Occupational Health Nursing Strategy 2020 2024
Health Service ExecutiveWorkplace Health and Wellbeing UnitOCCUPATIONAL HEALTHNURSING STRATEGY2020 – 2024OCTOBER 2020
ContentsAcknowledgements. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 01Glossary of Terms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 05Executive Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 06Summary of Recommendations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 07Introduction and Context. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 08Figure 1. HSE Vision, Mission and Values. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 08Workplace Health and Wellbeing Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Table 1 HSE Headcount . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Graph 1 HSE Staff numbers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Chart 1 Age Profile . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 131. Career Pathways . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 152. Nursing Education and Competencies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 173. Governance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 194. Service Development/Workforce Planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 205. Standards. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 216. Research. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24Appendix 1: Current Occupational Health Nursing Career Pathways. . . . . . . . . . . . . . . . . . 25HSE Workplace Healthand Wellbeing Uniti
AcknowledgementsAs National Clinical Lead, Workplace Health and Wellbeing Unit (WHWU), I am delightedto endorse the strategy for Occupational Health Nursing 2020 - 2024. Given myprofessional background in Occupational Health, as an Occupational Health Physician,I know the critical role of Occupational Health Nursing within our services. I amprivileged to have worked in many sectors with Occupational Health Nurses who werevital key members of our multidisciplinary team. This strategy focuses on careerpathways, governance, workforce planning, education, standards and research. TheCovid 19 pandemic led to a significant demand on our Occupational Health Servicesand I am grateful to the Occupational Health Nursing Teams across our service fortheir flexibility and dynamic responsiveness.Occupational Health Nursing isfundamental to our services and this strategy will advance the profile of the profession.I want to thank all members of the Project Group for their significant contribution tothis work. Finally, I look forward to seeing the implementation of this strategy throughthe Clinical Advisory Group, Workplace Health and Wellbeing Unit.Dr Lynda SissonNational Clinical LeadWorkplace Health and Wellbeing Unit, HR Division, Health Service ExecutiveThe Health Service Executive’s first Strategy for Occupational Health Nursing 2020 - 2024,maps the future for Occupational Health Nursing. The Model of Care for OccupationalHealth Services is a key part of the strategy with six key areas: career pathways, education,standards, workforce planning, governance and research. This strategy was informed bya wide consultation process and I want to acknowledge the team members and allstakeholders involved. It is important for me to state as our Health Services continue tomanage a global pandemic , I am grateful to the Occupational Health Nurses across ourservices for their vital input in managing Covid 19 to date and in the future.Ms. Anne Marie HoeyNational Director Human ResourcesHealth Service Executive01HSE Workplace Healthand Wellbeing Unit
Office of Nursing and Midwifery Services Director & Assistant National Director,Office of the Chief Clinical Officer. I wish to acknowledge the leadership of theWorkplace Health & Wellbeing Unit in developing this Strategy through the ProjectGroup and wider consultation. Occupational Health Nursing in responding to thechanging landscape is taking a proactive approach guided by this roadmap. Theglobal COVID19 pandemic has showcased the vital role that Occupational HealthNurses have and this is a very appropriate time to strategise and further developcareer pathways in this area.Dr Geraldine Shaw,Office of Nursing and Midwifery Services Director & AssistantNational Director, Office of the Chief Clinical OfficerI am delighted to endorse the Occupational Health Nursing Strategy 2020 - 2024. Thisstrategy focuses on career pathways, governance, workforce planning, education,standards and research. It is a comprehensive strategy providing a clear roadmap forthe development of Occupational Health Nursing at a time when there are extensivedemands on the health system. The CNO office worked with the project team as partof the consultation process. The vision of the Chief Nursing Office is a future wherethe contribution of nurses and midwives to the achievement of National Public Healthgoals in partnership with other health and social care professionals is achieved throughpolicy development and implementation. In this regard the Occupational HealthNursing Strategy provides an opportunity to modernise our approach to OccupationalHealth Nursing as we reform our Health Services through Sláintecare.The launch of this strategy is important for many reasons but particularly as we continueto manage Covid 19 within our services. The protection of healthcare workers isparamount for protecting our patients and maintaining our services. I want to express mythanks to the project team and I look forward to implementation of the recommendationsand the outcomes across our acute and community services as a result.Rachel Kenna, Chief Nurse OfficerDepartment of HealthHSE Workplace Healthand Wellbeing Unit02
