a self-directed resource for nswnma members€¦ · professional reflection 10 documentation 11...

NSW Nurses and Midwives’ Association PROFESSIONAL EDUCATION

Guide to Continuing Professional Development

(CPD)A SELF-DIRECTED RESOURCE FOR NSWNMA MEMBERS

ContentsIntroduction 3

Developing a Learning Plan 5

Step 1: Develop a learning need 6

Step 2: Identify at least two NMBA Professional Standards for Practice that focus on your learning need 6

Step 3: Develop an objective for the learning need 7

Step 4: Identify a minimum of two activities that will help achieve steps one to three 8

Step 5: Repeat the process 8

Reflective Practice 9

Reflection before action 10

Reflection in action 10

Reflection on action 10

Professional reflection 10

Documentation 11

Part 1: :Documenting CPD 11

Part 2: Documenting Reflection 11

Registration Audits 12

Self-Directed Learning Activities 13

Self-Directed Continuing Professional Development Learning Plan for Nurses and Midwives 14

Continuing Professional Development Record 15


Guide to Continuing Professional Development (CPD)A SELF-DIRECTED RESOURCE FOR NSWNMA MEMBERS

3

Introduction

This resource is designed to assist nurses and midwives to effectively record and complete Continuing Professional Development (CPD). CPD is required by the Nursing and Midwifery Board of Australia (NMBA) to maintain registration. It is also part of the Health Practitioners Regulation National Law (NSW) No. 86a section 128.

As professionals we are deemed competent to practice when first registered as a nurse or midwife. Ongoing CPD is important to ensure that we continue to be competent and maintain the knowledge and skills needed to deliver proficient nursing and midwifery care throughout our professional career.

To meet registration requirements all nurses and midwives must

complete a minimum of 20 hours CPD per registration period (1 June to 31 May each year)

TIME OUT LEARNING ACTIVITYSelf-directed activities will

be provided throughout this resource. It is recommended all

activities are completed to obtain a good understanding of CPD.

4 | Guide to Continuing Professional Development (CPD)

Model of NMBA CPD Annual Cycle

NMBA Guidelines Continuing Professional

Development 2016

Start a new CPD cycle

here


here


here


here


here


here


here

Undertake CPD activities

Renew your registration

Developing your learning plan

Identify your registration

status and CPD requirements

Maintain your CPD journal

and portfolio

READ THE NMBA GUIDELINES CONTINUING PROFESSIONAL DEVELOPMENThttp://www.nursingmidwiferyboard.gov.au/Registration-Standards/Continuing-professional-development.aspx

5

Developing a Learning Plan

Learning plans are useful self-directed tools to develop self-awareness and provide evidence of CPD as a registered/ enrolled nurse or midwife. This resource provides guidance on how to develop a self-directed learning plan. The development of a learning plan requires identification of existing skills and knowledge, through reflection. Also,

identification of learning needs required to improve and develop practice.

Reflection is a key element in the development of a learning plan so it is important to understand how to reflect on practice before embarking on a learning plan. Examples of reflective tools are provided on pages 9 and 10 .

Learning plans five distinct steps

Start a new CPD

cycle here

STEP

1

Start a new

CPD cycle here

STEP

2

Start a new

CPD cycle here

STEP

3Start

a new CPD cycle

here

STEP

4

Start a new

CPD cycle here

STEP

5

Develop a learning need through reflection

Identify at least two NMBA Professional

Standards for Practice that focus on your

learning need

Develop objectives

for the learning need

Identify a minimum of two activities that will help achieve steps one to three

Repeat process(when needed)


STEP 2 Identify at least two NMBA Professional Standards for Practice that focus on your learning needOnce you have identified your learning need you need to think about how achieving this will demonstrate and support your ability to meet registration standards for practice.

EXAMPLE (REGISTERED NURSE): LEARNING NEED: MANAGING DIABETIC ULCERS.

Registered Nurse Standards of Practice – Standard 1: Thinks critically and analyses nursing practice.

