Patient driven element |
What does this include? | Possible examples |
Planning of team/department/service education and training activities is based on local population needs and individual learning and development plans | - Local population needs and individual learning and development plans are considered when planning team/department/service education and training activities.
|
Ensure staff have access to Aboriginal cultural awareness, safety and responsiveness training | - Monitor and report on staff completion of Aboriginal cultural awareness, safety and responsiveness training
|
Clinician focussed element |
What does this include? | Possible examples |
The education and training of staff is actively supported | - Conducts learning needs analysis with staff where appropriate
- Staff are supported to attend relevant supervision training to support roles of supervisors and supervisees
|
Education and training responsibilities of individuals are clearly outlined in position descriptions | - Expectations are clearly outlined on commencement of new roles during the orientation period or when job requirements change based on service delivery needs
|
Learning and development plans are incorporated into the local performance appraisal system. | - Learning and development plans are discussed as part of the performance appraisal review process
|
Evidence-based practice is implemented at a system/service level | - Clinical indicators are in place and reflect evidence-based practice
|
Leadership element |
What does this include? | Possible examples |
Staff are encouraged to explore opportunities to enhance education and training activities | - Workplace learning activities such as journal clubs, joint intervention sessions, engagement in communities of practice are supported
- Education and training is a standard agenda item on team/department/service meeting agendas and evidenced in meeting minutes
|
Sharing of information across professional and geographical boundaries is encouraged and facilitated | - Platforms for information sharing are in place e.g. through peers, forums, working groups, electronically
|
Relationships with key internal stakeholders to enhance education and training for the team/department/service are fostered | - Working relationships developed and maintained with Learning and Development Units and other discipline groups
|
Education and training issues are escalated to achieve better outcomes for team/department/service | - Issues are raised with senior management and with allied health professional colleagues who are representatives on peak committees.
|
The effectiveness of education and training is evaluated | - Through collation of feedback, department education programs are reviewed and modified to meet ongoing needs of allied health professionals
|
Interprofessional education opportunities are encouraged | - Development and coordination of interprofessional education opportunities
|
Organisational factors element |
What does this include? | Possible examples |
Mechanisms are in place to ensure that staff skills are developed and maintained | - Where new skills are required, knowledge and skill development is supported.
- Managers build confidence and capability in staff regarding the education of others within and across disciplines.
- A performance development review process is in place which identifies learning needs. This is reviewed regularly.
|
Development of team/department/service education is informed by service priorities and new/changing/improved clinical best practice | - Local data is collected, analysed and utilised
|
Systems are established within the team/department/service to support staff engagement in education and training with a goal of 20 – 40 hours per year allocated or as per AHPRA requirement | - Education and training activities are monitored and reported on
|
Processes are in place to ensure that clinical supervision occurs for all allied health professionals and assistants | - Expectations about supervision are documented in local policies/procedures and position descriptions
- Supervision requirements are communicated to all staff
- Supervision is discussed at management meetings
- Relevant policies and procedures are reviewed and updated as required
- Staff (supervisors and supervisees) are supported to access clinical supervision training and resources
|
Systems are in place to support and monitor partnerships with external education providers and stakeholders | - Good working relationships are developed and maintained to support the delivery of undergraduate/masters entry student education, postgraduate study, research and vocational training
- Where appropriate, forms relationships are formed with key staff from universities, other tertiary education providers and NSW Health organisations
|
Educational activities are evaluated and documented and recommendations for improvement are produced and implemented | - Systems are in place to monitor/evaluate effectiveness of education and training
|
Resources element |
What does this include? | Possible examples |
Allied health professionals have access to resources and training that support education and training | - Allied health professionals are supported (financially and/or through time) to attend education and training which is relevant to their clinical specialty and/or service delivery requirements (in addition to essential training)
|
Allied health professionals have access to workplace-based learning activities where possible | - Facilitation of workplace-based learning as appropriate
|