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Australian Healthcare Framework

Table of Contents

Introduction.

Exercise of powers.

2.1 Power 1.

2.2 Power 2.

2.3 Power 3.

2.4 Power 4.

2.5 Power 5.

2.6 Power 6.

2.7 Power 7.

2.8 Power 8.

2.9 Power 9.

2.10 Power 10.

2.11 Power 11.

Conclusion.

References

1. Introduction to Registered Nurse Accreditation Standards Framework

Nursing and Midwifery Council of NSW is an Australian healthcare framework that follows several rules and legislations to help mental health patients as well as practitioners. The aim of this study is to evaluate improper case management of a RN and negative impact for patients are also discussed.

2. Exercise of Powers

2.1 Power 1

‘Reprimands’ are a discipline that is to be followed by nurses for conducting unprofessional work, but there is no risk of job loss. Here, RN Haridavan Ashokbhai Pandya, a nurse of Western Sydney Local Health District has been reprimanded for the unfortunate death of a patient who was admitted to the Acute Ward of the mental health facility at Bungarribee house, a part of Western Sydney local health district on 27th of February 2014. Thus, RN Pandya's registration is under consideration concerning practice, supervision, and education. The Nursing and Midwifery professional standards committee of NSW had set up an inquiry committee for the ground investigation of the case which stated that the patient care standard of RN Pandya is below the standard which has raised unsatisfactory professional conduct (Anderson, Moxham & Broadbent,2018). Thus, curtailment is placed on his employment while he has to be supervised on extending his abilities on nursing care by gaining more education.

2.2 Power 2

From hospital records, it is deduced that RN Pandya is a dedicated nurse. While being recruited under the Western Sydney Local Health District he mainly had his shifts at Cumberland Hospital which was at 2:30 on 28th February 2014. He had worked at this Bungarribee house in the previous year but only once, and had worked for a few shifts at the Short Stay Unit beside the Bungarribee house. Though RN Pandya had not received any information about the Bungarribee house policies regarding patient care on that day he stated that the policies were the same as was at the Cumberland Hospital (Chiarella et al. 2018).

There has been a miscommunication between him and the nurse-in-charge Ms. Nazma Khan that day between the handover of the charges which might have caused the accident. According to Mr. Matthew Byrne, who is representing RN Pandya, has stated that the orders that have been laid by the committee are a matter of consideration but there is no need to cutback RN Pandya from practicing through an agency. If there lies any kind of supervision for his work then a period of three months is appropriate.

2.3 Power 3

RN Pandya has no imputations against his duty while he was doing regular shifts at the Cumberland Hospital. On that day he wanted to leave early from his overtime duty to attend his regular duty highlights the impression that he was loyal and dedicated to his regular shift than his overtime shift. But this should not happen in case of a nurse registered on duty to show inequality for duties. Though RN Pandya did not represent whether he can work with a team or lead a shift he must not be exempted from being in charge of a shift, ward, or unit including as a team leader because he is an experienced practitioner (Geia et al. 2020).

2.4 Power 4

As assessed by the Nursing and Midwifery Professional Standards committee of NSW, RN Pandya has been short of clinical thinking or clinical reasoning in taking care of the behavioural observations of Patient A when he saw the patient at the courtyard. He did not even feel the importance of maintaining the observation sheets for patients although he had seen Patient A in the courtyard. He concentrated more on leaving for his regular duty. He was working for that overtime shift because he was been requested and he must be less bothered about the finishing time of this shift.

He had been casual throughout which must have triggered him not to notify RN Khan about his leaving. When he was giving evidence, RN Pandya gave an apprehension that he considered the shift at Bungarribee house as overtime shift or fill-in shift where he was doing a favour and he had different working intentions from his regular shift. Thus, it can be considered that RN Pandya should be restricted from working two consecutive shifts or work for more than one patron where there lies risk of shift arrangements (Ingham-Broomfield,2017).

2.5 Power 5

RN Pandya is not majorly responsible for death of the patient as he was appointed as just nurse professionals. All the other medical officials are related to this condition (McInnes et al. 2017).

