Continuing Professional Development
description
Transcript of Continuing Professional Development
Continuing Professional Development
Gill BaileyManagement Trainer
Learning Outcomes Develop an understanding of Continuing
Professional Development (CPD) Outline systems and processes for
implementing CPD Build on current CPD practice Overcome barriers to implementing CPD
Continuing Professional DevelopmentAn ongoing, planned, learning and
development process that: enables all your workers to expand and fulfil
their potential contributes to their work-based and personal
development can be applied or assessed against
competences for the worker’s role and organisational performance
Continuing Professional Development Includes any activity that workers are doing
on a day to day basis which increases knowledge, experience and understanding and improves performance
ensures continuing confidence and competence, particularly as roles develop or change or people develop their careers.
Skills for care/cwdc/Continuing Professional Development for the social care workforce
Continuing Professional DevelopmentCovers the whole of a
worker’s career from recruitment, selection and induction onwards
including relevant voluntary and part-time work
Induction & statutory qualifications
Work based learning Qualifications required Post registration training Formal learning to
recognised awards Knowledge & skills sets Informal learning Reflection on work
experiences
Benefits of CPDEmployer investment on
CPD will impact on the quality of the service, the individual worker and the organisation
Contribute to recruitment & retention
Enable workers to meet quality standards
Take account of a multi skilled and multi cultural workforce
Develop a learning culture Enable cost effect & quality
learning Meet registration & GSSC
standards Manage change
Barriers to CPD Lack of
funding/resources Inadequate staffing levels
and high turnover Fear and lack of
confidence in learning Lack of time due to
workloads Employees gain awards
and leave
Lack of flexible local learning provision, tailored to workplace needs
Lack of IT resources and skills
Lack of effective evaluation of learning
Joint responsibility for CPDGSCC Code of Practice for Employers states: Social care employers must provide training
and development opportunities to enable social care workers to strengthen and develop their skills and knowledge
Individuals to continue to develop their skills and knowledge through a range of learning and development activities
CPD Implementation Skills for Care CPD Framework to identify
current and further development Develop a Person Profile for each worker Personal development plan
Current ArrangementsHow effective are your current arrangements? Skills Matrix Team Meetings Observation Informal 1:1 reviews Evaluation of monthly & annual reports Appraisal & supervision Performance information Audit checks
Link Training & Development to the Business PlanWhat are the business
goals and objectives? Goals – vision Objectives – stepping
stones SMART
What learning & development do you need to carry out to meet these goals?
Maintenance – to support the business
Strategic – Plans short & long terms
Personal development – where are you now?
Performance GapsReview performance
to identify gaps between what individuals can do and what the organisation needs them to do
Job Gap Job descriptions & role
Feedback Gap Praise and planned
improvement Resource Gap
People, time, equipment Commitment Gap
Lack of commitment Competence Gap
Skills & knowledge
YOUR
ROLE
What thecompanyexpects
from you
What youexpect from
yourself
What othersexpect from
you
Management Development Key management tasks1. Job descriptions2. Selecting staff3. Setting objectives4. Allocating work5. Giving feedback6. Building staff
relationships7. Minimising conflict
Counselling Developing your staff Developing yourself Developing your
management team Mentoring Leading meetings Participating in
meetings
Is not as easy to practise as it sounds.It Implies:
A clear idea of ultimate priorities & directions
A knowledge of one’s own strengths and weaknesses
A willingness to regard the present as an investment for the future
Charles Handy
Self development
A plan for development Know your own strengths &
weaknesses Assess where you are now Decide what is important to
you Make use of your strengths
to overcome weaknesses Look for opportunities Be bold in taking the
opportunities when they come
Strengths and weaknesses Your own Team members Family Position Managers Organisation
SWOT analysisStrengths Weaknesses
Opportunities Threats
You need to:capitalise on Strengthsmitigate Weaknesses & convert into strengthstake advantage of Opportunitiesconvert Threats into opportunities
Strengths1. Highly focused to provide quality
customer care.2. Consultative ‘total solution’
approach marks us as different to competitors
3. Business partners have strong reputation within the market
4. Have respected market expertise at higher management level
Weaknesses1. Company has little market
presence or brand awareness2. Have a small staff base with a
shallow skill base in some areas3. Vulnerable to vital staff being
sick, leaving etc.4. Cash flow is unreliable due to
nature of contracts
Opportunities1. Business maintenance sector is
growing2. A competitor is reducing scale of
operation3. Adopting new sales/helpdesk
management technology providing quicker response & better customer base details
Threats1. Developments in technology may
change market leaving us with lack of expertise
2. Change in focus of a competitor may remove large scale service opportunities
3. 80% of business is tied to 1 business partner
4. Market overall depressed with slow expansion forecast
Example SWOT for small services business
Where do you want to go?“Would you tell me, please, which way I ought to go from here?”
“That depends a good deal on where you want to get to,” said the Cat.
“I don't much care where,” said Alice.
“Then it doesn't much matter which way you go,” said the Cat.
Lewis Carroll – Alice in Wonderland
Making the most of opportunities
What opportunities have you had for self development, in terms of:
Learning opportunities Delegation opportunities Reorganisation opportunities New position opportunities Other opportunities
Have an experience(Activist)
Plan next steps(Pragmatist)
Conclude from experience(Theorist)
Review experience(Reflector)
LEARNING STYLES
Organisations Training & Development Business Goal Department or team Development Area Training Activity Resource required Measure of success Review date
Summary
Build a CPD culture Identify requirements of job roles Assess skills in relation to the job role Ensure feedback on performance and
use it constructively Identify relevant development needs Recognise alternative learning styles Encourage ownership of self
development
Next stages Performance Review Personal Development Planning Action from PDP
Training & Development Planning Skills Matrix Recruitment Planning
Action Plan
What are you going to take away from this session and put into place for
your organisation yourself
“Don’t ask what the world needs.Ask what makes you come alive and go and do
what that.Because what the world needs is people who
have come alive.”-Howard Thurman
Gill Bailey Consultant Care Sector business
development Leadership &
Management Training Coaching & Mentoring for
senior managers
Leadership training ‘Good Practice’- NW Skills for Care Nov ‘09
‘Consultant to UK Home Care Association on 3 UK Workforce Development Projects’
Business Support & Management Training
For a free confidential discussion
Tel 01200 442482
Mbl 07970 567 608
Email [email protected]
‘Unleashing the potential in the individual’