Hospitals & Services
Although all levels of PDRP are valid for three years from the first date of approval, in order to verify that the PDRP level initially endorsed is being maintained in the interim years, the following procedure applies:
During the interim years, by the PDRP anniversary date the applicant must submit an interim year validation form. This is usually part of the Interim Year Performance Appraisal and most managers find it efficient to complete this form at that time. The form verifies that the nurse is maintaining their level of practice on the PDRP and meets requirements under the Health Practitioners Competence Assurance Act (2003) as regulated by the Nursing Council of New Zealand.
Each organisation manages it's nurses interim year processes. Click to your organisation's intranet or contact your PDRP Coordinator to find out how to maintain your level at the interim year.
If the nurse is not verified as having met the interim year requirements and no extension has been applied for, the applicant will be removed from the PDRP and any level of practice payment associated with the PDRP will cease. The nurse will no longer be exempt from Nursing Council audit processes.
If the reason the nurse has attempted to verify interim year validation, but the nursing line manager believes that the applicant does not meet the required level of practice, they will then work with the applicant to put together a development plan. If after three months the applicant has not been able to meet these requirements, he/she can choose to either drop a level of practice or come off the PDRP process until able to represent their portfolio for assessment. If the applicant believes they have been unfairly treated, they can then choose to go through the appeals process which is described fully in the PDRP process located on the intranet.
When nurses successful on the PDRP are on parental or extended leave, the nurse is required by NCNZ to still maintain continuing competence requirements for professional development hours, hours worked and assessment against the competencies once they return to work.
"Consideration given to status on PDRP/QLP during parental leave.
In the case of parental leave the PDRP/QLP status should remain the same.
As the applicant starts parental leave they will notify the PDRP/QLP Co-ordinator of their status and they will be placed on suspended status.
An interim year validation will not be required until they return to work.
Upon return to work, the applicant meets with their Nurse/Midwifery Manager or DON/DOM to form a development plan to determine how they will meet the interim year revalidation requirements at the next anniversary date."
However, if, the first post leave interim year revalidation requirements are not met, the same process will occur as when the applicant fails to maintain the level of practice (above).
In the case of the applicant taking extended leave for up to one year, the same principle applies as in the case of parental leave.
NOTE: If a nurse is going on parental or extended leave over their 3 yearly expiration date, they are still required to resubmit their portfolio by this date. This is because under the HPCA, Nursing Council audit requirements must still be met, in this case through the PDRP.
In some cases, nurses on the PDRP transferring to a different area within their organisation find it difficult to meet the interim year requirements as they upskill in new area specific competencies. In these cases the PDRP interim year process can be suspended for a year while the applicant takes on new skills. In this instance it is the nurse manager's responsibility to notify the PDRP of this situation.
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