1. The new Professional Leadership Body: supporting advanced and specialist practice
Dr Catherine Duggan

2. Three arguments for “developing practice” across all sectors (1)
Adaptability: Changing healthcare environment
Flexibility: Recognition that enables the development of a flexible and adaptable workforce
Demonstrability: Demonstration of the benefit of pharmacy to health …the benefit of patients, the public and pharmacy

3. Professional challenges?
Patient safety
Access to medicines
Quality and Self-care
Cost effectiveness
Commissioning and delivery
Outcomes rather than targets
Changing demography
Chronic diseases, complexity of therapy
Long term disease management
New technologies & models of delivery
Transferability of services and treatment options
Flexible workforce
Fitness for purpose
Transferability of knowledge and skills
Levels of practice related to complexity
of patient
Consistent between sectors
This slide provides an overview of the challenges facing healthcare delivery in the UK at the present time
More important, the political agenda in health care is now about patient safety, and therefore….competency
The wider application is that of sustained competence- to ensure consistent performance 3 3

4. DH guidance 4

5. What do other Royal Colleges do?
Professionals embark on Continuous Development of themselves professionally- aspirational, supportive and enabling
Career paths (often as a single discipline- easier?)
Clear signposted K&S (curricula)
Clear signposted education and development (accredited)
Clear processes of recognition (credentials)
Science as foundation
Science as enabler
Science as future
Leadership and advocacy

6. Let’s start with the practitioner...
Who wants to move on...towards specialism & expertise (or revalidation)…
Who needs access to a practitioner development “programme”…
Who wants “credentialing” as proof of competence (for self, patients, employers, commissioners)…
Who wants rewards (£, career, satisfaction, Awards)…
Who will be revalidated at some point…
Recognised frameworks and support for professional development for all practitioners at all levels of practice
Novice /early career → foundation years
Mid-career →
Generalist, PhwSI, Advanced or Consultant or Manager, director, superintendent
→ revalidation
“sector” independent
The Practitioner
Recognition of different levels of practice, ensuring the support and frameworks for professional development are all roles for the new PLB for pharmacy. We need to ensure that the frameworks and programmes and assessments and support is available to all practitioners across the entire country- supported by the PLB. What we mean by “curriculum” are the professional development curricula is detailed in slides below. 6 6

7. Advanced practice Post-Reg UG PreReg Consultant Pharmacist Director
Higher levels of practice
Director UG
PreReg
Post-Reg
Consolidating foundation practice
Advanced practice
Manager
Lead academic
What knowledge and skills and experiences do I need to advance?
(curricula)
What education, training and development can help me gain this
(signposting & accreditation)
How can I demonstrate a recognised level of practice?
(credentials)

8. Do we know what we need to know / do / apply during our early years?
Post registration
“foundation”
years
Delivery of
Patient Care
Personal &
transferable
Problem Solving
Organisation
and
Management
Do we know what we need to know / do / apply during our early years? 8

9. to know / do / apply at “advanced” levels of practice?
Attributes of a
higher level
practitioner?
Expert
Professional
Practice
Building
working
relationships
Management
Leadership
Do we know what we need
to know / do / apply at “advanced” levels of practice?
Education
and
Development
Research
and
Evaluation 9

10. DH guidance 10

11. Three arguments for “developing practice” across all sectors (2- again
Adaptability: Changing healthcare environment
Flexibility: Recognition that enables the development of a flexible and adaptable workforce
Demonstrability: Demonstration of the benefit of pharmacy to health …the benefit of patients, the public and pharmacy

12. What professional development frameworks exist in practice?
What knowledge and skills and experiences do I need to advance?
(curricula)
What education, training and development can help me gain this
(signposting & accreditation)
How can I demonstrate a recognised level of practice?
(credentials)

13. Purpose of credentialing?
A good system
Provides evidence that patient safety – in the context of pharmaceutical care - is being addressed. 
2. Enhances the quality of pharmaceutical care: core competencies or key performance indicators, expected of a practitioner at a defined level of practice. 
3. Will provide evidence of the performance characteristics for any practitioner at a defined level of practice (in any speciality within a profession).  13

