Continuing Professional Development Folder

Transcription

1 c o n t i n u i n g p r o f e s s i o n a l d e v e l o p m e n t Continuing Professional Development Folder

2 Continuing Professional Development (CPD) Continuing Professional Development (CPD) is an integral part of Gloucestershire County Council s approach to learning and performance, service development and the recruitment and retention of the best staff. The main responsibility for your development lies with you. GCC has a responsibility to help you meet the development needs which relate to performance and professionalism in your job. The Council is committed to and will promote CPD by providing a support infrastructure for all staff and to specifically support those staff groups (e.g. social workers) who are required to carry out CPD in order to protect their title through registration with the appropriate bodies. This folder offers practical guidance and templates to help you make the most of your skills and your opportunities and enable you to record your CPD activities. You can also use this folder to monitor your personal and professional progress throughout your life as CPD can include activities both within and outside the organisation. NAME:. REGISTRATION NO.: DATE:

3 CONTENTS TOPIC SECTION Introduction to Your CPD Folder 1 Your Job Description, Person Specification, CV And Application Forms 2 Your Training and Career Pathway 3 Training and Development Opportunities Available 4 Your PAR 5 Training and Development Log 6 Achievements, Successes, Certificates and Praise 7 Supervision Notes 8 Your Resources 9

4 CONTINUING PROFESSIONAL DEVELOPMENT Induction Phase CPD portfolio issued Induction pathway: corporate new starter programme directorate welcome day completion of induction and foundation standards Consolidation Phase 1 Mandatory Training Period See individual training and career pathways Consolidation Phase 2 Developmental Training Period Corporate training and development Directorate in-house training and development Matrix ICT training Multi disciplinary training CPD Phase formal training qualifications monitoring job enhancement action learning buddying coaching work shadowing observation job swaps self assessment research appraisal learning logs skills development ICT enhancement supervision

5 Introduction to Your CPD Folder This folder is yours and yours alone to use as you need

6 INTRODUCTION This portfolio will help you in planning your approach to your own professional and personal development and encourage you to keep an accurate record of your learning activities and your learning outcomes. WHAT IS CONTINUING PROFESSIONAL DEVELOPMENT? Continuing professional development will help you develop and build on personal, professional and work based expertise throughout your working life. It is important to realise that development does not only result from attending a training course - it can also be gained through taking part in a wide range of processes and learning activities such as: seminars and conferences report writing project working short courses non-vocational courses vocational courses new experiences/tasks in your current job research studies job swaps, secondments and work shadowing mentoring (including induction mentoring) cross cutting task groups team building evening classes reading professional magazines and articles out of work activities and hobbies attending Service workshops attending team meetings in other teams planning and facilitating events Further details on some of the above activities can be found in the training and development opportunities available section of your folder.

7 WHY KEEP A CPD PORTFOLIO?? Certain staff must, by law, keep records of their CPD in order to retain their professional title such as social workers, teachers, occupational therapists, educational psychologists etc. However, CPD is applicable and beneficial to all - apart from the advantages that your Directorate and Service will achieve with a planned approach to continuous personal development (such as improved business performance and higher quality work), you can also benefit from: better career prospects, broadening your range of job opportunities improved performance and productivity in your current job better preparation for future challenges increased learning capacity increased motivation and morale greater personal confidence and self respect job and task flexibility better use of resources, such as computing facilities a more constructive and knowledgeable approach to customers, other units and service areas improved relationship with your manager better preparation for your Personal Assessment Review (PAR) Make the most of yourself and the opportunities that are available to you. Record your activities and give the best possible account of your achievements and your potential. Plan ahead for the future. It will help you to feel good about yourself and turn your goals into reality. For social care staff only: The following are the General Social Care Council s (GSCC) mandatory rules for those staff who need to retain registration and therefore protection of title. This assumes that staff have already registered with the GSCC and consequently starts at the point of post-registration. The GSCC state that post-registration training and learning is the key condition for continued registration. All registered social workers must: complete 90 hours or 15 days of post-registration training and learning (PRTL) (or CPD) within the period of registration (3 years) complete activities which could reasonably be expected to advance the social worker s professional development, or contribute to the development of the profession as a whole keep a record of PRTL In-house training and development programmes also carry CPD credits (in hours) for those who need to register and maintain their professional title. All of these courses bear the Meets CPD Requirements symbol and can be used towards your CPD.

8 Your Job Description, Your CV and Application Forms Use this section to keep up to date copies of your job description, CV and application forms you have completed you never know, they may come in handy to help you apply for that dream job!

