Continuous Professional Development Plan

For this assessment, education and training will be upgraded in a new continuous professional development (CPD) project to adhere to the continuous improvement standards required in aged care nursing. Implementation strategies will be designed, that will utilize clinical governance principles to improve clinical outcomes. Identification of the current education and training program will be outlined, with focus on the clinical issue. The project will be designed based on quantitative research, including surveys, evidence-based audits and observation, then evaluated using a statistical method from the research provided.

It has been said, that “direct care staff in nursing homes tend to be less educated” (Backhaus, Verbeek, Rossum, Capezuti & …show more content…
De Jonge, Timmerman, Govaerts, Muris, Muijtjens, Kramer and van der Vleuten (2017) endorse stakeholders continuous interaction is essential to adapt, monitor and improve on assessment practices while stimulating educational development. As part of the project, step two, a personal development plan (PDP) including continuous improvement will be made with each of the staff to enhance personal responsibility and focus on individual achievements, which will be added to the policies in terms of risk management, which had positive progress through clinical governance implementation for Sedeghi-Bazargani, Tabrizi, Saadati, Hassanzadeh and Alizadeh (2015).

Step three involves creating new learning packages; or as Germin and Grenier (2015) describe it, invigorating the workers minds by creating change in the workplace. The new packages will include the most recent data and information, written by RN’s. Once completed by staff, co-workers can request the answer sheet from reception to grade each other’s work, therefore enhancing teamwork and …show more content…
Step four, will enhance staff to ask questions and get clarification for medical data and health issues. Brull (2015) adds that by increasing education, staff will gain understanding of their role. This new area will give staff confidence, therefore supporting job satisfaction. Staff noted during the questionnaire they did not want to attend training outside work hours, so the aim of this is to educate staff during their work times. By doing this, it enables competency to be visual in the work environment; as Windt (2016) confirms from research, staff prefer a trainer who can demonstrate skills face-to-face, with an overwhelming positive response to hands-on training showed by staff.

Nevertheless, staff are also entitled to a number of paid training days annually, so encouraging them to pick an area of interest and find certified training is step five. “Train the trainer” an educational program, will then be implemented as explained by Pesut and Greig (2018), where recipients who receive training are then responsible for integrating what they have learned from the curriculum into their own workplaces, where they can then work alongside their peers to train them, sharing knowledge and learning on the

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