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Professional Development for the

Modern Practice Manager

Develop Yourself - Benefit the Practice

nicky.spencer@accomplice.uk.com

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Welcome

Introductions

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Event Aimimprove patient confidence in primary care services

by equipping Practice Managers with the skills required

to enhance their personal performance and that of their staff.

Session Aimunderstand CPD principles, implementation

techniques and the possible benefits

to the practice, public and patients.

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Learning Objectives• An understanding of CPD – what it is, the

process for delivery • Appreciated the potential benefits of CPD to the

full range of parties• Collected ideas on how to address the difficulties

of undertaking CPD in practice• Set themselves up to three actions to take CPD

forward• Been inspired to progress continually their own

professional development (with resultant benefits to the practice, public and patients).

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Outline ProgrammePool what we know about …

1. Introduction to CPD - What is it?

2. The benefits (to Practice, Patients/Public, the Practice Manager and wider organisations)

3. The process (Organisational and Personal)

4. The practice (Tools, Techniques and Tips)

5. Your questions (Preliminary advice from colleague’s)

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CPD – other names?

• Continuous Professional Development• Continual Professional Development• Continuing Personal Development• Life Long Learning• Continuing Education• …………………….?

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Definitions

“…the holistic commitment to structured skills enhancement

and personal or professional competence."

– DTI's 'Accelerating Change' report, 2002– http://www.cpduk.co.uk/

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“maintenance, improvement and broadening of knowledge and skill and the development

of the personal qualities necessary for the execution of

professional and associated duties throughout the working life of the

medical secretary, practice manager, administrator and receptionist.”

AMSPAR working party

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What is CPD?

A combination of approaches, ideas and techniques that will help you manage your own learning and growth. The focus … is firmly on results: the benefits that professional development can bring you in the real world.Perhaps the most important message is that one size doesn’t fit all. Wherever you are in your career now, and whatever you want to achieve, your CPD should be exactly that: yours.

http://www.cipd.co.uk/mandq/develop/cpd/aboutcpd/whatiscpd.htm

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Life Long Learning• Everyone should embrace lifelong learning to

keep up with the current and future pace of change in the world.

• This process of updating throughout life was seen as a re-investment by the nation in its people and regarded as a broad-based form of CPD.

“Higher Education in the Learning Society – Report of the National Committee of Inquiry into Higher Education” Dearing

Report (1887),

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Whose Responsibility?

• Yours• Your line manager• Yours for your staff• Professional Organisations

– www.amspar.com– www.ihm.co.uk– other

• Others?

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Benefits for You1. Builds your confidence, motivation and credibility - a good tool to help focus

your achievements; see your progression by tracking your learning2. Makes you more productive and efficient and increases job satisfaction:

reflecting on your learning, highlighting and addressing competency gaps 3. Cope positively with change by constantly updating your competencies:

keep up-to-date in a dynamic working world. 4. Achieve your career goals by proactively controlling your training and

development5. Earn more by showcasing your achievements: a handy tool for appraisals, a

mark of professionalism. 6. Greater security: able to demonstrate compliance with legal and ethical

codes7. Impress employers as ‘learning agility’ grows to be a core competency: as

organisations shift the responsibility for personal development back to the individual, the ability and insight to manage your own professional growth

8. Be more successful when going for promotion, changing role or pursuing chartered membership: able to demonstrate competence and commitment to development

(adapted http://www.cipd.co.uk/mandq/develop/cpd/benefitscpd.htm)

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“A powerful and practical tool to enable quality in the workplace”

Mid Sussex PCT Audit Report, J Bennett (2005) www.mspct.nhs.uk

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Benefits for the Organisation1. Increases performance individual learning needs are aligned with

organisational/service development requirements.2. Adds-value, provides quality assurance, safeguards standards and

maximises staff potential as staff consciously apply learning to their role and the organisation/service’s development:

3. Supports workforce planning, continuity planning and leadership development: linked with the appraisal systems, feeds the organisation/service’s

4. Generates better training outcomes as objectives for training activity are more closely linked to business needs

5. Helps maintain a skilled and motivated workforce: generates a positive organisational image; Eases recruitment and retention of the workforce

6. Pre-empt difficulties with individual staff: anticipate, plan for and address learning needs ahead of time

(adapted http://www.cipd.co.uk/mandq/develop/cpd/benefitscpd.htm)

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Benefits for the Patient and Public With • a more affluent consumer society • a more informed public which expects a higher duty of care and

level of service from their professional advisers than in the past• increasingly competitive health services require a strong must be

focused on client care/service quality and technological innovation:• staff have and use the appropriate personal and professional

competencies and an environment that supports continual learning

1. Increase confidence in the service2. Evidenced quality and efficiency 3. Maximised patient care4. Value for money (return on investment)5. Appropriate use of modern interventions and technologies6. Improved standards of local health services and the health of the

population

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Benefits for Others

1. Greater confidence: evidenced professionalism 2. Improved working relationships

– Ease of working– Increased trust

3. Safeguarded professional (regulatory) standards

4. Best use of resources5. Contribution to efficiency of all 6. Greater competitiveness ( + / - )

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ASSESSMENT

PLANNINGEVALUATION

IMPLEMENTATION

CPD Cycle

Extract from AMSARR CPD PACK

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An Organisational & Personal CPD Cycle

