Continual Professional Development for the NHS Manager · 2014. 12. 13. · professional development can bring you in the real world. ... people and regarded as a broad-based form

CPD and THE MODERN HEALTHCARE MANAGER 1© accomplice

Continual Professional Development for the

NHS Manager

Develop Yourself - Benefit the Organisation

[email protected]


Aim

A solid grounding in CPD


Learning Objectives

CPD• Know what it is• Appreciate the benefits• Understand the process• Share and collect ideas on the

practicalities • Be inspired to progress your CPD (and

realise the benefits for yourself, the organisation, public and patients).


Programme Pool what we know about …

1. Introduction to CPD - What is it?

2. The benefits (to You, the Organisation/Service, Patients/Public, others)

3. The process (Organisational and Personal)

4. The practice (Tools, Techniques and Tips)

5. Your questions (Preliminary advice from colleagues)


Group Views

CPD – and other names• Continuous Professional Development• Continual Professional Development• Continuing Personal Development• Life Long Learning• Continuing Education• …………………….?


Definitions

“…the holistic commitment to structured skills enhancement

and personal or professional competence."

– DTI's 'Accelerating Change' report, 2002– http://www.cipduk.co.uk/


“A process that enables managers to acquire, maintain and enhance

their knowledge, skills and attitudesto optimise individual and

organisational performance.”

Institute of Healthcare Management


“maintenance, improvement and broadening of knowledge and skill and the development

of the personal qualities necessary for the execution of

professional and associated duties throughout the working life of the

medical secretary, practice manager, administrator and receptionist.”

AMSPAR working party


What is CPD?A combination of approaches, ideas and techniques that will help you manage your own learning and growth. The focus … is firmly on results: the benefits that professional development can bring you in the real world.Perhaps the most important message is that one size doesn’t fit all. Wherever you are in your career now, and whatever you want to achieve, your CPD should be exactly that: yours.

http://www.cipd.co.uk/mandq/develop/cpd/aboutcpd/whatiscpd.htm


Life Long Learning• Everyone should embrace lifelong learning to

keep up with the current and future pace of change in the world.

• This process of updating throughout life was seen as a re-investment by the nation in its people and regarded as a broad-based form of CPD.

“Higher Education in the Learning Society – Report of the National Committee of Inquiry into Higher Education” Dearing

Report (1887),


Group Views

Whose Responsibility is CPD?• Yours• Your line manager• Yours for your staff• Professional Organisations – for health service

managers e.g. – www.ihm.co.uk– www.amspar.com– www.cipd.uk (HR and Personnel)– Institute of Directors

• Others?– http://www.cpduk.co.uk (CPD Certification service)


Group Work

Benefits of CPD• Highlight up to five benefits of

CPD for one of the following groups:– NHS Managers– The Organisation (Service)– The Patients (and the Public)– Others e.g. the NHS, Local

Authorities, Private Industry, Local Neighbourhood

– 10 mins and pin up the flip chart

Review,‘pub quiz style’and, add what’s

missing!


Benefits for You1. Builds your confidence, motivation and credibility

1. Highlights your achievements and progression 2. Keeps you aware and up-to-date in a dynamic working world. 3. Greater security: able to demonstrate compliance with legal and ethical codes

2. In your current role1. Makes you more productive and efficient2. A handy tool for appraisals3. Increases job satisfaction

3. More able to achieve your career goals (proactively controlling your development)

1. Highlights your competency gaps so you can address them2. CV-ready update of your competencies3. Earn more by showcasing your achievements

4. Be more successful when going for promotion, changing role or pursuing chartered membership

1. A mark of professionalism 2. Impress employers as ‘learning agility’ grows to be a core competency in itself!3. Able to demonstrate competence and commitment to development

5. The ability and insight to manage your own professional growth - as organisations shift responsibility for personal development to the individual

(adapted http://www.cipd.co.uk/mandq/develop/cpd/benefitscpd.htm)


Benefits for the Organisation?

“A powerful and practical tool to enable quality in the workplace”

Mid Sussex PCT Audit Report, J Bennett (2005) www.mspct.nhs.uk


Benefits for the Organisation1. Increases performance: individual learning needs are aligned with

organisational/service development requirements.2. Adds-value, provides quality assurance, safeguards standards

and maximises staff potential: staff consciously apply learning to their role and the organisation/service’s development:

3. Supports workforce planning, continuity planning and leadership development: linked with the appraisal systems, feeds the organisation/service’s

4. Generates better training outcomes: objectives for training activity are more closely linked to business needs

5. Helps maintain a skilled and motivated workforce: generates a positive organisational image; eases recruitment and retention of the workforce; supports succession planning

6. Pre-empts difficulties with individual staff: anticipate, plan for and address learning needs ahead of time

(adapted http://www.cipd.co.uk/mandq/develop/cpd/benefitscpd.htm)


Benefits for the Patient and Public • a more affluent consumer society• a more informed public: expects a higher duty of care and level of service

from their professional advisers • increasingly competitive health services: require a strong must be

focused on client care/service quality and technological innovation:

1. Evidenced quality and efficiency 2. Maximised patient care3. Better value for money (return on investment)4. More appropriate use of modern interventions and technologies5. Improved standards of local health services and the health of the

population 6. Increased confidence in the service

As staff have, use and can demonstrate the appropriate personal and professional competencies and an environment that supports continual learning:-


