Objective
Nursing workforce planning is data driven, collaborative, coordinated and effective.
Nurses and nursing students are educated in a fit-for-purpose and contemporary education and career infrastructure.
Nurses can progress their careers in the way they choose.
Rationale
Workforce planning, education and regulation are levers that enable a well prepared and effective nursing workforce. Workforce planning ensures supply and distribution of nurses meet the health and aged care needs of communities in Australia. Nursing education, training and career infrastructure must also evolve to meet the changing health and aged care landscape and the needs of the nursing workforce. Access to, and support for, completing nursing education will ensure a sustainable nursing pipeline. Clear development and advancement opportunities will enable nurses to pursue fulfilling careers and support retention.
Workforce planning
Reason for action
The National Health Workforce Dataset is informed by data from the annual registration process for nurses and the annual workforce survey voluntarily completed at the time of registration. This is used nationally for nursing workforce planning - in particular the modelling in the Nursing Supply and Demand Study – 2023-2035 . Workforce planning requires an evidence-based and coordinated approach to align with the overall goals of the health and aged care system. It considers system reforms, service delivery models and the potential impact of external factors such as future pandemics,33 climate-related events and political or economic shifts.
Access to additional data sources and development of a coordinated approach to the use of all health workforce data will improve the quality of nursing workforce planning in Australia. This, in turn supports delivery of person-centred health care, improves access to care, and enhances the quality, safety and sustainability of services.
| Action | Intended outcomes | Responsibility | |
| 1.1 | Implement nationally coordinated nursing workforce data, modelling and planning.
| Governments collaborate on nursing workforce issues and develop solutions using robust data and evidence. Improved approach to workforce data, modelling and planning. Optimised distribution of the nursing workforce, particularly in rural and remote areas. Priorities for Aboriginal and Torres Strait Islander data and data sovereignty are addressed. | Education providers / registered training organisations Employers Governments Professional and industry bodies Regulators
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Career flexibility
Reason for action
Acknowledging the existing and expected pressures faced by the health workforce, the importance of attracting and retaining nurses into the future is critical. The lack of choice of roles and flexibility in work arrangements is driving nurses out of the system.34
Increasing options to experience a range of roles, support career progression, recognise prior learning and increase flexibility will have a positive impact on staff retention and careers. This includes addressing inconsistent regulations, policies and practice requirements across jurisdictions. The inconsistencies result in administrative duplication, confusion and ultimately inhibit workforce movement, sustainability and consumer access to care.35
| Action | Intended outcomes | Responsibility | |
| 1.2 | Implement strategies that enhance nurses’ mobility and career flexibility.
| Nurses can easily choose to move between settings, services and jurisdictions. | Education providers / registered training organisations Employers Governments Regulators |
Aboriginal and Torres Strait Islander nurses
Reason for action
Evidence shows under-representation of Aboriginal and Torres Strait Islander people in the nursing workforce exacerbates health disparities faced by Aboriginal and Torres Strait Islander people, placing greater importance on recruitment strategies to increase the number of Aboriginal and Torres Strait Islander people in the nursing workforce.36
Growing the workforce will require strategic partnerships, including with Aboriginal Community Controlled Health Organisations, and targeted recruitment and retention strategies. Co-designed, culturally safe, tailored, flexible and innovative approaches to nursing education and career pathways are needed. This should include deep community reach and connection promoting inclusive growth and employment in communities for Aboriginal and Torres Strait Islander people to become nurses.
| 1.3 | Grow the Aboriginal and Torres Strait Islander nursing workforce. | Aboriginal and Torres Strait Islander working age population parity is achieved within the nursing workforce. Improved health and care outcomes for Aboriginal and Torres Strait Islander people. | Consumer and carer organisations Education providers/registered training organisations Employers Governments Nursing profession/workforce Professional and industry bodies Regulators |
Nursing education
Reason for action
Pre-registration nursing education is designed to educate generalist nurses who can provide high-quality and evidence-based health care and perform key functions in a variety of settings.37 As the health needs of the population change and grow, nursing education must also continue to evolve, building the knowledge, skills and capability for nurses to deliver better health outcomes.
In this way nursing education is vital to Australia’s future so must be evidence-based and fit-for-purpose, embracing the full potential of new teaching and delivery methods and models including technologies to ensure students and nurses are receiving flexible and high-quality education.
| Action | Intended outcomes | Responsibility | |
| 1.4 | Research and implement the most contemporary models of delivery of pre-registration education.
| Evidence-based changes to nursing education to better equip the future nursing workforce. Improved student experience and outcomes. Improved flexibility, quality and capacity to deliver professional experience placements. | Education providers/registered training organisations Governments Regulators |
Access to education
Reason for action
The current structure of nursing education and training provides challenges to a smooth transition into the practice of nursing. Nursing students have cited key issues such as financial stress and poverty, professional experience placement issues, racism and bullying as negatively impacting their willingness to continue their nursing career.38
A more flexible and inclusive approach and focus on the student nurse experience will have positive benefits. Continued work needs to be undertaken to ensure education pathways are available, including in rural and remote locations. Students must be supported to access, and safely and successfully complete their education in a way that meets their needs and supports their wellbeing.
| Action | Intended outcomes | Responsibility | |
| 1.5 | Facilitate students and nurses to access and complete nursing education.
| The nursing workforce can access opportunities to grow and succeed in all education pathways, including in rural and remote areas. Preceptors, supervisors and facilitators are supported in the provision of high quality and culturally safe professional experience placements for students. | Education providers/registered training organisations Employers Governments Regulators |
Student employment models
Reason for action
Many students have to undertake concurrent work and study. There is evidence that student poverty is increasing.39
Student employment models provide opportunities for student nurses to undertake paid employment in health areas that use their skills and education while studying. Student employment models aim to improve workload management, support a productive work environment and provision of safe and quality care to meet the increasing demand for health and aged care services.40 These models do not substitute nursing education or professional experience placements, ensuring tertiary and vocational learning is maintained.
| Action | Intended outcomes | Responsibility | |
| 1.6 | Adapt student employment models for all health and aged care settings.
| Nursing students have flexible and supportive undergraduate working opportunities that enhance their skills and confidence. | Employers Governments
|
Regulation
Reason for action
The health and aged care system is highly regulated, whether it be assessing the use of new artificial intelligence technologies, optimising safety and quality of digital and clinical systems or ensuring that Australia’s nurses are suitably trained, qualified and safe to practice.
Contemporary, comprehensive and transparent regulation provides for public safety and accountability and informs policy development, direction and reform.
| Action | Intended outcomes | Responsibility | |
| 1.7 | Increase transparency and improve timeliness and currency of regulatory processes and outcomes. | Regulatory processes and outcomes are timely, visible and support quality and safety in nursing education and professional practice. | Regulators |
Post graduate education
Reason for action
Education providers and accreditation authorities have an important role in ensuring undergraduate and post graduate education programs meet the needs of the community, align with service requirements and support innovation.
A nationally consistent postgraduate education and career progression process may increase the uptake of postgraduate education and better articulate pathways to progress. This will help remove barriers to transfer across practise settings and support retention of nurses.
Increasing quality and alignment will also support the continued development of professional skills and capability and support nurses to work to their optimum scope of
| Action | Intended outcomes | Responsibility | |
| 1.8 | Develop and implement a nationally consistent accreditation process for post graduate nursing education.
| Post graduate nursing qualifications are accredited and recognised, contributing to career progression and retention. | Education providers Regulators
|