs to be maximised.

Good leadership creates a healthy working culture (HWA 2012), while poor working conditions lead to underperformance and worsening patient outcomes (Stewart & Usher 2010; Twigg et al. 2010). Positive environments promoted by talented leaders are necessary to keep nurses from seeking alternative employment (DOHA 2013b).

Transformational leadership Emotional, intelligence-based practices, involving give-and-take exchanges, is increasingly encouraged in promoting a positive workplace culture. This is designed to empower staff to use their expertise and feel like they are doing their best (Ghorbanian et al. 2012; Tsai 2011). Initiatives are underway to encourage this type of leadership (e.g. Essentials of Care website), and new courses are beginning to teach these skills.

The Master of Healthcare Leadership, for instance, includes a unit on ‘social and emotional intelligence in the workplace’ (SCU 2015).

Hospitals establishing cultures on the principles of transformative leadership can be awarded Magnet accreditation. As of 2015, there are three in Australia (DOHA 2013b) and more will hopefully appear soon. Many nurses are taking on the mantle of leadership, with the employment of nurse managers projected to increase from around 13,600 to 16,600 between 2014 and 2019 (JobOutlook 2012).

Through courses such as the MHL, nurses are learning how to manage teams and build healthy working environments, which is not only beneficial for their careers, but for the patients they care for.

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HealthTimes - April 2016 | Page 23

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HealthTimes - April 2016 | Page 25

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Study examines how digital devices can be healthy A New Zealand study will investigate pairing fitness devices and home sensors with social media to help keep older people living at home for longer.

The Massey University study will examine using information gathered from a range of digital devices, either worn or located in a person’s home, that can be distributed via social media networks, such as Facebook, in a bid to monitor and manage the health of older people in the community.

Senior lecturer and health informatics researcher Dr Richard Whiddett and his research team, including Dr Inga Hunter and Professor Hans Guesgen, hope the study will have major health benefits for older people, from supporting their independence and improving their

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quality of life to avoiding health risks, such as increasing immobility, associated with residential care.

“Current systems of transferring data from smart home sensors tend to rely on a one-toone relationship, for example blood pressure readings from the older person to the clinic nurse,” Dr Whiddett says.

“Social media networks offer the option of a many-to-many relationship, for example between the older person, their family and friends, and health providers.

“It not only widens the support network for the older person but also individualises the support system.”

for the full article visit HealthTimes.com.au

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HealthTimes.com.au HealthTimes - April 2016 | Page 27

Managing patients with chronic pain

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hronic non-cancer pain, also known as persistent pain, is defined within the National Pain Strategy as constant daily pain that persists for a period of three months or more in the last six months.

The International Association for the Study of Pain (IASP) defines chronic pain as that persisting beyond normal tissue healing time, taken as three months in the absence of other criteria.

Australian studies show about 20 per cent of the population lives with chronic noncancer pain, with a major subset, perhaps three to eight per cent of the population, experiencing a significant disabling pain.

Chronic pain can have a major effect on people’s lives, impacting on their day to day activities such as work, study, leisure activities, social and family life.

It’s unusual for chronic pain to be completely eliminated. Instead, the goal of treatment is to manage chronic pain, which can improve the patient’s physical and mental health as well as their quality of life.

While often a result of an injury or chronic conditions such as arthritis, chronic pain is distinct from acute pain and requires different approaches to treatment and management.

Dr Malcolm Hogg, Head of Pain Services at Melbourne Health, an immediate past president of the Australian Pain Society and board member of Painaustralia, says in many cases the original trigger for the pain may have resolved or

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settled but the pain remains due to changes in the central nervous system.

“The nerves in the peripheral tissues as well as where they connect at the spinal cord and subsequently integrated at the brain level can develop longer-term changes, which produces sensitisation and memory,” he says.

“The structural input causing the pain may resolve or is minimal but the pain remains due to ongoing activity of the pain system through the spinal cord and brain.”

Nurses and allied health practitioners have a major role to play in advocating for appropriate pain management for people living with chronic pain, including a comprehensive clinical assessment for pain and more effective pain treatment.

Specifically, of concern is the experience of patients suffering chronic pain in the acute health care setting, where new procedures may trigger heightened pain experiences but with inadequate system response.

A personalised assessment should include a general medical history, including a pain history, a physical examination, comprising neurological and musculoskeletal, and a psycho-social assessment. More extensive pain assessment may include diagnostic testing, specifically for bone inflammation and or nerve dysfunction, often ‘unseen’ markers of pathology contributing to musculoskeletal or neuropathic pain conditions.

