Paddie Blaney Chief Executive NIPEC

1. Paddie Blaney Chief Executive NIPEC

2. NIPEC supports nursing and midwifery in Northern Ireland by promoting the best standards of practice, education & training and professional development of nurses and midwives. It provides information, advice and guidance.

3. We promote and disseminate development of practice activities aimed at improving nursing and midwifery practice We promote learning and education development and we quality assure education programmes for NMC and DHSSPS We support professional development through the Development Framework resources And how do we do that?

4. So we are really interested in competence!

5. Competence is the combination of knowledge, skills, attitudes, values and judgement, which results in performance that satisfies a range of expected competencies. A competency is a single knowledge, skill, attitude or value, and competencies are sets of knowledge, skills, attitudes or values required for effective performance in a specific role. Definitions:

6. Performance is what is actually done under existing circumstances that can be influenced by capacity, willingness and opportunity to perform. Capacity refers to the “physiological and cognitive capabilities that enable an individual to perform a task effectively” Willingness refers to the “psychological and emotional characteristics that influence the degree to which an individual is inclined to perform a task” Opportunity depends on the “presence and arrangement of facts in the person’s objective environment”, which relates to the “elements of the technical system, physical conditions, actions of co-workers, actions of supervisors, and organisational policies and procedures” Blumberg & Pringle. Definitions continued:

7. Poor performance is a significant or a series of repeated failures to satisfy one or more competencies. The degree of failing performance can be the result of a variety of factors, which could be linked to capacity, willingness or opportunity. Capacity can include variables such as age, health, knowledge and skills, intelligence, level of education, stamina, motor skills. Willingness can include variables such as motivation, anxiety, attitude, norms and values, self-image, job satisfaction, perceived task characteristics, perceived role expectation, job status. Opportunity can include variables such as tools, equipment, materials and supplies, working conditions, leader behaviour, information, time, pay Definitions continued

8. “a lack of knowledge, skill, or judgement of such a nature or extent that the registrant is unfit to practise safely and effectively in any field in which the registrant claims to be qualified or seeks to practise”. (NMC) Lack of competence

9. Competency Profile Learning Activities Portfolio Role Development Career Planning www.nipecdf.org5 Components

10. www.nipecdf.orgPortfolio • Details held in the Portfolio section: • Personal • Education • Professional • Hobbies and interests • Competency profiles • New Roles Audits • Reflective Diary

11. www.nipecdf.orgPortfolio: Learning & Evidence Log Attended RCN Masterclass 26/6/06 Record learning and development activities!

12. www.nipecdf.orgCompetency Profile Manager, fellow colleagues, direct reports assessing performance Assess performance against indicators in seven domains identifying level of development. • Needs a lot of development • Needs some development • Is well developed • Not applicable Ultimately feedback about performance from different sources (research shows this to be most helpful for development! Called 360o assessment.)

13. Domain 1:Communication & Interpersonal relationships Domain 2:Care Provision & Management Domain 3:Developing Self and Others Domain 4:Ethical and Legal Practice Domain 5:Quality Improvement Domain 6:Technology Competence Domain 7:Partnership Working Seven Domains

14. relevant performance indicators are identified under each of the overarching domains. The performance indicators are presented in two parts: 1. Indicators for nursing and midwifery roles 2. Additional indicators for more senior roles Performance Indicators

15. Structured approach Developmental purpose Requires evidence Links to arranging learning activities to address Promotes discipline of learning and reflecting Can also inform clinical supervision approaches Examples of Indicators

16. www.nipecdf.orgCompetency Profile A visual representation of development needs.

17. www.nipecdf.orgCompetency Profile Add in other competencies specific to role or relevant KSF dimensions

18. www.nipecdf.orgLearning Activities Consider a wide range of learning activities- suitable to individuals’ learning style, development needs and available resources!

19. www.nipecdf.orgCareer Planning Application and interview guides

20. www.nipecdf.orgCareer Planning • What they enjoy • What they find challenging • How they developed to get to present post • Advice to those interested in similar post Over fifty career profiles provided by colleagues here in Northern Ireland

21. www.nipecdf.orgNew Roles A structured way to develop new or significantly changed roles

22. At the heart of the website is the electronic portfolio making it easy to record reflections, learning and experience www.nipecdf.orgPortfolio

23. The Development Framework Resourceswww.nipecdf.orgwww.nipec.n-i.nhs.uk ) df PART I- on NIPEC main website Foundation Papers May 2006 Website Leaflet Autumn 2006: Development Framework Part II Hard Copy of Website Resources and short DVD

24. Managing poor performance orBest Practice in Capability Procedures!!NIPEC will revisit later this year along with guidance and help for managers using DF with individuals or teams including competence issues