#OTalk 2nd Feb 2016 – When does routine work activity become Continuing Professional Development?

Join @Otalk_ for #Otalk on 2/2/16 hosted with @SLawsonOT Sarah Lawson. @hearled Deb Hearle will also be lurking. Sarah and Deb are both from the @TRAMmCPD team (www.TRAMmCPD.com)

 

As health and care registered professionals, we as occupational therapists, are required to adhere to the Health and Care Professions Council (HCPC) Standards for CPD (HCPC, 2012). Our CPD should be over and above our everyday working practice. Our everyday practice involves the assessment of service users to provide a benchmark for measurement of outcomes it also requires us to provide up to date evidence based interventions. CPD is one vehicle for ensuring a minimum level of practice standard.

 

From feedback received through our work with TRAMmCPD (Morris et al, 2011; Lawson et al, 2014; Hearle et al, 2016) there appears to be a lack of clarity amongst some practitioners about when professional development through everyday work activity can be counted CPD. Clarification is important, in particular when recording CPD in preparation for the biennial HCPC audit.

 

We presented a poster with this title at the College of Occupational Therapists 2015 Annual Conference (for a copy of our abstract contact @OTSM2011 or @TRAMmCPD) and would like, in this week’s #otalk to further explore and debate the following:

 

• When do you consider that your everyday work has become CPD?

 

• Do you understand what the differences are between routine occupational therapy practice and CPD?

 

• In your opinion does supervision, either as a supervisee or supervisor count as CPD?

 

• Do you understand what to record as evidence of your CPD?

 

• What about students – how do we clarify CPD for them?

 

• Do students engage in CPD and if so, how do you differentiate between the work they do as part of University expectations and CPD?

 

 

 

REFERENCES

Health & Care Professions Council (2012) Your guide to Our Standards of Continuing Professional Development. London: Health & Care Professions Council

 

Hearle, D, Lawson, S & Morris, R (2016) A Strategic Guide to CPD for Health and Social Care Professionals: The TRAMm Model. Keswick: M&K Publishing

 

Lawson, S; Morris, R; & Hearle, D. (2014) A Continuous, Dynamic and Strategic Journey. Occupational Therapy News College of Occupational Therapists 22(5) p34

 

Morris, R., Salmon, T., Lawson, S., Leadbitter, A., Morris, M., Margaret Mandizha-Walker and Hearle, D. (2011) Creativity Through Appreciative Inquiry. Occupational Therapy News. College of Occupational Therapists 19(6) pp26-27

Post Chat Updates:

Online Transcript from HealthCare HashTags

PDF of Transcript: #OTalk – 2 Feb 2016

The Numbers

1,482,259 Impressions
749 Tweets
70 Participants

#OTalk Participants

 

 

 

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#OTalk 26th Jan 2016 – Digital Assistive Technology: an essential skill for ALL OTs

Below @pterrer shares her introductory blog post to this topic.

My friend Melanie Burroughs encouraged me to apply to host an #OTalk on digital assistive techonology (my area of speciality). The aim of the tweetchat is to advocate for the development of basic essential skills in digital assistive technology for ALL OTs, regardless of their area of practice.

I’ve written a blog post about it here – http://pterrer.com/2016/01/10/digital-assistive-technology-the-unique-contribution-of-occupational-therapists/

Please join us on 26th to discuss the themes raised in Patricia’s post and how they might apply to your are of practice.

POST CHAT UPDATES

Healthcare Social Media Transcript – Online

#OTalk Healthcare Transcript Jan 26 16 PDF

The Numbers

1,627,136 Impressions
634 Tweets
63 Participants

#OTalk Participants

 

#OTalk 19th Jan 2016 – Motivation 

This week @pjmasonOT is leading a discussion on motivation. His introductory post is below. 

For the longest time procrastination has been my nemesis and yet my comfort blanket. Finding a reason not to do something was always a lot easier than identifying reasons to do something. I like many people started 2016 with the phrase “A new year, a new me”. Many started this new year with this or similar kinds of resolutions. However all too often these resolutions are foregone by the end of January 7th.
On those rare occasions where the resolution is maintained or achieved, it is high levels of motivation driving the individual to achieve that goal. Evidently motivation is an important concept for occupational therapists.
Human participation in occupations is driven by motivation, there are both extrinsic and intrinsic motivational factors. For me the difference has been facilitated in the reading about the experiences of Victor Frankl. Despite the harrowing experiences he had in the concentration camps of Nazi Germany, Frankl was able to recognise the one thing the Nazis couldn’t take from him was his choice of how to respond. That somewhere between stimulus and response is the human choice of how to respond. This was a light bulb moment for me and has helped me to develop from a reactive personality to a more proactive personality, effectively increasing my motivation levels. 
The Model of Human Occupation identifies the volition all system as components of motivation. Personal causation, values and interests all impact on motivation.

How can we increase our understanding of motivation and it’s impact on participation?
When is motivation at its best/worst? How is motivation affected by our physical/psychological/social/spiritual/environmental well being?
How can we quantify/measure motivation?
How can we tangibly affect motivation to increase participation?

