In Based upon disciplinary foundation... – A study on teachers’ prerequisite for continuing pro- fessional development (CPD) I have examined the prerequisites that teachers in Nacka have for CPD, due to the new school law that states that all teaching must be based upon disciplinary foundation and proven experience. According to a recently published governmental report, as well as international research, not only structural aspects like time and financial compensation are crucial to whether teachers continue their development. Encouragement from the principal and colleagues are also a contributing factor; and not to mention those factors combined. There is a world wide shared consensus among educational researchers claiming that one very important piece in creating a successful school is having a well-educated and updated staff. By embracing that idea, in our new school law, there must also exist a platform where that idea can be implemented. The aim of this study is to find out to what extent teachers in Nacka are given prerequisites for continuing professional development, in other words carry out their assignment according to the law. This study is based upon two questionnaires sent to all primary school teachers in Nacka and their principals. What are the structural prerequisites that teachers in Nacka are given for CPD? Does principals encourage their staff to further CPD? Are their any local or regional plans regarding CPD? Do the teachers’ and the principals’ respective views regarding prerequisites for CPD correlate? The study showed that even though teachers and principals had similar views of the different prerequisites, principals did rate their strategies more positive than teachers valued them. It turned out that only one principal had a plan for how to make his or her teachers to continue their development. Maybe the teachers were not aware of their prerequisites; perhaps the principals overrated their offers. But what was clearly shown is that there is a lack of communication between the teachers and principals.

Syftet med studien är att undersöka hur kollegial obligatorisk fortbildning erfars av erfarna och verksamma lärare i grundskolan. Genom den valda ansatsen livsvärldsfenomenologi problematiseras innebörder av hur lärarnas upplevelser och erfarenheter kan förstås inom ramen för deras kontext. Den vetenskapliga pedagogiska teorin är: god utbildning enligt Biesta (2005, 2009, 2011a, 2011b, 2015). Studiens metodansats är induktiv och kvalitativ. Undersökningen har empiriskt material med skildringar i självrapporter och intervjuer från sex deltagare. Resultatet visar att fortbildningarna, i lärarnas livsvärld, inte förankras genom att lärare saknar tillfälle att vara delaktiga, i någon del av fortbildningsprocessen. Försteläraren har en roll som utförare och kontrollör och har små möjligheter att påverka fortbildningar. Fortbildningar har svårt att implementeras, nya fortbildningar avlöser varandra. Lärare har obligatorisk kollegial fortbildning som är påbjuden i ett makt- och beslutsystem där ekonomi kan vara en faktor en annan är en normorganisation som tränger ut möjligheter för lärare att arbeta enskilt och kollegialt med god utbildning då arbetstiden inte räcker till. Detta inverkar på lärares möjligheter för en kultur med meningsskapande processer, subjektifiering, utveckling av professionen och därmed god undervisning.

Aims The aims of this study were to increase community pharmacists’ willingness and confidence to provide consultations for people with depression, and to enhance patients’ awareness of the pharmacists’ developing role. Research Design To observe pharmacist-patient consultations, the researcher developed a patient scenario. Pharmacist knowledge and attitude questionnaires were adapted, and a skills observation checklist was developed. Assessments of patient satisfaction levels took place before and after pharmacist training, which included a simulated consultation and action planning. The consultations were both video recorded and observed. Participants undertook a short interview with the researcher and each pharmacist developed his/her own plan for continuing professional development (CPD). An exploration of the interview transcripts was undertaken qualitatively. A University Ethics Panel approved the project. Results There were twenty-two pharmacists who took part in the study, comprising eighteen males and four females. MPharm students comprised one female and two males, and community pharmacists made up three females and sixteen males. The quantitative results: It was found that pharmacists possessed appropriate knowledge (the mean score was 75%, which showed that the pharmacists were aware of the safety and action of anti-depressants). The mean score for attitude was 54%, which tends towards the positive. When observing the simulated consultations, the mean score for initiating a consultation session was recorded at 28%. This indicates that the pharmacists were not very interested in initiating rapport with patients. However, the highest mean score calculated was 61%, which corresponded with closing a consultation. For data collection and action, the mean scores were 42% and 35%, respectively, and this indicates the need for improvement in these areas. The qualitative findings: The pharmacists demonstrated good knowledge about anti-depressants and held positive attitudes towards people with depression. However, the pharmacists were not very willing to exercise the responsibilities of their extended role or provide additional services for patients. The pharmacists lacked certain skills and opportunities to be able to enhance the patients’ satisfaction. The pharmacists in this study needed to improve their soft skills in some areas and engage in mutual discussion with patients in order to enhance patients’ expectations with the service provided. Conclusion/discussion The knowledge and attitude of pharmacists were good, but their consultation skills could be improved. Although simulated consultation allowed pharmacists to review their skills and practice the apparent impact on patient care was limited. This study has enable greater understanding of pharmacist strategies when consulting people with depression, and the findings could be used by those developing training programmes for enhancing pharmacists skills.