Project Group Membership03NameRepresentationDr. Lynda SissonProject Sponsor, National Clinical Lead, Workplace Healthand Wellbeing Unit, Health Services ExecutiveCarolan SibéalProject Chair, Workforce Development Lead, WorkplaceHealth and Wellbeing Unit, Health Service ExecutiveBonner KarenClinical Nurse Specialist, OH Department,Health Service Executive, LetterkennyCarroll AoifeClinical Nurse Manager 2, Occupational HealthDepartment, HSE, Dublin North East, OccupationalHealth Department, Ardee, Co. LouthFitzpatrick TonyHead of Industrial Relations, Irish Nurses and Midwives OrganisationFrazer AlisonClinical Nurse Specialist, Occupational HealthServices, Health Service Executive, SligoHughes LouiseAdministration, Health Service Executive,Workplace Health and Wellbeing UnitHoward Anne MarieClinical Nurse Manager 3, Occupational HealthDepartment, HSE South/South East, WaterfordKane ShellieClinical Nurse Manager 3, Occupational HealthDepartment, Manager, Temple Street HospitalNolan KathyClinical Nurse Manager 3, Occupational Health Department,Health Services Executive, Midwest, LimerickNolan MaureenDirector of Nursing, National Lead for the Implementation andAudit of Nurse and Midwife Referral for Radiological Proceduresand Medicinal Prescribing Dublin Mid Leinster .ONMSDSamuels CatherineClinical Nurse Manager 3, Occupational Health Department,Health Service Executive, Dublin Mid LeinsterPurcell AislingCandidate Advanced Nurse Practitioner, OccupationalHealth Department, St. Vincent’s University HospitalPitman SteveDirector Professional Development, Richmond Institute,Irish Nurses and Midwives OrganisationQuaid BrigidClinical Nurse Manager 3, Occupational Health Services CorkRyan, Anne Marie DrNursing and Midwifery Board of IrelandRohan NiamhEducation Officer, Nursing and Midwifery Board of IrelandTaylor JohnHealth and Safety Advisor, Health and Safety Function HSEHSE Workplace Healthand Wellbeing Unit
Consultation and Engagement ProcessWe want to thank the following groups who were involved in the consultation processand contributed significant feedback to this document:Ms Anne Marie Hoey, National Director HumanResources, Health Service Executive.Dr Geraldine Shaw, Office of Nursing and Midwifery Services Director& Assistant National Director, Office of the Chief Clinical OfficerMr Paul Gallagher on behalf of the GroupDirectors of Nursing and Midwifery.Ms Rachel Kenna, Chief Nursing Officer, Departmentof Health, Government of Ireland.Dr Anne Marie Ryan on behalf of the Nursingand Midwifery Board of Ireland.Maureen Nolan on behalf of the Office of Nursingand Midwifery Services DirectorExecutive Team Workplace Health and Wellbeing UnitHuman Resources, Health Service ExecutiveHSE Workplace Healthand Wellbeing Unit04
Glossary of Terms05ADONAssistant Director of NursingBScNBachelor of Science in NursingCNMClinical Nurse ManagerCNM1Clinical Nurse Manager 1CNMIIClinical Nurse Manager 2CNMIIIClinical Nurse Manager 3CNSClinical Nurse SpecialistDOHDepartment of HealthDONDirector of NursingHIQAHealth Information Quality AuthorityHRHuman ResourcesHSEHealth Service ExecutiveNMBINursing and Midwifery Board of IrelandOHNOccupational Health NurseONMSDOffice of Nursing and Midwifery Services DirectorOHSOccupational Health ServiceQA 1Quality Assessment and ImprovementRANPRegistered Advanced Nurse PractitionerRAMPRegistered Advanced Midwifery PractitionerWHWUWorkplace Health and Wellbeing UnitHSE Workplace Healthand Wellbeing Unit
Executive SummaryThe primary purpose of the Occupational Health Nursing Strategy 2020 - 2024 isto raise awareness of the importance of Occupational Health Nursing in protectingthe health and wellbeing of the working population in the healthcare sector, and toprovide a roadmap for the standardisation and role development of OccupationalHealth Nursing in Ireland’s public health services.The strategy was developed in response to the rapid change and development underwaynationally, and internationally, in occupational health services and workplace healthand wellbeing. Such changes have been attributed, by the World Health Organisation,(WHO 2001), to the new demands and expectations from employers, employees,representative bodies & legal requirements. It is well recognised that there are multipleeconomic, social and health benefits achieved by providing appropriate services.Modernisation and integration of Occupational Health Services provides opportunitiesfor nurses to lead on the design of services and care delivery.The protection of healthcare workers has been a priority for the response inmanaging Covid-19 and will continue in preparing for further outbreak management.Occupational Health services have an important role in protecting healthcare workersand ensuring business continuity of health services.This strategy was developed by an inter-professional Project Steering Group and acomprehensive consultation process was undertaken.This strategy focuses on six themes:1.Career Pathways2.Education and Competencies3.Governance4.Workforce Planning/Service Development5.Standards6.ResearchHSE Workplace Healthand Wellbeing Unit06