9 DO YOU NEED TO UPDATE YOUR CV? You do if: you haven t got a CV you haven t updated your CV in the last year or so you keep on recycling your old CV you are applying for a new job Some tips to help you design your own: CVs can be general (you can use it more than once), or specific (written for a particular purpose) the shorter the CV the better avoid negative details if you have many years of experience to fit into your CV, concentrate on personal achievements and what you ve learned in other parts of your life if you re getting older, concentrate on more recent experiences and achievements start your CV with a short personal profile highlighting your best qualities, skills and achievements use positive personal phrases I introduced, I succeeded, I achieved, I managed, etc keep it simple and easy to read use your name and address as a heading rather than the words Curriculum Vitae avoid jargon write it in your own style use bullet points There are many different formats and styles of CV so overleaf you will find a sample CV you can use if you don t already have one. There are also lots of website which can help you produce CVs - some provide free templates and some which will cost. The following website provides free and helpful advice on CVs, interviews and jobs in general.

10 YOUR NAME HOUSE NUMBER TOWN/CITY POST CODE Tel.: YOUR NUMBER Mobile: YOUR NUMBER your address CAREER OBJECTIVE To utilise and develop existing skills and expertise in a new and challenging professional environment. SKILLS AND ACHIEVEMENTS PROFILE Date of most recent employment to date Gloucestershire Social Services Your job title use about 7-10 bullets to describe your key objectives, responsibilities and achievements within this role i.e. managing. Developing and appraising staff/team developing and designing strategies implementing initiatives improving processes ICT competencies communication skills i.e. verbal and reports budget management introducing new systems or frameworks Dates date for previous job Organisation Your job title use about 5 bullets to describe your key objectives, responsibilities and achievements within this role i.e. managing. Developing and appraising staff/team developing and designing strategies implementing initiatives Date - date Date - date Date - date Name of previous employment, job title Name of previous employment, job title Name of previous employment, job title

11 EDUCATION AND QUALIFICATIONS date - date Your school name Your qualification/s achieved i.e. GCSEs, NVQs, O levels A levels, CSEs etc Further or higher education establishment date Name of qualification and grade achieved Further or higher education establishment date Name of qualification and grade achieved Additional education or qualification establishment date Name of achievement Additional education or qualification establishment date Name of achievement Additional education or qualification establishment date Name of achievement or working towards PERSONAL DETAILS Date of Birth: Nationality: General: i.e. driving licence held, good health, CRB cleared INTERESTS Brief outline of your interests and hobbies Brief outline of your interests and hobbies REFERENCES Name Address Address Address Address Address COUNTY POST CODE Tel.: Name Address Address Address Address Address COUNTY POST CODE Tel.: HOUSE NUMBER TOWN/CITY POST CODE Tel.: YOUR NUMBER Mobile: YOUR NUMBER your address

12 Your Training and Career Pathway This section is for you to store a hard copy your training and career pathway. These are available on StaffNet on the Training Pages.

13 TRAINING AND DEVELOPMENT PATHWAYS FOR SOCIAL CARE ALL NEW STAFF Establishment inductions undertaken by line managers for all staff within first week of employment Attendance on corporate new starter programme within 6 weeks of commencing employment 1 day Attendance on Directorate inductions within 6 weeks of commencing employment 1day Additional induction modules as required i.e. health and safety etc Completion of service-specific induction standards workbooks (including managers) within first 6 weeks of employment Children and families Admin and support staff Adults and learning disabilities Managers and Supervisors Children and families foundation programme 5 days Managers - corporate manager induction (1st 6 months) See also managers and supervisors route Training and development programme planned for 2005 Managers - corporate manager induction (1st 6 months) See also managers and supervisors route Induction and foundation programmes for: adults fieldwork, day/residential, intermediate care, domiciliary care and learning disabilities Managers - corporate manager induction (1st 6 months) See also managers and supervisors route Corporate manager induction (1st 6 months) NVQ in health and social care level 2 Office administration NVQs in business admin and customer service NVQ in health and social care level 2 NVQ in customer service level 3 Registered managers award NVQ levels 3/4 in management for HCOs/residential managers *Training and development to meet local priorities and knowledge NVQ levels 3 and 4 requirements *Levels 3/4 ILM certificates in management A1 vocational assessors award *NVQs in health and social care levels 3 and 4 (children and young people) A1 vocational assessors award NVQ levels, 3, 4, 5 in management (incl. registered managers award) *NVQs in health and social care levels 3 and 4 (adults) A1 vocational assessors award NVQ levels, 3, 4, 5 in management (incl. registered managers award) Foundation degree *NVQ in health and social care levels 4 (children and young people or adults) *Supplementary training for developing underpinning skills and knowledge and meeting CPD requirements Directorate in-house training programme Please note that these pathways are subject to change and will updated regularly on the training pages Social work degree PQ route Learning disabilities training Mental health training Corporate training and development Matrix (IT training) Multi disciplinary training

14 Training and Development Opportunities Available This section contains the signposts for the developmental opportunities available to you. These are available on StaffNet on the Training Pages.