Philosophiae Doctor - PhD / Comparative analysis of the CPD systems internationally and nationally revealed that CPD is mandatory for some whilst for other countries it is compulsory, but not mandatory for licensing purposes. Licensing occurs on a yearly basis, but CPD recognition is accredited over a time period with expiry deadlines and minimum requirements. A portfolio was a common method of recording and proof of evidence for CPD, and a continuous theme was that CPD is needed to ensure competency. The Nursing Act 33 of 2005 makes provision for CPD for nurses but to date the South African Nursing Council has not yet decided on a model of CPD for implementation for SA nurses. / South Africa

<p>Comparative analysis of the CPD systems internationally and nationally revealed that CPD is mandatory for some whilst for other countries it is compulsory, but not mandatory for licensing purposes. Licensing occurs on a yearly basis, but CPD recognition is accredited over a time period with expiry deadlines and minimum requirements. A portfolio was a common method of recording and proof of evidence for CPD, and a continuous theme was that CPD is needed to ensure competency. The Nursing Act 33 of 2005 makes provision for CPD for nurses but to date the South African Nursing Council has not yet decided on a model of CPD for implementation for SA nurses.</p>

To ensure quality patient care hospitals invest in nursing intellectual capital by allocating financial, human and material resources for nurses to acquire the knowledge and skills necessary to provide safe patient care. This study’s purpose was to test selected propositions of the middle-range theory of nursing intellectual capital which provides a conceptualization of the influence of nurses’ knowledge, skills and experience (nursing human capital) to patient and organizational outcomes. The theory was systematically developed after a critical review of the literature. It proposes that nursing human capital (registered nurses’ experience, and knowledge and skills acquired from continuing professional development including university courses, conferences, workshops, in-services, specialty certification) is related to variables within the work environment (nurse staffing, employer support for nurse continuing professional development), which in turn, is associated with the quality of patient care (adverse events) and the recruitment and retention of nurses. The theory also proposes that nursing structural capital, nursing knowledge available within practice guidelines, is associated with the quality of patient care. A cross-sectional design was used to test the proposed relationships. The study took place in 6 acute care hospitals in two provinces of Canada. Financial, human resource and risk management data were collected from hospital departmental databases and a survey of unit managers. Data from 91 inpatient units were used with structural equation modeling to test the theory’s propositions. The results indicated that nurses’ knowledge and skills represented by the proportion of RNs with degrees and proportion of RNs with specialty certification were directly associated with low hospital-acquired infection rates. Nurse experience, measured as mean years RN professional experience and RN unit tenure, was found to be significantly related to higher RN recruitment and retention. The proportion of RNs with degrees was found to partially mediate the influence of nurse staffing on hospital-acquired infections. The results provide preliminary evidence of the association of nursing intellectual capital with patient and organizational outcomes. The findings may assist administrators with fiscal and human resource decision-making related to the education of nurses within acute care hospitals, and professional organizations with policies governing nursing education and continuing professional development.

To ensure quality patient care hospitals invest in nursing intellectual capital by allocating financial, human and material resources for nurses to acquire the knowledge and skills necessary to provide safe patient care. This study’s purpose was to test selected propositions of the middle-range theory of nursing intellectual capital which provides a conceptualization of the influence of nurses’ knowledge, skills and experience (nursing human capital) to patient and organizational outcomes. The theory was systematically developed after a critical review of the literature. It proposes that nursing human capital (registered nurses’ experience, and knowledge and skills acquired from continuing professional development including university courses, conferences, workshops, in-services, specialty certification) is related to variables within the work environment (nurse staffing, employer support for nurse continuing professional development), which in turn, is associated with the quality of patient care (adverse events) and the recruitment and retention of nurses. The theory also proposes that nursing structural capital, nursing knowledge available within practice guidelines, is associated with the quality of patient care. A cross-sectional design was used to test the proposed relationships. The study took place in 6 acute care hospitals in two provinces of Canada. Financial, human resource and risk management data were collected from hospital departmental databases and a survey of unit managers. Data from 91 inpatient units were used with structural equation modeling to test the theory’s propositions. The results indicated that nurses’ knowledge and skills represented by the proportion of RNs with degrees and proportion of RNs with specialty certification were directly associated with low hospital-acquired infection rates. Nurse experience, measured as mean years RN professional experience and RN unit tenure, was found to be significantly related to higher RN recruitment and retention. The proportion of RNs with degrees was found to partially mediate the influence of nurse staffing on hospital-acquired infections. The results provide preliminary evidence of the association of nursing intellectual capital with patient and organizational outcomes. The findings may assist administrators with fiscal and human resource decision-making related to the education of nurses within acute care hospitals, and professional organizations with policies governing nursing education and continuing professional development.