Summary ofRecommendationsCareer Pathways1.1To progress career pathways for Occupational Health Nursing(OHN) through the Workplace Health and Wellbeing Unit (WHWU)Executive Forum, in line with agreed policies and regulations1.2To develop core competencies for each grade withinthe Occupational Health Nursing TeamEducation2.1To conduct a training needs analysis for each occupational healthservice as part of the HSE Occupational Health Service Standards2.2To design modules and Post Graduate Diploma Programmes in OccupationalHealth Nursing with occupational health specific curriculum content2.3To assess Occupational Health Service Departments as a potential setting forClinical Placement for BScN Undergraduate Students in consultation with NMBIQuality Clinical Learning Environmental Guidance document (www.nmbi.ie)2.4To implement on-going continuous professional developmentfor Occupational Health Nursing in each service area.Governance3.1To appoint a Director of Nursing for OccupationalHealth Nursing within WHWU.(Band 1 Level)3.2To appoint a senior nursing representative on the WorkplaceHealth and Wellbeing Unit Executive TeamWorkforce Planning4.1To develop a local workforce plan for Occupational Health Nursingin collaboration with the multidisciplinary team, using the agreedpolicies and frameworks as outlined by the Department of Health andin compliance with HSE Occupational Health Service Standards4.2To implement the following factors within the workforce plan – ratios of occupationalhealth team members to healthcare workers, service capacity and skill mix.Standards5.1To ensure on-going compliance with NMBI Practice Standards for Nurses and Midwives5.2To assess compliance with HSE Standards for Occupational Health Services 2018Research076.1To develop a research plan for Occupational Health Nursing to includedata relevant and applicable to occupational health settings6.2To develop a forum for sharing and communication of relevantresearch and data to the Occupational Health Nursing settingHSE Workplace Healthand Wellbeing Unit
Introduction and ContextMissionThe vision of the Health Service Executive is to have a healthier Ireland with a highquality health service valued by all (HSE 2015). Our mission is for people in Ireland toaccess safe, compassionate, quality care, to be fully supported by health and social careservices to help them achieve their full potential. Our values are care, compassion,trust and learning. (www.hse.ie)Figure 1. HSE Vision, Mission and ValuesVisionA healthier irelandwith a high qualityhealth servicevalued by allValuesWe will try to live our valuesevery day and will continueto develop them over thecourse of this planMission People in Ireland are supportedby health and social care servicesto achieve their full potential People in Ireland can access safe,compassionate and quality carewhen they need it. People in Ireland can be confidentthat we will deliver the best healthoutcomes and value throughoptimising out resourcesStrategyStrategy refers to a substantial working plan devised to affect the medium and longterm future. Strategic planning is the systematic organised process to progress andorganisation from its current situation to the desired future (Perero & Peiro 2012). Twosignificant factors are highlighted in strategic planning: firstly, it is an organisationalapproach as opposed to an individual one, and secondly a transformational purposeexists.This means that the current characteristics are defined, and a roadmap for transitionto the desired future is presented. This strategy recognizes that Occupational HealthNurses play a major role in protecting and improving the health and wellbeing of theworking population in Ireland’s Public Health Services.HSE Workplace Healthand Wellbeing Unit08
Occupational Health Nursing VisionTo achieve excellence in Occupational Health Nursing, to enable all workers to performto the best of their ability, and to deliver an excellent serviceThis vision statement will contribute to the realisation of the HSE’s vision –‘A healthierIreland with a high quality health service valued by all’.Occupational Health Nursing Mission StatementOccupational Health Nursing services support workers in the HSE to achieve their fullpotential by protecting, maintaining and promoting their health so that they can accessa safe, compassionate, person-centred quality care when they need it (www.hse.ie).Occupational Health Nursing ValuesOur values are adapted and aligned to the Office of the Nursing and Midwifery ServicesDirector Strategic Plan 2019-2021 (www.hse.ie)Care We will support the provision of care that is of the highest quality We will promote evidence based best practice We will incorporate the views and opinions of our health and social careworkers and consider them in how we plan and deliver our services.Compassion We will show respect, kindness, consideration and empathy in ourcommunication and interaction with health and social care workers We will be courteous and open in our communication with our healthand social care workers and recognise their fundamental worth We will provide services with commitment, dignity anddemonstrate professionalism at all times.09HSE Workplace Healthand Wellbeing Unit