RNs use a variety of thinking strategies and the best available evidence in making decisions and providing safe, quality nursing practice within person-centred and evidence-based frameworks.

1.2 develops practice through reflection on experiences, knowledge, actions, feelings and beliefs to identify how these shape practice.

Registered Nurse Standards of Practice – Standard 4: Comprehensively conducts assessments.

RNs accurately conduct comprehensive and systematic assessments. They analyse information and data and communicate outcomes as the basis for practice.

4.2 uses a range of assessment techniques to systematically collect relevant and accurate information and data to inform practice.

Having a clear understanding and knowledge of the relevant professional standards for practice is essential for successful CPD.

STEP 1 Develop a learning need A learning need is something you need to learn or do to ensure you maintain your competence to practice as a nurse and/or midwife. This could be as simple as needing to know what the latest research advice is about managing a venous ulcer. Or it could involve a lot more time and investment, such as acquiring a new qualification to enable you to deliver an immunisation program.

Use reflective practice to identify your learning gaps and needs.

Identify through reflection on your practice at least one

learning need that you might have and consider why it is important to your practice.

Read and refresh your understanding of the appropriate NMBA

professional standards for practice www.nursingmidwiferyboard.gov.au/

Codes-Guidelines-Statements/Professional-standards.aspx

7

STEP 3 Develop an objective for the learning needObjectives for the identified learning need have to be Specific, Measurable, Attainable, Relevant and Timely1.

SPECIFIC To set a specific identified learning need consider… • What do I want to accomplish?• Who or what is involved?• What is the purpose or benefits of accomplishing the objective?Example: Increase and develop my knowledge in the procedures required to effectively manage diabetic ulcers using best practices and prevention strategies when identified as high risk.

MEASURABLE Establish concrete criteria for measuring progress toward the attainment of each identified learning need set… • How much do I need to do?• How long will this take me? • How will I know when it is accomplished? Example: Six hours of face to face education with incorporated practical components, along with additional reading of best practice material. Evidence of achievement is a clear understanding on what procedures to use when managing diabetic ulcers and ability to provide strategies on prevention practices. Confidence in sharing this knowledge with colleagues.

ATTAINABLE The learning need should be both possible and realistic while still being challenging. Having an identified learning need that pushes you and allows for personal growth that will lead to improvements in your practice.

RELEVANT The identified learning need is not only within reach of your skill levels but also has meaning and relates directly to your practice and the ability to meet the standards.

TIMELY Having a time frame established allows you to monitor your progress, stay on track, and make adjustments to meet the identified learning needs as required.

1 Doran, G. T. (1981). "There's a S.M.A.R.T. way to write management's goals and objectives". Management Review. AMA FORUM. 70 (11): 35–36.

S

M

ART


STEP 4 Identify a minimum of two activities that will help achieve steps one to threeIt is recommended by the NMBA that a range of activities are undertaken throughout the CPD year. Both informal and formal activities are accepted using a combination of techniques such as face-to-face, simulation, self-directed learning, and e-learning. Accepted activities can include certification, reading, workshops and conferences.

STEP 5 Repeat the process 20 hours is the minimum requirement for CPD. The NMBA will expect you to demonstrate you have taken as much time as needed to effectively meet your learning needs. For example, undertaking a course to enable you to deliver an immunisation program may take longer than 20 hours. In this case you must demonstrate that you have undertaken sufficient hours to complete the activities required to achieve competence to practice in this area.

You may have more than one learning need. In each case you must repeat steps one to four even if it takes you more than 20 hours per registration period to complete.

Once you have completed your activities you will need to reflect on what you have learnt and whether it met your learning need. You must keep an accurate and up to date record of all these steps and the activities you undertook. Further information on how to reflect and record evidence of CPD will now be explored.

List different learning and development activities that have

contributed to your practice

The NMBA requires all

registered and enrolled nurses

and midwives to complete

a minimum of 20 HOURS of CPD per year.

