The role of NIPEC in Personal and Professional Development 22 nd October 2007 Professional Development Craigavon Staff Nurse Development Programme

YOUR The role of NIPEC in YOUR Personal and Professional Development 22 nd October 2007 Professional Development

MAKING A DIFFERENCE TO PATIENT CARE

YOUR PROGRAMME RQIA RPA Clinical Governance Interviews Clinical Supervision Nurse facilitated discharge NIPEC Legal and ethical issues Accountability and NMC Team work Presentation skills Progress and change: reform & modernisation Taking care of you

Haygroup.com research Ward Leadership Style 2006

25 ward managers: approximately 100 patients each a week, managing 24 staff each

Link between leadership style and ward performance (haygroup.com) drug errors were 40% lower under the guidance of high- performing ward managers; life-threatening drug errors were more than 50 % higher under poor-performing ward managers; effective leaders experienced 36% less staff turnover; successful ward managers saw 57 % less absenteeism than their low-performing peers; poorer leaders typically faced a 23 % absenteeism rate at any one time.

What NIPEC does NIPEC supports nursing and midwifery in Northern Ireland by promoting the best standards of practice, education & training and the professional development of nurses and midwives. We provide information, advice and guidance.

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 DHSSPS We support professional development through the Development Framework resources

DVD

Portfolio Portfolio pages as you would expect, able to be completed electronically and within a secure individualised area.

Portfolio: Learning & Evidence Log Record all your learning and development activities!

Portfolio But most importantly at the heart of the website is the electronic portfolio promoting reflective practice to maximise learning and development experience- prompts throughout all parts of the website sections

Competency Profile Move on to asking your Manager, fellow colleagues, those who report to you 1.Needs a lot of development 2.Needs some development 3.Is well developed 4.Not applicable Assess your performance against indicators in seven domains identifying level of development. Ultimately you get feedback about your performance from different sources and research shows this to be most helpful for your development! Called 360 o assessment.

Competency Profile See a visual representation of development needs, bring this along to your appraisal/development review or to your supervisor

Competency Profile Add in other competencies specific to your role or relevant KSF dimensions

Learning Activities

Learning Activities Consider a whole host of learning activities!

Career Planning Application and interview guides

Career Planning Look at over fifty career profiles provided by colleagues here in Northern Ireland

New Roles A structured way to develop new or significantly changed roles

New Roles An audit tool to guide the development of a new role or to help evaluate a new role

5 Components Competency Profile Learning Activities Career Planning Role Development Portfolio