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

  1. Participate in supervision to an agreed structure model such as peer group or individual supervision.
  2. Use Guernsey Council Children's services occupational therapy protocol for supervision describing the process structure/model and confidentiality boundaries.
  3. Have a verbal or written agreement between the supervisor and the supervisee detailing the frequency, duration, content process and confidentiality boundaries.
  4. Ensure that is an individual supervision model is used it is by a therapist of a more senior grade or of greater experience.
  5. Ensure that supervisory staff are sufficiently trained and experienced to fulfil their role.
  6. 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.

  1. Accurately and objectively record all supervision sessions.
  2. Ensure that the record is agreed as a true count by participating individuals.
  3. Keep supervision records from a minimum of 2 years.
  4. Ensure supervision records are available for use at an annual appraisal.
  5. 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.
  6. 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)

  1. Provide a suitable location and adequate time for the appraisal.
  2. Prepare adequately for the appraisal meeting using any documentation provided and reflecting upon achievement of role and responsibilities.
  3. Review, clarify and confirm the roles and responsibilities expected of the staff member in light of the organisational structure and objectives.
  4. Appraise the staff member fairly and objectively against past or current objectives, roles and responsibilities.
  5. 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.
  6. Agree and document the development and learning needs of the staff member.
  7. Ensure the record is agreed as a true account by participating individuals.
  8. Ensure the appraiser is sufficiently trained and experiences to fulfil their role.
  9. Review the appraisal outcome on a 6 monthly basis and follow up any agreed actions.
  10. 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.

  1. 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.
  2. Support the training and development of colleagues from other professions and agencies.
  3. Participate in formal and informal learning opportunities.
  4. Have access to time, funding and developmental opportunities that enhance the contribution of occupational therapy to the employing organisation.
  5. Apply your learning to benefit service users and their carers.
  6. Ensure learning opportunities are socially and culturally inclusive and appropriate.
  7. Participate in inter-professional learning to develop team skills through better knowledge and understanding of team members' roles.
  8. Document professional development activities to provide evidence of continuous learning.

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