1 HOUR of CPD

= 1 HOUR

of active learning.

9

Reflective PracticeReflective practice is the process of using purposeful reflection to improve care and practice.


here

ANALYSISWhat sense

can you make of the

situation?


here


here


here

DESCRIPTIONWhat

happened?

ANALYSISWhat sense

can you make of the

situation?

ACTION PLANIf it arose again

what would you do?

FEELINGSWhat were

you thinking and feeling?

CONCLUSIONWhat else could you

have done?

Gibbs, G. (1988), Learning by Doing: a guide to teaching and learning

methods, Further Education Unit – Oxford Polytechnic, Oxford.

READINGNicol, J.S and Dosser. I (2016) Understanding reflective practice, Nursing Standard, no.30, vol.36, pp. 34-42.


here

EVALUATIONWhat was

good and bad about the

experience?


The following components of reflection that Nicol and Dosser refer to are taken from Schon and Rolfe et al2.

Reflection before action Involves thinking about what you aim to achieve and understanding the means by which this will be accomplished by drawing on previous experience2.

Reflection in actionThis is often referred to “thinking on your feet”. It is how you conduct yourself while undertaking a task and what you do to adapt your practice while undertaking the task. This is critically thinking and problem solving in the moment.

2 Schön DA (1983), The Reflective Practitioner: How Professionals Think in Action. Temple Smith, London. Rolfe G, Jasper M, Freshwater D (2010), Critical Reflection in Practice. Second edition. Palgrave Macmillan, Basingstoke.

Reflection on actionWhen you look retrospectively at how practice was undertaken and evaluate the information gathered in relation to knowledge, new learning and professional development.

Professional reflection Requires a focused and strategic approach in contrast to reflection on personal and social circumstances.

Models of reflection are recommended to assist thinking, here is one example.

Relating reflective records to the NMBA standards and codes demonstrates how you are complying with these standards in your practice.

Kolb. D. A. and Fry, R. (1975) Toward an applied theory of experiential learning, in C. Cooper (ed.) Theories of Group Process, London: John Wiley.

Research and source a reflection model

that suits your professional needs.

A great exercise to improve reflective practice is to start

a reflective practice journal (information on reflective journal

writing is available on the internet).

Start a new CPD cycle here

REFLECTIVE OBSERVATION(reviewing /

reflecting on the experience)


CONCRETE EXPERIENCE

(doing / having an experience)


ABSTRACT CONCEPTUALISATION

(concluding / learning from the

experience)


ACTIVE EXPERIMENTATION(planning / trying

out what you have learned)

11

Documentation

There are two parts to documenting your CPD. First: document the activity. Second: reflect on what you have achieved.

PART 1: Documenting CPDSuggested templates for recording CPD are available on pages 14 and 15.

Documentation of CPD is vital to demonstrate what you have achieved and learnt from the learning activity you have undertaken.

Here are some tips on how to complete your CPD documentation:

IDENTIFY LEARNING NEEDS

Record what needs to be achieved and how your practice will change by undertaking this learning activity.

Example:

• This will provide me with the knowledge and skills to develop and implement into my practice …………

• This will give me the confidence and skills to safely …………

PREPARE AN ACTION PLAN

The workshop, conference, journal article, in-service, online learning etc. The learning activity to be undertaken to achieve the identified learning outcome.

ANTICIPATED LEARNING GOALS

Document the objectives that you have developed based on your learning needs. What is the expected change to your practice?

CALCULATE CPD HOURS

The estimated CPD hours of active learning that is expected to be undertaken to complete the identified learning outcome.

IDENTIFY THE SOURCE OR PROVIDER

The record of who provided the education or where the education was sourced from, such as journal articles or websites.

PART 2: Documenting ReflectionReflections need to relate to learning activities identified in the learning plan. Be descriptive about how the activity has changed your practice, how you achieved your objective and whether it helped you achieve your learning needs.

RECORD:

• Quality – was this learning experience poor, fair, good or excellent? Why?