15 FORMAL TRAINING AND DEVELOPMENT OPPORTUNITIES There are numerous mandatory and developmental opportunities available for staff. These can be found on the training web pages on StaffNet. The web pages include all the information you need, including training and career pathways, on training opportunities, booking forms and conditions, dates and the latest news and links. Go to and click on Training and Development. The pages you will find useful are: Social Care Training The department supports staff to attend a variety of training courses and other learning events. Booking forms and procedures vary for these slightly. These forms must be used when applying for part-time and full-time vocational/qualification courses, short courses (external), corporate training and development (CTD) and matrix (IT) courses. Corporate Training and Development (CTD) The corporate training and development team provides training services for people in all parts of the county council. Their purpose is to promote learning and training that helps to deliver the councils corporate strategy. Programmes they offer include corporate new starters welcome day, in-house short courses ranging from management to health and safety, as well as access to learning materials and advice on other learning opportunities and funding options. Further details of the CTD courses and booking procedures can be found on Staffnet or by contacting corporate training and development, at the Archdeacon Centre on In-house ICT Training There are a number of in-house computer systems used by the various teams. The systems are mainly divided into two user groups adult systems and childcare systems. The main system used by all teams is ERIC (Electronic Records for Integrated Care). ERIC contains all basic person information about anyone who was or is known to social services for any reason; for example an elderly person in need of nursing care, or a child who is being adopted. The ICT training department runs courses for all new users of these systems, to give them an awareness of what the system does, what the forms look like for inputting to the systems, and what reports can be generated by these systems. The information held on the various systems is highly confidential and is under the Data Protection Act. In the training they ensure that people are aware of the consequences of inputting incorrect data, and that they only have access to information that is necessary for their specific job. All of the systems have logins and passwords that are only given once training has been completed, under authorisation of the line manager. All the in-house ICT training takes place in the computer suite in Shire Hall, Gloucester. Matrix ICT Training Matrix have been carrying out the IT training for the council since April 2000 and have been awarded the contract to continue until 2007.

16 Matrix is a local, privately owned IT service provider. They are one of the major suppliers of IT training in the county as well as providing database system development and other IT related services. Full details of all course contents, the current schedule and availability can be found on staffnet, together with a printable booking form and a map of their location. Any enquiries about IT training should be addressed to Jan Wills or Liz Rowley on (01452) Reservations cannot be confirmed until the receipt of a course booking form signed by the delegate's line manager and departmental budget holder. The form can either be faxed or posted to Matrix. Closed courses for departments, tailored to meet specific requirements, can be arranged subject to approval of the departmental budget holder. Delphi (Payroll, personnel and training) and Financial Management System (FMS) For access to Delphi payroll/personnel system, applicants should complete the Delphi registration document. This can be found on staffnet, under A-Z, then under D. The completed form should be sent to resources ICT, who will set up the requested access. Once this is done, they forward the form to the Delphi system administrator to arrange for training on the Delphi system. Access to and use of the system will only be possible when the training is completed. Update users of the system should have had personnel training or on the job training before they come for Delphi training. This is important and is part of the Delphi procedures document. For FMS training, please contact your finance section.

17 Your PAR You can use this section to keep copies of your PARs and PAR reviews. You will need to refer to your PAR regularly as it contains your work targets and your Individual Development Plan (IDP)

18 Training and Development Log Use this section to keep track of your learning and development (CPD)

19 PLANNING AHEAD YOUR TRAINING AND DEVELOPMENT ACTION PLAN It is important to plan ahead and set yourself some goals outlining what you want to achieve in the next year or so. This process forms part of your Personal Assessment Review (PAR) and will help you to focus on any further skills you may require for current or future challenges. When developing your action plan try to take into account: Work Related Requirements For example, you may need to enhance your IT skills, expand on your team working experience, attend an assertiveness or report writing course. Professional Requirements For example, update your knowledge by attending conferences and seminars. These may be on specific or general topic areas. Also regularly read the appropriate professional journals and magazines. Personal Aspirations For example, carry out some work shadowing or a secondment with the aim of developing and progressing to a more senior position or a different area of work. Your plan should have specific targets that are achievable and measurable with completion dates. It is best to include a good overall mix of learning activities to add variety and interest. Learning is not only achieved by attending a training course.

