Issue 9 07/05/12 fortnightly
Nursing Careers Allied Health
Visited by more nurses, midwives and AHPs than any other health website
ncah.com.au
SUNRISE HEALTH SERVICE ABORIGINAL CORPORATION Pandanus Plaza, 25 First Street, PO Box 1696, Katherine NT 0850 Ph: 08 89711 120 Fax: 08 89 712 511 Sunrise Health Service has a unique approach to the delivery of health to all people in the remote communities east of Katherine NT. Sunrise has a philosophy of community participation and strong focus on multi-disciplinary care coordination. Applications are sought for the following position:
HEALTH CARE MANAGER NGUKURR COMMUNITY • •
High quality applicants with a minimum 3 years’ experience in remote nursing. Attractive salary circa $89,163 - $92,906 negotiable based on skills and experience. • 18% leave loading • 6 weeks annual leave • Free accommodation and electricity • Relocation allowance $1396 for single and $2094 with dependants. • Telstra mobile phone and 3G internet coverage. • Generous telephone allowance ($100 per month) • New Health Clinic announced by the NT Government. • Professional development opportunities. • 3 x fares out of isolated lands per year. Applications are sought from health care managers with experience in delivering primary health care services in remote Indigenous communities. The person we seek will have a demonstrated ability to provide leadership, manage all aspects of Health Centre operations and be suitably qualified to provide primary healthcare services in a remote setting. This position involves carrying out professional practices in line with Sunrise clinical procedures and treatment protocols detailed in the CARPA Standard Treatment Manual. Working in partnership with other health professionals to ensure a multi-disciplinary approach to healthcare is an integral part of this position. The development and management of sound relationships with community members and other service providers are a significant aspect of the manager’s role. The service’s remote health centres have recently achieved AGPAL accreditation status, so an understanding of the ongoing requirements is important. Previous experience in a change management environment would also be highly desirable. Position Profiles containing the Selection Criteria are available for downloading from our website at www.sunrise.org.au or by emailing hr@sunrise.org.au or PH: 08 89719531. Applicants must address the selection criteria and forward their application “In Confidence” to HR Manager, Sunrise Health Service, PO Box 1696, Katherine NT 0851 or Fax: 08 8971 2511 or email: hr@ sunrise.org.au Further information is available from daniel.horwood@sunrise.org.au or PH: 08 8971 9513 Applications close: MONDAY, 4th June 2012 Appointment is subject to a the ability to obtain an Ochre Card which includes a Criminal History Check Sunrise Health Service is an equal opportunity employer and maintains a strong no smoking policy. Indigenous people are strongly encouraged to apply. Providing primary health care services to remote communities East of Katherine - Bulman, Jilkminggan, Manyallaluk, Mataranka, Minyerri, Ngukurr, Weemol, Wugularr, Urapunga
www.ncah.com.au
Time to grow your career? Queensland Health is recruiting experienced mental health nurses for CYMHS and Adult positions in new and expanding facilities including Mackay, Toowoomba and Brisbane South. Queensland Health offers: & % & " % " & ! " tyle-friendly workplaces & ! $ ! # %
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Nursing Careers Allied Health - Issue 09 | Page 3
www.ncah.com.au Issue 9 7 May 2012 We hope you enjoy perusing the range of opportunities included in Issue 9, 2012. 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 if you would like to receive our publication, please email us at careers@ncah.com.au “FACT, NOT FICTION” The NCAH Magazine distribution is independently audited by the Circulations Audit Board. Total Audited Print and Digital Distribution: 24,823 The NCAH Magazine is the most widely distributed national nursing and allied health publication in Australia Next Publication: Education Feature Publication Date: Monday 21 May 2012 Colour Artwork Deadline: Monday 14 April 2012 Mono Artwork Deadline: Wednesday 16 May 2012 For all advertising and production enquiries please contact us on +61 (0) 3 9271 8700, email careers@ncah.com.au or visit www.ncah.com.au If you would like to change your mailing address, or be included on our distribution, please email careers@ncah.com.au
Published by Seabreeze Communications Pty Ltd Trading as NCAH. ABN 29 071 328 053. © 2012 Seabreeze Communications Pty Ltd. All rights 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.
Page 4 | www.ncah.com.au
Advertiser List AHN Recruitment Alliance Health Services Group Ambulance NSW Australian Red Cross Bupa Health Dialog CCM Recruitment International Chesalon Care CPI CQ Nurse Employment Office General Practice Network NT Goulburn Valley Health Hurstville Private Hospital Lifescreen Medacs Australia NSW Justice Health Oceania University of Medicine Oxford Aunts Care Pulse Staffing Queensland Health Quick and Easy finance Royal Children’s Hospital Royal College of Nursing Australia Rural Workforce Agency Sunrise Katherine Regional Aboriginal Health Unified Healthcare Group University of Tasmania Utopia Health Service Your Nursing Agency
Nursing Careers Allied Health - Issue 09 | Page 5
RCNA
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Join us in Cairns where keynote, plenary, workshop and concurrent presentations will inspire delegates to consider the contribution and experiences of nurses and midwives within clinical or corporate governance frameworks.