• Learning needs met – how well were learning needs met? Ideally, all learning needs were met so that there is an improvement in practice.

• Value – was the learning activity worth the time and effort invested? Are there other learning activities that provide better value?


You will be asked to confirm you have completed the required CPD hours by making an annual statement when you apply to renew your registration.

The annual statement should confirm that:

• You have met the recency of practice requirements stated in the National Board’s registration standard.

• You have met the National Board’s CPD requirements as set out in the National Board’s CPD registration standard during the previous registration period (1 June to 31 May).

• You have practised in accordance with the requirements of the National Board’s Professional Indemnity Insurance (PII) arrangements.

• You have notified any change in your criminal history during the previous registration period and whether you have any other criminal history that has not been disclosed to AHPRA.3

3 NMBA Audit 2017 online – www.nursingmidwiferyboard.gov.au/Registration-and-Endorsement/Audit.aspx

Registration Audits

Nurses and midwives are randomly

audited

Nurses and midwives are randomly audited against registration standards. If this happens you will be asked to provide a record of how you achieved compliance with the mandatory registration standards of the NMBA and Australian Health Practitioner Regulation Agency (AHPRA).

These audits occur periodically throughout the year. Anyone selected will receive an audit notice letter in the mail from AHPRA. It will outline what is required to provide evidence of compliance with registration standards.

One or more of the following mandatory standards can be audited:

• Criminal history registration standard

• Continuing professional development registration standard

• Recency of practice registration standard

• Professional Indemnity Insurance arrangements registration standard.

Read NMBA audit information www.nursingmidwiferyboard.

gov.au/Registration-and-Endorsement/Audit.aspx)

13

Self-Directed Learning Activities

List what NMBA professional standards for practice are relevant to your practice and what you have learnt from completing this resource.

What knowledge was gained from completion of this resource that will influence your professional practice? List how it will change your professional practice. List any areas that may need further development.

14 |

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ISBN: ... (Australia) I Issued May 2018

NSW Nurses and Midwives’ AssociationAustralian Nursing and Midwifery Federation NSW Branch

50 O’Dea Avenue Waterloo NSW 2017

PHONE 8595 1234 (metro)

1300 367 962 (non-metro)

www.nswnma.asn.au

NSWNMA/ANMF NSW Branch Legal Disclaimer

This publication contains information, advice and guidance to help members of the NSWNMA/ANMF NSW Branch. It is intended to use within New South Wales and readers are advised that practices may vary in each country and outside New South Wales.

The information in this booklet has been compiled from professional sources, but its accuracy is not guaranteed. While every effort has been made to ensure that the NSWNMA/ANMF NSW Branch provides accurate and expert information and guidance, it is impossible to predict all the circumstances in which it may be used. Accordingly, the NSWNMA/ANMF NSW Branch shall not be liable to any person or entity with repect to any loss or damage caused or alleged to be caused directly

or indirectly by what is contained in or left out of this information and guidance.

Published by the NSWNMA/ANMF NSW Branch, 50 O’Dea Avenue, Waterloo NSW 2017, Australia.

© 2018 NSWNMA/ANMF NSW Branch. All rights reserved. Other than as permitted by law no part of this publication may be produced, stored in a retrieval system, or transmitted in any form or by any means electronic, mechanical, photocopying,

recording or otherwise, without prior permission of the Publisher. This publication may not be lent, resold, hired out or otherwise disposed of by ways of trade in any form of binding or cover other than that in which it is published, without the

prior consent of the Publisher.

Printed ISBN: 978-1-921326-15-8 • Ebook ISBN: 978-1-921326-16-5 (Australia)

Issued June 2018. Authorised by Brett Holmes, General Secretary, NSWNMA and Branch Secretary, ANMF NSW Branch, June 2018

Guide to Continuing Professional Development (CPD)

A SELF-DIRECTED RESOURCE FOR NSWNMA MEMBERS


a self-directed resource for nswnma members€¦ · professional reflection 10 documentation 11...

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