PROFESSIONAL DEVELOPMENT RECOGNITION PROGRAMME FOR

NURSING SERVICES
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Reviewed: May 2022

Policy applies to:

 All Mercy Hospital Nursing staff.

Rationale:
 It is the professional responsibility of all practicing nurses to maintain their competence
to practice by meeting the competence requirements of the Nursing Council New
Zealand.

 All nurses working at Mercy Hospital in a permanent position will hold as a minimum, a
level 2 portfolio on the PDRP.

Related Legislation
 Health Practitioner Competency Assurance (HPCA) Act 2003
 Nursing Council of New Zealand ‘Continuing Competence’.

Cultural Considerations:
As per portfolio requirements.

Objectives
Participation in a PDRP programme provides;
 A vehicle for the demonstration of competent, proficient or expert nursing practice
 Demonstrates on-going professional development and currency of practice.

Definitions
 PDR (Performance Development Review). At Mercy Hospital an annual review of
performance is measured against objectives which are developed between the employer
and employee.

 PDRP (Professional Development Recognition Programme).Competence based

programme that assesses nursing practice against NCNZ competencies, recognising
levels of practice and supporting ongoing professional development.

 CLD – Clinical Learning and Development Coordinator – Coordinates PDRP submission

dates and PDRP assessors across Mercy Hospital

 Professional Development Committee (PDC) – a group of senior staff across site who
meet regularly to discuss education requirements across site (CLD, ACN,CNS, CNE, NP)

 Te Kāhui Kōkiri Mātanga (Advancing the skills and knowledge of nurses) is the name of
the regional PDRP Mercy Hospital utilises. The Forms and Templates for this are hosted
on Canterbury DHB website.
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Implementation
 The Nursing PDRP programme is led at Mercy by the Clinical Learning and Development
Coordinator (CLD)
 Staff who are due to submit full year PDRP will arrange meeting with CLD 2-3 months
prior to submission date.
 The Professional Development Committee and area assessors across site work with the
CLD to optimise use of resources across site.

Roles –

CLD
 Provides an annual list of staff who are due full year PDRP to CNM
 Within 3 months of new staff start date, will confirm existing PDRP status & provide
planned date for submission to those who are not yet in the system
 Provides dates for support sessions and final sign off, held throughout the year in
learning and development calendar & education manual
 Updates are shared via clinical newsletter
 Will oversee systems regarding pay global entry for in house training
 Will oversee HealthLearn reports to sign off clinical orientation requirements.
 Will assist staff in totalling education hours from various platforms, by verifying original
documents (total 60 hours over 3 years)

Professional Development Committee (PDC)

 Will ensure staff and CNM are clear on requirements for mandatory, organisational and
clinical skill sign off in preparation for appraisal discussion.
 Will oversee pay global entry for any area based in house training and area based
competency completion
 Communicates with area staff during area huddles & other opportunities
 Mandatory training requirements are not required during PDRP process
 Work with area assessors to ensure staff who are required to revalidate (level 3 & 4)
know where to access the revalidation form

The Nurse
 Submits a portfolio for formal assessment three yearly
 Communicates with CNM and peer at least 3 months prior to submission date to ensure
evidence and appraisal are ready Failure to do this may result in your Portfolio missing
the submission date.
 Checks submission plan, support dates and final sign off dates in the Learning and
Development calendar, contacting CLD to confirm time slot and date for any support
required.
 Provide evidence of consistently practicing at the level of the portfolio being applied for
 Accesses forms and templates for PDRP via Canterbury DHB website
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 Is aware all information is found in Learning & Development drop down menu on Mercy
SharePoint
 Has all paperwork to CLD by no later than final sign off dates provided by CLD to ensure
timely delivery of files at SDHB
 Discusses plan for revalidation or full year submission in advance of appraisal each year.
 With level 3 or 4 PDRP, must read and follow revalidation section
 Is aware of the general submission information
 Documentation is to be no more than three years old except where annual
requirements are specifically stated.
 All evidence submitted should be the nurses own work or if in collaboration, permission
and sign off sought from the third party.
 The Nurses portfolio should show examples of ‘best practice’ at all times.
 Those involved in the nurse’s portfolio submission may be approached to assist during
the assessment process by providing additional evidence or confirmation.

