Prepared by London Pharmacy Education & Training 2011 based on previous work by North Thames and South Thames Pharmacy Education & Training March 2000 Continuing Professional Development (CPD)

Learning outcomes By the end of this session you will be able to:  define what Continuing Professional Development (CPD) is  describe the driving forces behind CPD  state the benefits of CPD to you, your organisation and patients  describe the CPD cycle and how to use it  develop an action plan to record your own CPD

What is CPD?  CPD is a systematic, ongoing, cyclical process of self directed learning  It includes everything you learn which enables you to do your job (current or future) more effectively  CPD includes not only clinical work but the entire scope of your practice  It may include activities both within and outside work

What is CPD? CPD is a process of lifelong learning for all individuals and teams which meets the needs of patients and delivers the health outcomes and healthcare priorities of the NHS and which enables professionals to expand and fulfill their potential. The New NHS: A first class service HSC 1998/113

Continuing - life long learning, an ongoing process regardless of your age or the stage of your career Professional - focused on your personal / individual competence at work / in a professional role Development - improve your personal skills to improve patient care and your career progression What is CPD?

Continued…  CPD is not something you stop and start – it is continuous  CPD is more holistic and looks at your long term development, not just short term training needs  CE is about acquiring raw knowledge, CPD requires you to apply your new knowledge / skill to your practice

Why is CPD an issue? Why are we talking about it? Statutory CPD: The General Pharmaceutical Council (GPhC) became the new regulator for pharmacy on 27th September 2010 CPD. Since the establishment of the GPhC, CPD became a statutory requirement for all GPhC registrants. Statutory = legal, therefore if you are a GPhC registrant and you don’t do CPD and record it, you are breaking the law. Information on the GPhC CPD standards and framework and the CPD rules can be found on the GPhC website

What are the benefits to you? For employees:  Enhance career progression by equipping yourself with skills and knowledge for future jobs  Provide evidence when job hunting, many employers are now looking for evidence of CPD in a job application  Improve your performance in your current job – CPD enables you to keep up to date with new treatments / technologies / methods / evidence / new ways of working / new organisations – Evidence of development for Personal Development Reviews (PDR) – Helps you to meet the KSF outline for your job  Increase your capacity to learn  Improve your ability and confidence to respond positively to change

What are the benefits to your employer / organisation?  For employers: –Recruitment and retention of staff due to provision of support for CPD  For the organisation: –Improved patient care –Help the organisation meet its objectives

What might make it difficult for you to practise CPD and document it?  Time  Money –cost of courses  Resources –Not enough staff to release you for training –limited access to IT –Lack of mentors / CPD Facilitators  Motivation –lack of support & isolation –lack of appraisal –perceived difficulties in meeting the training needs identified –No support from above

 Lack of understanding – what’s involved – how to do it – fear – is reflection a threat? – unwillingness to include personal information in CPD records? – lack of understanding or appreciation of benefits – Lack of knowledge of benefits

How do you go about it?  The CPD cycle The CPD cycle is very important and underpins and provides a framework for all CPD activities

Reflection  Identify your learning and development needs  Reflect or think about what you have done, how you did it and how you could do it better or differently, or apply that insight in the future  Takes practice to develop

How might you identify your learning or development needs?  Significant event analysis (positive and negative)  Personal SWOT analysis (Strengths, Weaknesses, Opportunities, Threats)  With your line manager during your Personal Development Review (PDR)  Considering where you want to go in your career and what you need to do to get there. This is called a Personal Development Plan (PDP)  Learning about recent developments – political and clinical and considering what your learning and development needs are in relation to these

 Organisational needs, business plan  Self-assessment of knowledge and skills against the KSF outline for your post  Assessment against relevant competency frameworks –General, Advanced and Consultant Level competency frameworks for pharmacists –Prescribing competencies  Discussion with colleagues, managers, friends

Planning  How will you meet the development needs you have identified?  What level of competence do you need to achieve?  What is your preferred style of learning?  How important are these needs in relation to each other?  How urgently do you need to meet the need?  What style of learning will you use?

Ways of meeting your development needs Overhead 6 LecturesSecondments Action learning sets Study daysMeetingsReading Specialist interest meetingsPeer review Postgraduate educationProjects Discussion with colleaguesResearch Deputising for somebody Conferences Work shadowing Distance learning Tutoring/teaching/mentoringLearning by doing Computer assisted learning Audit

Action  Do what you have planned and record it  Collect any evidence

Evaluation  This is a very important stage to complete the cycle where you assess how effective your learning has been  Consider –Have you achieved your intended outcomes? –How has your practice changed as a result? –If it hasn’t, what are the reasons? Are you How might you use / apply the knowledge / skills in the future?

How might you record your CPD?  GPhC registrants must record their CPD on an approved recording format  The official way of recording is by using ‘Plan & Record’ preferably online, though there is a paper template as wellwww.uptodate.org.uk