From to Competency Personal Development Planning. The Academy of Clinical Science & Laboratory Medicine

Transcription

1 From to Competency Personal Development Planning The Academy of Clinical Science & Laboratory Medicine

2 Assumptions We are all healthcare professions in the room Therefore our interest in CPD is The benefit of the patient The betterment of our profession Our interest in CPD is as providers rather than participants Therefore we are focussed on The value of CPD to our members The outcomes of CPD

3 Definitions CPD is a process by which qualified individuals or organisations maintain their current level of knowledge, skills and abilities within their particular field of employment. (Shannon, 2000) Competency is the ability to do the job for which the employer pays. It is a blend of; Skill Knowledge Judgement

4 My role in ACSLM CPD Honorary Treasurer of ACSLM Project Manager for Axia software & database installation Ensuring fitness for purpose

5 ACSLM history with CPD Mid 1990s Mid 2000s Advisory bodies activity CPD Committee Journal clubs Paper based CPEP Self build web based CPD Other systems, MCQ, essays, seminars, etc

6 Axia specification To take our current systems forward To permit members plan their CPD To permit access to 6 other professions To permit access to active members To permit systems development To support advisory body activity To manage ACSLM membership

7 CORU We knew CPD would be mandatory once we become registered CORU Framework for Standards of Proficiency for Health and Social Care Workers Competency set as the foundation for CPD Standards of Proficiency Professional Autonomy and Accountability Communication, Collaborative Practice and Teamworking Safety and Quality Personal and Professional Development Professional Competencies

8 10% 10% 10% 10% 10% 10% 10% Regulation Knowledge Autonomy 10% 10% 10% Planning relationships

9 Core competencies 1 Prepare and analyse biological material 2 Correlate, validate and interpret results of investigations using clinical information 3 Report and issue laboratory results 4 Maintain documentation, equipment and stock, 5 Maintain and promote safe work practices,

10 Core Competencies contd. 6 Liaise with health workers and others to continuously improve the service, 7 Participate in education and training of healthcare workers and others, 8 Participate in research and development activities, 9 Demonstrate continuing professional education, 10 Demonstrate professional accountability for Medical Scientists practice

11 There are many sources Competency based Standards for Medical Scientists (Australia 1993) HCPC Clinical Scientists HCPC Biomedical Scientists CORU Management Competency Frameworks for Health and Social Care Professions HSE-EA

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13 ACSLM view It does not matter the grade of the medical scientist processing a specimen. It matters that that scientist is demonstrably competent to process that specimen

14 Competency Self-audit Tools ACSLM developed a self audit tool per core competency Members can audit themselves for evidence of competency Each audit tool has a reflective practice section to help focus on competency development needs Members then source CPD through journal clubs, review articles, Advisory Bodies, etc

15 CPD Planning Performance Review & Development with line manager. Self audit of competencies explored Targets agreed with line manager Source materials through ACSLM, Advisory Bodies, Bench Training, Journal Clubs etc Record completion of each event Reflective Practice

16 The value of CPD Value = Outcome Cost Cost is relatively easy to measure Outcome is both objective and subjective Objective = CPD Points Subjective e.g. the difference CPD makes to performance; Role of performance review & development

17 Objective measurement For ACSLM each CPD point is equivalent to 1 hour of time With initial point of pay scale around 35,000, each CPD point = Is a CPD event value Value = Total points awarded cost of event

18 Subjective measurements Patient safety Service imrovements CORU compliance INAB compliance Changes made in work practice Staff morale