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Identifying professional development needs, and creating a plan using the General Level Framework (GLF). Coombes J 1,2,3 , Bettenay K 1,2 , Cardiff L 1 , Kerr K 1 , Coombes I 1,2 1. Safe Medication Practice Unit, Queensland Health 2. University of Queensland 3. Princess Alexandra Hospital. S.

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  1. Identifying professional development needs, and creating a plan using the General Level Framework (GLF).Coombes J1,2,3, Bettenay K1,2, Cardiff L1, Kerr K1, Coombes I1,21. Safe Medication Practice Unit, Queensland Health2. University of Queensland3. Princess Alexandra Hospital S afe M edication P ractice U nit

  2. Continuing Professional Development • CPD is part of being professional • Legislated for many- near future • The Society of Hospital Pharmacists (SHPA) has provided a comprehensive approach to help pharmacists ensure they are competent in their usual areas of practice.

  3. 4 steps • reflect on CPD needs, • formulate a plan, • document actions • and evaluate the outcome

  4. General Level Framework PERSONAL • Competency standards for general level pharmacists • Tool for evaluation and feedback on clinical activities DELIVERY OF PATIENT CARE PROBLEM MANAGEMENT Organisation, Team working, Communication, Professionalism Gathers information Knowledge Analyses Information Provides information Follows up and reflects Drug use process

  5. Professional Qualities

  6. AIM • To audit Continuing Professional Development (CPD) needs and suggested plans documented in the GLF feedback forms after self and observer evaluation. Method • Between July 2006 and May 2008, GLF evaluations were undertaken by observers with 221 pharmacists. • Specific suggestions for development were extracted for analysis.

  7. Results • 186 of the 221 Pharmacists had suggestions for development documented. • 35 had no agreed suggestions recorded- • 16 were advanced practitioners • A mean of 3.3 ( range1-7) suggestions were documented with the 186

  8. Domain in which suggestions were documented

  9. The target 77% 10% 41%

  10. Common Themes- overarching • Develop and record CPD /Create portfolio 38 • Find a mentor 19

  11. Information Delivery without assessment • Attend CE- 21 • SHPA seminars 63 • (Intro 26) • Safe Medication Practice Unit upskilling 12 • Management 4 • HEAPS 2 • Graded assertiveness 16 • Self directed learning 17

  12. Improving knowledge and skills with assessment Clin Pharm Graduate Diploma/masters 19 Qualification for HMR 6

  13. Towards Facilitating Change Prepare and present “inservice” for ward/unit 16 Train other staff 13 Present 10 min clinical case 69

  14. Learn 1 diagnosis per week Other Suggestions Facilitate department education- top 20 interventions Share with colleagues Join SHPA Review IV conc and rate watch nurses do IVs Attend cardiac WR for knowledge learn to use path results database iv admin and electrolytes- go to Med IV session on fluids ask questions to increase learning Debate issues with Registrar SHPA CDs Read Journals work up diabetic case Get more contact with pharmacists

  15. Discussion Lack of planning – missed opportunities- default is often passive learning- Traditionally sitting in didactic lecture- someone else has chosen Evidence suggests this is least likely to change behaviour (Bloom 2005 review of systematic reviews) Limitations This study did not evaluate whether planned activities were completed

  16. Conclusion • Having help in identifying your CPD plan can be useful. • Set time to plan • (the unknown unknown) • gaps • Opportunities for development • Planning identifies items in the outer circles • GLF –self reflection and observer feedback- facilitates planning- better CPD

  17. Thankyou to: • The Medication Review team at SMPU • QH GLF Evaluators Group • All 221 QH pharmacists who underwent GLF evaluation • Shpacpd

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