Benefits for Others

1. Greater confidence: evidenced professionalism 2. Improved working relationships

– Ease of working– Increased trust

3. Safeguarded professional (regulatory) standards

4. Best use of resources5. Contribution to efficiency of all 6. Greater contestability ... competitiveness (+ / -)


ASSESSMENT

PLANNINGEVALUATION

IMPLEMENTATION

CPD Cycle

Extract from AMSARR CPD PACK


An Organisational & Personal CPD Cycle

Report Progress

PersonalAppraisal

Agree Personal and Professional

Development Plan

Identify Areasfor

Development

Record Evidence of

Progress

Undertake CPD

Organisational & Service Requirements

Training Needs AnalysisPersonal Benefits

Patient and Public Benefits

Organisation/Service Benefits

continuous


The ‘Personal’ Cycle

ApplyLearning

Personal Appraisal (& objective setting)

Agree Personal & Professional

Development Plan

Identify Areas for

Development

Review PPDP

Undertake CPD

Validation of CPD

by Professional

Body

Report Progress

Record Evidence

of Progress

CurrentWeaknesses

FutureRequirements

EvaluateLearning

Your Career Plan

continuous


Group Views

Pitfalls in Implementation?1. Developing the know-how, the expertise – having the

tools, tips and techniques2. Identifying and prioritising your needs 3. Finding the resources to do CPD …

1. Time – the context of the busy organisation2. Costs and Funding3. Source appropriate development opportunities

4. Being sure it’s worthwhile 1. Recognised value of … recording? 2. Attitude of Organisations (to CPD)?3. Validation of CPD


CPD Techniques 1:

Learning Methods• Formal, informal and virtual networking

e.g. conferences, exhibitions, seminars, tutorials, institute branch meetings

• Training and development programmes Learning sets

• Formal study – professional qualifications• Work related - e.g. writing reports, assembling

budgets, serving on committees• Secondments• Mentoring and coaching (giving and receiving) • Action Learning


TIP:

“Just focus on one main learning experience - which could have been a

meeting, a piece of work you have done, an article you have read, something

you've seen on TV.”

Jean Floodgate Chartered FCIPD

http://www.cipd.co.uk/mandq/develop/cpd/guidance/cpdcareerbreaks.htm


CPD Techniques 2:

Self-directed Learning• Reading (personal reading plans) internet research and

Information gathering on specific subjects – Newsletters, factsheets

• Self-teaching DVD's and CD-ROM materials - podcasts. • Regular reviews of professional journals, research

publications and other information resources• Reflective diaries and journals• Personal Learning Logs

-------------------------------------------• Entertaining students from overseas can help you learn

about health systems and practices in other cultures. • Taking language courses.

Adapted from http://www.cipd.co.uk


CPD Techniques 3:

Learning Outside Work• A range of public duties e.g. serving as a school

governor, housing committee member. • Voluntary work • Organising charity, social or sports events• Helping in the management of a club or society• Assist family members or friends who have

career difficulties or who run their own business • Writing and lecturing• Travelling

http://www.cipd.co.uk/mandq/develop/cpd/guidance/cpdcareerbreaks.htm


TIP:

What kind of learner are you?• Reflector

• Theorist

• Activist

• Pragmatist

Peter Honey and Alan Mumford


Diagnostic Tools 1 :

Competency FrameworksCompetency Frameworks• expected areas and levels of performance (behavioural and

technical)• map of the behaviours that will be valued, recognised and ...

rewarded• ‘language of performance’

Healthcare Managers:-• NHS

– Knowledge and Skills Framework– Leadership Qualities Framework

• Institute of Healthcare Management– Developing through Partnership Portfolio


Diagnostic Tools 2:

On line Assessmentsworking through the questions

against each moduleyou identify your strengths and weaknesses across a

specified competence area or across a range of areas

Your answers generate a reports which helps you analyse your needs.

http://www.cipd.co.uk/selfassessment/

http://www.businesslink.gov.uk/bdotg/action/pdp?r.li=1079054773&r.l1=1074404796&r.l3=1074216127&r.t=RESOURCES&r.i=1073793

872&r.l2=1074450305&r.s=a


Recording Tools:

Recording Your CPD• Diaries and Journals

• Institute Documentation– Learning into Practice Proforma– Personal Development Plan

• Samples available

• Electronic recording ...


Tips 1:

CPD Ideas & Validation for NHS Managers

• IHM - follow the links – http://www.ihm.org.uk/professional-development-

learning/cpd– http://www.ihm.org.uk/professional-development-

learning/cpd/CPDPilot• Chartered Institutes

– Personnel – cipd.co.uk– Director …– Business– Finance and Legal – Marketing

• AMSPAR (Administration and Clerical) – http://www.amspar.co.uk/


Tips 2:

Articles (Web and Magazine)


Tips 3:Where to Learn (General)

• Formal Learning : local colleges, universities, learning centres, community centres, specialist institutes, adult education centres

• Semi-formal Learning: short courses (institutes and healthcare organisations); conferences, workshop and seminars

• Informal Learning: libraries, internet, magazines, newspapers, museums, galleries, local societies, zoos,tourist attractions,television,parks, radio,stately homes,ancient monuments, gardens, sports grounds, holiday locations, restaurants

• Further Information– Learndirect, on 0800 100 900– Find out about the Open University by calling 0870 9000 301– Find out how to learn more effectively at www.learntolearn.org– See also www.discoveryeurope.com

http://www.campaign-for-learning.org.uk/aboutyourlearning/wherelearning.htm


Your Next Steps?


www.accomplice.uk.com

DownloadsSupport, advice and training

Contacts and links

Evaluation & Close

Documents

Continual Professional Development for the NHS Manager · 2014. 12. 13. · professional development can bring you in the real world. ... people and regarded as a broad-based form