20 CONTINUOUS PROFESSIONAL DEVELOPMENT SUMMARY This summary provides an overview of the type of CPD and estimated duration. The detail of what learning took place and how this is applied to practice will need to be recorded in a personal development portfolio. Name:...for the period.. e.g. Jan May 2005 Activity Date and description Duration Total for activity (hrs) Reading (for example research reviews) Seminars/ Taking part in workshops (e.g. legal updates) CPD workshop at UoG 1 hour Study for qualification Research Project Team development activities (for example EBP meetings) Being assessed in the workplace to occupational standards (PQ/NVQ/Practice Learning) Completing Additional NVQ units for CPD purposes Job shadowing Secondments Project work

21 Activity Date (s) and description Duration Total for activity (hrs) Responding to changes in practice and service delivery (e.g. improving data accuracy, ICT skills, policy/process changes) Learning and implementing new practice/policy from the intranet (StaffNet) Teaching, training, mentoring, assessing others Developing changes in practice (e.g. new policy for team or organisation) Progression into new roles Management Development Managing change Taking part in cross-organisational activity (partnership working, supplier-provider working) Involvement in projects in the wider organisation (e.g. Directorate level or council-wide) Formal off-the-job courses Learning new skills (e.g. using the internet, service specific such as counselling) Total time undertaken

22 CONTINUOUS PROFESSIONAL DEVELOPMENT RECORD (POST-REGISTRATION TRAINING AND LEARNING RECORD OF ACHIEVEMENT) Name Date of current registration from. to. Date and Duration (e.g hour) CPD Activity undertaken (include how you can provide evidence of this e.g. meetings minutes, attendance record, certificate, contact name/organisation of person who can verify this) How has this contributed to your CPD/Personal Development as identified in your PAR? How will you apply learning from the activity to your future working practice? How does this type of activity support your preferred approach to learning/learning style? (would you prefer to learn in a different way?)

23 Date and Duration CPD Activity undertaken How has this contributed to your CPD/Personal Development as identified in your PAR? How will you apply learning from the activity to your future working practice? How does this type of activity support your preferred approach to learning/learning style?

24 Date and Duration CPD Activity undertaken How has this contributed to your CPD/Personal Development as identified in your PAR? How will you apply learning from the activity to your future working practice? How does this type of activity support your preferred approach to learning/learning style?

25 Achievements, Successes, Certificates and Praise In the following section you can keep a record of your achievements. This is useful when you want to recall your learning and experiences when applying a new job. You can also keep your certificates here This section can also be used to share team achievements/good practice with others

26 WHY CELEBRATE ACHIEVEMENTS? We get very used to focusing on what needs to be done next and often we forget to reflect on what we have already achieved. Recording and celebrating achievements are important for many reasons: Best practice should be developed and shared both within the Service Area and with other Service Areas. This is much easier to achieve if regular records are kept of the things that worked well A record of personal achievements is really useful particularly when you come to review your CV or apply for a new position Cabinet and Scrutiny Committees frequently want information on successes and outcomes a record is important and will save lots of work in trying to remember what has been achieved Reviewing your achievements will make you feel good! (and what can be wrong with that?) Your PAR will reflect on what has been achieved in the previous 12 months again a record is useful Comprehensive Performance Assessment (CPA) requires information on achievements a personal record will make this much easier to compile The public have a right to know what we do well. We should make every effort to report this It is a good idea to share successes with your team your colleagues will be interested and may want to learn from your own experiences Use this folder to record: Things that you are personally proud of (e.g. something you did well, something that was a stretch for you) Praise and congratulations received from others (e.g. a thank you card, a letter of praise) Work achievements that support the County Council s aims (and/or your PAR targets) Certificates and awards Achievements which have had a positive impact or outcome for service users Work that has been recognised internally or perhaps externally; through newsletter/paper articles, press releases, research papers Anything else of which you are proud

27 ACHIEVEMENTS AND SUCCESSES RECORD This log may help you to keep a regular track of achievements. This should be reviewed at team meetings and PARs Name: Subject Matter Brief outline of what was achieved What did you learn and what, if anything, would you have done differently? How was your achievement recognised? Date

28 Subject Matter Brief outline of what was achieved What did you learn and what, if anything, would you have done differently? How was your achievement recognised? Date

29 Supervision Notes You can use this section to keep copies of your supervision notes

30 Your Resources Keep all your resources in this section such as websites, key contacts, telephone numbers etc. We ve started you off with a few you may find useful to which you can add and update

31 USEFUL RESOURCES WEBSITES: CPD home page and training pages: Skills for care: Commission for social care inspection: Community care: CONTACTS: TELEPHONE NUMBERS: