Georgina Green

NHS Orkney, United Kingdom

Supporting Newly Qualified Nurses through a Structured Rotation Pathway at NHS Orkney: Enhancing Competence, Confidence, and Continuity.

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Biography

Georgina Green is the Practice Education Lead for Nursing and Midwifery at NHS Orkney and an Associate Lecturer at Robert Gordon University. With over 25 years’ experience in children’s nursing, public health, and education across the UK and Canada, she has led initiatives in preceptorship, child protection, and interagency working. Georgina holds a PG Cert in Academic Practice and is completing an MSc in Educational Leadership. A Senior Fellow of Advance HE and Queen’s Nurse, she has published on paediatric care and student wellbeing. Her current work focuses on supporting newly qualified nurses in rural and island healthcare settings. 

Abstract

Background: The transition from student to registered nurse is a critical period marked by rapid professional development and emotional adjustment. In rural and island healthcare settings, this transition is further complicated by workforce shortages, professional isolation, and the need for broad clinical adaptability.

Aim: This initiative aims to support Newly Qualified Nurses (NQNs) in NHS Orkney through a structured two-year rotation pathway, offering clinical experience across acute and community settings. The programme is designed to enhance clinical competence, build professional confidence, and promote continuity of care within a rural context.

Methods: The pathway integrates national frameworks including the Flying Start Programme and the NHS Education for Scotland (NES) NMAHP Development Framework, providing protected learning time and structured development. Restorative supervision is embedded through the Clinical Supervision Framework for Scotland, supporting psychological safety and emotional resilience. Early qualitative feedback was gathered from participating NQNs and preceptors. Results: Initial findings indicate improved job satisfaction, increased preparedness for practice, and strengthened inter-professional relationships. Participants reported a greater sense of belonging and professional identity. The programme also contributes to workforce sustainability by reducing reliance on agency staff and improving retention of early-career nurses.

Conclusion: The NHS Orkney NQN Rotation Pathway demonstrates that investment in structured early 1 career support can enhance individual development and strengthen rural healthcare delivery. This model offers a replicable framework for other rural and island communities seeking to build resilient, future-ready nursing teams.