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What is a careerdevelopment plan? A career/professional development plan (PDP), or an personaldevelopment plan are usually used to note and document future career goals andto put in different ways and strategy to meet these goals.A PDP can take time to put together as it challenges you to knowyour skills, strength, weakness and all of your potentials to the point ofdiscovering yourself.

However, being able to do so will help you develop theprofessional skill that needs to be put in place to reach your goals. This is avery important step which helps you achieve your long term goal.Setting goals and gathering peersupport are essential ingredients of a successful personal development plan.Setting specific, measurable,achievable, relevant, and time bound (SMART) goals is essential for your PDP asit is thought that low achievement of goals may relate to poor quality PDPplanning.A personal development plan (PDP) isa guide all doctors in their career, whatever grade they are at and whetherthey work in an acute or community setting. PDPs help doctors become moreself-aware, enabling them to understand how to improve performance and developnew skills. I believe all doctors should engage in this process, as it is now akey component of appraisals and revalidation.

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A General Medical Council (GMC)survey found that 79% of respondents thought that their continuing professionaldevelopment activity—of which PDPs are an essential part—over the past fiveyears had helped them to improve the quality of care given to their patientsMy aim, goalsand achievements. I am currently studying at anglingRuskin University, for a degree in public health. Public health is a 3 years BSc(Hons) By completing this degree I will be closer to achieving a life timeprofession as a doctor. I have created my curriculum vitae which will bring myeducations, work experiences, hobbies and qualifications I have accomplished sofar.Leslie BoatengAddress: 9 DaleView Erith – DA82DLMobile: 074 02 369 409Email: [email protected]  Professional Profile: Iam a highly motivated person with individual excellent communication skills andhard worker. I am an honest and enthusiastic person who love working to improveand has a great interest in developing new skill.

I am capable of working wellindividually or as part of a group or a team. I enjoy challenges and gainsatisfaction from meeting deadlines, as well as caring for others. Key Skills:        Excellent communication skills, both written and spoken.       Great attitude and contributions working as part of a team or individually.       Confidence in presenting and public speaking.       General office ad-hoc duties like filing, printing and collating documents.       Able to pay attention to fine detail and a strong focus under pressure.       Creating induction material for new starters.

      Online and Social media marketing proficient.       Excellent Computing skills       Ability to self-manage, self- regulate and self-motivate       Linguistic Swedish, Ghanaian (Twi, Akan)       Ability to build and more importantly sustain relationships.       Able to multi-task no matter the degree of difficulty.    Employment and Work Experience: SoniaCare Home – Dartford                                                 May2016 – July 2016Support Worker Responsibilities:Supporting individualswith different needs (mental, physical and psychological) within their ownhomes. My duties depending on the needs of an individual, generally my dutiesare to encourage the individual to assess the community or have activitiesindoors depending on their wish. Some of my duties are also to hoist individualfrom bed, give them personal care, making breakfast, lunch and dinner and alsoto help keep their homes tidy and clean. Job Title: Deputy Manager                                                                Feb2016– PresentLadbrokes & Jennings BET Duties & Responsibility:     Shop Management, Cash floating &Banking     Supervising Colleagues &Assisting in Training the Team     Ensuring daily targets are met andteam fulfils their potential.