2.6 Power 6

Name of all the employers that have given excess of work pressure for RN Pandya has to be enlisted under National health and safety law to reduce the probability of punishment (Morton, Conway & Usher,2017).

2.7 Power 7

Division 1 has to be followed by RN Pandya to deliver his justification for national agencies and reliability of practice can be developed (O'Callaghan et al. 2018).

2.8 Power 8

The committee has decided to supervise the working of RN Pandya under a clinical Nurse Consultant who has been approved by the Nursing and Midwifery Council of NSW for a minimum of 12 months. The details of the consultant is as follows-

Name: Miss Carla Johnson.

Contact details: johnson22@gmail.com

Resume:  Clinical nurse consultant at the Cumberland Hospital.

Miss Johnson is allowed to know that RN Pandya has been reported to be responsible for the death of a patient admitted in the Acute Ward of Bungarribee house. He had left this shift before his actual finishing time because he had to head for his normal shift at Cumberland Hospital which had a 20-40 minutes travel distance. He had not informed the team leader for that day about his leaving which had made the patient unattended (Ohr, Holm & Brazil,2016). The patients under him required Level 3 observation which means they needed to be attended every 20 minutes. He had only said RN Tint that all his patients were fine which cannot be considered a proper handover. He had not even completed the behavioural observation chart of the patients of his ward for the last 20 minutes. But working under Miss Johnson’s supervision, RN Pandya has been doing well and has been more careful in handling serious patients.

As a registered nurse, there were no allegations against Mr. Pandya, that he was dedicated to his work and never left his shift before actual finishing time. He was well behaved with his patients and other colleagues. As reported by Miss Johnson, Mr. Pandya never unattended any meetings with her which proved his dedication for his duties. He is now becoming more experienced in working multiple shifts at different locations without exhaustion.

According to Miss Johnson, RN Pandya is an expert in handling mental health risk patients but he gets slightly disturbed while working for multiple shifts. He remains focussed on his regular duties at Cumberland Hospital because the environment has been familiar. He has been callousing while given shifts that clashes with his ordinary shift in another location than Cumberland Hospital. In that he takes the shift as an overtime and becomes less conscious of the patients. He does not maintain the behavioural sheets and the clinical files which are to be ticked at intervals and kept as record by observing the patients (Perry et al. 2018).

He does not communicate freely with the patients to understand their mental health. He is even seen to interact less with his colleagues although he does not misbehave with them. He thinks his overtime shifts to be casual and thus feel it is unimportant to consult the team leader in charge. Although he is working overtime, he must give a proper handover to the in charge, see that the next nurse has been awarded duty in that ward and then leave the ward. But RN Pandya has the mentality that overtime duty means he can leave the ward before time without prior notice to the in charge and the other nurses will take care after his leave. He should install this in mind that he must not be partial about his duties whether ordinary or overtime.

2.9 Power 9

Continuing professional development has to be followed by RN Pandya and after 20 days of CPD period, it is required for him to deliver information such as development in data flow, personal improvement in front of judiciary benches (Ratsch, Sewell & Pennington, 2019). This can help him to get rescue from problems in a proper manner.

2.10 Power 10

Sections 125 to 127 of the Health Practitioner Regulation National Law 2009 has to apply for RN Pandya to detect his fault in patient management (Ryan, 2019). On the other hand, Australian health law of this perspective help to provide clear data about obligations as well as accurate health problems can also be identified.

2.11 Power 11

Section 8 of NSW provides information about approved qualification of healthcare professionals and this section of legislation has to be applied for RN Pandya case to review all the processes. Under this division, endorsement of registration can be applied and maintenance of this national law can help RN Pandya to solve his critical situation.

Conclusion on Registered Nurse Accreditation Standards Framework

It can be concluded from this study that maintenance of NSW rules and regulation in Australian healthcare centre is required for delivering real time safety and security for all patients. In this case, RN Pandya has to develop his future direction about patient management by consulting respected personalities to minimise problems related to health norms and ethics.

