The Chief Nurse Fellowship (CNF) and Director of Midwifery Fellowship (DoMF) programmes are an early career fellowship designed to provide staff with the best start to their career. Offering support through coaching and a bespoke teaching programme, staff will work through their own quality improvement project of their choice.

To hear from our previous fellows click the video:   

Applications will be open to all staff that meet the criteria detailed:

·         A registered nurse, midwife, AHP, healthcare scientist, pharmacist and pharmacy technician

·         Early in their career

·         Committed to participating in the programme

·         Have line managers agreement  

Applications are currently open until 21^st February 2025 at midday. To apply please complete the application document and send with your expression of interest, no more than 350 words, to cenree@uhnm.nhs.uk

Expressions of interest should include:

·         Why you are applying

·         The project you are proposing to complete

·         How will you know your project has worked

If you have any further questions please contact cenree@uhnm.nhs.uk

Applications will be reviewed by the panel and candidates will be informed ready to commence the teaching sessions on 23^rd April.

Some key literature for further reading:

·         Bramley, L , Manning, J and Cooper, J. (2018) Engaging and developing front-line clinical nurses to drive care excellence: evaluating the chief nurse excellence in care junior fellowship initiative. Journal of Research in Nursing; 23(8), pp.678-689.

·         Fisher, N., Bramley, L., Cooper, J., Field‐Richards, S.E., Lymn, J. and Timmons, S. (2022) A qualitative study exploring the influence of a talent management initiative on registered nurses' retention intentions. Journal of Nursing Management; 30(8), pp.4472-4479.

·         Health Education England. (2018) Reducing Pre-registration Attrition and Improving Retention. Available here: https://www.hee.nhs.uk/our-work/reducing-pre-registration-attrition-improving-retention (Accessed 17/01/2023)

·         Jones, K and Davies, A. (2015) Mind the Gap: Exploring the needs of early career nurses and midwives in the workplace. Available here: https://recipeforworkforceplanning.hee.nhs.uk/Portals/0/HEWM_LinksAndResources/Mind-the-Gap-Report.pdf (Accessed 17/01/23)

·         MacArthur, J. (2018) Review: Engaging and developing front-line clinical nurses to drive care excellence: Evaluating the Chief Nurse Excellence in Care Junior Fellowship initiative. [Blog]. Journal of research in nursing : JRN; 23(8): 690-691.

·         NHS Employers. (2022) Improving Staff Retention. Available at: https://www.nhsemployers.org/publications/improving-staff-retention (Accessed 17/01/2023).

·         Pearce, L. (2019) How to attract and retain brilliant nurses: A trust has devised a chief nurse fellowship to boost the careers of talented staff. Nursing Standard; 34(12): 42-44.

The CeNREE fellowship programmes for development is designed for newly qualified nurses, midwives, AHPs, healthcare scientists, pharmacists and pharmacy technicians. The fellowship is designed to provide staff with the best start to their integration into professional registration and UHNM professional practice. Offering support through coaching and a bespoke teaching programme, staff will work through their own quality improvement project of their choice. As a CeNREE fellow your project will have a focus that will support an aspect of your preceptorship competencies in practice.

Applications are currently open until 21^st February 2025 at midday. To apply please complete the application form and send with your expression of interest, no more than 350 words, to cenree@uhnm.nhs.uk

Expressions of interest should include:

• Why you are applying
• The project you are proposing to complete
• How you will know your project has worked

If you have any further questions please contact cenree@uhnm.nhs.uk

Applications will be reviewed by the panel and candidates will be informed ready to commence the teaching sessions on 23^rd April.

Some key literature for further reading:

·         Bramley, L , Manning, J and Cooper, J. (2018) Engaging and developing front-line clinical nurses to drive care excellence: evaluating the chief nurse excellence in care junior fellowship initiative. Journal of Research in Nursing; 23(8), pp.678-689.

·         Fisher, N., Bramley, L., Cooper, J., Field‐Richards, S.E., Lymn, J. and Timmons, S. (2022) A qualitative study exploring the influence of a talent management initiative on registered nurses' retention intentions. Journal of Nursing Management; 30(8), pp.4472-4479.

·         Health Education England. (2018) Reducing Pre-registration Attrition and Improving Retention. Available here: https://www.hee.nhs.uk/our-work/reducing-pre-registration-attrition-improving-retention (Accessed 17/01/2023)

·         Jones, K and Davies, A. (2015) Mind the Gap: Exploring the needs of early career nurses and midwives in the workplace. Available here: https://recipeforworkforceplanning.hee.nhs.uk/Portals/0/HEWM_LinksAndResources/Mind-the-Gap-Report.pdf (Accessed 17/01/23)

·         MacArthur, J. (2018) Review: Engaging and developing front-line clinical nurses to drive care excellence: Evaluating the Chief Nurse Excellence in Care Junior Fellowship initiative. [Blog]. Journal of research in nursing : JRN; 23(8): 690-691.

·         NHS Employers. (2022) Improving Staff Retention. Available at: https://www.nhsemployers.org/publications/improving-staff-retention (Accessed 17/01/2023).

·         Pearce, L. (2019) How to attract and retain brilliant nurses: A trust has devised a chief nurse fellowship to boost the careers of talented staff. Nursing Standard; 34(12): 42-44.

UHNM are supporting the Legacy Mentor role opportunities as a way of retaining our experienced staff knowledge and experience.  The roles focus on educational and mentoring opportunities with junior colleagues to utilise the years of experience and knowledge gained through a long career.

We recognise and value this knowledge and experience through a structured programme of support and training. As a legacy mentor you will spend a portion of your working week focusing on a quality improvement project that develops and supports the educational requirements within your clinical area/speciality. Throughout your time as a legacy mentor you will attend bespoke training sessions, designed to supplement the knowledge you already have to assist you in your project.

To apply please keep a look out for the advertisement or ask your matron if they are supporting Legacy mentors in your area.

Further literature on Legacy Mentors:

• Haines, S , Evans, K , Timmons, S and Cutler, E. (2021) A service improvement project of a legacy nurse programme to improve the retention of late career nurses. Journal of research in nursing : JRN;26(7): 648-681.
• NHS England. (No Date) Legacy Mentoring. Available here: https://www.england.nhs.uk/looking-after-our-people/supporting-people-in-early-and-late-career/legacy-mentoring/ (Accessed 17/01/23)
• Wray, J , Calzolari, M , Gammone, M , Aleo, G , Catania, G , Zanini, M , Sasso, L and Bagnasco, A. (2022) The potential benefits of legacy mentoring for newly qualified nurses. Nurse education in practice ;66 (103511).