Moderation & Assessors

 As per Memorandum of Understanding, Mercy Hospital will provide 6 assessors to SDHB
who have completed 4098 or equivalent, to help moderate and assess PDRP files from
across district, in return for the assessment of Mercy Hospital PDRP.
 Assessors are responsible for their own maintenance of currency in assessor skills, will
plan roster release time with their manager, will inform CLD of planned assessor days
throughout the year and will liaise independently with SDHB PDRP coordinators.
 Assessors help PDC guide staff towards correct process.

Revalidation

 RN & EN who hold a current level 3 or 4 PDRP will revalidate ongoing competence at
appropriate level each year
 Is not automatic and this process is led by the nurse
 Forms are found on SharePoint.
 Details of how the individual is maintaining the appropriate level of practice should be
demonstrated during this process by bringing evidence of ongoing Proficient level or
Expert level practice to CNM or ACN.
 Revalidation conversation should, where possible, be considered alongside annual
appraisal to streamline process, although may be required on a different date (e.g.
revalidation due November, whilst appraisal due May).

Change of area within Mercy

 A nurse transferring to an area of practice within Mercy, in the same or related specialty,
generally retains their existing level of practice (2, 3, 4 ) and has 6 months to achieve the
competencies at that level in the new setting. If the previous level is not achieved at the
end of 6 months PDRP payments will cease. CNM will discuss opportunities for
maintenance of current level with any new staff starting in area.
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New staff to Mercy

 can only apply for recognition and relevant payment of their pre-existing PDRP level 6
months after commencing work, where;
o their role is similar to the level of PDRP attained elsewhere
o the CNM is supportive of the level sought

Performance Development Review/Portfolio

 All nurses have the opportunity to receive coaching, advice and education planning.
Associated documents are found on SharePoint.
 A performance development review is undertaken annually as a requirement of Mercy
Hospital’s appraisal/PDR process.
 Each nurse is expected to consistently meet all the responsibilities of their job description
appropriate to their level of practice or position and to receive constructive feedback and
acknowledgement.
 See revalidation section
 Nurses must present a portfolio for assessment at a minimum of Level 2 of the PDRP at
the end of their first 12 months employment at Mercy Hospital.
 New graduates employed in the Graduate Programme must present a portfolio for
assessment at Level 2 of the PDRP at the completion of the programme.

Remuneration
 For Designated Senior Nursing roles (those who have an Independent Employee
Agreement), the conversation around payment sits with their direct line manager during
annual discussions. Those with IEA requiring to complete a PDRP (following discussion
with their line manager), may complete Designated Senior Nurse (DSN) portfolio clinical
or non-clinical option.
 A RN/EN PDRP payment shall be added to an employee’s ordinary hourly rate at Level 3 and
Level 4, on production of evidence that the level has been either achieved or revalidated.
 Any Level 3 or 4 portfolio which has been submitted will continue to be paid at an
increased hourly rate as PDRP recognition during the assessment phase.
 The increased hourly rate payments for level 3 and 4 will cease from 3 months where;
a portfolio has not been submitted within the 3 year timeframe (and has expired).
 The increased hourly rate payments for level 3 and 4 will cease from 3 months where a
revalidation form has not been submitted.

Appeal Process

 Should a submission of a portfolio for a specific level of attainment be declined, an appeal

process is available
 The appeals process will be accessed via Canterbury DHB health professionals, PDRP
pages, appeals process. Clinical Learning & Development Coordinator will liaise with
DOCS, HR & SDHB PDRP coordinators during the process
 PDRP appeals notification form (A6) will be completed.
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NURSING SERVICES
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Associated Resources – Staff

 Professional Development guidance

 Mercy Hospital Education Manual
 Mercy Hospital PDRP Guide
 Mercy Hospital Professional Development Opportunities document
 Mercy Hospital Appraisal documents
 PDRP Revalidation form level Appendices 3&4
 PDRP ‘Forms and templates’ found on Canterbury DHB website
 Nursing Council of New Zealand website ‘Register of Practicing Nurses’ (Annual Practicing
Certificate)

Associated Documents - other

 Mercy Hospital PDRP Assessors Group Terms of Reference

 National Framework and Evidential Requirements 2017