Transcript CPD - Dr V. Naidoo

Dr P (Vassie) Naidoo
SAPC
UKZN
BACKGROUND:
 Definition
 Evolution of CE/CPD
 CPD: Barriers.
 CPD in other countries
CPD IN SA
 SAPC: Its CPD journey
 Guidance document (Process)
 CPD cycle
 Competence Stds
 Interns
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‘Continuing professional development means
the process by which natural persons
registered with Council continuously enhance
their competence throughout their
professional careers, and encompasses a
range of activities including continuing
education and supplementary training’. 1
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It can involve any activity that is relevant to
a persons practice and can take the form of
formal and structured or informal and self
directed learning. CPD is crucial and
necessary to ensure that HP remain current
and competent at all times. (HPCSA)
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Rouse defines CPD for pharmacist as:
“an ongoing,self-directed,structured,
outcomes focused cycle of learning and
personal improvement.” 2
The International Federation of Pharmacists
(FIP) directly linked CPD to maintenance of
competence in their 2002 statement- where
they state that CPD is
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“the responsibility of individual pharmacists
for systematic maintenance, development
and broadening of knowledge, skills and
attitudes, to ensure continuing competence
as a professional, throughout their
careers.”3
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Health and Care Professionals Council
(HCPC-UK) define continuing professional
development (CPD) as ‘a range of learning
activities through which health and care
professionals maintain and develop
throughout their career to ensure that they
retain their capacity to practice safely,
effectively and legally within their evolving
scope of practice’ 4
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There is no ideal (CPD) model to adopt,
each country should design its own system
by taking into account the way in which
healthcare is organised, the local cultural
and economic situation, the demand for
continuing education, and the constraints
and resources available.5
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Historically regulatory authorities protected
the public by ensuring that pharmacists
were competent at the time of entry to
practice.6
Parallel to this a system was developed to
ensure the continuing provision of safe and
effective care by practitioners.
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However as the discovery of health-related
information grew, new methods were
needed to ensure that practitioners'
knowledge was continuously updated and
incorporated into practice.6
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Continuing education (CE) was introduced
to address this need.
Many countries introduced mandatory CE as
a requirement to maintain licensure or
certification.6
The goal of mandatory CE was to assure the
public of the continuing quality of care
provided by practitioners.6
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As experience was gained with mandatory
CE, evidence-research documented that
mandatory CE was ineffective at influencing
practice performance.6
This led the professions, including
pharmacy, to pose questions such as: “Is a
better system possible?
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Suggestion- better method of ensuring
maintenance of competence relative to
mandatory CE is CPD.
Many international, national, and provincial
pharmacy organizations, have supported
CPD programs for this purpose.6
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CPD is a process usually thought of as a
circle connecting the stages of :
Reflection, Planning, Action, Evaluation. 7
It involves a cycle in which individual
practitioners
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Reflect –practice; assess knowledge and
skills, identify learning needs.
Create a personal learning plan.
Implement the plan.
Evaluate the effectiveness Documentation-an integral aspect of CPD,
and a personal portfolio is used for this
purpose.8
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CE can be seen as one part of CPD process
which involves traditional methods such as:
Lectures, Workshops, Distance learning
courses
CPD- focus- on individual, CE structured to
address learning needs of majority of
practitioners.7
Study : CPD –better than CE-9
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Study -SA with nurses-following barriers
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Family and Social commitments
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Time constraints
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Employers restrictions
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Other –not defined.10
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Perception that CPD is time consuming.
Misunderstanding of the CPD process and
what is involved for the pharmacist.
Difficulties in identifying learning needs and
evaluating CPD activities.
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Country
System (M)
Credits
The
Netherlands
CE (Yes)
40 hrs (6days)-accredited CE,
50% in PC/Pharmacotherapy
Great Britain
CPD (Yes)
France
CE(No)
Not yet determined
Germany
CE (No)
150 CE credit points
Per 3 yrs. 1 credit/per 45
minutes
Certified CE courses
(No)
Active participation in
certificate course
CE + CPD (No)
40 credit pts./yr 1-3 credit pt
/hr-type of activity
Australia
12 entries/yr
(Re)
Accreditation
-MR –QCPP(No)
New Zealand
CE + CPD (Yes)
Ontario
(Canada)
CPD + Practice review
(Yes)
USA
CE (Yes)
Portfolio
Collecting evidence
For credit pts
MR: collect evidence
for credit pt
12 outcome credit/3 yr (1-4
credit per activity)
Collect evidence for
credit pts
No formal
requirements on
content and no of
entries
Each state –amt of CE credit to
be collected
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Before 2003: Discussions on CPD initiated
2004 –Council approved-all persons
registered-must participate in CPD and
approved-competency standards.
2005, Focus changed from Competence to
Compliance.
