Paddie Blaney Chief Executive NIPEC

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Paddie Blaney Chief Executive NIPEC
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• NIPEC supports nursing and midwifery in Northern
  Ireland by promoting the best standards of
  practice, education training and professional
  development of nurses and midwives. It provides
  information, advice and guidance.

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And how do we do that?

• 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 NMC
  and DHSSPS
• We support professional development through the
  Development Framework resources

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• So we are really interested in competence!

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Definitions

• Competence is the combination of knowledge,
  skills, attitudes, values and judgement, which
  results in performance that satisfies a range of
  expected competencies.
• A competency is a single knowledge, skill,
  attitude or value, and competencies are sets of
  knowledge, skills, attitudes or values required
  for effective performance in a specific role.

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Definitions continued

• Performance is what is actually done under
  existing circumstances that can be influenced by
  capacity, willingness and opportunity to perform.
  
• Capacity refers to the physiological and
  cognitive capabilities that enable an individual
  to perform a task effectively
• Willingness refers to the psychological and
  emotional characteristics that influence the
  degree to which an individual is inclined to
  perform a task
• Opportunity depends on the presence and
  arrangement of facts in the persons objective
  environment, which relates to the elements of
  the technical system, physical conditions,
  actions of co-workers, actions of supervisors,
  and organisational policies and procedures
• Blumberg Pringle.

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Definitions continued

• Poor performance is a significant or a series of
  repeated failures to satisfy one or more
  competencies. The degree of failing performance
  can be the result of a variety of factors, which
  could be linked to capacity, willingness or
  opportunity.
• Capacity can include variables such as age,
  health, knowledge and skills, intelligence, level
  of education, stamina, motor skills.
• Willingness can include variables such as
  motivation, anxiety, attitude, norms and values,
  self-image, job satisfaction, perceived task
  characteristics, perceived role expectation, job
  status.
• Opportunity can include variables such as tools,
  equipment, materials and supplies, working
  conditions, leader behaviour, information, time,
  pay

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Lack of competence

• a lack of knowledge, skill, or judgement of such
  a nature or extent that the registrant is unfit
  to practise safely and effectively in any field
  in which the registrant claims to be qualified or
  seeks to practise. (NMC)

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www.nipecdf.org 5 Components
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www.nipecdf.orgPortfolio

• Details held in the Portfolio section
• Personal
• Education
• Professional
• Hobbies and interests
• Competency profiles
• New Roles Audits
• Reflective Diary

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www.nipecdf.orgPortfolio Learning Evidence Log
Attended RCN Masterclass 26/6/06
Record learning and development activities!
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www.nipecdf.orgCompetency Profile
Manager, fellow colleagues, direct reports
assessing performance
Assess performance against indicators in seven
domains identifying level of development.

1. Needs a lot of development
2. Needs some development
3. Is well developed
4. Not applicable

Ultimately feedback about performance from
different sources (research shows this to be most
helpful for development! Called 360o assessment.)
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Seven Domains

• Domain 1 Communication
  Interpersonal relationships
• Domain 2 Care Provision Management
• Domain 3 Developing Self and Others
• Domain 4 Ethical and Legal Practice
• Domain 5 Quality Improvement
• Domain 6 Technology Competence
• Domain 7 Partnership Working

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Performance Indicators

• relevant performance indicators are identified
  under each of the overarching domains. The
  performance indicators are presented in two
  parts
• 1. Indicators for nursing and midwifery roles
• 2. Additional indicators for more senior roles

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Examples of Indicators

• Structured approach
• Developmental purpose
• Requires evidence
• Links to arranging learning activities to address
• Promotes discipline of learning and reflecting
• Can also inform clinical supervision approaches

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www.nipecdf.orgCompetency Profile
A visual representation of development needs.
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www.nipecdf.orgCompetency Profile
Add in other competencies specific to role or
relevant KSF dimensions
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www.nipecdf.orgLearning Activities
Consider a wide range of learning activities-
suitable to individuals learning style,
development needs and available resources!
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www.nipecdf.orgCareer Planning
Application and interview guides
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www.nipecdf.orgCareer Planning

• What they enjoy
• What they find challenging
• How they developed to get to present post
• Advice to those interested in similar post

Over fifty career profiles provided by colleagues
here in Northern Ireland
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www.nipecdf.orgNew Roles
A structured way to develop new or significantly
changed roles
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www.nipecdf.orgPortfolio
At the heart of the website is the electronic
portfolio making it easy to record reflections,
learning and experience
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The Development Framework Resourceswww.nipecdf.or
g www.nipec.n-i.nhs.uk )
Autumn 2006 Development Framework Part II Hard
Copy of Website Resources and short DVD
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Managing poor performance or Best Practice in
Capability Procedures!!NIPEC will revisit later
this year along with guidance and help for
managers using DF with individuals or teams
including competence issues