Professionalization through CPD: is it realistic for achieving our goals?

Abstract

Recent transformations within the health-care sector and the advent of the internal market have been accompanied by remarkable changes in terms of expectations of role among those responsible for health-care delivery. Even among the more established professional groups (Watkins et al, 1992), there is an acknowledgement of the challenge to occupational boundaries that have traditionally separated the various disciplines. Coupled with the uncertainty facing the health-care market,this has sparked a resurgence of interest in professionalization. While some disciplines have attempted to ring-fence their existing roles and accountabilities, there has been notable movement by some para-professional groups* to expand and extend their horizons, seeking to establish new professional groups through education, specialization and claimed expertise. This article examines the issues affecting the extension of practice for para-professionals and comments on the effectiveness of efforts currently under way to achieve credible and lasting increased professional status.

Continuing Professional Development Engagement—A UK-based Concept Analysis

“…CPD has long been seen as pivotal in the development of the professional knowledge base alongside the maintenance of autonomous practice, competency, and accountability. 2,[14][15][16][17][18] Standards developed for professional regulation in the AHPs and Nursing and Midwifery more recently highlight the importance of engagement in CPD as critical, with regulators developing standards requiring registered professionals to demonstrate that they are actively undertaking and applying their learning from CPD. 2,18 Despite its inclusion in the regulations for both groups of professionals, the concept of CPD engagement is not clearly defined, making accurate measurement of success of engagement in terms of patient outcomes difficult.…”

Evaluation of the Perception and Participation in Continuing Professional Development Among Physiotherapists in South-Western, Nigeria

“…An integral aspect of being a modern healthcare professional is the obligation to maintain competence through career long development activities. CPD is recognized globally as a core component for this pursuit (Haines, 1997). However, successful implementation of CPD among healthcare professionals is determined by various factors that need to be identified in geographical contexts (Bello and Lawson, 2013).…”

Competence unfurled: developing portfolio practice

“…A qualification therefore acknowledges a state of competence and bestows on professionals the right to practise in a specific discipline within the boundaries of personal competence. However, obtaining a qualification is only the first step towards continuing learning (Haines, 1997). The competence achieved on qualification does not last for life (Eraut, 1994).…”

“…Barnett (1997) referred to knowledge as a commodity that is open-ended and liable to be superseded by new knowledge at any time. Much of a professional's knowledge at the time of qualification could be out of date within five years (Haines, 1997). Building on existing knowledge and developing new knowledge are necessary for professional growth; retaining obsolescent knowledge is impractical (Eraut, 1994); discarding outdated knowledge and areas of competence and embracing new concepts are prerequisites for accommodating change (Barnett, 1994(Barnett, , 1997.…”