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Our experience with Continuous Professional Development (CPD) Program at the Faculty of Medicine, Jazan University. Dr. Kunnel Antony Zacharias Associate Professor Head, Dept. of Obstetrics & Gynaecology Head, Continuous Development Committee Faculty of Medicine Jazan University.
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Our experience withContinuous Professional Development (CPD) Programat theFaculty of Medicine, Jazan University Dr. Kunnel Antony Zacharias Associate Professor Head, Dept. of Obstetrics & Gynaecology Head, Continuous Development Committee Faculty of Medicine Jazan University
What is CPD? • Why CPD? • Our story • History • Impact • Challenges • Plans
What is CPD ? “A lifelong journey of learning” “The means to help people succeed and go on succeeding”
Why CPD ? • Needs analysis- from Faculty members • Gap analysis-NCAAA Standards • Accreditation by Saudi Council for Health Specialties
Self assessment – gap analysis • NCAAA Standards 4 ,6,9 : (Learning and teaching, Learning resources, Employment processes) • SWOT analysis • Strength • CPD programs are being conducted on a regular basis. • Weakness • Scarcity of scientific research related to social accountability. • Opportunity • Abundant information resources in the field of health education . • Threat • Inadequate appreciation of the faculty staff by the relevant stakeholders.
How to cover the gaps? • CPD: • Before the staff member starts his work. • Include part time staff . • Assess not only the attendance . • Cater for staff with professional difficulties . • Cover learning resources also. • Up-to-date ! • Measure effectiveness. • Control the participation of the staff.
Faculty development :- Strategic Plan(2012-2016). • Goal 5- Competencies of the teaching staff . • Provide effective orientation course • Competencies of the teaching staff • Goal 7- Developing scientific research • Scientific research projects • Training courses and programs • Jazan medical alumni • Goal 8- Developing the community services -social accountability • Special programs for the teaching staff
Therefore , we have a responsibility towards developing the skills of the health professionals within and outside the faculty (MOH ).
History • Started 4 years ago. • 3 main thrust areas: • Health Professions Education (FDP) • Medical Research Methodology (MRP) • Human Resources Development (HRD)
Feedback from participants HRDP 1- Introduction to quality management
Overall evaluation- FDP 1433-34(Average of all the sessions, values are in percentages)
Challenges • Insufficient response from outside the Faculty • ?? • Poor completion rate-irregular attendance • Teaching commitments • Clinical commitments • Infrastructure issues • Availability of venue-clash with other events
Improvement strategies • Wide publicity • Reminders by E mail • Letters to Heads of Departments • Linking to annual assessment through Teacher’s Portfolio • Stress on • Recognition by Saudi Council for Health Specialties • Accredited CME hours • Coordination with other staff activities : • Advanced planning • Adjustment of teaching schedules/ clinical duties
Faculty Development Program (FDP) (Certificate of Health Professions Education)
Human Resources Development Program (HRDP)(Certificate of Human Resources Development)
How do we plan to monitor effectiveness of the CPD? • Pre- and post - test. • Self reporting from staff members. • Departmental evaluations. • Benchmark with past performance • Examinations • Modules/ courses • Extent of student satisfaction