     Customer Service Support,Administration Paper Works & LBO Performance Reporting     Processing Transaction throughBetting Station and Bet Translation     Pay-out Customers Winnings (Cash,Debit Card, Voucher & Cheque) Job Title: CustomerServices                                                             July2015 – Jan 2016MAC, NEXT Retails &New Look                                                                 Responsibility&Duties – Work Experience:My daily responsibilities and duties were tocheck out customers purchases at desk, carry out daily banking and cashing upprocedures. I also did stock validation, replenishing, cashier and pricing.This Job helped me to gain lot of knowledge and great understanding in salesassistant, maintaining order, customer service and communication manner andteam work Job Title:Administration                                                                   NHS Saint ThomasHospital – Westminster  Responsibility&Duties:     Clerk     Health records staff     Receptionist     Secretary/typist     Medical secretary/personal assistant     Telephonist/switchboard operatorJob Title:Administration                                                                   African Point Hair Saloon Responsibility&Duties:     Shop Management, Cash floating & Banking     Supervising Colleagues & Assisting in Trainingthe Team     Ensuring daily targets are met and team fulfilstheir potential.     Customer Service Support, Administration PaperWorks & LBO Performance Reporting Education and Qualification:  Welling School – London                                                                     Sept 2007 – July 2013  I did my A-levels and covered subjectswith grades are shown here:     Health & Social – B     Medical science – A*     Maths – B     Music – B     Business – c I did my GCSE’s took subjects belowand my Grades were:     Maths – A     Science – A     English – B     Health & Social – B     RE – B     Sociology – B Bedfordshire University in London                                                   Sept 2013 – July 2014     Scholarship in Medical Science: CanterburyChrist Church University                                           Sept 2014 – July 2016     Degree in Medical Science AngliaRuskin University                                                                 Sept 2016 – Present     Degree in Public Health     Degree in Medical Science  References available upon request     Public health covers three key areas: Health Improvement: Involves work to improve the health and wellbeing of individuals and communities by promoting health lifestyle changes e.g.

helping people to quit smoking, improving their living conditions, or promoting healthy eating, but also tackling underlying issues like poverty and reduced access to healthcare. Health Protection: Involves ensuring the safety and quality of the environment, food and water, preventing the spread of communicable disease, and managing outbreaks e.g. pandemic flu, or addressing the health effects of climate change in the UK or abroad. Healthcare: Helping to ensure that health and care services are fit-for-purpose and accessible by all sectors of the population.

Health inequality means that we don’tall start with the same chance in life. The need to recognise public Health inequality means that we don’tall start with the same chance in life. The need to recognise public healthneeds has never been so important. The diverse nature of public healthmeans that no day is the same. From interviewing students about drug andalcohol addiction or creating a campaign about exercise and nutrition in a poorarea of the UK to writing a report to inform a government about a rare diseasein a developing country.https://www.

anglia.ac.uk/study/undergraduate/public-healthI have always had passion in helpingand promoting better health for individuals all around the world.  Beingable to improve environmental health and health studies means betteringcommunities and implying ways to live a longer and healthier life.  DEVELOPMENT ACTIONSMEASURE/TIMING/RESULT/ACHIEVEDPlanninggoalsWhen it comes tochoosing goals, there are many ways of identifying strengths and developmentareas: By prioritisingmy goals, I will be starting with essential learning needs. I believe it is alwaysimportant to strike a balance between goals that are easily achievable and highaspirations.

The number of goals to set will depend on personal choice and needand the resources available.Example ofobjective one: To learn how to do a lumbar puncture by going on a clinicalprocedures course and watching colleagues perform this procedure. To askcolleagues to supervise me performing a lumbar puncture and then do a workplacebased assessment. To complete this skill before my next interim review.Example ofobjective two: To keep up to date with clinical practice by reading relevantjournals once a week and reflecting on interesting articles in my e-portfolio.To continue to do this at this frequency up to the date of my job interview.

Theseobjectives are well defined so I can meet the specific criterion. It is measurableas it state how one will recognise when the goal has been achieved. It is alsoachievable. Example one is relevant for a doctor training in medicine, andexample two is relevant for a doctor preparing for an interview.A timescale should be set for completion of each goal, although some goals—such asexample two—could be on-going. A review date is important so that the goal canbe adapted if necessary. So, in addition to reading journals, as a doctor Iwill need to perform evidence based reviews on relevant topics to keep up todate with clinical practice.

