Nursing workforce action plans
We're leading the implementation of action plans for our nursing workforce through to 2028. Part of that work includes making sure we have a diverse and specialised workforce to meet the needs of our communities.
Dedicated nursing director roles
Our First Nations Nursing Director provides statewide strategic leadership to build and strengthen the First Nations nursing workforce in Queensland. Our vision is for First Nations nurses to be visible, valued, and reflect the needs of the community. The First Nations Nursing Director also advocates for First Nations communities engaging with the health system.
Our mental health, alcohol and other drugs (MHAOD) Nursing Director is responsible for building MHAOD nursing capability and sustainability across our health system. They work closely with the MHAOD branch and provide advice and advocacy on MHAOD nursing issues.
Framework for lifelong learning for nurses and midwives
We're building a culture of lifelong learning for nursing staff. We've set a standard for education, orientation, development and mentoring throughout Queensland. This means all nurses and midwives can access learning and development opportunities, regardless of where they work and what stage their career is at.
The Framework for lifelong learning for nurses and midwives 2023 [PDF 5.3 MB] empowers staff to take the lead and develop their career in a way that works for them.
Leadership capability
We want nursing staff at every stage of their career to be leaders. Our leadership strategy for nurses and midwives supports staff to meet their professional and personal goals by building leadership capability.
The strategy focuses on:
- building skills and confidence
- creating leadership opportunities
- encouraging a leadership culture.
Career pathways
We've created a set of career pathways with different career options for nursing staff. The pathways outline the clinical, professional and organisational expectations and responsibilities of each role.
Nurses can use these to build the knowledge, skills and behaviours they need to progress to the next step of their career. The pathways can also help nurses work to their full scope of practice.
Queensland Health nurses can learn more about career pathways on the staff intranet.
Transition support programs
Our transition support programs support newly qualified or experienced registered nurses moving into a new specialty practice area. The programs are a crucial resource in growing our specialist nursing workforce.
Queensland Health nurses can find out more on the staff intranet.
Strength with Immersion Model Program
Our statewide Strength with Immersion Model (SwIM) Program helps early to mid-career nurses develop skills in specialty areas and contexts using clinical immersion.
The program builds capability in the workforce and creates opportunities and pathways for career development.
Queensland Health nurses can learn more on the staff intranet.
Succession management and mentoring
Our succession management and mentoring manual and toolkit helps staff plan, implement and evaluate succession management and mentoring initiatives.
The aim of the toolkit is to support nursing staff to take responsibility for and proactively manage their career.
It helps build nursing capacity and capability across Queensland Health to fulfil career expectations and vacancies.
Queensland Health nurses can read more on the staff intranet.
Clinical supervision
Clinical supervision is a confidential, supportive, and culturally safe professional development activity that enables nurses and midwives to critically reflect on their practice. It offers an opportunity to get support and restoration, develop skills and confidence, and maintain safety of practice.
Learn more about the Clinical supervision framework for Queensland Nurses and Midwives.