2007: Life Long Learning Conference
England-SAPC attend.
2007: Consultation with the the Royal
Pharmaceutical Society of Great Britain
(RPSGB).
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Service level agreement: SAPC adopts the
UK model
2008: Council resolved-recording system
be used to record CPD activities online.
2009 : SAPC - Finland LLL conference
2009 : Council approved CPD regulations,
2009 – Guidance documents for CPD for
persons registered with SAPC-approved.
available on SAPC website.
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2009:Facilitators -HOPS and Corporates
2009: 15th May CPD facilitators- trained.
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Purpose of facilitators.
◦ Co facilitate at Councils CPD Workshops,
◦ Facilitate CPD training sessions on
request,
◦ Promote CPD awareness in their
constituencies,
◦ Disseminate information on developments
and changes.
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Pilot: Used UK software
Pilot study participants
Prior to Pilot study, pre pilot survey
questionnaire administered
Recording of CPD :4th Nov 2009--30th Sept
2010
Post pilot survey—from 1st Oct 2010
Results obtained-customised—SA
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2010 regulations published for comments.
2013 – Council awaits- Regulations relating
to CPD for persons registered with Council
to be published by the Minister of Health
for implementation.
 Mandatory after publication and training.
Road-shows in all provinces –after publication
to create awareness of CPD and to clarify
issues relating to SAPC CPD requirements.
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Practising pharmacist.
All first time applicants, registered persons January 2014, until
Declare they are non-practising or fail to
comply with the requirement relating to CPD.
Community service pharmacists, tutors,
responsible pharmacists, Council inspectors,
assessors, examiners, moderators and any
pharmacist involved in training of any category
of registered person, -- not be permitted to be
non-practising.
All issued with a 'practising' registration card.
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Non-practising
The following will apply to persons who have
been designated or who have declared
themselves as non-practising:
(i) they will have access to the online annual
declaration
(ii) they will not be able to record any CPD
activities online
(iii) they will be issued with a registration
card.
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Change-practising to non-practising (online
 Change from non-practising to practising:
 (i) Submit application form to the Registrar
 (ii) payment of the prescribed fee
 (iii) Apply 30 days prior to commencement
 (iv) Registrar-not approve-appeal-Council
(v) Evaluated and treated on its own merit.
Change of designations may be required to
comply with certain conditions that the
Council may determine.
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Annual declaration –online-all reg personspractising or non-practising status
 The online declaration must be completed:
 (i) Annual basis-payment of the annual fee
 (ii) First time registered-particular category
 (iii) Restored to the Council register.
The annual declaration will provide Council
with an indication of who will be practising or
non-practising and who will need to comply
with CPD requirements.
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(i) completion of the online annual
declaration
(ii) participation in CPD and recording CPD
activities annually on a web-based system
provided by Council
(iii) recording CPD activities online following
the CPD cycle in the format approved by
Council
(iv) maintaining an electronic portfolio of
evidence.
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5 year assessment plan.
 Proposed-20% of pharmacists be sampled
each year until all pharmacists are assessed.
 System –automate-random selection of 20%
pharmacists for the purpose of assessment.
 Selected pharmacists-informed, assessors
will be appointed and trained.
 System will then automate the allocation of
the sampled pharmacists to appointed
assessors.
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Pharmacist-flagged-register-assess.
Assessment-all 6 submitted entries.
Provision -submission on CD
Feedback-pharmacist-office of Registrar
Assessment of the quality- submitted in terms of
◦ Whether the training need is related to the title
◦ Whether there is a relationship between the title
and what has been learned
◦ What extent has the learning made the registered
person better in what he/she is doing.
◦ The primary mode of assessment of CPD activity
will be a review of the record of CPD activities.
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Submit min.no. of 6 CPD entries-annually –
review annually.
Excluding interns, can begin one third of
the CPD entries anywhere on the cycle.
Keep own personal electronic portfolio of
evidence, not upload on the online system.
Council may require evidence anytime during
the assessment -request registered persons
individually to electronically upload their
evidence.
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Registered in categories -Section 14 of Act,
designated as practising on the register,
changed by Council from practising to nonpractising -not comply relating to
participation& recording thereof in the format
approved by Council.
Non compliance to CPD requirements-managed in
terms of regulation 6(1) of the regulations relating
to CPD.
Right to appeal
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Submit-application-deferment- compliance
Reasons acceptable to Council.
Council will consider reasons such as:
(i) Temporary incapacity as defined in the
Labour Relations Act, maternity leave
(ii)No access - online being suspended
(iii)Deployed-risk-national security
(iv)Deployment-country-no internet conn.
(v) Other reasons substantiated by the
applicant and deemed fit by Council .
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Person registered with council-apply for
deferment – if such a person is practicing in
a country where CPD is mandatory-submit
evidence that he/she is compliant with CPD
requirement of that country.
