The NHS England and NHS Improvement (NHSE/I) General Practice Nurse (GPN) Ten Point Plan (2017) comes to the end of its four-year implementation period in April 2021.
The initiative was ambitious, and the outcomes have been extensive, including raising the profile of all nurses working in general practice and providing opportunities for professional growth and career development for many. Some of the success stories have included national approaches to improving the experience and education of nurses in general practice. For example, the development of an induction template for all nurses new to general practice has provided the opportunity of raising the expectations of employers (NHS England, 2019).
Consistency in GPN education
Standards for education programmes for nurses new to general practice, developed in partnership with GPNs and educators have also been published, providing consistency for all GPNs who are undertaking what are commonly called ‘GPN Foundation programmes’ (QNI, 2020). These standards are now used by all the universities in England that offer a programme and soon the Health Education England ‘GPN Career and Core Capabilities Framework’ will be published, which covers all registered nurses, nursing associates and healthcare support workers employed in general practice.
The establishment of the Association of Academic General Practice Nurse Educators (AAGPNE) is also a significant achievement, providing membership for more than 70 nurses who lead education programmes at all levels in universities, and associate membership for those who have responsibility for delivering GPN education in practice. The AAGPNE will be an enduring network and a significant legacy of the investment made to support consistency in GPN education.
While these measures to reduce variation in the education and professional development of GPNs have been very successful, there is still much work to be done to enable GPNs to be released to undertake professional development – vital to prepare them for the role and to develop the further skills required to deliver healthcare for their local communities. The difficulty of obtaining sufficient time for professional development may reflect the low value placed on the professional development of GPNs in some quarters.
Addressing GPN concerns
The GPN survey published by the QNI in January 2021 reflected this and other enduring issues for GPNs: the value of the GPN role, the terms and conditions under which they are employed and their salaries (QNI, 2021).
After the publication of this survey report, the QNI was keen to hear from GPN employers, to understand their perspectives on the survey findings and discuss potential solutions. I was delighted to chair a symposium which focussed on these issues in March 2021; leading GPs from around the UK willingly accepted the invitation to come together with senior nurses to debate, share and learn together.
GP colleagues from the Royal College of General Practitioners (RCGP), the British Medical Association (BMA), NHS Clinical Commissioners (NHSCC), the National Association of Primary Care (NAPC) and NHSE/I were joined by senior colleagues from practice, the Royal College of Nursing, NHSE/I, AAGPNE, QNI and Health Education England.
The conversation was excellent, and commitments were made by all to take actions within their own organisations and come back together in 6 months to discuss progress. I am enormously grateful to colleagues who took the time to share their stories and perspectives during the debate; there is no doubt that every single colleague at the meeting is committed to addressing the issues raised in the GPN survey report.
I very much look forward to seeing them all again in September to discuss progress. The GPN Ten Point plan will have been completed by then, with a raft of achievements from the last 4 years – but the work will continue, which is a signal of a truly significant legacy for GPNs everywhere.