References for Registered Nurse Accreditation Standards Framework

Anderson, C., Moxham, L., & Broadbent, M. (2018). Is provision of professional development by RNs to nursing students a choice?. Retrieved from: https://ro.uow.edu.au/cgi/viewcontent.cgi?article=1140&context=smhpapers1

Chiarella, M., Nagy, M., Satchell, C. S., Walton, M., Carney, T., Bennett, B., ... & Kelly, P. J. (2018). National Registration of Health Practitioners: A Comparative Study of the Complaints and Notification System Under the National System and in New South Wales–Decision Makers who Handle Complaints/Notifications About Regulated Health Practitioners in Australia. Australian Journal of Public Administration77(4), 624-643. Retrieved from: https://onlinelibrary.wiley.com/doi/pdf/10.1111/1467-8500.12285

Geia, L., Baird, K., Bail, K., Barclay, L., Bennett, J., Best, O., ... & Bryant AO, R. (2020). A unified call to action from Australian nursing and midwifery leaders: ensuring that Black lives matter. Contemporary Nurse, 1-12. Retrieved from: https://www.tandfonline.com/doi/pdf/10.1080/10376178.2020.1809107?needAccess=true&utm_source=miragenews&utm_medium=miragenews&utm_campaign=news

Ingham-Broomfield, R. (2017). A nurses' guide to ethical considerations and the process for ethical approval of nursing research. Australian Journal of Advanced Nursing, The35(1), 40. Retrieved from: https://www.researchgate.net/profile/Becky_Ingham-Broomfield/publication/320111837_A_nurses'_guide_to_ethical_considerations_and_the_process_for_ethical_approval_of_nursing_research/links/59e46489458515393d60df14/A-nurses-guide-to-ethical-considerations-and-the-process-for-ethical-approval-of-nursing-research.pdf

McInnes, S., Peters, K., Bonney, A., & Halcomb, E. (2017). The influence of funding models on collaboration in Australian general practice. Australian Journal of Primary Health23(1), 31-36. Retrieved from: http://ro.uow.edu.au/cgi/viewcontent.cgi?article=5061&context=smhpapers

Morton, L. H., Conway, J., & Usher, K. (2017). An exploration of the development of public policy for the introduction of Nurse Practitioners in NSW: 1990–1998. Retrieved from: https://rune.une.edu.au/web/bitstream/1959.11/21710/6/open/SOURCE04.pdf

O'Callaghan, C., Loukas, P., Brady, M., & Perry, A. (2018). Exploring the experiences of internationally and locally qualified nurses working in a culturally diverse environment. Australian Journal of Advanced Nursing, The36(2), 23. Retrieved from: https://pdfs.semanticscholar.org/b378/e41f810c080e1878405fea06eed38d586b51.pdf

Ohr, S. O., Holm, D., & Brazil, S. (2016). The transition of overseas qualified nurses and midwives into the Australian healthcare workforce. Australian Journal of Advanced Nursing, The34(2), 27. Retrieved from: https://www.ajan.com.au/archive/Vol34/Issue2/3Ohr.pdf

Perry, L., Xu, X., Gallagher, R., Nicholls, R., Sibbritt, D., & Duffield, C. (2018). Lifestyle health behaviors of nurses and midwives: the ‘Fit for the Future’Study. International journal of environmental research and public health15(5), 945. Retrieved from: https://www.mdpi.com/1660-4601/15/5/945/pdf

Ratsch, A., Sewell, F., & Pennington, A. (2019). Developing and testing a matrix to achieve ready-everyday nursing standards (RENS): an observational study protocol. BMJ open9(8), e031499. Retrieved from: https://scholar.google.com/scholar?output=instlink&q=info:rjhX5MpOEQcJ:scholar.google.com/&hl=en&as_sdt=0,5&as_ylo=2016&scillfp=12810754212598995628&oi=lle

Ryan, K. (2019). Registered Nurse Accreditation Standards Framework–moving to five standards. Retrieved from: https://www.anmac.org.au/sites/default/files/documents/acmhnconsultation2.pdf

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