Portfolio Development

1. Portfolio Development Life Long Learning Project

2. Objectives • Define lifelong learning and CPD • Discuss how to put a professional portfolio together • Identify the links between a professional portfolio, PDP’s and KSF • Define reflective practice • Identify different models of reflection • Discuss the benefits that reflection can have on practice • Discuss action plans for the future

3. Life Long Learning ‘…………a continuous development process which can be said to belong to an individual.’ (Teare et al 1998)

4. Continued Professional Development (CPD) “… a range of learning activities through which professionals maintain and develop throughout their career to ensure that they retain their capacity to practise safely, effectively and legally within their evolving scope of practice”.

5. CPD • A process (not a product) • Lifelong – throughout professional life • Systematic and planned • Embraces both formal and informal learning • Builds on previous / existing knowledge to expand and help fulfil potential • Can develop and enhance practice, having a positive impact on health outcomes

6. What does it mean to me? • Higher standard of professional performance • Increased job satisfaction • Enhances professional knowledge, skills and status • Promotes awareness of new developments and concepts • Expands expertise and improves personal efficiency • Provides framework for making informed decisions

7. Examples of CPD • Work-based learning • Professional activity • Formal/educational activity • Self-directed learning • Other activities

8. What is a Portfolio? • Show evidence of good and up to date practice • Can demonstrate competence • Record of learning experiences • Evaluation • Impact on practice • Encourages reflection

9. What can you use a portfolio for? • Job interview • Individual personal development/CPD • HPC re-registration • KSF development review • In 1:1 with manager • Clinical Supervision

10. Re-registration with the HPC • Need to demonstrate process of learning and CPD • Need to provide evidence of this • Need to develop portfolio

11. Registration • New regulation for AHPs • HPC consulted in 2004 • Regulations to be introduced July 2006 • All registrants will be required to undertake CPD as a condition of their registration

12. HPC standards state registrants must: • Maintain a continuous, up-to-date and accurate record of their CPD activities • Demonstrate that their CPD activities are a mixture of learning activities relevant to current or future practice • Seek to ensure that their CPD has contributed to the quality of their practice and service delivery • Seek to ensure that their CPD benefits the service user • Present a written portfolio containing evidence of their CPD upon request

13. Re-registration Process will operate by: • Each registrant making a self-declaration at registration renewal that they continue to meet the Council’s Standards for CPD • Sample audits of registrants taken at random from each section of the register • Submission of a profile of evidence by registrants selected for sample audit • Assessment of profile against the Standards of CPD using appropriate and experienced partners

14. The Profile Content • Front cover (pro-forma will be provided) • Contents page • Summary of practice history for the last two years (maximum 500 words) • Statement of how Standards of CPD have been met (maximum 1500 words) on the pro-forma provided • Documentary evidence to support the statement

15. Simplifying a Portfolio • Can buy ready prepared portfolio – costly • Use A4 folder and divider – be creative and use your imagination • Remember – use it as a marketing tool for ….. YOU.

16. Section 1 • Personal details • CV • Personal summary • Professional / formal qualifications • Other responsibilities e g school governor

17. Section 2 • Your current role • Job description • KSF Post Outline • KSF Review/PDP • Own development plan

18. Section 3 • Your current activity & your reflections on it • Clinical/Managerial/Leadership role • Responsibilities • Contributions to service improvements • Developments in practice • Projects • 1;1’s • Clinical supervision / mentoring / coaching • Reflective pieces

19. Section 4 • Feel good factors / achievements • Thank-you cards • Letters of acknowledgement from patients, relatives, managers • Anything that promotes you as an individual

20. Section 5 • Course related CPD • Certificates of attendance at courses • Reflection on these courses and the impact – what did you learn that you can bring back into your practice

21. KSF Overview

22. What is the Knowledge & Skills Framework? • Defines and describes the knowledge and skills which you need to apply in in your job in order to deliver quality services • Provides a single, consistent, comprehensive and explicit framework on which to base review and development for all staff

23. What is the Purpose of the KSF? • Providing better services to meet our patients needs • Better staff development • Staff and managers being clear about what is required of them • Promote equality and diversity of all staff

24. KSF does not seek to describe what people are like or their attitudes – it focuses on how people need to apply their knowledge and skills within the NHS

25. How will the KSF and Development Review process benefit you? • Enable clarity of knowledge and skills you need to apply • Framework of appropriate learning and development • Relate your work to the work of others • Define lifelong learning and CPD • Provides a structure for you throughout your working lives in the NHS

26. Benefits at Organisational Level • Workforce with better, clearer understanding of roles • Improved knowledge base of workforce • Motivated workforce • Link between service delivery & workforce development • More effective recruitment & selection process • Provide targeted training & development • Equality & diversity

27. How is the KSF Structured? • Made up of 30 dimensions • 6 of the dimensions are core- they are relevant to every post in the NHS • The remaining 24 dimensions are specific – they apply to some but not all jobs in the NHS

28. The Core Dimensions • Communication • Personal & people development • Health, safety and security • Service improvement • Quality • Equality and diversity

29. What does the KSF look like?

31. What Are KSF Outlines? • A KSF outline sets out the dimensions and levels that apply to that post • Must be realistic • Consistency will be checked across a number of post outlines – National Library is being developed to be shared across the UK • Are about posts – not people

32. KSF Post Outline example

33. Reflective Practice

34. What is reflective practice? • A way of learning from our experiences in order to understand and develop practice; • Three main elements: • Things that happen to a person (experiences) • The reflective processes that enable you to learn from these experiences • The action that results when new perspectives are taken

35. Why Bother? • Demonstrate reflection in and on practice • Provide critical evaluation of theory-practice issues • Identify future development needs • Demonstrate understanding of professional practice

36. “We learn by thinking about what has happened to us and seeing them in different ways that enables us to take some kind of action” Experience Reflection Action

37. “We learn by thinking about what has happened to us and seeing them in different ways that enables us to take some kind of action” Experience Reflection Action What? So What? Now What?

38. Where is the evidence? • One piece of evidence will cover more than one KSF dimension • Evidence should be easily to locate • Portfolio needs to be user friendly

39. Where is the evidence? • Contents page • For portfolio • For KSF dimension • Colour coding • Matrix

40. Don’t Forget! There is no right or wrong way to present a portfolio. It is as individual as you are. Go ahead – try it out – you will be surprised at the evidence you already have!