Delivering continuity of midwifery care to Queensland women

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References Collins, C., Fereday, J., Pincombe, J., Oster, C. & Turnbull, D. (2010). An evaluation of the satisfaction of midwives’ working in midwifery group practice. Midwifery. 26, 435-441. Cornwell, C., Donnellan-Fernandez, R. & Nixon, A. (2008). Planning and implementing mainstream midwifery group practices in a tertiary setting. In C. Homer, P. Brodie & N. Leap (Eds.), Midwifery Continuity of Care. Sydney: Elsevier. Fereday, J. & Oster, C. (2010). Managing a work–life balance: the experiences of midwives working in a group practice setting. [doi: 10.1016/j.midw.2008.06.004]. Midwifery. 26(3), 311-318. Moore, A. (2009). Pioneering a new model of midwifery care a phenomenological study of a midwifery group practice. (Unpublished Master’s Thesis). ACU, Victoria. Sandall, J. (1997). Midwives’ burnout and continuity of care. British Journal of Midwifery. 5 (2),106-111. Sandall, J. (1998). Occupational burnout in midwives: new ways of working and the relationship between organisational factors and psychological health and well being. Risk, Decision & Policy. 3 (3), 213-232. Toohill, J. 2008. First 12 Month Report of the Gold Coast Birth Centre. Queensland Health. 54 Delivering continuity of midwifery care to Queensland women
Section 9 Professional development and capacity building Overview My midwife’s care was holistic. I received: • nutritional advice for myself and my family • emotional support and counseling • evidence-based information relevant to all aspects of pregnancy, birth and post-natal care as well as information drawn from her own experience. • standard ‘technical’ midwifery care associated with my physical wellbeing • breastfeeding advice and support • respect for my choices and ideas and beliefs • a carer I respected and trusted • physical and emotional preparation for the post-natal period and motherhood • resources and referral for additional support or assistance if I needed it at all stages of the child-bearing ‘year’. (submission, Review of Maternity Services in Queensland) Midwives moving into a continuity model of care have particular professional development needs. Staff establishing new continuity models need to plan specifically for this. Midwifery is undergoing a significant transition as a profession. At the professional level, there is a strong move to providing continuity of care. Equally significant steps include the separation of midwifery and nursing as two distinctly regulated professions and graduation of increasing numbers of midwives who are not nurses. For maternity service managers, this means that development of midwifery models, especially providing continuity of care across the full scope of practice, will be required to attract and retain their midwifery workforce. It is important to note that continuity models require staff to maintain competence across the normal scope of practice for a midwife, which is not advanced practice. For this reason, and because philosophical orientation is so important, new graduates can be ideal recruits. Midwives in continuity models have increased autonomy, accountability and competency requirements in their clinical practice relative to many conventional models. However there are also professional development needs that relate to the philosophy of care in continuity models and the different relationship this leads to with women. This is discussed in Section 4 in greater detail. Planning and preparation for midwifery continuity of care models must include adequate professional development and upskilling. It is not possible to simply rely on award provisions to provide this level of support. At the district level, a range of strategies will be needed to ensure that midwives are able to meet the needs of women accessing the midwifery continuity of care model. A continuing development plan for the group, as well as for the individuals within the MGP, is essential. Midwives who have worked in a variety of contexts and across the full scope of midwifery practice will be more readily able to make the move into a midwifery group practice. However all midwives can expect a level of upskilling in both clinical and non-clinical elements. Mentoring programs to assist in the transition to working in a caseload or team model are pivotal to ensuring midwives can easily make the adjustment. All midwives All midwives are responsible for their own ongoing professional development and competency. National registration requires all registered midwives to provide evidence of continuing professional development (CPD) and provide annual documentation of at least 20 CPD points. For more information refer to the Australian Health Practitioner Regulation Agency (AHPRA) website www.ahpra.gov.au A guide to implementation 55
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Nursing and Midwifery Office, Queen
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Nursing and Midwifery Office, Queen
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Section 9 Professional development
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Page 36 and 37: Goondiwindi A review of Goondiwindi
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Page 42 and 43: Section 6 Clinical governance Eleme
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Page 54 and 55: Section 8 Industrial issues The ann
Page 56 and 57: Example: A new MGP model is impleme
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Page 78 and 79: Section 11 Collaborative maternity
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Page 94 and 95: Glossary This glossary includes all
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Page 98 and 99: 94 Department of Health and Ageing.
Page 100 and 101: Queensland Health. (2008b). Queensl
Page 102 and 103: Acknowledgments Queensland Health w
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