2012 RCNA NURSING & HEALTH EXPOS HELD ON SUNDAYS
10AM–3PM Gold coin donation welcomed, proceeds go to charity
RCNA Page 6 | www.ncah.com.au
+ SA – 3 June 2012 n Centre Adelaide Conventio VIC – 8 July 2012 ilding Royal Exhibition Bu TAS – 15 July 2012 cellor Hotel Grand Chan
freecall 1800 061 660 events@rcna.org.au
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Nursing Careers Allied Health - Issue 09 | Page 7
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Growing and supporting an allied health and nursing workforce for Rural Australia Further your health career in the Northern Territory. If you’re a nurse or allied health professional wanting to make a difference, take a moment to consider the overwhelming health needs of the Northern Territory. High disease burden and poor indigenous health outcomes mean there is much to do. Take this opportunity to live in a location that many people will only dream about. What are you waiting for? Contracts are available in a variety of primary health care settings such as practice nurse in a clinic to program manager in an Aboriginal Medical Service. A personalised consultant will assist you throughout the move and ensure that appropriate supports are offered once you have commenced your new role. Generous salary packages and grants for orientation, professional development, relocation and travel may be available.
Challenge yourself. Change lives. www.gpnnt.org.au
Page 8 | www.ncah.com.au
Come and experience work in the NT, it’s an experience you will never forget! Opportunities include: Physiotherapists – Darwin & Alice Springs Practice Nurse – Darwin & surrounds Child Health Nurse – East Arnhem & Galiwinku Remote Area Nurse – Katherine district & Central Australia Mental Health Clinician – RFDS in Central Australia Social Worker/Psychologist – Darwin & Alice Springs Aboriginal Health Worker – East Arnhem To discuss these opportunities and receive a full list of vacancies please contact Karen on 08 8982 1010 or email rhpp@gpnnt.org.au This program is funded by Health Workforce Australia.
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Nursing Careers Allied Health - Issue 09 | Page 9
Health report highlights looming nursing crisis by Karen Keast Australia faces a critical shortage of 109,490 nurses in 2025. That’s the bleak forecast from the Health Workforce 2025 report, which models workforce demand and supply for doctors, nurses and midwives over the next 13 years. It predicts major workforce shortages from as soon as 2016 – with 296,552 nurses (241,380 Registered Nurses and 55,173 Enrolled Nurses) in the workforce despite a demand for 316,632 nurses (254,541 RNs and 62,090 ENs) – a gap of 20,079 nurses. By 2025, that gap is expected to grow, with around 280,442 nurses (233,209 RNs and 47,233 ENs) expected to be in the workforce despite a demand for 389,932 nurses (313,350 RNs and 76,582 ENs). The report, the first major, long-term national projection for the sector, also forecasts an extra 10,949 nursing graduates will be needed in 2025, up from 2012 graduate numbers at 12,603 with demand for 23,552 graduates in 2025 – an 87 per cent increase. Australia’s health ministers released the report, which highlights a range of policy options for workforce reform, training, immigration and geographical distribution. The report states a combination of workforce shortages, the mal-distribution of the medical workforce, bottlenecks, inefficiency and insufficient capacity in the training system, coupled with continued reliance on poorly coordinated skilled migration to meet workforce requirements would continue to result in limitations in the delivery of high quality health services. It outlines significant reforms in the workforce and workplace to boost productivity, Page 10 | www.ncah.com.au
flexibility and retention, along with reforms in geographical distribution, training and immigration in a bid to secure high quality health care for Australia’s future. In a statement, federal, state and territory health ministers said: “While there may be debate over the modelling in this report it identifies indicative broad trends well into the future and without strong reform intervention these estimates will mean services may be unsustainable.” To view the report visit www.hwa.gov.au/ hw2025
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1208-023 1/2PG FULL COLOUR CMYK (corrected copy) About Us Hurstville Private is a 73 bed acute surgical hospital with a total 4 operating suites. The hospital is fully accredited with ACHS which ensures provision of the highest standards of service and care. We currently have the following opportunities available: Speciality Team Leader An exciting opportunity for an experienced Colorectal Surgery / Endoscopy Nurse who is ready to make the next step and become a Speciality Team Leader. Anaesthetic/Recovery – Fulltime/Part time Great opportunity for RNs/EENs with an interest in Anaesthetic/Recovery nursing. Scrub/Scout – Fulltime/Part time RN/EENs seeking to expand their clinical skill set in the Operating Suite would be suitable to join our team. Our Specialities include colorectal, dental, endoscopy, general, gynaecology, orthopaedics & urology. To confidentially discuss any of the above opportunities please contact Ms Carly Salakas – Operating Suite Manager (02) 9579 7720. Position descriptions can be obtained upon request. We do offer sponsorship. Email: secretary@hurstvilleprivate.com.au www.hurstvilleprivate.com.au Nursing Careers Allied Health - Issue 09 | Page 11
