The purpose of my assignment is to Continue Professional Development (CPD) by using various methods and ideas. By continuing my career development, I will sustain my knowledge and skills up to date and able to work effectively, legally and safely. CPD is the method of streaming and documenting the skills, the knowledge and skill as we obtain directly and indirectly as we work beyond any inceptive training. It is also a record of what we experience, learn and apply. Craig C (2009) mentioned that CPD is the key to being a current practitioner in line with the recent advances, ensuring that the health care professionals are following best practice and that the patients are receiving the most current interventions. There are about five reasons that we should involve in CPD as it benefits us, clients, team, organisation and good for the profession and practice. I will aim to look at my current practice which promotes and maintains high-quality care, while reflecting upon my own personal and professional development.
Fraser.K (2009) describes Health Care Professionals (HCPs) giving more importance in continuing professional development as a matter of progression throughout their careers. The day to day CPD can be indirect as learning on the job by observing co-workers or reading professional journals and magazines. The rational for participating in CPD includes that we need a specific qualification to stay in our current position, to grasp new skills and knowledge in order to improve our practice and also the employer needs us to attend a specific CPD course. The everyday learning is very useful in terms of personal, professional and organisational development, because employees are actively participating in education and remodelling their practice.(Billett,Smith and Barker 2005)
The registered practitioner obliged to practice safely in compliance with their appropriate “Professional Code of Conduct”. (Nursing and Midwifery Council 2015,NMC). We are held responsible to practicing effectively by maintaining clear, meticulous records and dispensing skills, knowledge and experience where suitable. And also need to act and reflect on any feedback we receive to improve our day to day practice. (NMC 2015). To maintain CPD the NMC has launched a process called `Revalidation’ to ensure that nurses and midwives continue to be fit to practice throughout their career. `Revalidation is the process where registered nurses and midwives are required every three years to demonstrate to the Nursing and Midwifery Council they remain fit to practice’. NMC (2015)
In my opinion confidence and inspiration are keys to my learning and this continues in to my day to day life. Sometimes or from to time I felt that my confidence about learning becomes shallow because of my previous learning experiences in my day to day life. But I know that learning is a continuous process and that is the only portal to achieve and knowledge and skills in regards to my practice (Corttel 2003). Honey & Mumford’s (1992) questionnaire enabled me to identify my learning style and I have realised that according to the questionnaire, I felt that my learning style is a combination of activist and reflector (Appendix 2). I like to maintain and understand the information by discussing, explaining to my colleagues and I often say `let us try and see how it works’. I also prefer group discussion and would like to hear my colleague’s opinion before making a final decision which enabled me to work efficiently in my workplace. For example, I always seek advice from my colleague’s /seniors opinion before I order any supports which is required positioning patients for surgery. And as being a reflector I always think first before do any job and also would like to work myself and that also helped me to obtain appreciation from surgeons thus smooth running of theatre lists. To illuminate the same, I frequently position the patient by myself for joint replacements and the surgeons will be prepared scrubbed in theatre for the case, thus saving time and will be able to finish the theatre list as per the allotted time (Mulholland et al (2013).
And I also insinuated Visual, Auditory and Kinaesthetic (VAK) learning style self-assessment questionnaire. And according to VAK learning style self-assessment questionnaire, I am a visual learner. I need to see the teacher’s facial expression and the body language to gain thorough the understanding of what they teach and that will enable me to understand the content of the lesson. I always think of pictures and learn from visual displays like pictures, diagram, videos, flip charts and I usually obtain detail notes from the classroom. For example, before doing any new case theatre, I always think of the operating manual given by the authorised representatives or look for the manual itself to refer through the same before I scrub for the case. In visual learning style the ideas and information’s are all linked with techniques and pictures. (Mulholland et al 2013). My learning is always depending upon my attitude towards my learning and my knowledge and emotional state sometimes affect my capacity to learn (Moon A J 2004). My emotions can be easily identified by colleagues at work when they look at my facial and auditory expressions but this can be varied depending on situations.
In this assignment I intend to draw on Gibbs (1988) model of reflection (see appendix 1) because of its straightforward use and ease of understanding. I always look back or think about the shift or duty what I have performed each day after work in order to achieve mental satisfaction (Bolton G 2012). I take full responsibility for my own actions and sharing the same where I live and work. I also have strong and stable personality to tackle complex situations like handling staffing shortages across the trust as being an Advanced Scrub Practitioner (ASP) and also to have strong ability to work under pressure, for example, fluctuating shift patterns, work load and also inadequate time training. I learn most from my experience and I use the knowledge to improve my practice (Parsons 2008). I use reflection for the purpose of learning; it enables deeper and complete understanding of an event, for example, overseeing the theatre lists for next week and ensuring that enough ASP’s and equipment’s around to cover the lists across the trust. Reflection empower me to learn about experience, values and demonstrate aspects within certain personal and professional boundaries. Reflective practice will also responsible for my own reflective work and the outcomes.
I have started my career with NHS in 2002 as a scrub nurse in theatres and also worked as a recovery nurse. After 8 years of working as scrub nurse, I have been promoted to an ASP in 2010 within the same trust in the Orthopaedic department. The ASP role can be defined as the task undertaken by a registered practitioner providing competent and skilled assistance under the direct supervision of the operative surgeon while not performing any form of surgical intervention. In this role it is important for me to have definite far-reaching skills, competencies and underpinning knowledge further than the standard level expected of a newly qualified theatre practitioner (Perioperative Care Collaborative, PCC 2007).