Report Progress

PersonalAppraisal

Personal and Professional

Development Plan

Identify Areasof

Development

Record Evidenced Progress

Undertake CPD

Organisational & Service Requirements

Training Needs AnalysisPersonal Benefits

Patient and Public benefits

Service Benefits

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The ‘Personal’ Cycle

ApplyLearning

Appraisal (& objective setting)

Agree Personal/Professional

DevelopmentPlan

IdentifyDevelopment

Areas

Review PPDP

Undertake CPD

Validation of CPD

by professional

body

Report Progress

Record Evidence

of Progress

CurrentWeaknesses

FutureRequirements

EvaluateLearning

Your Career Plan

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Pitfalls1. Developing the expertise

2. Finding the resources …1. Time – the context of the busy practice

2. Costs / Funding

3. Appropriate Development Programmes

3. Making it worthwhile 1. Ensuring Value of … recording

2. Attitude of Organisations (to CPD)

3. Validation / Verification

4. Identifying and prioritising Your Needs

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CPD Techniques 1• Formal, informal and virtual networking

e.g. conferences, exhibitions, seminars, tutorials, institute branch meetings

• Training and development programmes Learning sets

• Formal study – professional qualifications• Work related - e.g. writing reports, assembling

budgets, serving on committees• Secondments• Mentoring and coaching (giving and receiving) • Action Learning

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“Just focus on one main learning experience - which could have been a

meeting, a piece of work you have done, an article you have read, something

you've seen on TV.”

Jean Floodgate Chartered FCIPD

http://www.cipd.co.uk/mandq/develop/cpd/guidance/cpdcareerbreaks.htm

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CPD Techniques 2: Self-directed

• Reading (personal reading plans) internet research and Information gathering on specific subjects – Newsletters, factsheets

• Self-teaching DVD's and CD-ROM materials - podcasts. • Regular reviews of professional journals, research

publications and other information resources• Reflective diaries and journals

-------------------------------------------• Entertaining students from overseas can help you learn

about health systems and practices in other cultures. • Taking language courses.

Adapted from http://www.cipd.co.uk/mandq/develop/cpd/guidance/cpdcareerbre

aks.htm

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CPD Techniques 3: Outside Work• A range of public duties - such as being a school governor, or

member of an industrial tribunal. • Voluntary work. Involvement with voluntary/charitable organisations

can be an enriching experience and a source of learning • Organising social or sports events, or helping in the management of

a club or society. This offers opportunities to develop your organisational skills.

• Providing assistance to family members or friends who have job or career problems or who run their own business

• Writing and lecturing. This will help you develop your communication and presentation skills.

• Travelling - route planning, budgeting personal finances and developing interpersonal skills.

• Job hunting - completing job applications, signing on with recruitment agencies and updating CVs.

http://www.cipd.co.uk/mandq/develop/cpd/guidance/cpdcareerbreaks.htm

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Sources of CPD Validation & Ideasfor Practice Managers

• AMSPAR - http://www.amspar.co.uk/• IHM - follow the links

– http://www.ihm.org.uk/professional-development-learning/cpd

– http://www.ihm.org.uk/professional-development-learning/cpd/CPDPilot

• Locally – www.tin.nhs.uk• Other

– Personnel – cipd.co.uk– Director …– Business– Finance and Legal – Marketing

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Diagnostic Tools:Competency Frameworks

• NHS– Knowledge and skills framework– Leadership qualities framework

• Institute of Healthcare Management– Developing through Partnership portfolio

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TechnologicalDiagnostic Tools

working through the questions against each module

you identify your strengths and weaknesses across a specified competence area or across a range of areas

Your answers generate a reports which helps you analyse your needs.

http://www.cipd.co.uk/selfassessment/

http://www.businesslink.gov.uk/bdotg/action/pdp?r.li=1079054773&r.l1=1074404796&r.l3=1074216127&r.t=RESOURCES&r.i=1073793

872&r.l2=1074450305&r.s=a

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What kind of learner are you?• Reflector

• Theorist

• Activist

• Pragmatist

Peter Honey and Alan Mumford

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Where to Learn (General)• Informal Learning: Libraries, magazines, restaurants, newspapers,

holiday locations, museums, galleries, local societies, zoos,touristattractions,television,parks, radio,stately homes,ancientmonuments,gardens,internet,sports grounds

• Formal Learning: local colleges, universities, learning centres, community centres, specialist institutes, adult education centres

• Further Information

– Learndirect, on 0800 100 900– Find out about the Open University by calling 0870 9000 301– Find out how to learn more effectively at www.learntolearn.org– See also www.discoveryeurope.com

http://www.campaign-for-learning.org.uk/aboutyourlearning/wherelearning.htm

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Further reading

• CRITTEN, Peter. Developing your professional portfolio. Churchill Livingstone, 1996. (ISBN: 0443051704)

• ERAUT, Michael. Developing professional knowledge and competence. Falmer Press, 1994. (ISBN: 0750703318)

• FORREST, Andrew. Fifty ways to personal development. The Industrial Society, London, 1995. (ISBN: 1858352398)

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