Interested in being part of the future of Forensic Mental Health in NSW? Opportunities for Endorsed Enrolled Nurses and Registered Nurses with recent Mental Health experience Operated by Justice Health, The Forensic Hospital is an integral part of the Forensic Mental Health Network. Located at Malabar and officially opened in February 2009, this purpose-built 135-bed facility provides high-quality specialised care to male, female and adolescent forensic patients in a high-security therapeutic environment. Justice Health offers flexible work options, salary packaging, education support and selfdevelopment opportunities for mental health professionals. If you have recent mental health experience as an EEN or RN and would like more detail about the opportunities that exist within The Forensic Hospital, please contact a member of our recruitment team. Enquiries: The Recruitment Team 1300 734 842. Website: www.jobsatjusticehealth.com.au Applications: Justice Health Recruitment – The Forensic Hospital, PO Box 150, Matraville NSW 2036 or email careers@justicehealth.nsw.gov.au
We look forward to welcoming you to The Team!
Page 12 | www.ncah.com.au
Nursing Careers Allied Health - Issue 09 | Page 13
New guide helps nurses navigate Facebook, Twitter by Karen Keast Nurses and nursing students have been warned to think carefully before allowing employers, other nurses, doctors and allied health professionals access to their personal information on social networking sites, such as Facebook and MySpace. The warning is outlined in a new draft guide developed to help New Zealand nurses and nursing students maintain their professional standards online. Statistics show more than 1.8 million New Zealanders are communicating via social networking sites, ranging from Facebook, Twitter, MySpace, YouTube, blogs and forums to personal websites but nurses are being warned inappropriate online behaviour can damage their integrity and their relationship with patients and colleagues while jeopardising future employment opportunities. The guide, Social Media and the Nursing Profession: A Guide to Online Professionalism for Nurses and Nursing Students, outlines examples and case studies of nurses and health workers who have landed in hot water for breaching professional standards. In one case, seven nurses and doctors in the United Kingdom were suspended from a hospital after posting photos of themselves on Facebook playing the ‘lying down game’ on hospital premises. The guide also covers issues of confidentiality, defamation, nurse-patient boundaries, colleagues’ online conduct and privacy settings. Page 14 | www.ncah.com.au
It also warns that employers, universities, polytechnics and wananga can access online information about nursing staff or students with “potentially career-damaging outcomes”. “This is not to say that nurses should avoid using social media, because their use can be personally and professionally beneficial,” the guide states. “But traditional expectations regarding the conduct of the nursing profession still apply in this non-traditional context; nursing students and nurses always have a duty to patients and the community to maintain professional standards, including when using online social media.” An NZNO spokesperson said the guide was being finalised and would be submitted to the organisation’s board for approval before the final guide was released. “NZNO received very constructive and supportive feedback from throughout our membership groups,” she said. The draft guide can be accessed at: http:// w w w. n z n o . o rg . n z / h o m e / c o n s u l t a t i o n / articletype/articleview/articleid/1168/socialmedia-and-the-nursing-profession-a-guideto-online-professionalism-for-nurses-andnursing-students
Escalating or Potentially Aggressive Situations? Since 1980, over six million health care professionals—including thousands of nurses—have participated in CPI’s highly successful Nonviolent Crisis InterventionSM training course and learned proven methods for managing challenging situations that may include aggressive behavior. The course teaches staff how to respond effectively to the warning signs that someone is about to lose control and how to deal with their own stress and anxiety when confronted with these difficult situations. Additionally, the training helps ensure that staff who are exposed to aggression have the skills to reduce risk and injury, have access to the Duty of Care Standards, and comply with Occupational Health and Safety Regulations. Visit crisisprevention.com/careers for more information and to download our FREE eBook, Creating a Safe and Caring Work Environment, containing insightful tips you can share immediately with your staff. Australia and New Zealand Office PO Box 509, Dulwich Hill U Sydney, 2203, NSW Free Phone: 1300 244 674 Tel (Local Australia): +61 (0) 2 9516 5177 Email: information@crisisprevention.com U crisisprevention.com
Join us at an upcoming 2012 training course: 29 May–1 June U Sydney, NSW 5–8 June U Brisbane, QLD 19–22 June U Adelaide, SA
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Nursing Careers Allied Health - Issue 09 | Page 15