At the time of undertaking the new job, I was really good as a scrub nurse in all the specialities especially Orthopaedic scrub and I realised that this is best time to move forward to develop my skills. And also I felt that I am competent enough to practice and work within my clinical boundary and my professional relationships as being a scrub nurse. My previous experience as being a scrub also gave me the energy and also realised that this opportunity will have a significant impact on my professional career. I often to use to receive positive and excellent feedback from surgeons and from my senior colleagues after scrubbing for major joint replacement revision surgery.
I agree with Cottrell (2013) that there are five study skills components to develop skills. The first one is self -awareness and self -evaluation and in this I need to know where I start to develop skills effectively and efficiently. Awareness of my own strengths and weaknesses is also an important factor. And that can be named as self-assessment and this is a process of identifying strengths, weaknesses, opportunities and threats (SWOT) and it can also identify our interests, likes, dislikes and values. Hughes S J et al (2015) mentioned that SWOT survey can be initiated when considering changing our current practice or changing management. The main advantages of SWOT surveys are, it will allow each person to see whether they are more independent, motivated, accountable for their own learning and also will be able to identify the next steps in their career development.
Strengths are the positive element to attain the objectives in any job and weaknesses are the factors that have a negative impact to achieve the objectives. National Institute for Health and Clinical Excellence (NICE) (2007) states that knowledge and awareness of what needs changing and why it needs to be changed is important. Evidence reveal that health professionals are usually unaware or unfamiliar with the latest evidence-based guidance. They might be aware of the new guidance but don’t know how their present duty of care needs to be changed to ensure they can deliver the best care for patients in line with the guidance.
The second one is called task awareness knowing what essential information is required to develop the skills. Task awareness is an essential skill regarding effective decision making by nurses. Situation/task awareness and decision-making to inter-professional education will improve collaborative working. The third one is Strategy, method and the fourth and fifth one is confidence and familiarity, habit etc respectively. As I mentioned earlier I have been working with the trust since 2003 onwards and I consistently received good performance reviews all these years and I am confident that I am good in job. Hughes S J et al (2015) also indicates that staff appraisal is also equally important and relevant in clinical practice setting which encourages staff development, self-evaluation, team awareness and their review of performance. The CQC says that there are three fundamental rights that staff should know about which are their right to know what is expected of them, how they will be measured in the coming year and their right to know how they are doing.
I have always strived to provide the best care for the patients while they are in the perioperative environment. I believe that given this opportunity to me to work as an ASP, would make an excellent First Surgical Assistant in the near future, thus career progression achieving slowly and successfully. The lack of experience as an ASP /Surgical Assistant made me nervous but boundless support from colleagues and management gave me the strength to go ahead with the job. I felt insecure and uncomfortable at first but on the other hand this is the best opportunity for my career development.
One of the main factors was to complete the appropriate training and practical sessions within the time limit. As being a busy theatre environment, it was very difficult to achieve the target/competencies as per the time scale. Shortage of staffs was also an important factor for delaying the training and finding the time to attend the appropriate training modules. It was inevitable to have a consultant surgeon as being a clinical supervisor and a mentor to complete the module. The clinical competencies were supervised and signed off by the consultant surgeon/clinical supervisor for each module. Bradbury et al (2010) states that it is vital to monitor individual progression through workplace activities in developing the skills required for competent performance. Guidance and support by talented and experienced co-workers can also assist in developing the skills which is required for expert performance.
Care Quality Commission (CQC) (2013) states that there are three different types of supervision and those are clinical, managerial and professional supervision.
Clinical supervision provides the following
1.To be able to review and reflect our practice
2.Discuss all the cases in detail
3.Modify the practice and identity our training and professional development needs
Managerial supervision will be carried out by the supervisor and it will identify the following.
1.Identify the training needs
2.Setting objectives in accordance with the organisations needs
3.Reviewing the performance.
Professional supervision will support with the following main points
1.Reviewing professional standards
2.Maintain the development and progression and up to date with the same.
3.Identify the professional training needs and requirements.
4.Also to ensure that the professional are within their professional code of conduct.
My attitude towards my continual education came from inspiration not from desperation. My learning also gave me positive attitude which increased my self-esteem, quality of life and overall job satisfaction. My progression towards my ASP job helped me to feel confident after the completion of my competencies which enabled me to continue with the second part of the ASP course which helped me to work as a First Surgical Assistant more confidently. It actually deepens my knowledge and expand my expertise and I became more efficient. My professional progression enabled me to face new challenges in regards to my job and thus lead me to increased job satisfaction. And also me as a learner it opened up pathways for my career development, offered me to undertake additional roles within my professional boundary like using X-Ray machines whenever necessary within the department for minor cases.
Craig C (2009) states that updating and sharing knowledge can bring the team together and will create an interest that go beyond professional boundaries. And also states that up to date knowledge and professional practices will naturally be a benefit to the organisation we worked for. The ASP role has developed my ability to share the knowledge between my colleagues and juniors and also enhanced my Interprofessional Education (IPE) and my communication skills. NMC (2010) mentioned that the programme providers make sure that the students must have the opportunity to learn with other health and social care professionals in their academic settings in order to enhance the experience of patients.
Cottrell S (2015) mentioned that undertaking new roles with enough skills and qualifications adhering to the relevant code of practice. Hughes S J (2015 suggests that all students need to have the work based knowledge and understanding of the reflective practice to enter into the professional register. As a learner I felt that the level of motivation and interest has gone up with the important aspects of learning or the professional development what I have achieved. This has also helped me to teach or train the juniors in a safe manner and also learned me to learn from experience and reflection.