Continuing Professional Development Contributed by:

Transcription

1 Continuing Professional Development Contributed by: Case study 1 Sarah - C-grade MI Pharmacist 6 months in post at a Sally Miles DGH. Level 1 competencies. Case study 2 Stephen - E-grade Principal MI Pharmacist at a Sally Miles, Kim Regional Centre. Level 2 competencies. Brackley

2 Scheduled CPD using the MI competency framework: Case study 1 Sarah is a C+ Grade pharmacist supporting an E grade at a small District General. She has been in post 6-9 months. The post has a strong emphasis on day to day running of the MI centre. Particularly query answering and information support to the Pharmacy and Therapeutics Committee. Having recently attended the National Medicines information training course Sarah would like to begin using the Competency Framework to support her own CPD. Some examples of reflections at scheduled CPD. Competency (all Level 1) Delivering the work Ensuring quality in own work Working in MI Communicating information Behavioural statement Reflection - current behaviour CPD learning and development needs Delivers work within agreed Deadline. Seeks quality review of work from experienced colleagues Is a committed member of the MI team Ensures clarity in all communications Sarah has reviewed the workload/timing statistics produced by Pracys with a view to converting them into reports. Manager has given her some initial feedback at appraisal. Will get other feedback from peers. Only in the department 6-9 months but feels she has shown commitment. She has been willing to cover and offers to help out if other members are very busy. She gained feedback from her colleagues, which supports this view. Starting to prepare reviews for P&TC committee and wants to ensure clarity of communications Sarah reviewed significant event records in her CPD Portfolio and minutes of previous meetings. These showed that on occasions at P&TC committee clarification had been sought on various points and further information needed to be provided to complete the review. Refresh herself with different types of Reports that can be produced Gain knowledge of how other centres ensure quality. Investigate the role of peer review in Medicines Information No further action Gain knowledge in order to develop alternative ways of producing P&TC reviews. Sarah completed the following CPD record form to gain knowledge about alternative ways of producing P&TC reviews:

3 CPD Record Attach any evidence of how/what you learned/planned/did Subject: Ensures clarity in all communications (MI competency framework) Date: Reflection What need have you identified and how did you identify it? I have started to prepare reviews for P&TC committee and want to ensure clarity of communications. My significant event records in my CPD Portfolio and minutes of previous meetings show that on occasions the P&TC committee asked for clarification of various points and further information needed to be provided to complete the review. I need to be able to produce reviews to the standard and format required by the P&CT committee. Planning How will you or did you meet this need? Set SMART objectives. Consider resources you may need and a timescale To provide concise evaluations to the standard and format required to the P&TC Committee by the next meeting in 2 months time. to collect examples of P&TC forms and identify ways to modify my approach to the production by the end of next week review regionally produced evaluations and modify local evaluations seek the views of E-grade manager on my new approach put this into action for the next committee monitor feedback from the meeting/success of the reviews Action What did you do? I did points one and two above and tried to present the information in alternative way by utilising more bullet points; gave more detail on papers reviewed and more on the potential impact to the local PCT. This new format I tried out on my manager, who was positive about the format so I produced the information for the meeting. At the meeting we agreed that this way of presentation helped members to digest the salient facts more quickly and so I would stick to this standard template for the next meeting. Evaluation Have you achieved your intended objectives? Was your learning effective? If not why not? How would you do it differently next time? How has this changed your practice? Yes, the response from the committee was very positive, none of the reviews came back asking for more information. It was felt to be a very clear way to review the products. I felt that I have learnt that I need to write in a way which is useful to the audience, in this case to help the committee make decisions. I will remember to think about my audience as opposed to writing for myself

4 Evidence for competency Method used to collect evidence Who would you collect evidence from How would you utilise the evidence How will you document the evidence 1. Peer review of P&TC evaluations Clinical pharmacists/consultants/manager Use comments to modify evaluations. On going monitoring of comments from feedback on the clearest way to provide the information 2. Minutes of P&TC committee. (As active feedback at meeting.) Before and after feedback in portfolio. Copy of new approach in portfolio. P&TC Committee members To show that objective achieved In portfolio and take to IPR meeting

