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POSITION DESCRIPTION REGISTERED NURSE
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POSITION DESCRIPTION
REGISTERED NURSE
Job Title Registered Nurse
Village/ Department Residential Aged Care
Reports to Care Manager/ Care Coordinator
Key relationships Residents and their families, Care Team, External Doctors/Specialists
Direct Reports Dependent on facility
Overall Purpose Ensures that the clinical care of residents is properly monitored and attended to by
documenting and following up all clinical issues (for both care and funding
purposes), and working with other members of the care team in ARV and the
residents family.
Specific accountabilities
Specific accountabilities are the outcomes that you are required to produce. They describe why your job exists.
Accountabilities
Ensures that the residents’ physical health is maintained at the highest possible level by providing routine (injections,
wound care and so on) and non-routine (illnesses, falls and so on) clinical care in accordance with the residents needs,
safety requirements, and clinical guidelines and informing the doctors when further assistance is required.
Contributes to care plans by being involved in reviewing, discussing and developing and writing care plans for
residents.
Ensures that other RNs in ARV have the information to perform their duties by providing accurate and complete
information both verbally and in writing.
Contributes to the ACFI process by documenting the required information in a form that is complete, accurate, timely,
and thorough.
Ensures that families are fully informed about issues relating to their relative in the care of ARV by contacting them as
required and being involved in case conferences.
Contributes to the effective functioning of the team by sharing clinical knowledge and skills and informing team
members about changes to residents.
Contributes to the development of the safety culture by keeping their workplace safe, clean and tidy, complying with
site safety rules, reporting hazards, incidents, near misses and injuries to their supervisor/manager, participating in
workplace consultation activities, and actively participating in any other safety activities as prescribed in the OHSIMS
Education and experience
Registered Nurse, List A. Previous experience in aged care.
Key skills, knowledge and abilities
Key skills, knowledge and abilities are the ingredients that you need to develop to be fully successful. They
describe what you have to do in your job.
Area Level 1 Behaviour Level 2 Behaviour Level 3 Behaviour
Required Needs Improvement Unacceptable
Working with Dressings and other clinical assistance Clues are missed, residents not Treatments missed,
residents is at the highest level, root causes of attended to on the right day / problems missed, gaps in
Attending to clinical problems are identified (including falls) without due care, resulting in records, residents
needs and reported, records are accurate and infections/worsening conditions. complain.
complete.
Creating and Uses all available information to Most of the information is There are gaps in
recording develop an up to date, complete and available, but there are time lags recording and changes
accurate care plan, documents between changes in the are documented too late.
information
residents’ well-being for the purposes residents’ needs and recording.
(Care plans & ACFI) of ACFI in the right format, in sufficient
Recording facts, detail and within required timeframes.
providing reports
Registered Nurse 26/08/2009 Page 1 of 3
POSITION DESCRIPTION
REGISTERED NURSE
Area Level 1 Behaviour Level 2 Behaviour Level 3 Behaviour
Required Needs Improvement Unacceptable
Creating and Keeps a notebook/ handover sheets on All the recording is saved until Key items of information
recording site (not taken off site) of all relevant the end of the shift, and key are routinely missed,
information, and chooses the right items of information are information is thin and
information
information to be recorded, completes forgotten/ not recorded. not up to date. Does not
(Day to day) all documents, accurately provides record information as it
Recording facts, verbal briefings. happens so forgets and
providing reports does not follow up
Managing tasks Tasks for the day analysed, timed, Plan as a general outline only. No plan – activities
Planning sequenced and documented. completed in a random
order.
Managing tasks Completes tasks in accordance with Not all tasks are completed Plan abandoned, too little
Implementing plan, but is prepared to be flexible if within the shift, but omissions is completed, and too
required. are documented for next RN. much is left for the next
RN.
Working with A pleasant greeting, a cheerful Does not acknowledge the Little communication and
residents comment, the use of the resident’s resident, little eye contact or it is clear that the
Stimulating emotional name. interest, discussion is totally resident is treated as an
well-being focussed on the medical aspects. interruption to the day.
Managing people Specify showers, medical, and dietary Lists for carers not updated, Carers are not given a
Planning requirements, and provide carers not sure what to do next, plan to follow, doctors
lists/briefings for the doctors. care levels inadequate. not given the right lists/
information.