<p>Comparative analysis of the CPD systems internationally and nationally revealed that CPD is mandatory for some whilst for other countries it is compulsory, but not mandatory for licensing purposes. Licensing occurs on a yearly basis, but CPD recognition is accredited over a time period with expiry deadlines and minimum requirements. A portfolio was a common method of recording and proof of evidence for CPD, and a continuous theme was that CPD is needed to ensure competency. The Nursing Act 33 of 2005 makes provision for CPD for nurses but to date the South African Nursing Council has not yet decided on a model of CPD for implementation for SA nurses.</p>

Made available in DSpace on 2018-06-18T13:27:07Z (GMT). No. of bitstreams: 0 Previous issue date: 2017 / A Política Nacional de Educação Permanente em Saúde (PNEPS) foi instituída, em 2004, como uma estratégia do Sistema Único de Saúde para formação e desenvolvimento dos trabalhadores do setor. Desta forma, o Plano de Educação Permanente deve ser construído com a participação efetiva, coletiva dos trabalhadores do setor, com amplo debate, e tendo por base o planejamento participativo e hierarquicamente ascendente. O objetivo deste estudo foi verificar, na perspectiva dos gestores, se a Educação Permanente em Saúde (EPS), num hospital público de ensino tem como referencial as bases legais que a norteiam. Realizou-se pesquisa transversal, de natureza descritiva, com abordagem qualitativa. O estudo ocorreu num hospital público de ensino, referência em Cardiologia, Medicina Vascular e Nefrologia, na cidade de Salvador, Bahia; participaram 15 gestores atuantes em Educação Permanente (EP). A coleta de dados foi empreendida por meio de entrevistas com roteiro semiestruturado. Aos dados qualitativos aplicou-se a análise de conteúdo do tipo temática. Concluiu-se que há desconhecimento da PNEPS e que a EPS do hospital analisado tem sua estrutura desconhecida pelos entrevistados, que manifestaram dificuldade de conceituar a EP, Educação Continuada e Educação em Serviço. A aprendizagem significativa e a participação da equipe multiprofissional não foram citadas no processo de construção do coletivo profissional a partir da problematização e levantamento de necessidades de EP. Evidenciou-se também a necessidade de acompanhamento dos resultados das ações educativas, investimento em gestão de pessoas e recursos financeiros, e maior valorização do espaço de trabalho como espaço de transformação. A EPS institucional não se comunica com as bases legais que a referenciam, cabendo aos trabalhadores cobrarem dos gestores sua implementação e atuarem em sua efetivação. / The National Policy of Permanent Education in Health (PNEPS) was established in 2004, as an Integrated Health System (SUS) strategy to train and develop workers for the public health sector. In this way, the permanent education plan must be built on the effective participation of the workers in the sector, wide-ranging collective debate, and bottom-up participative planning. The aim of this study was to check, from the perspective of the managers, if the process of Health Permanent Education (EPS) in a public school hospital refers to its legal basis as its guide. The research methodology was transversal, descriptive in nature, with a qualitative approach. The study occurred in a public school hospital that specializes in vascular medicine, cardiology, and nephrology. The hospital is located in Salvador, Bahia. Fifteen PES managers participated in this study. The data collection occurred through semi-structured interviews according to a script. Thematic type analysis of content was applied to the qualitative data. The study concluded that both the National Policy of Permanent Education (NPPE) and the Hospital's Permanent Educacion Structure (EPS) are unknown to the interviewed personnel, who manifested difficulty to conceptualize Permanent Education (PE), Continuing Education, and In-Service Education. Significant learning and the participation of the multi-professional team were not mentioned in the process of building a professional collective from the survey and problematization of PE needs. There is a need for monitoring the results of the educational actions; investing in the human and financial resources management, and of an enhanced appreciation of the workspace as a transforming space. The institutional EPS does not communicate with its referring legal basis; it is up to the employees to demand and to the managers to implement it.

The main purpose of this study was to explore the influence of a Continuing Professional Development (CPD) programme on the classroom practices and professional development of Technology Education teachers. Clarity was sought on how those Technology Education teachers who had participated in the CPD programme were influenced by the outcomes of the CPD programme in terms of their classroom practices and professional development. Although the school set-up and its management structure was not part of the outcomes of the CPD programme, the researcher felt that it was also important to highlight and describe from teachers’ point of view the nature of support (if any) that the teachers received from their respective schools to enhance their professional development and growth. A qualitative approach to research, in the form of multiple case studies was used in this study. Purposeful sampling was applied to select the three teachers who participated in this study. Data was collected using multiple qualitative data collection strategies and instruments that included the use of once-off semi-structured interviews, classroom observations and documents analysis. Findings from this study revealed that those Technology Education teachers who participated in the CPD programme under review in this study had their classroom practices and professional development, to some extent influenced by the outcomes of the CPD programme. Teachers confirmed that most of the teaching strategies they apply in their classes were adopted from the CPD programme under review. Teachers acknowledged that they had acquired new teacher Technology Education-specific teacher knowledge which in turn helped their learners to learn effectively in class. There is also evidence from the results of this study that suggest that teachers had been greatly motivated by the CPD programme to improve their Technology Education-specific teacher knowledge. However, teachers still lacked the ‘drawing skills’ that are critical to procedural knowledge. Further, the study revealed the need for the development of structured classroom activities that will assist novice Technology Education teachers to deal with the dynamics of the subject with much ease. Lack of effective curriculum management and support in schools were highlighted as inhibitors to the professional development and growth of Technology Education teachers. / Dissertation MEd--University of Pretoria, 2014 / gm2014 / Science, Mathematics and Technology Education / Unrestricted