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Midwives as mentors

Abstract:

Currently there is no formally recognised mentorship framework for New Zealand midwives and this has been the subject of discussion in the profession and Ministry of Health (MOH) for some years. Recent research (Kensington, 2005; Stewart, 2005) has highlighted the need for a mentorship framework for New Zealand. Although midwives have been informally acting as mentors there is a range of opinions on the defi nition of mentorship and the roles and responsibilities of the mentor and the mentored midwife in the mentorship relationship. Anecdotal evidence of the need for a supportive mentoring framework is now supported by research identifying that midwifery is an aging workforce and that midwives remain in the profession for less time than previously thought (NZCOM, 2005a). One aspect of creating a supportive professional framework for all midwives is to formalise a model and framework for mentorship. Th e New Zealand College of Midwives’ (NZCOM) Strategic Plan 2004-2006 aims to strengthen the midwifery workforce and one strategy to achieve this is the development of a mentorship framework and the establishment of a culture of mentorship for New Zealand midwives (NZCOM, 2004). Th e importance of mentorship is also recognised by the Midwifery Council of New Zealand (MCNZ) in its identifi cation of mentoring as a professional development activity that attracts points within its Recertifi cation Programme and in which all midwives are required to participate in order to demonstrate their continuing competence to practise (MCNZ, 2005). Th is article introduces a conceptual model and framework for mentorship that refl ects New Zealand midwifery’s founding principle of partnership (NZCOM, 2005b).

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mentorship, preceptorship, professional development