5 Scheduled CPD using the MI competency framework: Case study 2 Stephen is a Principal Pharmacist Medicines Information E grade. His job involves managing and developing the active outputs and enquiry answering service of a Regional Medicines Information Centre, including Bulletin production. He supervises and advises on adequate training for two D grades and three B/C grades. Stephen reports to the Head of the Medicines Information Service for the Region. The time has come to address his CPD needs following recent delegation of work from his manager. Examples of his reflections. Competency Area Working with People Competency (Level 2) Leads the MI team and creates an environment of trust and mutual respect Behavioural statement Reflection - current behaviour CPD learning and development needs Delegates work to make best use of abilities and provide development opportunities Reflect on how IPR appraisal system runs at the moment. Local appraisal lacks structure and is sometimes missed and can take too long. Reflects on need for more time to review quality of service rather than spend time answering queries. Stephen's manager has delegated more work to him recently and he needs to identify ways of delegating day -to-day work to his staff. Need to identify ways of incorporating competency into appraisal system Identify the need to be totally familiar with the competency framework Identify a need to develop the skills and knowledge required to be able to effectively delegate Stephen completed the following CPD record form for his CPD needs to learn to effectively delegate. CPD Record

6 Attach any evidence of how/what you learned/planned/did Subject: Delegates work to make best use of abilities and provide development for other team members (from MI framework) Date Reflection What need have you identified and how did you identify it? I know that I need to spend more time reviewing the quality of the MI service rather than spend time answering queries. This has become more acute since Debbie delegated me this additional work. I need to identify ways of delegating some of my day-to-day work to my team. I know that I find delegation difficult so I need to develop the skills and knowledge to be able to effectively delegate. Planning How will you or did you meet this need? Set SMART objectives. Consider resources you may need and a timescale Over the next six months to have identified and delegated some of my work to the teamwork, in order to begin service development work. explain to my team and manager my intentions at the next weekly MI staff meeting arrange to attend hospital 'New to Management' course (half-day dedicated to effective delegation) gather ideas from managers within my department on how they delegate over the next few weeks. Also approach nurse managers develop my own approach to delegating and determine which tasks can be delegated to whom by the end of the month (after my training course) review the time I have available as a result of this for service development activities and look at the balance of my work after 3 months. Must include feedback from my staff Action What did you do? Discussed intention to delegate more with the team at the next meeting who were all very supportive. Many keen to take on new responsibilities Attended hospital 'New to Management' course on (3 weeks after staff meeting) Spoke to several pharmacy and nursing colleagues in the weeks prior to course to discuss their approach to delegation. Several alerted me to the importance of monitoring delegated work Following the study day and discussions with colleagues I wrote down all my current activities, looked critically at which I needed to be doing and then determined who would be the best people to delegate the remaining tasks to. I took into consideration the existing skills of my staff as well as those which they and I wish to develop (referred to IPR paperwork). When delegating tasks I made sure review dates were set and that they had the support they thought they needed

7 At 3 months I reviewed the tasks I was currently undertaking and looked at how appropriate they were / balance of day-to-day vs. development work. Sought feedback from my staff on how they viewed the way I delegated and the effect it has had on them Evaluation Have you achieved your intended objectives? Was your learning effective? If not why not? How would you do it differently next time? How has this changed your practice? I find I now have more time to spend on service development. I have been able to undertake an audit of our responses to queries from the public and have recently started benchmarking our service against those of other centres in order to start work on a development strategy. My time is not quite as freed up as I anticipated, as my staff are requiring more help than I thought they would. The team have enjoyed having more responsibility. They did feel that I didn t explain the tasks and what would be expected of them as well as I could, which might explain why they needed more of my time than I expected. I will need to improve this aspect. Evidence for competency Method used to collect evidence Who would you collect evidence from How would you utilise the evidence How will you document the evidence Presentation to department Manager and MI team members To present learning outcomes for Portfolio Management Course Implement ideas from management course on effective delegation " Prepare a feedback form to use at appraisal In portfolio and in appraisal paperwork At next appraisal ask for feedback from MI team on delegation skills " Peer ratings from feedback Appraisal