Commitment We will have a person centred approach to professional practice We will have a commitment to lifelong learning We will have a work ethic that is underpinned by ourprofessional obligation to health and social care workers. We will enable the development of diligence and resilience within healthand social care teams within occupational health nursing teams.Trust We will provide services in which health and socialcare workers have trust and confidence We will be open and transparent in how we provide services We will show honesty, integrity, consistency andaccountability in decisions and actions.Learning We will foster learning, innovation and creativity We will support and encourage our workforce to achieve their full potential We will acknowledge when something is wrong, apologisefor it, take corrective action and learn from it.HSE Workplace Healthand Wellbeing Unit10
Workplace Health andWellbeing OverviewThe Workplace Health and Wellbeing Unit (WHWU), was set up in March 2016. Theareas of governance and responsibility for the unit are as follows: Occupational Health Services – including staffrehabilitation and case management Health and Safety Function Employee Assistance Programme Staff Health and Wellbeing Organisational HealthThe WHWU is implementing a Model of Care based on the following six key strategies:1.Prevention of ill health caused by or exacerbated by work2.Timely intervention – easy and early treatment forthe main cause of sickness absence3.Rehabilitation – to help workers stay at work or return to work after illness4.Health Assessments for Work – to help manageattendance, retirement and related matters5.Promotion of Health and Wellbeing – using work as a means to improvehealth and wellbeing, and using the workplace to promote health6.Teaching and training – encouraging workers tosupport staff health and wellbeingOccupational Health Nursing is key to the implementation of the Workplace Healthand Wellbeing Model of Care (WHWU) within an interdisciplinary team.Occupational Health Nursing is a clinical area that is situated at the interfacebetween health and work, involving preventative programmes such as vaccinations,surveillance, rehabilitation, advisory roles and optimising the health of workers. Overthe last number of decades the role and context of Occupational Health Nursing haschanged considerably. In February 2020 the onset of a Global Pandemic – Covid 19- ledto a significant increase in the demand for WHWU services.This strategy articulates recommendations for career pathways, education, governance,workforce planning, standards and research. This will support the transformationof Occupational Health Nursing in our services in order to meet the future demand11HSE Workplace Healthand Wellbeing Unit
within Community Healthcare Organisations and Hospital Groups.The HSE is the largest employer in the state, please see Table 1. Occupational HealthServices are available to all healthcare workers and this is measured by headcount toreflect the actual population of staff served.Table 1 HSE HeadcountCensus DateOrganisationTotal WTETotal Number ofStaff (Headcount)31st December2019HSE Only76,90588,215Graph 1 HSE Staff numbersHSE Headcount numbers increased by 11% over the period 2014 – 2019HSE 076,00074,000Jan - 14Jan - 15Jan - 16Jan - 17Jan - 18Jan - 19It is important to record the increased headcount within the HSE as this has a directimpact on Occupational Health Services in terms of service demand, for example forpre-employment health assessments, vaccinations and surveillance. A second factorto consider is the profile of staff age. Less than 9% of staff are aged 30 years, while 25%are aged 55 years, refer to Chart 1 Age Profile.HSE Workplace Healthand Wellbeing Unit12
Chart 1 Age ProfileAge profile (Dec 2019)2.71%8.62%22.25%66.42% 30 30 & 55 55 & 65 65An ageing workforce poses a number of challenges to employees, employers andorganisations including the following: Longer working lives may result in longer exposure to risks A higher proportion of older workers means more peoplehaving chronic health problems and specific needs Older workers might be vulnerable to certain hazards Disability prevention, rehabilitation and returnto work are of increased importanceGood workplace design and work organisation benefits all age groups. In the contextof an aging workforce within the HSE, it is more important than ever to help peoplewith health problems remain in work through occupational rehabilitation and policiesfacilitating return to work.It is important that the Occupational Health Nursing Strategy 2020 - 2024 is aligned tothe implementation of the Sláintecare Report (2017) to reform the health system withinIreland.Key components of Sláintecare are as follows:13 Entitlement of all Irish residents to all health and social care Care provided at the lowest level of complexity, in an integrated way Strong focus on public health and health promotionHSE Workplace Healthand Wellbeing Unit