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UTOPIA Urapuntja Health Service Aboriginal Corporation Currently recruiting 3 positions Clinical manager Health Promotion officer Registered Nurse 5RAPUNTJA (EALTH 3ERVICE IS AN !BORIGINAL COMMUNITY controlled health organization situated in the Alyawarr REGION OF #ENTRAL !USTRALIA KM .% OF !LICE 3PRINGS 7E HAVE A POPULATION OF PEOPLE LIVING ACROSS small communities. Attractive wages, flexible salary packaging, and subsidised accommodation in a beautiful setting, is on offer to reliable resilient individuals who have some time to devote to us. Do you really want to make a difference in remote Aboriginal health? This is your chance to take a crucial role in an organisation whose mission is to maximise indigenous health and has remarkable statistics to prove it. /PPORTUNITIES TO PUT YOUR IDEALS INTO PRACTICE EXIST IN THIS exciting time in health evolution. 5RAPUNTJA (EALTH 3ERVICE NEEDS %XPERIENCED .URSES WITH
Ca re g ive rs is as a change rest good as a
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$ *5($7 &$5((5 029( GV HEALTH – NURSE UNIT MANAGER – HOME NURSING SERVICES Goulburn Valley Health (GV Health) is seeking an experienced Nurse Unit Manager to lead our Home Nursing Services at GV Health. The Home Nursing Service (HNS) incorporates the following program streams: District Nursing Service, Continence Service and Hospital in the Home programs. The NUM is responsible for ensuring the development and maintenance of care standards by providing dynamic and visionary leadership and role modelling. The NUM is responsible for the effective management of human and material resources ensuring quality standards for the delivery of efficient and effective person centred nursing care within a community setting. The role focuses on the supervision and direction of staff involved in care delivery and care co-ordination, and the development of community nursing care as a core component of essential primary health care. Applicants are required to have a current registration with the Australian Health Practitioner Regulation Agency (AHPRA) as a Division 1 or 3 Registered Nurse and have a minimum of 5 years experience post graduation. Personal traits related to self motivation, advocacy skills and tolerance to change will be required. Also the ability to have skills at a high level for communication and time management will be essential. Enquires: Julyan Howard, Divisional Manager Primary Care on (03) 5823 6533 For further details or to obtain a copy of the position description please visit our website at www.gvhealth.org.au Applicants are required to register and apply online, and must address the key selection criteria as outlined on the GV Health website Applications must be received by 19th May 2012
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Vacancies at Chesalon Business Manager Job number 654 | Jannali | Permanent Full Time | Salary Packaging | Car & Mobile Chesalon Care’s residential aged care facility at Jannali provides state of the art residential aged care accommodation for up to 127 residents in their High Care, Low Care, Dementia Specific and Extra Service units. We are currently seeking to appoint a Business Manager to provide effective operational management of a residential care facility. s "E RESPONSIBLE FOR MANAGING THE FACILITY INCLUDING APPROXIMATELY STAFF s $IRECTLY OVERSEEING HOTEL AND LIFESTYLE SERVICES CATERING CLEANING LAUNDRY AND MAINTENANCE s -ANAGE AND MONITOR THE lNANCIAL PERFORMANCE AND PLANNING OF STAFF FOR THE FACILITY s %NSURE THE COMPLIANCE OF 7( 3 THROUGHOUT THE FACILITY s /VERSEE THE SERVICE DELIVERY OF RESIDENTIAL CARE THROUGH THE FACILITY S #ARE -ANAGER Care Manager Job number 603 | Woonona | Permanent Full Time | Salary Packaging #HESALON #ARE S CENTRE IN 7OONONA PROVIDES STATE OF THE ART RESIDENTIAL AGED CARE ACCOMMODATION AND IS EQUIPPED TO PROVIDE CARE FOR RESIDENTS 4HIS centre incorporates permanent care and respite care for clients with high care needs. s &ULlL ORGANISATIONAL OBJECTIVES FOR EFlCIENT AND EFFECTIVE MANAGEMENT OF THE FACILITY s -ANAGE ALL CLINICAL MATTERS s 3UPPORT AND SUPERVISE STAFF s %NSURE THE OVERALL PROVISION OF SERVICE DELIVERED IS IN ACCORDANCE WITH THE STANDARDS OF #HESALON How to Apply To apply or for a full list of the essential criteria please visit the ANGLICARE website www.anglicare.org.au/our-people/careers and apply online by clicking the “apply� button and send a copy of your resume and covering letter addressing the criteria in the online advertisement. &OR MORE INFORMATION PLEASE CONTACT 4OM (ESLOP ON !.',)#!2% IS AN %%/ EMPLOYER AND IS COMMITTED TO THE VISION h,IVES CHANGING AND COMMUNITIES GROWING BY CARE THROUGH *ESUS #HRISTv
Nursing Careers Allied Health - Issue 09 | Page 17
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Nursing Careers Allied Health - Issue 09 | Page 19