Burke, J. P. (1977). A clinical perspective on motivation: pawn versus origin. American Journal of Occupational Therapy. Chicago    
Covey, S R (1999). The 7 habits of highly effective people. ed. London: Simon & Schuster, p. 68-70.
Helfrich, C., Kielhofner, G., & Mattingly, C. (1994). Volition as narrative: Understanding motivation in chronic illness. American Journal of Occupational Therapy, 48(4), 311-317. Chicago    

#OTalk 12th Jan 2015 – Choosing What Employment Schedule Is Best For You

This week @BillWongOT is hosting on working patterns. Below is his reflection and some planned questions. 

“When I accepted my first offer as a qualified OT in summer 2013, I was ecstatic because it was a job relatively close to my home and I had success with the setting when I was at placement. However, as time went on, I slowly realized it was not as great as I thought. Part of it was because I experienced increased levels of anxiety and stress while trying to pass my 90 day probation period. But part of it was because I began to realize that a strict and consistent schedule was not a good fit, as I later realized that I could have benefitted in settings where I can take an occasional day off just to refresh myself mentally (aside from satisfying the need of me to have time to honor guest lecture commitments or attend OT workshops). Finally, I also realized that there is a difference in passing placements versus keeping a job. I eventually resigned after 3 months due to my anxiety levels were so high that I couldn’t afford to send a timely notice that I was supposed to provide as a professional courtesy.
So, when I eventually ended up with my current job in summer 2014, I initially chose per diem/locum for a couple reasons. First, I wanted to integrate to this setting slowly, as I had never worked in the setting before during placement. Second, I wanted to minimize my chances of burning out. As part of my personal plan to try to improve my ability to retain this job, I started with 20-25 hours per week for the first 2 months. Then, I increased to about 30 hours a week for the next 2 months. After that, I was able to work 35 to 45 hours a week (depending on need) on most weeks I am able to work for a full week, and only required to take a mental health day off every 1-2 months.
Recently, I decided to do an internal transfer in my company because I wanted to work closer to home while maintaining a similar level of flexibility that has worked well for me so far. After consulting my new building manager (as I was working in one of her buildings that day and we were able to talk about my current employment and personal situations), we decided that part time (but with the ability to do full time hours) is the best option for me moving forward. This change was bittersweet for me. On one hand, I would really miss the awesome teams I have worked with during my time at my current job. On the other hand, I was happy because I do not have to deal with busy Los Angeles traffic as much now and the average distance I have to travel is reduced. Meanwhile, another change that comes with the change is that I will be able to get my insurance and CEU expenses covered along with holiday pay as long as I achieve the requirements.

Aside from this, I also realized upon reflection- I was a better fit with the geriatric setting than pediatrics because I felt my skills actually fit this population better than children.

Looking forward to contribute to a Twitter chat that will help OT students immensely if they are thinking about how to transition from being students to practitioners.”

Best,

Bill Wong, OTD, OTR/L
Questions to guide the Discussion
1. Are you a student or a practitioner? If you are a practitioner, what is/are your practice setting(s)?

(follow-up question) If you are a practitioner, what is your employment schedule if you are employed? (full time, part time, or locum/per diem)? Are you contracted with a company, or do you have a private practice?
2. If you are a student, what setting(s) are you interested to work in? If you are a practitioner, how many hours do you work on average per week? Do you have a flexible or a set schedule?
3. (For practitioners) What are the pros and cons of your employment schedule that you will like to share with students?
4. (For students) What are some questions you like to ask practitioners that you might not have observed at placements?

#OTalk 5th January 2016 – ResOTlutions 2016 (& Apply to Host)

It’s January, which means another year has flown by.

We are starting the year on #OTalk with chatting about what you’d like to achieve in OT this year – and helping each other to make these achievable goals.

Bill Wong also suggested using the chat to review how you got on with any resOTlutions you made last year.

If one of your resOTlutions is to host an OTalk – you can use our brand new form to apply to host right here. We presently have most dates available including next week so you could get a resOTlution ticked off straight away.

One of the team’s resOTlutions was to expand the team and we are very happy to announce that Rachel Booth – @OT_Rach has agreed to join the team full time, and we will be looking to add new team members over the next few months. Whilst talking about Rachel please do send her all healing tweets – and read her blog post on seeing things from the other side.

We are still working on the research and if we are honest I think we all really needed a bit of a break at the end of last year so huge thanks go to:

Rachel Booth @OT_rach
David Davies @Dai2584
Nichola Duffy @Nnikki_Duffy
Deborah Harrison @DebbiiHarrison

for all of their support.

See you all tonight – let’s make 2016 the best year for Occupational Therapy yet!!!

Post Chat Updates:

The Numbers

1,004,481 Impressions
351 Tweets
42 Participants

The Healthcare Hashtags Transcript can be found here

PDF of the transcript: #OTalk 5th January 2016 – Healthcare Social Media Transcript

#OTalk Participants