Continuing Professional Development for Quality Care
This was a 12 month research project to develop and test a CPD Impact Tool that identifies mechanisms for measuring the impact of learning on individual, team and organisational effectiveness in relation to improvements in quality of care and patient outcomes in the workplace.
The study was divided into two phases as outlined below.
Using Realist Synthesis and Evaluation (Pawson and Tilley 2008) the study focused on providing explanations for why interventions may or may not work, in what contexts, how and in what circumstances, and for whom (Greenhalgh et al 2011).
The outputs have produced:
- An overarching framework for understanding effective CPD.
- Four transformation theories.
- Impact indicators useful for determining the impact of CPD, and
- A range of ways to evaluate achievement of CPD impact.
CPD for whole systems transformation includes the:
- Inputs to CPD e.g. stakeholders expectations and requirements, contextual factors around CPD provision.
- Processes of transformation in CPD, informed by the literature and different philosophical understanding underpinning education, learning and its purpose.
- Outputs, outcomes, and individual, team and organisational impact of CPD.
Our findings indicate that this is achievable through the fourfold purposes of:
- Transforming individual professional practice.
- Bringing about social change through learning and achieving social values in the workplace.
- Updating, developing, and making use of knowledge in the workplace.
- Being useful to the changing needs of society.
Four Main Purposes of CPD