The challenges of nurse management While the role of manager can be one of the most rewarding in the nursing and allied health professions, it pays to be aware of some of the ongoing challenges affecting leadership roles, writes Belinda Smart Heather Buttigieg has worked in a wide number of roles ranging from floor worker in varied clinical arenas, to nurse unit manager (NUM), to educator and assistant director of nursing. With a wealth of experience under her belt, she is well positioned to comment on numerous challenges faced by nurse managers and leaders. These, she notes, are vastly different from those of the days of the ‘charge nurse,’ when the bulk of the emphasis of the role was based around the clinical management of the ward or unit. “The current role of nurse or mid unit managers (NUM) is to ‘manage their business unit.’ Many managers have clinical training and expertise only; in other words they do not have academic qualifications in a business related field, but nevertheless are expected to manage matter such as budgets, OH&S, rostering and clinical issues, training, conflict resolution, organisational behaviour and so on.” Some managers attend rudimentary ‘first line management programs’ to assist them in gaining a degree of business acumen, Heather says, but this doesn’t necessarily factor in associate unit managers (AUM) who are predominantly of the ‘clinical mindset’ without grounding in the business arena. “This frequently causes friction from the AUM level as many demands are often seen merely as ‘pressure from above’, also leading to frustration for the NUM. It is a difficult role juggling many hats.” Page 20 | www.ncah.com.au
A major issue for managers remains one of training, largely due to funding restrictions, she says. “Where is the line between paying staff for ‘mandatory training,’ and expecting staff to attend training programs in their own time? The majority of NUMs firmly believe that staff should be paid for their training days and that there should be ‘backfill’ to enable staff to be out of the unit. This can be a bone of contention between NUMs and those to whom they report. The various codes of ethics, professional standards and conduct all support the training and professional development of nurses and midwives, but it can be a logistical nightmare for managers to orchestrate this in an equitable and acceptable way as they are often locked into scaling down expenditure.” And despite the often aired discussions about the importance of nurse to patient ratios, she adds that staff are frequently cut or not replaced if they are off sick, as the constraints of budget take precedence. Similarly when one to one care is required for either staff or patient safety, the bureaucracy encountered in gaining appropriate staffing numbers can lead to frustration. The result is that a key challenge for managers is to control staff morale. Meanwhile preceptor programs, which are designed to enable more experienced nurses to lead and mentor their juniors within a formal framework, are “great in theory but fraught with difficulty in practice,” she says. ‘Convenience preceptoring’ that is not based on merit or experience, in other words the role of preceptor (or mentor) simply being given to the nurse who turns up to work first, is “sadly a fact of life that happens all too often, again due to inadequate funding,” she says. “In an ideal world only those who have undergone preceptor training should be
OUR CMYK (typeset)
preceptoring. They should also have a lighter clinical load as it is virtually impossible to provide full care to a full patient load and precept a junior staff member who also has a full patient load. In the real world this is not the case however, so it becomes a huge issue and strain on those undertaking the preceptor role. There are many situations where preceptees may have a different preceptor every shift they work.” Gilly Johnson concurs. A leading commentator on the subject of preceptoring, Gilly has been involved in education, mentoring and learning and development since 1993 and has designed and implemented national mentoring programs for tertiary nursing students across Australia. More recently she helped drive the creation of adult education and professional development centre, the Australian Mentor Centre. She comments that good preceptoring is vital to the future success of the profession as the preceptor role is part of the public relations framework that promotes nursing both to new comers to the profession and ultimately the public. “Nursing preceptors are the frontline Public Relations for the nursing profession, the healthcare organisation, the specific workplace, and most of all, for their own personal professional standing. The role has the power to exert a significant influence and impact, both positively and negatively, on nursing learners of all types.” However Heather believes that thanks to the current funding squeeze, the hurdles standing in the way of effective preceptor programs, along with the wider challenges faced by managers, do not look set to be resolved any time soon. Yet despite all that, while those entering management positions within the nursing and allied health sectors should be
mindful of the trials affecting such roles, she maintains nurse management remains one of the profession’s most rewarding spheres. “It is exhilarating to be able to lead a team towards optimum care - to educate and encourage them in their professional development and then to see the level of knowledge and care they can achieve. The more you lead and face the challenges of the role head on, the more you grow as a professional.” Heather has now given up her nurse manager roles and returned ‘to the floor’ as a clinical midwife. While she says she sometimes misses the leadership role, she also says her experiences in management have made her “a much better clinician with much greater understanding of why things happen the way they do.” “I have every confidence I will return to a management or leadership role at some stage – I’m just enjoying some time out and a change of scenery!” She agrees with Gilly Johnson that good leadership plays a key ‘PR’ role in promoting the growing stature of the profession. For the full article visit NCAH.com.au Nursing Careers Allied Health - Issue 09 | Page 21