The scope of practice in occupational health nursing has greatly expanded with theincreased emphasis on health promotion, prevention, case management and healthprotection services. Many factors have influenced the evolution of occupational healthnursing practice. Among them are the recent Global Pandemic, Covid -19, changingpopulation and workforce, the introduction of new work processes, increased workdemands. Technological advances, regulatory requirements, increased focus onillness/injury prevention, and a rise in health care costs.The global pandemic Covid -19 has increased the demands on the Occupational HealthServices and the role of the Occupational Health Nursing Teams, which are vital inmeeting the demand in alignment with the Workplace Health and Wellbeing Model ofCare.The response to the Covid-19 pandemic has presented an opportunity for OccupationalHealth Nursing to define their role, activity and outcomes. On-going modernisationof occupational health services and improving healthcare worker outcomes will besupported via the Occupational Nursing Strategy 2020-2024.HSE Workplace Healthand Wellbeing Unit14
1. Career Pathways1.1 BackgroundThe report of the Commission of Nursing was the most detailed report in relation to theNursing and Midwifery Profession. The report A‘ Blueprint for the Future’, Departmentof Health and Children (DOH&C, 1988) presented comprehensive information onadvance roles, reporting relationships and educational pathways. It identified a needfor an ordered and a coherent approach to the progression of specialisation and thedevelopment of a clinical career pathway for nursing.In 2019, the Office of the Chief Nurse, Department of Health, published a Policy onthe Development of Advanced Nursing and Midwifery Practice, recommending thefollowing: A framework to develop critical mass of Registered Advanced NursePractitioners, Registered Advanced Midwife Practitioners through adevelopmental pathway for graduate and specialist nurses and midwives. Change the way we educate and train nurses and midwives from graduate level Change how we utilize and deploy the nursing and midwifery resource Measure impact and effectiveness of the new framework1.2 Staffing EstablishmentsCurrently in terms of staff establishments, there are eighty-four (84) OccupationalHealth Nurses working in the HSE and Section 38 Voluntary Agencies in the IrishPublic Health sector. The grade profile ranges from Registered Nurse to AssistantDirector of Nursing Grade.1.3 Career Pathways and Occupational Health NursingThe Nursing and Midwifery Board of Ireland outlines career opportunities andpathways in four areas, Clinical, Education, Research and Management (www.nmbi.ie).The role of the Clinical Nurse Specialist (CNS) was developed as part of the Commissionon Nursing Report, with five competencies clearly defined, Clinical, Patient/Clientadvocate, Education and Training, Audit and Research, Consultant (www.ncm.ie).15HSE Workplace Healthand Wellbeing Unit
Current Approach to Advance Nurse Practitioner ProgressionThe education pathway developed for a nurse or midwife supports the five nationalintegrated pathways (HSE 2016) of care. The initial registration of a nurse underpins theintegration focus and is based on a developmental model that embraces credentialededucation that can be annotated by the Nursing, Midwifery Board of Ireland (NMBI). Thetimeline for education development of a Registered Advanced Nurse Practitioner (RANP)/Registered Advanced Midwife Practitioner RAMP) is two years from initial registration.In this mode it is also possible for specialist practice education preparation to developto meet service need in a one-year period. The Department of Health (2019) Policy onthe Development of Graduate to Advanced Nursing and Midwifery Practice, provides acomprehensive national policy document with extensive support and advice. Creatinga pathway for skill development from graduation, in a meaningful purposive manner,ensures the capability of the nurse/midwife to meet the service need. The continueddevelopment of career pathways for Occupational Health Nursing is dependent on anational approach, and must be a dynamic process.1.Recommendation – Career Pathways1.1 To advance career pathways for Occupational Health Nursing (OHN)through the Workplace Health and Wellbeing Unit (WHWU), ClinicalAdvisory Group, in line with agreed policies and regulations*Department of Health (2019) Policy on the Development of Graduate toAdvanced Nursing and Midwifery Practice. Dublin D.O.H.1.2To develop core competencies for each grade withinthe Occupational Health Nursing Team.*Gerontological Nursing – Role Profiling. March 2019. Provides a frameworkwith Domains of Competence and Associated Standards.HSE Workplace Healthand Wellbeing Unit16