In countries where CPD is not mandatory
registered persons practicing in those
countries will be required to comply with
SAPC CPD requirement.
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All registered persons who are designated as
practising will be required to participate in
CPD by following the CPD cycle.
The CPD cycle is a process that involves four
steps, namely:
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RECORD
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Reflection on practice, Assess your
knowledge and skills. SELF DIAGNOSE a
learning need by asking questions such as What do I need to know? What do I need to be
able to do?); What services do I want to
deliver, what are my development needs in
this area,
If there are many, learning needs identified,
then you need to prioritise them for your next
step which is
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Plan what learning activities you can
undertake or-steps - address the gaps in
knowledge and skills identified.
Here ,areas in your practice - that need to
improve can also be identified and addressed.
Learning activities -informal and formal dist.
educ. work shadowing, study groups,
coaching, attendance of formal lectures,
conferences ,workgroups, sp.projects and
assignments, computer-aided learning and
the reading of articles/journals.
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The third step -implementing plans that have
been selected during the planning stage
Specific plans-carried out within the defined
time limit-summary-what has been achieved.
Learning activities -changes made-practice
must be documented in your portfolio.
Once the planned activity has taken place it
time to move onto the next stage.
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4th step-reflect on-assess-impact -both development as a person and pharmacist,
and impact -practice of the profession.
This stage -questions -asked such as
Has my learning objective been met
Tested –what- learnt -applied to practice
Am I now able to work differently
Problems with the reflection, planning or
action parts. Eg.learning need identified
correctly and the objective specific enough.
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Competence standards-developed- toolassess -learning needs.
Gaps in your knowledge and skills-compare
with those required by the standards.
Structured –help-identify areas –practice- be
modified and/or improved.
Based -7 unit standards-entry level pharm.accepted by SAPC as the minimum
competencies required for entry into the
profession
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3 additional sections-added,
◦ facilitating the development of pharmaceutical
personnel,
◦ practising pharmacy professionally and ethically,
◦ management -pharmacy/pharmaceutical service.
Diverse practice-provision – made-to check whether
or not the standard applies to you.
This provision should be used in instances where the
aspect of practice identified does not relate to your
particular practice setting. Eg comm pharm vs
manufact, compounding, repackaging—daily bases.
Please take time to use this tool
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Ensure systems and procedures are adhered to (manufacturing, community, hospital)
A person who has achieved this outcome is
capable of:
(a) Adhering to and applying standard operating
procedures during pharmaceutical operations
Assessment (Tick appropriate box) Does this
outcome form part of my current practice of
pharmacy? Yes No
IF YES, on the basis of the evidence I have
identified I can do this
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Ensure documents are completed and records maintained (manufacturing)
A person who has achieved this outcome is
capable of:
(a) Demonstrating and understanding the
application and importance of documentation
(b) Assisting in the compilation, control and
maintenance of documentation
(c) Controlling record keeping and the application
of documentation in the pharmaceutical processes
Assessment (Tick appropriate box) Does this
outcome form part of my current practice of
pharmacy? Yes No
IF YES, on the basis of the evidence I have
identified I can do this
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(a) Planning and organising the work team to optimise output,
quality and cost
(b) Identifying, clarifying, responding to and resolving work-related
problems within the team to achieve optimum performance
(c) Training team members in the implementation of standard
operating procedures
(d) Identifying and responding to industrial relations issues
timeously in a way that balances the interests of worker and
management within the legal requirements
(e) Organising and conducting regular meetings with team members
to determine courses of action to deal with problems affecting
productivity
(f) Evaluating staff performance in key performance areas against
agreed outcomes
(g) Establishing and maintaining effective lines of communication
within the team
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Regulations not published-implementation,
the following are pertinent
1. SAPC criteria-tutor approval-CPD participat
2. 12/13 Oct 2011-resolution-intern –CPD
entries on SAPC website
3. All interns-Jan 2012-CPD entries online and
were assessed for competency.
4. CPD website-presented in –tutor intern
workshops : Feb to Apr every year.
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The Registrar and the Staff of the South
African Pharmacy Council.
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1. SAPC, Pharmacy Act 53 of 1974; CPD and Regulations, Guidance Document
2. Rouse MJ. Continuing professional development in pharmacy. Am J Health-Syst
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3, Statement of Professional Standards on Continuing Professional Development.
International Pharmaceutical Federation. Nice, 2002. Available at:
http://www.fip.org/www2/uploads/database_file.php?id=221&table_id=
4. Health and Care Professions Council (HCPC), Continuing Professional Development,
www.hpc-uk.org/registrants/cpd/ Accessed 14.6.2013
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10. S.Arunachallam, Faculty of community and Health Sciences, UWC. The development of a model for CPD for
professional nurses in SA.
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.
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