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New paramedic program equips students with life-saving skills by Karen Keast Jane Clarke has always been interested in emergency and trauma medicine. The 35-year-old this year became one of 65 students to study in the University of Queensland’s new Bachelor of Paramedic Science Program at its Ipswich campus. The three-year program, which falls under the university’s School of Medicine, aims to equip graduates with the vital life-saving skills needed to become ambulance paramedics. Jane, who is originally from Singapore and is now an Australian citizen, said it was the unpredictability of the job which prompted her to embark on studying to become a paramedic. Page 22 | www.ncah.com.au
“Every day is a different day,” she said. “You make a meaningful difference in people’s lives. You see the worse and also the best of people’s lives. “You also get to be part of a very special team where you share intense life experiences and create deep meaningful lifelong bonds with your work mates.” After graduating, Jane hopes to work for the Queensland Ambulance Service and eventually move into paramedic work in the mines or further afield in Dubai.
For the full article visit NCAH.com.au
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Hospitals failing Twitter and Facebook health check by Karen Keast Australian hospitals are falling behind in the social media stakes, with only 13 per cent using Twitter and 11 per cent using Facebook, according to new research. The Social Media Networks for Australian Hospitals research, carried out by Australian medical blog and website Life in the Fast Lane, found most hospitals are yet to embrace social networking with only a minority of the 846 institutions surveyed holding Twitter and Facebook accounts. The report found Australia is lagging well behind the United States when it comes to engaging with the community on health education and providing accurate and appropriate information for the public via social media. The report states: “The advent of online resources, free social media platforms, high speed broadband and a strong social networking presence amongst the Australian public has, unfortunately, not been reflected in a marked increase in social media provisions by hospitals in Australia. “We are still a long way from providing the same level of health education and social interaction as the United States. “On the whole, public hospitals lack interest, lack detail, lack information and lack social engagement.” The study recorded hospitals’ online digital footprint, assessing whether they had a unique landing page (95 per cent), their own domain (19 per cent), a Twitter account (13 per cent), a Facebook account (11 per cent) and a You Tube channel (10 per cent). Analysis of the hospitals revealed 111 had Twitter accounts but of those only 24 were Page 24 | www.ncah.com.au
unique accounts and individual hospitals ran just nine of those accounts. Hospitals applauded for pioneering the social media way forward include South Gippsland Hospital, Alfred Health, Ramsay Health and Austin Health. “Kudos must be paid to those health care groups and hospitals that have made the social media transition and are providing high levels of interactive conversation, health related content and education,” the report stated.
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Nurses inspire with Real Inspirations by Karen Keast Two Melbourne nurses are producing a book showcasing the inspirational lives of people, including patients and healthcare workers.
their strength and endurance, who are not and have not been broken by their individual circumstances,” Yvette said.
Aged care nurses Yvette Raby, 30, and Chris Sheils, 52, who work at Melbourne Health facility Cyril Jewel House, began collaborating on their coffee table book, Real Inspirations, about a year ago.
“These are people who through their trials have emerged as better people and use their experiences to help others.”
Yvette said the book aimed to highlight people’s achievements and endeavours, often in the face of incredible obstacles. “The book was prompted by the inspirational stories that we had heard of people who had overcome serious, life threatening illnesses, hardship or have debilitating diseases or care for someone with a debilitating illness,” she said. “It is the aim of the book to recognise these people’s achievements and endeavours, to inspire others to accept their burdens with good grace, and to strive to live better, more rewarding lives.” Yvette and Chris first met at work more than two years ago. Yvette has worked as a nurse for about 10 years and is also an amateur writer while Chris, a former commercial and advertising photographer, has worked in aged care for the past four years. After a friend and colleague suggested the book, Yvette and Chris began working together to produce a collection of outstanding stories. “These are the people who inspire us through their love, their talent, their giving or Page 26 | www.ncah.com.au
Yvette said the people involved in the book contributed their stories, which feature alongside narratives, poems, art and photography. Chris said the book was just months from completion and anyone with an inspirational story they would like to share can contact Yvette at realinspirations@rocketmail.com.