Achieving agoalI believe agood practice and continuing professional development activities shouldmaintain and improve the quality of care doctors give patients and the publicand the standards of the teams and the services in which you work. Whileslecturers study days and study budgets are limited I have considered what I maygain from attending courses and placement offered can impact in my long termgoal.Potential waysI use to achieving goals are:     Attending courses and Learning from peers     Attending regional, national, international conferences     Completing e-learning modules and training offered     Attending meetings – that is, multidisciplinary meetings, grand rounds     Shadowing others and going Placement     Completing assessments – that is, workplace based assessments     Discussions with seniors and colleagues for support and advice     Collaborating with colleagues—that is, working on an audit project     Completing a logbook of clinical cases/interesting cases.

AchievingobjectivesReflectionon learning and performance is a powerful learning toolMethods I have used to show that I can and have achieved myobjectives(s) are:      Reflection      Certificates from courses or e-learning modules      A record of the minutes and summary of learningpoints from a meeting, training and placements      Feedback from colleagues—that is workplace basedassessments, 360 degree assessments, peer group discussions whenever possible      Asking Feedback from patients and clients      Winning awards/prizes (Scholarship & Degree)      Being able to perform a new skill/task and keento learning new skills      Increased patient or client satisfaction,improved patient care measured via audit and performance during customerservices. DEVELOPMENTNEED/GOAL -1.Enhance capability to drive performance through others, clearly communicatingmy expectations of direct reports, empowering them and offering them coachingto enable delivery of agreed standardsExperienceon the-job (70%)Focus onand be able to describe the impact of under-performance both for the individualand the organisation Think through obstacles to performance and identify waysto remove or reduce these Shift from providing solutions to direct reports tocoachingReviewdirect reports’ performance reviews to ensure performance expectations anddeliverables are clear – Nov-Feb Undertake 360? leadership feedback – OctDemonstration of commitment to coaching-feedback from staff – on goingExposure toothers (20%)Obtaincoaching from Manager on how to have difficult conversations. Role playsdifficult conversations with Manager, peer or HRO firstFeedbackfrom direct reports about impact of more open conversations by Duty Manager.

Education & Formal Training (10%)Participatein ‘Pathways to Performance’ training course.Participatein next available program, no later than June next year.2.Tendency to work around individuals who I see as less informed.

Do notrecognise that people with different styles and experience can contributeunique, value adding suggestions.Experienceon the-job (70%)Take onrole of “an idea facilitator”, thinking afresh about each situation and seekinginput specifically from colleagues and integrating views/ideas into work plans.Add to team meeting agenda Practice asking open questions rather than makingstatements and show that I am listening to staff responses.

Present/Reportback collective view to Faculty meetings – every second month.Teambriefing and feedback regarding active listening and facilitation skills doneby Area Manager.Exposure toothers (20%)Design andfacilitate a Departmental off-site meeting to enable cross-functionalinformation sharing and generation of solutions.Attend byMarch next year. Development Plan updated following participation.

Education& Formal Training (10%)Participatein a ‘Diversity and Inclusion’ training course. Seek guidance from OD team forrecommendation.3.Developing assertiveness skills with internal customersExperienceon the-job (70%)Understandfrequent types of requests for process deviations and develop question andanswer document.Q&Adocument completed by November. Effectivenessmeasured by less than 5% deviations to process.

Exposure toothers (20%)Role playsmanaging the Customer interaction with my ManagerRole playcompleted and Manager Feedback acted on in day to day customer interactionscarried out by the Manager.Education& Formal Training (10%)Participatein ‘Delighting Internal Customers’ training program.Attendtraining course before planning cycle commences in July.ConclusionThe PDP isan important aspect of a doctor’s professional life and should be planned tomeet patients’ needs as well as those of doctors. Doctors should choose goalsthat motivate them as this will provide the energy and drive to achieve them.Planningand evaluating learning should be a continual process as circumstances changeand plans may need to be modified.

The final step is to reflect on howeffective the PDP has been and whether there are areas that have not beentackled or have not worked. Reflection must drive learning, and a completed PDPshould be a building block for future PDPs.

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