Transcript Slide 1

Suffolk Community Healthcare
Suffolk Community Healthcare
CPD – What it means for
Nurses
Karen Wilcox
Practice Development Nurse
11th February 2011
Suffolk Community Healthcare is responsible for providing NHS services in the Suffolk area and is hosted by Suffolk Primary Care Trust.
Education, empowerment and enablement
What is CPD?
“continuing professional development is
the systematic maintenance and
improvement of knowledge skills and
competence and the enhancement of
learning undertaken by an individual
throughout his or her working life.”
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What is CPD?
 Learning
- NOT Training
 Formal and Informal
 Personal and Professional Development
- Soft and hard skills
- Knowledge and understanding
- Experiences
 Reflective process
 Taking ownership – Life long Learning
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What is CPD in healthcare and nursing?
“A range of learning activities through which health
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.”
“a process of lifelong learning for all individuals and
teams which meets the needs of patients and
delivers health outcomes and healthcare priorities of
the NHS and which enables professionals to expand
and fulfil their potential.”
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Why do it?
 Requirement of Nurse Registration to the Nursing
and Midwifery Council
PREP CPD standard
(Post Registration Education & Practice)
 at least 35 hours of learning activity relevant to
your practice during the 3 years prior to renewal of
registration;
 maintain a personal professional portfolio of
learning activity
 comply with any request from the NMC for an
audit;
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Why do it?
 Keep up to date – latest thinking
 New knowledge, understanding & skills
 Enhances career prospects
 Improved job performance/satisfaction
 Helps shape your future needs
 Helps achieve your aspirations
 Helps deliver organisational success
 Contributes to competitive advantage
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CPD Activity – Ways to learn
 Action learning ( on the job) – stretch and develop
you through projects-directly relevant to the
job. Learning activity contributes to the
organisation. Provides wider organisation
understanding. Widely regarded as a key
ingredient of leadership and management
development.
 Shadowing – learning from someone who is
experienced and good at what they do – by
watching them in action-excellent means of
sharing tacit knowledge, re-enforcing standards
and good practice
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CPD Activity – Ways to learn
 Visioning/scenario planning – engaging in
structured discussion and debate with others
regarding the potential future direction of the
organisation or scenarios that might occur, and
identifying appropriate strategies in response-a
‘safe’ way of exploring new strategies and testing
innovative ideas. Participants will be able to share
and learn from each other’s experience.
 Secondment – gaining experience of a more
senior or new role through temporary assignment
to that role-develops breadth of experience,
knowledge and skills. Learning of direct relevance
to the role. A good way to assess further
development needs.
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CPD Activity – Ways to learn
 Self managed learning- reflecting on learning
needs-tailoring learning to knowledge/skills deficits
 Seminars and conferences latest
techniques/theories, networking
 Personal developmental courses – formal
structured events-part of a workforce and people
management strategy.
 Accredited courses- traditional and blendedlearning, solid theoretical perspective, credits,
links service to HEI’s
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Recording your CPD learning –
Through a Portfolio
 Provides evidence within performance appraisal
 Helps you to value yourself and your skills and
knowledge both personally and as a professional
 Identifies needs during staff development review
 Aids career planning and development
 Demonstrates independent learning
 Provides additional insights into your experience
for your current or prospective employer
 Encourages reflective practice
 Provides permanent record of achievement over
time
 Provides material from which to construct your
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CV
Developing a Portfolio - Getting
started
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Collection
Begin to save material that represents the successes and
growth opportunities in your day-to-day practice and
learning e.g.
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Practice-based assignments
Reflective accounts or narrative stories
Diary entries
Critical incidents reviews
Independent witness testimony
Organisational documents/ reports/ newsletters
Study days or short courses
Poems, pictures, collages, photos, paintings and other
creative arts
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Selection
 Review and evaluate the material you have
saved, and identify that which demonstrates
significant achievement.
 Consider its relevance – does it provide the
evidence
 Is it timely – last 3 years
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Reflection
 Reflection is a skill that can be learned
through practice.
 The challenge is to keep doing it so you
regularly record your reflections on skills
that you perform.
 The secret is to learn skills actively: doing,
reflecting, learning, planning and doing
again.
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Gibbs reflective Cycle:
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Projection
Compare your reflections to learning
goals that you have set for the future.
This is the stage that turns portfolio
development into professional
development and supports lifelong
learning.
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Presentation
 How?
 It is quality not quantity of evidence
 Share your portfolio with your peers.
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Portfolio framework
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Personal details
Certified and uncertified learning
Employment history
Awards and achievements
Outcomes
Evidence for PREP
Work examples e.g. projects
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Any Questions….. ?
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