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Nursing Careers Allied Health - Issue 09 | Page 27 20/01/2012 12:34:43 PM
Aussie nurse rolls with Lance Armstrong by Karen Keast Chris Green has the best of both worlds. The South Australian nurse splits his time between working for champion cyclist Lance Armstrong and as an agency nurse with Healthcare Australia. Chris, who was born and raised in the United Kingdom, has been a nurse for 20 years and now divides his time between his new home in the south of France, where he works for Armstrong’s cycling team, and Adelaide, where he works in acute care nursing. To mark International Nurses Week, from May 6-12, the Healthcare Australia nurse opened up about how he combines his amazing dual careers and his success at achieving worklife balance. Chris, who will return to Europe to prepare for the Tour de France in the next few weeks, first met Armstrong when he made his comeback to cycling in Adelaide in 2009. “I was asked to guide him and his team on their training rides during the Tour Down Under,” he said. “As a fluent French speaker and cyclist, I provided the team with the ability to maximise their training rides before the Tour Down Under. “Each time Lance has been to Australia I have been charged with looking after him, his team and his family during their stay in Adelaide. “This involves taking Lance and the team out training as well as taking care of the logistics involved in ensuring the team sponsors and VIPs are catered for when they visit races.” Last year, Chris was offered a full-time position on the team, prompting him to relocate his family to France. Page 28 | www.ncah.com.au
He has since worked on Armstrong’s VIP and sponsor programs across Europe and the United States, spending time in Belgium, France, Italy, Spain, Luxembourg, Germany, Corsica, Sardinia, the UK and the United States, while taking part in the Tour of California and the Tour de France. As an agency nurse, Chris has the flexibility to work around his cycling schedule, picking up shifts when he is back in Australia in ICU, CCU, HDU and ED. Chris said he was thrilled to be able to combine his two passions. “Nursing is the most rewarding profession I could have chosen,” he said. “Luckily, working as an agency nurse with Healthcare Australia I am able to pursue my passion for the cycling industry, as I can decide when and where I want to work.” Chris said his nursing career had also equipped him with the essential skills needed for his elite cycling journey, including customer service and communication skills coupled with his ability to be responsive to the needs of others. “I strongly believe 20 years of nursing provided me with the perfect base to embark on this amazing opportunity,” he said. Chris said it had taken courage, audacity and self-belief for him to grab hold of the once in a lifetime opportunity to join Armstrong’s team. “Sometimes you need to dig deep, really deep, to achieve something special,” he said. For the full article visit NCAH.com.au
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Autism book helps allied health professionals by Karen Keast A book designed to help occupational therapists, speech pathologists, psychologists and other allied health professionals better assist families in the immediate aftermath of an Autism Spectrum Disorder diagnosis has been released. The book, Working with Parents of a Newly Diagnosed Child with an Autism Spectrum Disorder: A Guide for Professionals, is the work of Australian Catholic University Professor Deb Keen and University of Queensland Professor Sylvia Rodger. The recent launch of the book follows a sevenyear study of parent-focused interventions for children with autism, involving more than 50 families. Professor Keen, a psychologist and researcher who has worked with children and adults with ASD and their families for more than 30 years, said the book was designed to help health professionals work in partnership with families. “The key message is about building a positive relationship with parents in realising the mutual expertise and knowledge and understanding,” she said. “While the professional might know a lot about a lot of kids, the parent is going to be the expert on their child and know their child best. “I think there’s a tendency to want to go in there and help the parents to become more like a therapist and that may or may not be the best way to work with families, particularly in the early stages.” Page 30 | www.ncah.com.au
Professor Keen said health professionals need to understand how each family functions in a bid to work effectively within families. “We believe the most effective way they can support the families is they can look at the family’s routines and rituals and work in that context,” she said. Professor Keen suggested instead of health professionals asking parents to sit down to do 30 minutes of communication daily with children, they could instead incorporate that communication into their daily activities. “Another approach is to say during meal times, which happens three times a day, you can say things to your child to try and encourage them to speak, such as you can hold up two cups, one with juice and one with water, and ask which one do you want? “This way you are creating situations with the child to communicate within the context of their day.” New statistics show autism diagnosis is on the rise in Australia, with about one in 160 children now diagnosed with ASD across Australia. The book also provides information on diagnostic criteria of autism, key characteristics, aetiology, prevalence and prognosis and explains how professionals can pass on accurate and meaningful information to families. Working with Parents of a Newly Diagnosed Child with an Autism Spectrum Disorder: A Guide for Professionals retails for $44.95 and is available from www.footprint.com.au For more articles visit NCAH.com.au