For the full article visit HealthTimes.com.au

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HealthTimes - April 2016 | Page 29

Health groups and practitioners champion Gayle’s Law

By Karen Keast

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RANAplus has vowed to continue its threedecade push to achieve improved safety measures and protection for remote health workers following the tragic death of South Australian nurse Gayle Woodford.

The organisation joined major health stakeholders in an emotional meeting with Rural Health Minister Fiona Nash recently to outline its five key priorities for change.

The meeting comes as nurses, allied health practitioners and other health workers honour the experienced remote area nurse, wearing arm bandages in images posted to social media and supporting a change.org petition calling for the introduction of ‘Gayle’s Law’ - the abolishment of single nurse posts and a mandatory two responders for after hours calls, which has now reached more than 115,900 signatures.

CRANAplus has also revealed it’s been inundated with distressed health workers calling its 24-hour, seven-day Bush Support Service (BSS) telephone counselling service seeking support in the wake of Ms Woodford’s death.

Ms Woodford’s body was found in a shallow grave after she went missing at Fregon in the state’s remote Anangu Pitjantjatjara Yankunytjatjara (APY) Lands in the early hours of March 24. A 36-yearold man has been charged with her murder.

CRANAplus, the peak body for remote health practitioners, has called for accompanied after

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hours call outs in remote communities, single nurse/clinician posts to be avoided, and the establishment of a national safety implementation group to develop, implement and monitor minimum standards and training for the remote health industry.

It’s also pushing for zero tolerance to violence and aggression towards remote and isolated health workers and for employers to immediately work with communities to review their structures, policies and systems to ensure their workforce is safe.

CRANAplus president Professor Janie Smith said there was absolute consensus at the meeting for the introduction of changes to protect remote health practitioners.

“I presented our position and what we wanted and people applauded at the end,” she said.

“We need to look at this from a national perspective. Lots of these things exist, we haven’t come up with a whole lot of new ideas but they are just not consistent nationally across remote Australia and they need to be.

“We’re asking for those five things and we’ve also identified 10 key strategies to take it forward, so things like duress alarms, making sure that people are not knocking on nurses’ doors, which is what currently happens with a sick baby at two o’clock in the morning.

For the full article visit HealthTimes.com.au

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Cleveland Clinic Abu Dhabi is now hiring Critical Care & Ambulatory Nurses Cleveland Clinic Abu Dhabi (CCAD), part of Mubadala’s network of world-class healthcare facilities, is a multispecialty hospital on Al Maryah Island in Abu Dhabi, UAE. Cleveland Clinic Abu Dhabi is a unique and unparalleled extension of US-based Cleveland Clinic’s model of care, specifically designed to address a range of complex and critical care requirements unique to the Abu Dhabi population.

Critical Care This is an exciting challenging environment at CCAD offering world class innovative experiences and opportunities for nurses. You will be challenged with high acuity critical patients, work with a world class team and receive support to provide patient centered care.

While patients are complex, CCAD will support your professional growth and offer mentorship. The team is growing and as they expand over this year they would like you to join them in Abu Dhabi.

Ambulatory Care This is a unique realm of specialized practice. You will be working in multidisciplinary teams, using critical care thinking skills to help care for patients across the continuum of care.

CCAD offers multiple ambulatory clinic settings including: • Medical Sub-specialties including rheumatology, dermatology, nephrology, endocrinology, infusion center, infectious disease, hematology, and general medicine • Surgical sub-specialties including ENT, plastics and urology • Digestive disease including gastroenterology, colon-rectal, and general surgery • Neurology, neurosurgery and pain management • Ophthalmology • Heart and vascular including cardiothoracic surgery • Pulmonology including allergy and immunology

Benefits: In addition to being part of an international clinical team, successful applicants will receive accommodation, a transportation allowance, health insurance, annual travel allowance to home country and generous annual leave package.

To apply, please email: Dawn at dawn@ccmrecruitment.com.au or Raquel at raquel@ccmrecruitment.com.au or by phone at Free Phone AUS: 1800 818 844, Free Phone NZ: 0800 700 839

www.ccmrecruitment.com HealthTimes - April 2016 | Page 31

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Exciting things are happening at Medacs Healthcare!

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We are currently looking for: Assistant DON – Day Surgery - Cairns Assistant DON – Mental Health – Cairns Various Contracts and Permanent roles in Theatre, CCU and Surgical – Wagga Wagga, NSW Assistant Theatre Unit Manager – Melbourne Midwife – Various contract in NSW Theatre RN’s - All states , all specialities - temp/perm Contact us for information on additional jobs!

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