Managing people Key activities are checked against the Checking is sporadic, with the There is little checking,
Supervising, reviewing, plan and against requirements, the result that showers, medication, with the resultant poor
counselling, training right people are rostered together. and other aspects of care are practices and outcomes,
missed, there is a mismatch of the teams rostered
abilities on the shifts. together do not function
well.
Managing people Prompt action to address any Problems mentioned, but at a Problems largely ignored.
Disciplining people problems. later time with no specific
remedy provided.
Managing Seeks the opportunity to discuss needs Responds to relatives’ requests, Generally avoids contact
relationships with relatives, and immediately and informs them about changes with relatives, and under
informs relatives about changes to sometime during the shift. reports key changes.
outside ARV
condition/ falls.
Providing information
to relatives
Working with a Shares skills and knowledge with Is inclined to withhold Shows little interest in
team others, participates in team meetings, information and assistance. participating with other
Providing/ receiving seeks out opportunities to help other team members.
info, feedback, group members of the care team.
solutions, assistance,
delegation
ARV ‘Values in Action’
ARV ‘Values in Action’ are the practical expression of ARV’s organisational values of Servanthood, Stewardship
and People, which are ultimately reflective of God’s love for us in Christ. The ‘Values in Action’ define how you
are expected to go about your day-to-day work.
Level 1 Behaviour Level 2 Behaviour Level 3 Behaviour
Required Needs Improvement Unacceptable
Joy Understands the residents’ Does not attend to the residents’ Is disinterested in the resident/
emotional needs, responds to overall emotional needs unless staff wider needs and is wholly
those needs and delivers a holistic prompted to do so, is only concerned focussed on the narrow task.
programme of care. with fixing the immediate problem; is
personally distant.
Registered Nurse 26/08/2009 Page 2 of 3
POSITION DESCRIPTION
REGISTERED NURSE
Level 1 Behaviour Level 2 Behaviour Level 3 Behaviour
Required Needs Improvement Unacceptable
Kindness Really focuses on the person from Tends to treat the person as an Clearly does not care for the
their point of view, understands object, and has little contact of any residents, has the ‘this is just a
their emotional needs, takes a real kind beyond the minimum required. job’ attitude and everything
interest in them and their well seems like a chore.
being, and finds ways to show
genuine kindness.
Self-Control Even when provoked, does not Occasionally allows frustrations to The emotional state (stress,
answer back, does not react show. anxiety, frustration, anger, etc) is
negatively, stays in control of apparent to all, and has a
emotions, and speaks with a calm negative impact on residents and
voice. staff.
Patience Takes the time to really listen, Listens only for confirmation of pre- Rushing, and doing the minimum
understand, and respond to the conceived ideas. possible.
spoken and unspoken needs of the
resident.
Faithfulness Comes to work on time and ready Some days there is real interest, and Work is left for others, and there
for duty, does what is promised, other days this is lacking. is a lack of trust that all necessary
and all duties are completed to the Fears punishment, and so disguises tasks have been completed
very best of ability. Owns up to mistakes. properly.
problems and immediately reports Fearing that mistakes will be
mistakes. Demonstrates punished severely, significant
commitment to staff & residents. mistakes and problems are
hidden. Poor attendance/
punctuality, lack of follow up.
Love Really focuses on the person from Treats the person as an object, and Clearly does not care for the
their point of view, understands has little contact of any kind beyond residents, has the ‘this is just a
their emotional needs, takes a real the minimum required. job’ attitude and everything
interest in them and their well seems like too much of a chore.
being.
Gentleness Takes time to let people walk at Can be insensitive to levels of frailty. Tends to be rough and forces
their own speed, is careful when people to do things at a pace/ in
touching and moving people. a way that is beyond their
abilities.
Peace Activities fit into a plan and it is At peak times there is a level of There is a sense of being out of
possible to be unhurried and rushing and stress. control, employees are bullying
relaxed. and residents are treated as
being difficult.
Goodness Residents and employees are There are some favourites. There is obviously uneven
treated fairly and with the same treatment.
level of respect.
Changes to this position description
Your responsibilities also extend to any tasks outlined on a duties list, or any tasks delegated to you by your
manager/ supervisor, provided that those new job requirements are safe, efficient, logical and legal.
Review and Approval
ANDREW MCLACHLAN
GENERAL MANAGER - HR
1/1/2009
Distribution (1) Incumbent, (2) Manager and (3) Human Resources
Registered Nurse 26/08/2009 Page 3 of 3