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Dietitians call for action on malnutrition by Karen Keast More than 40 per cent of older Australians living in their homes are either malnourished or at risk of malnutrition. This startling new research has prompted Australia’s peak nutrition body to call for routine nutrition screening and targeted nutrition programs to tackle the issue. Study leader Georgie Rist, an Accredited Practising Dietitian, said community nurses need to make nutrition a care priority for their patients. “Community nurses are ideally placed to pick up nutrition issues in older people as they are at the forefront of client care in the home,” she said. “They have a role to play in nutrition screening and monitoring and providing basic nutrition care, with guidance from a dietitian.” The research, published in the Dietitians Association of Australia’s Nutrition and Dietetics journal, revealed 34 per cent of community care clients aged between 65 and 100 were at risk of malnutrition while eight per cent were malnourished. As part of the three-month Melbourne study, community nurses assessed 235 metropolitan home nursing service clients. Nineteen per cent were found to be underweight, 41 per cent recorded a healthy weight while 40 per cent were overweight or obese. Ms Rist said there was little research into the cost of malnutrition but she estimated for every dollar spent on better nutrition for older Australians, five dollars could be saved in health care costs. Page 32 | www.ncah.com.au
“Malnutrition is linked with poorer health, meaning increased GP visits, more admissions to hospital and longer hospital stays, and early admission to nursing homes,” she said. The study comes after research last year found more than one in three Australian hospital patients and up to 70 per cent of residents in aged care are malnourished. Dr Karen Charlton, an APD, found many older Australians are either admitted to hospital suffering malnutrition or become malnourished while in hospital, increasing their length of stay in hospital and health care costs. DAA CEO Claire Hewat said the Federal Government needed to make malnutrition a national health priority particularly in the wake of its aged care reforms, designed to keep older Australians in their homes. “This study highlights the vulnerability of older people living in the community,” she said. “Malnutrition is not just due to ageing, and it should not be allowed to persist as though it were a normal part of getting older.”
Nursing Careers Allied Health - Issue 09 | Page 33
Australia’s top nurses honoured by Karen Keast A woman who swapped her bookshop business to retrain as a nurse and has since dedicated her career to refugee health is one of five Nurse of the Year finalists in the HESTA Australian Nursing Awards. Annette Carr qualified as a nurse 10 years ago after six-years of part-time study and now works with up to 400 detainees across four main cultural groups at the Inverbrackie Alternative Place of Detention. “As a mature age student going into nursing, it was always my intention to work in refugee health and support disadvantaged people,” she said. “Inverbrackie has been a wonderful opportunity for me. It’s a privilege to nurse there and to try to make people feel safe and healthy again, after what are often quite horrific experiences of oppression and civil war.” Other Nurse of the Year finalists include Jenny Anderson from Queensland’s Rockhampton Hospital for her management of workforce shortages and escalating demand for renal care, Karen BarrettMcNeill for transformational management and care for cancer patients at Radiation Oncology Queensland, Kerryn Brakels for her outstanding work as a visiting nurse in a small rural community at Victoria’s Mansfield District Hospital, and David Copley for his culturally sensitive work developing Quitline services for Aboriginal and Torres Strait Islanders at Cancer Council SA and Quit SA. There are also five finalists in the Innovation in Nursing category, including Flinders Page 34 | www.ncah.com.au
University’s Dr Amanda Muller, Didy Button and Gregory Matthews who developed a game designed to boost student nurses’ knowledge of medication names. The online game, Medicina, is designed to avoid potentially life-threatening drug mixups. Other finalists in the category include Wendy Abigail, also from Flinders University, for her work in fertility education with women aged over 30, Kylie Elder from Royal District Nursing Service for her work in the Connected Wound Care project, Sophie Jones of Victoria’s Royal Children’s Hospital for her work evaluating the impact of home self-testing of blood for warfarin-dependent children and Nicholas Ralph of CQUniversity for his work with the Mobile Clinical Learning Unit. Five Graduate Nurse of the Year finalists include WA midwife Brooke Jones who spent seven months working in Sierra Leone, former Eastern Health nurse Jason Mills, who left behind construction work for a career in nursing, Mercy Hospital for Women nurse Zoe Lock, Bathurst Base Hospital’s Brenden Stapleton, and Shani Vansant from the Neurosurgical Unit at Royal Hobart Hospital. Winners will be announced at a gala dinner in Melbourne on May 10. The Nurse of the Year and Graduate Nurse of the Year will each receive $5000 and a $5000 education grant while the Innovation in Nursing winner will receive a $10,000 project development grant. For more articles visit NCAH.com.au
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