14. Purpose of credentialing?
A good system
will incentivise professional development (CPD) for practitioners for reasons of professional altruism rather than direct regulation.
5. will provide opportunities for continued advancement of practice and open up new practice and scientific development opportunities for professionals. 
6. will encourage the formation of useful Communities of Practice and opportunities for enhanced and effective networking between peers. 14

15. Professional Leadership Body
Inform & represent
Specialist
Curriculum
curricula
UG / PR
Foundation
Advanced
Higher
Professional Leadership Body
Specialist group
In partnership with the
PLB
Curriculum
Development
Group
LPF function
LPF function
Novice /early career→
General Level
Mid-career
PhwSI, Advanced/ Cons
Generalist revalidation
All sectors
The
Practitioner
Access to a
Community of
Practice
This slide shows clearly that in this structure, SIGs can have, simultaneously, an autonomous existence as well as being affiliated (or in some cases hosted) by the NPB. Any SIG that can show specialist knowledge, a community of practice, and can provide accredited career development opportunities for practitioners ought to have an affiliated place with the NPB. 15

16. Advanced practice Post-Reg UG PreReg ACLF Foundation Frameworks
Consultant Pharmacist
Director
Manager
Lead academic
Higher levels of practice UG
PreReg
Post-Reg
Consolidating foundation practice
Advanced practice
What knowledge and skills and experiences do I need to advance?
(curricula)
What education, training and development can help me gain this
(signposting & accreditation)
How can I demonstrate a recognised level of practice?
(credentials)

17. Regulating advanced practice?
Credentialing is not the same as professional regulation Credentialing is aspirational- Regulation is about minimum standards Who will decide on the “real life” and credible standards of practice ? 17

18. Three arguments for “developing practice” across all sectors (3- once again!)
Adaptability: Changing healthcare environment
Flexibility: Recognition that enables the development of a flexible and adaptable workforce
Demonstrability: Demonstration of the benefit of pharmacy to health …the benefit of patients, the public and pharmacy

19. To develop a robust evidence base for the profession, its imperative:
we understand research principles
we undertake research from an early stage in career development to incorporate research into the day job
practitioners are involved in research to bridge the gap between research and practice
The RPS needs to ensure R&E is integral to CPE to ensure a core number of pharmacists contribute to the research agenda
Science
Practice
Evidence
Policy 19

20. Experiences and “evidences”
3.0
Expert Practice
Working relationships
Leadership
2.5
Management
E&T and Development
2.0
Research & Evaluation
1.5
Experiences and “evidences”
Knowledge and skills
Mean cluster score
1.0
0.5
0.0
Specialists in
training
Experienced
practitioners
Leading-edge
practitioners
Level 1-
Level 2-
Level 3-
Current level of practice 20

21. Mean cluster score Expert Practice Working relationships Leadership
3.0
Expert Practice
Working relationships
Leadership
2.5
Management
E&T and Development
2.0
Research & Evaluation
1.5
Mean cluster score
1.0
0.5
0.0
Specialists in
training
Experienced
practitioners
Leading-edge
practitioners
Level 1-
Level 2-
Level 3- 21

22. Imperatives across all sectors
Some challenges
Adaptability: Changing healthcare environment
Flexibility: Recognition that enables the development of a flexible and adaptable workforce
Demonstrability: Demonstration of the benefit of pharmacy to health …the benefit of patients, the public and pharmacy
Some solutions
Flexible career paths that facilitate transfer of knowledge, skills and expertise
Robust, simple professional recognition programme
Robust, supportive evidence base for agile, responsive, service development

23. Summary Its imperative: we understand research principles
we undertake research from an early stage in career development to incorporate research into the day job
practitioners are involved in research to bridge the gap between research and practice
Make R&E part of CPD to ensure a core number of pharmacists contribute to the research agenda
Evidence based Leadership ! 23

24. What will the RPS do?
Professionals embark on Continuous Professional Development- aspirational, supportive and enabling
Career paths (often as a single discipline- easier?)
Clear signposted K&S (curricula)
Clear signposted education and development (accredited)
Clear processes of recognition (credentials)
Science as foundation
Science as enabler
Science as future
Leadership and advocacy
These are our plans….help us deliver

25. The new Professional Leadership Body: supporting advanced and specialist practice
Dr Catherine Duggan