Practice Development Nurse

The Practice Development Nurse within a neonatal unit plays a key role in supporting safe, high-quality care by developing and maintaining staff competence. The role includes coordinating and delivering mandatory training to ensure nurses and other staff meet statutory, professional and organisational requirements. This helps maintain compliance with national guidelines and supports patient safety. The Practice Development Nurse also leads and facilitates neonatal simulation training, using realistic scenarios to develop clinical skills, decision-making, communication and teamwork in a safe learning environment.

In addition, the role involves active participation in neonatal network meetings, where best practice, learning from incidents and education strategies are shared across units. Through this work, the Practice Development Nurse helps promote consistent standards of care, continuous professional development and service improvement within the neonatal network.

• Coordinate, deliver and monitor mandatory training to ensure staff compliance with statutory, professional and organisational requirements
• Identify learning needs and support staff to maintain and develop neonatal clinical competencies
• Design, facilitate and debrief neonatal simulation training to enhance clinical skills, teamwork and decision-making
• Maintain accurate training records and contribute to staff appraisal and revalidation processes
• Support implementation of evidence-based practice and updated neonatal guidelines
• Participate in neonatal network meetings to share best practice and learning from incidents
• Contribute to quality improvement initiatives, audits and service development within the neonatal unit
• Act as a resource and role model for clinical staff, promoting safe and effective neonatal care

Recruitment selection processes are based on competence (see Person specification) and values. Applicants will be required to pay for their DBS check; the cost will be deducted from salary over the first three months of employment. Applicants are encouraged to enroll for the DBS Update Service. A small annual fee of £16 per year applies. From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, must present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years.

Adult dependents (over 18 years old) will also be subject to this requirement. If the role is subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020, a submission for Disclosure will be made to the Disclosure and Barring Service (previously the CRB) to check for any previous criminal convictions. Enhanced DBS check applications submitted with omitted or incorrect information will be withdrawn.

In the event errors are identified on your original application, a new application will need to be submitted and you will be required to pay the DBS application fee again.

Certificate of Sponsorship applications from job seekers who require current skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. Applicants requiring sponsorship may wish to determine the likelihood of obtaining sponsorship for this position by assessing themselves against the criteria on the  website – check if you need a UK visa. For details regarding salary requirements of a skilled worker, please refer to the Skilled Worker Visa Immigration Salary List.

The Trust will not sponsor where the starting salary does not meet these immigration rules. Overseas candidates are responsible for their travel expenses.

We welcome applications from colleagues from our local and neighbouring communities of all backgrounds and identities, who are currently under-represented within our region such as Black, Asian, Minority ethnic and those with disabilities. As a region we are reviewing the way we work, and exploring how new working practices that support flexible working can create a positive work-life balance. As part of our recruitment process we will explore how our inclusive employment policies, flexible working, staff engagement forums, Trust facilities and services can be of mutual benefit.