2. Nursing Educationand CompetenciesOccupational Health Nurses (OHNs) are the largest single group of health professionalsinvolved in delivering health services to healthcare workers. They are at the frontlinein helping to protect and promote the health of working populations (WHO, 2001). It isimportant to standardize professional qualifications and skills to meet the increasingdemand for Occupational Health Nursing Services.2.1 Academic ProfileAcademic profiles range from certificate to higher post/graduate diploma; primarydegrees and masters level qualifications.2.2 Professional CompetenciesCompetency is defined as the “attainment of knowledge, intellectual capabilities,practice skills, integrity, professional and ethical values required for safe accountable,compassionate and effective practice as a Registered Nurse or Registered Midwife”.The following competencies are fundamental for Occupational Health Nursing Professional values and Conduct of the OHN Clinical Decision Making Knowledge and Cognitive Competencies Communication and Interpersonal Competencies Management and Team Competencies Leadership and Professional Scholarship Competencies (NMBI, 2015)A competency framework refers to the collection of competencies and their indicatorsspecifying the expected standards of effective performance.Occupational Health Service specific areas of competency include the following: 17Disease preventable vaccinations Data collection and interpretationrelevant to works risks Management of Occupational Blood Health Surveillance Contact tracingHSE Workplace Healthand Wel
5 .2 To assess compliance with HSE Standards for Occupational Health Services 2018 Research 6 .1 To develop a research plan for Occupational Health Nursing to include data relevant and applicable to occupational health settings 6 .2 To develop a forum for sharing and communication of relevant research and data to the Occupational Health Nursing .
Occupational therapists around the world are obligated to promote occupational rights as the actualization of human rights. This obligation requires addressing occupational injustices, initially named as occupational deprivation, occupational imbalance, occupational marginalisation, and occupational alienation (Wilcock & Townsend, 2000 .
Documentation of occupational therapy services is necessary whenever professional services are provided to a client. Occupational therapists and occupational therapy assistants1 determine the appropriate type of documentation structure and then record the services provided within their scope of practice. This document, based on the Occupational .File Size: 540KBPage Count: 9Explore furtherDocumentation & Reimbursement - AOTAwww.aota.orgNEW OT Evaluation and Reevaluation - AOTA Guidelinestherapylog.typepad.comWriting progress notes in occupational therapy jobs .www.aureusmedical.comDocumentation & Data Collection For Pediatric Occupational .www.toolstogrowot.comSOAP Note and Documentation Templates & Examples Seniors .seniorsflourish.comRecommended to you b
1When the term occupational therapy practitioner is used in this document, it refers to both occupational therapists and occupational therapy assistants (AOTA, 2015b). Occupational therapists are responsible for all aspects of occupational therapy service delivery and are accountable for the safety and effectiveness of the occupational therapy .
for Nursing (69) Delaware Board of Nursing (12) District of Columbia Board of Nursing (75) Florida Board of Nursing (70) Georgia Board of Nursing (31) Guam Board of Nurse Examiners (87) Hawaii Board of Nursing (37) Idaho Board of Nursing (82) Illinois Board of Nursing (49) Indiana State Board of Nursing (48) Iowa Board of Nursing (60)
403-1 Occupational health and safety management system 403-2 Hazard identification, risk assessment, and incident investigation 403-3 Occupational health services 403-4 Worker participation, consultation, and communication on occupational health and safety 403-5 Worker training on occupational health and safety 403-6 Promotion of worker health
2.14. P ercent of Occupational NYS OHCN Patients, by Major Occupational Group and Patient Type .21 2.15. Percent of Occupational NYS OHCN Patients, by Major Occupational Group and Geographic Region .22 2.16. P ercent of Occupational NYS OHCN Patients,
This Occupational Safety and Health Manual implements one of the elements of the National Weather Service (NWS) Occupational Safety and Health Program defined in NWS Policy Directive NWSPD-50-11, Occupational Safety and Health. The manual includes 32 safety procedures developed in accordance with Occupational Safety and Health Administration
3. grade 4. swim 5. place 6. last 7. test 8. skin 9. drag 10. glide 11. just 12. stage Review Words 13. slip 14. drive Challenge Words 15. climb 16. price Teacher’s Pets Unit 1 Lesson 5 Spelling List Week Of: _ Consonant Blends with r, l, s 1. spin 2. clap 3. grade 4. swim 5. place 6. last 7. test 8. skin 9. drag 10. glide 11. just 12. stage Review Words 13. slip 14. drive Challenge .
