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Professional Development and Life Long Learning
This page sets out how Occupational Therapists will ensure that they continue to learn and develop.
Statement 1
Occupational therapy staff should be supported in their practice and development through regular supervision within an agreed structure or model.
Occupational therapy staff should
- Participate in supervision to an agreed structure model such as peer group or individual supervision.
- Use Guernsey Council Children's services occupational therapy protocol for supervision describing the process structure/model and confidentiality boundaries.
- Have a verbal or written agreement between the supervisor and the supervisee detailing the frequency, duration, content process and confidentiality boundaries.
- Ensure that is an individual supervision model is used it is by a therapist of a more senior grade or of greater experience.
- Ensure that supervisory staff are sufficiently trained and experienced to fulfil their role.
- Respect and uphold the confidentiality of the supervisory relationship and provide a suitable location and adequate time for supervision.
Statement 2
Supervision sessions should be recorded detailing the content of discussion and any agreed action.
- Accurately and objectively record all supervision sessions.
- Ensure that the record is agreed as a true count by participating individuals.
- Keep supervision records from a minimum of 2 years.
- Ensure supervision records are available for use at an annual appraisal.
- Ensure that the previous 12 months supervision records and any agreed contact are available if formal or informal disciplinary action or grievance action is taken.
- Ensure clinical decisions are recorded on the child's records.
Statement 3
Occupational therapy staff should participate in an annual appraisal cycle.
(See Radar guidelines for local procedure)
- Provide a suitable location and adequate time for the appraisal.
- Prepare adequately for the appraisal meeting using any documentation provided and reflecting upon achievement of role and responsibilities.
- Review, clarify and confirm the roles and responsibilities expected of the staff member in light of the organisational structure and objectives.
- Appraise the staff member fairly and objectively against past or current objectives, roles and responsibilities.
- Agree future objectives for the staff member including key targets, action to be taken and timescale, considering the requirements of the individual, the post and the objectives of the organisation.
- Agree and document the development and learning needs of the staff member.
- Ensure the record is agreed as a true account by participating individuals.
- Ensure the appraiser is sufficiently trained and experiences to fulfil their role.
- Review the appraisal outcome on a 6 monthly basis and follow up any agreed actions.
- Provide a procedure to follow up should they be dissatisfied with their appraisal outcome.
Statement 4
Occupational therapy service staff should achieve and continuously maintain high standards of competence in terms of knowledge, skills and behaviour.
- Receive a minimum of 1 half day each month for continuing development, scholarship and/or research, this may encompass attendance at e.g. training, SIGs, peer groups.
- Support the training and development of colleagues from other professions and agencies.
- Participate in formal and informal learning opportunities.
- Have access to time, funding and developmental opportunities that enhance the contribution of occupational therapy to the employing organisation.
- Apply your learning to benefit service users and their carers.
- Ensure learning opportunities are socially and culturally inclusive and appropriate.
- Participate in inter-professional learning to develop team skills through better knowledge and understanding of team members' roles.
- Document professional development activities to provide evidence of continuous learning.
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