scholarly journals The College

2005 ◽  
Vol 29 (4) ◽  
pp. 154-156
Author(s):  
Joe Bouch ◽  
Robert Jackson
Keyword(s):  
Professional Development ◽  
Quality Assurance ◽  
Personal Development ◽  
Peer Group ◽  
Continuing Professional Development ◽  
General Medical Council ◽  
Learning Objectives ◽  
Medical Council ◽  
Minimum Requirement ◽  
Development Plans

In April 2001 the College introduced personal development plans (PDPs) as the mechanism for achieving continuing professional development (CPD) objectives. We moved from an individual, retrospective points counting exercise to a prospective peer-group based activity centring on individuals' learning objectives (Royal College of Psychiatrists, 2001). The current CPD policy is due for review in 2005. It is largely in line with General Medical Council guidance, Continuing Professional Development (April 2004) and the Academy of Medical Royal Colleges, CPD: The Ten Principles. A Framework for Continuing Professional Development (February 2002), and major revision will not be necessary. Two significant changes will be incorporated in the new policy. The first is an audit procedure whereby a random 5% of returns will be subject to further scrutiny. This is a process audit and necessary for the quality assurance of the system as a whole (Bouch & Jackson, 2004). The second will allow us to complete up to 10 h of our 50-h minimum requirement for attending meetings, by engaging in online CPD activities.

scholarly journals Personal development plans: making them work, making them count

2003 ◽  
Vol 9 (1) ◽  
pp. 5-10 ◽  
Author(s):  
David Newby
Keyword(s):  
Professional Development ◽  
National Health Service ◽  
Health Service ◽  
Personal Development ◽  
Peer Group ◽  
Continuing Professional Development ◽  
Development Programme ◽  
Group Settings ◽  
Development Plans ◽  
Professional Development Programme

Personal development plans (PDPs) are a central requirement to remaining in good standing for the Continuing Professional Development programme of the Royal College of Psychiatrists. They are also integral to the framework now agreed for consultant appraisal in the National Health Service. This paper sets out the context which makes PDPs increasingly important and discusses the link between appraisal and revalidation, covering ‘360-degree’ techniques such as Ramsey questionnaires (which may ultimately figure in revalidation mechanisms). It then describes the practicalities of generating PDPs, especially in peer group settings. Experience from pilot workshops is used to illustrate how PDPs can be made to work and how learning/developmental objectives can be made meaningful.

My CPD

2009 ◽  
Vol 91 (6) ◽  
pp. 198-198
Author(s):  
Laura Mitchell
Keyword(s):  
Professional Development ◽  
Continuing Professional Development ◽  
General Medical Council ◽  
Medical Council ◽  
Core Subjects ◽  
Medical Emergencies

No doubt you will be aware that the General Dental Council (GDC) requires all registrants to complete certain requirements towards continuing professional development (CPD) over a five-year cycle. All dental registrants have to complete a minimum of 250 hours of non-verifiable CPD. A minimum of 75 hours of this total needs to be verifiable. In addition, the GDC has laid down guidelines on recommended core subjects, which include medical emergencies (ten hours per five-year cycle), disinfection and decontamination (five hours per cycle), radiography and radiology (five hours per cycle). In addition, a proportion of our fellows are also registered with the General Medical Council.

scholarly journals Prospects and challenges for an Indian dermatologist in the United Kingdom

2020 ◽  
Vol 2 ◽  
pp. 75-78
Author(s):  
Sheerja Bali ◽  
Asha Rajeev
Keyword(s):  
Professional Development ◽  
United Kingdom ◽  
Continuing Professional Development ◽  
General Medical Council ◽  
Medical Council ◽  
The United Kingdom ◽  
The Uk ◽  
Career Options ◽  
The Cost

The United Kingdom is a sought-after destination to gain overseas experience and long-term employment for doctors trained in India. However, for many the path is unclear. This article aims to explain the various opportunities and the steps involved in securing a job in the National Health Service (NHS) for an Indian dermatologist. The steps to obtain the General Medical Council license to practice include demonstrating competency in English and passing the Professional and Linguistic Assessments Board examinations. Once the doctor is eligible to practice, career options are working as Core Medical trainee, Staff grade and Associate Specialists and Specialty doctors (SAS) or a locum consultant. One can become a consultant in the UK without retraining in dermatology through Certificate of Eligibility for Specialist Registration. In the NHS, a dermatologist typically works for 8 h a day on the weekdays. Time is allotted for professional development through the Continuing Professional Development sessions. Doctors earn well in the UK although the cost of living is high.

scholarly journals Consultant learning groups in psychiatry

2000 ◽  
Vol 24 (10) ◽  
pp. 390-392 ◽  
Author(s):  
Mark Spurrell
Keyword(s):  
Professional Development ◽  
Royal College ◽  
Personal Development ◽  
Psychiatric Treatment ◽  
Continuing Professional Development ◽  
Policy Document ◽  
Learning Groups ◽  
Journal Clubs ◽  
Case Conferences ◽  
Development Plans

