Engaging staff in CPD

Oh dear, this blog has been rather redundant hasn't it? Time has not been my friend in recent times but I have managed to find an inch of time and want to use it to discuss something i'm currently working on; Engaging staff in our CPD time.

As a service we take our CPD time as a team on location and use it to aid our learning however we like.  I have recently taken over charge of the sessions and have been trying to get an idea from the staff about what they feel their needs and interests in this area are.  Its been like getting blood out of a stone I tell ya! So i'm currently in the process of exploring why people aren't engaging with the process and how to give meaning back to it.  After discussions with a few colleagues, one of the issues that came up was the fact that the sessions are often not considered relevant by OTAs which I guess must disengage them.  Other components I am keen to explore include;
Using it as a way of tapping into people's areas of development in conjunction with their competencies.
Use of Social media for resources, CPD and PPI.
Use of Apps in OT.

So this is where I am up to at the moment and thanks to the #OTalk tonight I feel really inspired to drive this forward and make the most of the sessions. Let me know if you have any ideas to add.

NHS V Social Services

In January I began work for Local Government, a switch from my previous experience working for the NHS.  So what I noticed is different?

Organisation:
Even before my first day, it was evident how organised they were compared to my previous experience in the NHS.  Now, maybe this can be attributed to better management, but I also think this has a lot to do with the systems in place.  From my first day, I had computer access, an email account, diary, printer access and training booked for the computer system.  THE FIRST DAY! It took month to get half this stuff within the NHS!

Training opportunities:
Maybe this is bias due to my NHS career being on rotation, however I got no training barr mandatory at all.  I think this impacted my confidence as an OT because we weren't given the skills to add to our tool box so to speak.  Since starting at Social Services I have been on really excellent training which have really helped me to gain confidence in my role, for example basic and advanced adaptations.  These two courses taught me about looking at and drawing scale drawings for extensions, bathrooms and whole houses in order to be able to meet client's needs.  For some people this probably sounds a bit technical or boring but I love it! I can't wait to put this skill into practice and have actually just picked up a complex case involving a 1st floor extension so I cannot wait to get stuck in.

Attitude:
Interestingly, people working for the NHS seem to recognize the fact it is a National Service, so although they tend to moan about situations, they also seem to let the service off a bit, almost understanding why things are so bad.  I've noticed within Social Services that people tend to moan. A lot.  I have come to think that people have perhaps had it so so SO good in the past, that they don't know how lucky they were! I personally, find it really hard to see how they moan as much as they do because for me things seem heaps better than they are in the NHS.