This document was published by the PDNSA in 2001 with a foreword by Sheila Roy and a preface by Sue Thomas.
Contents:
The PDNS is a specialist practitioner whose essential skills are: "clinical leadership, research awareness, development of nursing knowledge, acting as consultant, educator, change agent, and evaluator of care".
The UKCC has described the specialist practitioner as one whom: "exercises higher levels of judgement and discretion in clinical care". These definitions assume concepts of patient advocacy and expert practice. Within the Governments "Making a Difference" publication of 1999 the specialist nurse falls within the level Ill Senior Registered Practitioner of their Career Framework.
The PDNS has a need for a career structure which will prepare and support him or her in their role, ensure that they are appropriately qualified and undertake their practice in a safe manner. The structure should also provide opportunities for development, which will result in high quality service provision for people with PD and their carers.
In July 1 999, the Government launched the first comprehensive 'whole systems' nursing strategy, which aimed formally to recognise and value the contribution of nurses and provide a strategic framework for action within the wider NHS modernisation agenda. This strategy incorporates a revised career framework as a means of providing a more satisfying and rewarding career structure which is linked to a modernised NHS pay system that proposes to replace clinical grading by introducing three broad flexible ranges for registered nurses. Career progression will be linked to responsibilities and the competencies required for the job. The new career framework for nurses introduces three broad ranges for registered nurses:
The role of the PDNS would fit within the Senior Registered Practitioner range. Nurses at this level are expected to assume a significant clinical leadership role and will typically have been educated to first or masters degree level, hold professional registration and in most cases, have additional specialist specific professional qualifications. Until the modernisation of the current grading and NHS pay system takes place the PDNS should be employed at a minimum G grade, and upgraded to H as their experience and responsibilities expand.
The document Working Together, and the introduction of clinical governance both emphasise the importance of continuing professional development (CPD) and lifelong learning in the NHS. All nurses should thus have a Personal Development Plan that is linked to performance appraisal. This should be patient centred and reflect individual training needs as well as wider local and national service objectives. It should also focus on teams, working in partnership and promoting evidence-based practice. This is essential for the PDNS to work as a safe, competent and credible practitioner, as well as being a resource for patients and contributing to the training and development of nurses and other professionals.
Learning takes place in a variety of ways be it either post-graduate training courses and study days or learning through experience. Personal development plans should be flexible in order to respond to rapidly changing service needs and enable PDNS to capitalise on learning opportunities through networking and making the most of information technology.
This will bring about benefits for the individual, patients, the service, organisation and the nursing profession. A robust and comprehensive CPD programme for PDNS will enable them to grasp the increasing opportunities for development resulting from changes in the nurse's role and would provide the appropriate basis of experience and knowledge required for the newly established nurse consultant roles.
PDNSA - Parkinsons Disease Nurse Specialist Association
http://www.pdnsa.net/staticpages/index.php/OurRole-DefinitionofRole