There is growing emphasis on the importance of continuing professional development (CPD) for consultant psychiatrists and an increasing recognition of the need for peer support. In this context the Royal College of Psychiatrists has been developing policy around CPD; a policy document has been issued by The College Council (Royal College of Psychiatrists, 1994) and there are regular updates on this topic on the website (www.rcpsych.ac.uk). All consultants are to be expected to take part in CPD and currently the annual requirement is for 20 hours of ‘external’ CPD and 30 hours of ‘internal’ CPD. ‘External’ refers to didactic or workshop events that involve input from outside a clinician's locality; ‘internal’ refers to local activities, case conferences, journal clubs, etc. CPD follows a 5-year rolling cycle, supported by the journal Advances in Psychiatric Treatment, a recommended 2 hours per week personal study and the development of personal development plans. From the outset there appear to have been issues in engaging consultants in CPD (Morgan, 1998). The problems of establishing CPD extend beyond consultants ‘finding the time’.

scholarly journals Continuing professional development for psychiatrists: surveying current practice in the UK

2011 ◽  
Vol 35 (4) ◽  
pp. 151-154
Author(s):  
J. S. Bamrah ◽  
D. A. Gray ◽  
N. Purandare ◽  
S. Merve
Keyword(s):  
Professional Development ◽  
Personal Development ◽  
Peer Group ◽  
Peer Groups ◽  
Continuing Professional Development ◽  
Regional Survey ◽  
Competing Demands ◽  
The Face ◽  
The Uk ◽  
A Current

Aims and methodThe Royal College of Psychiatrists recommends that all psychiatrists undertake continuing professional development (CPD) as part of their personal development plan (PDP) and that, for quality assurance, all CPD activity is approved by their peer groups. We conducted a regional survey (Survey I) of consultant psychiatrists attending a regional conference of the College to assess their current CPD practice, and a more detailed national survey (Survey II) into sessional time for CPD and peer group activity of all consultant psychiatrists and staff grade, associate specialist and specialty (SASS) doctors.ResultsThe surveys showed some similarities. Survey I (n = 36) showed that 83% of consultants had a current CPD certificate and that consultants experienced significantly more difficulty in achieving their ‘internal’ compared with ‘external’ CPD requirements (39% v. 20%). Survey II (n = 2632) showed that 98% of our sample thought CPD was important for revalidation. Despite this, over 50% had difficulty accessing CPD time regularly in their timetable. In total, 97.4% of consultants and 85.7% of SASS doctors were in peer groups.Clinical implicationsA revised CPD policy must give credit to peer group meetings and set out more clearly the distinction between the types of CPD activity psychiatrists undertake. We recommend more robust job planning to enable psychiatrists to fulfil their CPD requirements in the face of competing demands on their clinical time and reducing resource.

scholarly journals Advancing the Adoption of Continuing Professional Development (CPD) in the United States

Pharmacy ◽  
2020 ◽  
Vol 8 (3) ◽  
pp. 157
Author(s):  
James A. Owen ◽  
Jann B. Skelton ◽  
Lucinda L. Maine
Keyword(s):  
Professional Development ◽  
United States ◽  
Patient Care ◽  
Professional Competence ◽  
Care Delivery ◽  
Continuing Professional Development ◽  
The United States ◽  
Pharmacy Education ◽  
Development Plans ◽  
Patient Care Delivery

Over the last four decades, the expanded patient care roles of pharmacists in the United States (U.S.) have increased focus on ensuring the implementation of processes to enhance continuing professional development within the profession. The transition from a model of continuing pharmacy education (CPE) to a model of continuing professional development (CPD) is still evolving. As pharmacists assume more complex roles in patient care delivery, particularly in community-based settings, the need to demonstrate and maintain professional competence becomes more critical. In addition, long-held processes for post-graduate education and licensure must also continue to adapt to meet these changing needs. Members of the pharmacy profession in the U.S. must adopt the concept of CPD and implement processes to support the thoughtful completion of professional development plans. Comprehensive, state-of-the-art technology solutions are available to assist pharmacists with understanding, implementing and applying CPD to their professional lives.

scholarly journals Towards successful implementation of continuing professional development – a survey of psychiatrists' attitudes

2001 ◽  
Vol 25 (9) ◽  
pp. 334-336 ◽  
Author(s):  
Mark Davies ◽  
Mike Ford
Keyword(s):  
Professional Development ◽  
Peer Group ◽  
Group Structure ◽  
Peer Groups ◽  
Continuing Professional Development ◽  
Group Method ◽  
Clinical Implications ◽  
Successful Implementation ◽  
Educational Supervisor ◽  
Meeting Problems

Aims and MethodThis survey aims to aid implementation of continuing professional development (CPD) by determining the acceptability of current proposals and predict problem areas. All non-training grade psychiatrists working in the area of a single deanery were asked about their attitude to CPD and, in particular, focusing on the peer group method.ResultsOf the 115 respondents, 98% said they agreed with some form of CPD. Just under half of respondents thought peer groups were appropriate for CPD planning, with four being the most popular size, and 3 months the preferred frequency of meeting. Problems identified with the peer group structure included individual, speciality-based and organisation-related issues. Regarding sharing of CPD information, 40% of respondents thought the College should receive updates of individual progress, while the medical director was cited in over half. Finally, loss of educational supervisor status was felt to be the most appropriate penalty for failure to adhere to the CPD process.Clinical ImplicationsThese results indicate that although there is general agreement to some form of CPD, peer groups are not universally accepted as the best design.

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