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Development Framework for Nursing and Midwifery Using the Generic Competency Profile (GCP)

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Presentation on theme: "Development Framework for Nursing and Midwifery Using the Generic Competency Profile (GCP)"— Presentation transcript:

1 Development Framework for Nursing and Midwifery Using the Generic Competency Profile (GCP)

2 DF Individual Portfolio and Development Documentation MAIN DF WEB PAGE GCPLARRDG CAREERS Portfolio documentation Important key messages e.g. You can, if you wish, use this tool to help you assess your own performance. It can provide evidence to help you with the appraisal, supervision or mentorship. This can compliment your Development Review under the requirements of Afc. The GCP can help you use other aspects of the Development Framework resource.

3 Using the GCP for career development Using the GCP in your current role Using the GCP at an individual level Using the GCP with others GCP WEB PAGE

4 Using the GCP at an individual level As an individual you can: consider the GCP in relation to your current job use the GCP to construct a profile appropriate to your role use the GCP as a rating tool to assess your own performance use the results to identify areas for improvement select activities from the learning resource that will enhance your performance identify areas for future development linked to career planning.

5 Using the GCP with others You can also use the GCP to gain feedback from others by inviting your line manager, peers and/or other colleagues to rate your performance against your individualised profile - this is commonly known as a 360º appraisal.

6 Constructing your profile GCP WEB PAGE Domain 7 Domain 6 Domain 2 Additional indicators can be added, specific to role Domain 5 Domain 4 Domain 3 Domain 1 N/ADesirableEssentialPerformance Indicators from:

7 Using the GCP as a rating tool GCP WEB PAGE Performance indicators appropriate to your role √ √ √ √ Self assess using Rating Tool Based on how often this performance indicator is displayed 5 = nearly always 4 = often 3 = sometimes 2 = seldom 1 = never Self assess using Rating Tool Based on how often this performance indicator is displayed 5 = nearly always 4 = often 3 = sometimes 2 = seldom 1 = never

8 Identifying areas for improvement GCP WEB PAGE DomainsAverage score Performance indicatorsSpecific score Set your own cut-off point for essential and desirable indicators e.g. essential may be over 4 = often, whereas desirable may be over 3 = sometimes. A list of performance indicators falling below the cut-off point will be generated. Set your own cut-off point for essential and desirable indicators e.g. essential may be over 4 = often, whereas desirable may be over 3 = sometimes. A list of performance indicators falling below the cut-off point will be generated.

9 GCP WEB PAGE GCPLARRDG CAREERS Portfolio documentation PDP Identifying a learning activity from the LAR relating to specific performance indicator(s). Selection from the LAR should be based on an assessment of preferred learning style.

10 Using the GCP with others GCP WEB PAGE Would you like to gain feedback from others on your performance? If yes: identify who you would like to assess your performance these individuals will have to log onto the DF online in their own right a personal password provided by you will enable the identified individuals to access the your GCP.

11 Performance indicators identified for career development GCP WEB PAGE GCPLARRDG CAREERS Portfolio documentation Preparing for future career development Rate the identified performance indicators using the rating scale. Identify appropriate learning activity from the LAR. Record in portfolio. Rate the identified performance indicators using the rating scale. Identify appropriate learning activity from the LAR. Record in portfolio.

12 Questions How accessible would this be to an uninformed user? Are there any gaps or omissions? Have we made all the links with other elements of the DF? What might be the potential barriers to using the GCP in this way?


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