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Peer Observation and CPD

Peer Observation and CPD. Deborah Davys & Viv Jones Harrogate 2008. Defining peer observation. A form of peer review within teaching practice Where colleagues observe each other's practice to provide feedback and discussion that will promote reflection

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Peer Observation and CPD

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  1. Peer Observation and CPD Deborah Davys & Viv Jones Harrogate 2008

  2. Defining peer observation • A form of peer review within teaching practice • Where colleagues observe each other's practice to provide feedback and discussion that will promote reflection • Similar to concepts of peer support and peer review within the practice setting

  3. Benefits of peer observation • Supports the identification of strengths and developmental needs • Facilitates the development of an action plan for improvement • Reviews professional reasoning skills • Promotes self-confidence • Motivates self-directed learning • Benefits observed and observer

  4. Relevance of peer observation to practice • Can be used to promote reflection, enhanced professional reasoning, self-awareness, avoid ritualistic practice and improve quality of practice in all areas of occupational therapy practice: • Clinical setting Management Education

  5. Group task: • In groups of 5/6 delegates please discuss the following: • How do you currently receive feedback on your practice? • How is feedback on your practice incorporated into your CPD? • Has your practice ever been observed by a peer, if so, what was the process and what were the positive/negatives of this? • If you have not had your practice observed, what is your initial reaction to this idea, what do you think could be the positives/negatives of such a process?

  6. Peer Observation A suggested approach

  7. Summary: • Select an observer • Agree what will be observed/ commented on • Observation • Reflection • Feedback • (Follow up)

  8. Selecting your observer • Who should this be? • How much experience does the observer need? • What qualities /skills should observer have? • Unilateral or mutual approach?

  9. Agree what will be observed / commented upon • Agree in advance: • “Big picture” or specific skills /behaviour? • Ground rules • What happens if the observer has professional concerns? • How feedback will be given • Seek consent if clients involved

  10. The observation: • Explain process to client/others • Observer takes no active role in session • Informal notes or use of agreed form • How long should it last?

  11. Reflection • Observed person only? Or both parties? • Format? • How much time allowed?

  12. Feedback • Private • Recorded/ not recorded?

  13. Follow up • The future: • One-off event? • Mutual arrangement? • Different partnerships? • Departmental approach or individual arrangement ?

  14. Group task • In groups of 5 or 6 please consider: what ground rules you would like, and why

  15. Peer observation and your own practice: • Does it have a potential place in your own cpd strategy? • What might be the barriers and opportunities? • How will you take peer observation forward?

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