What PDP as it is thought that low

What is a career
development plan? 

A career/professional development plan (PDP), or an personal
development plan are usually used to note and document future career goals and
to put in different ways and strategy to meet these goals.

A PDP can take time to put together as it challenges you to know
your skills, strength, weakness and all of your potentials to the point of
discovering yourself. However, being able to do so will help you develop the
professional skill that needs to be put in place to reach your goals. This is a
very important step which helps you achieve your long term goal.

Setting goals and gathering peer
support are essential ingredients of a successful personal development plan.

Setting specific, measurable,
achievable, relevant, and time bound (SMART) goals is essential for your PDP as
it is thought that low achievement of goals may relate to poor quality PDP
planning.

A personal development plan (PDP) is
a guide all doctors in their career, whatever grade they are at and whether
they work in an acute or community setting. PDPs help doctors become more
self-aware, enabling them to understand how to improve performance and develop
new skills. I believe all doctors should engage in this process, as it is now a
key component of appraisals and revalidation.

A General Medical Council (GMC)
survey found that 79% of respondents thought that their continuing professional
development activity—of which PDPs are an essential part—over the past five
years had helped them to improve the quality of care given to their patients

My aim, goals
and achievements.

I am currently studying at angling
Ruskin University, for a degree in public health. Public health is a 3 years BSc
(Hons) By completing this degree I will be closer to achieving a life time
profession as a doctor. I have created my curriculum vitae which will bring my
educations, work experiences, hobbies and qualifications I have accomplished so
far.

Leslie Boateng

Address: 9 Dale
View

Erith – DA8
2DL

Mobile: 074 02 369 409

Email: [email protected]

 

Professional Profile:

 

I
am a highly motivated person with individual excellent communication skills and
hard worker. I am an honest and enthusiastic person who love working to improve
and has a great interest in developing new skill. I am capable of working well
individually or as part of a group or a team. I enjoy challenges and gain
satisfaction from meeting deadlines, as well as caring for others.

 

Key Skills:

 

     
Excellent communication skills, both written and spoken.
     
Great
attitude and contributions working as
part of a team or individually.
     
Confidence in presenting and public speaking.
     
General office ad-hoc duties like filing, printing and collating
documents.
     
Able to pay
attention to fine detail and
a strong focus
under pressure.
     
Creating induction material for new starters.

     
Online and Social media marketing proficient.
     
Excellent Computing skills
     
Ability to self-manage, self- regulate and self-motivate
     
Linguistic Swedish, Ghanaian (Twi, Akan)
     
Ability to build and more importantly sustain relationships.
     
Able to multi-task no matter the degree of difficulty.
 

 

Employment and Work Experience:

 

Sonia
Care Home – Dartford                                                 May
2016 – July 2016

Support Worker

 

Responsibilities:

Supporting individuals
with different needs (mental, physical and psychological) within their own
homes. My duties depending on the needs of an individual, generally my duties
are to encourage the individual to assess the community or have activities
indoors depending on their wish. Some of my duties are also to hoist individual
from bed, give them personal care, making breakfast, lunch and dinner and also
to help keep their homes tidy and clean.

 

Job Title: Deputy Manager                                                                Feb2016
– Present

Ladbrokes & Jennings BET

 

Duties & Responsibility:

     
Shop Management, Cash floating &
Banking

     
Supervising Colleagues &
Assisting in Training the Team

     
Ensuring daily targets are met and
team fulfils their potential.

     
Customer Service Support,
Administration Paper Works & LBO Performance Reporting

     
Processing Transaction through
Betting Station and Bet Translation

     
Pay-out Customers Winnings (Cash,
Debit Card, Voucher & Cheque)

 

Job Title: Customer
Services                                                             July
2015 – Jan 2016

MAC, NEXT Retails &
New Look                                                               

 

Responsibility&
Duties – Work Experience:

My daily responsibilities and duties were to
check out customers purchases at desk, carry out daily banking and cashing up
procedures. I also did stock validation, replenishing, cashier and pricing.
This Job helped me to gain lot of knowledge and great understanding in sales
assistant, maintaining order, customer service and communication manner and
team work

 

Job Title:
Administration                                                                  

NHS Saint Thomas
Hospital – Westminster

 

Responsibility&
Duties:

     
Clerk

     
Health records staff

     
Receptionist

     
Secretary/typist

     
Medical secretary/personal assistant

     
Telephonist/switchboard operator

Job Title:
Administration                                                                  

African Point Hair Saloon

 

Responsibility&
Duties:

     
Shop Management, Cash floating & Banking

     
Supervising Colleagues & Assisting in Training
the Team

     
Ensuring daily targets are met and team fulfils
their potential.

     
Customer Service Support, Administration Paper
Works & LBO Performance Reporting

 

Education and Qualification:

 

Welling School – London                                                                     Sept 2007 – July 2013

 

I did my A-levels and covered subjects
with grades are shown here:

     
Health & Social – B

     
Medical science – A*

     
Maths – B

     
Music – B

     
Business – c

 

I did my GCSE’s took subjects below
and my Grades were:

     
Maths – A

     
Science – A

     
English – B

     
Health & Social – B

     
RE – B

     
Sociology – B

 

Bedfordshire University in London                                                   Sept 2013 – July 2014

     
Scholarship in Medical Science:

 

Canterbury
Christ Church University                                           Sept 2014 – July 2016

     
Degree in Medical Science

 

Anglia
Ruskin University                                                                 Sept 2016 – Present

     
Degree in Public Health

     
Degree in Medical Science

 

 

References available upon request

 

 

 

 

 

Public health covers three key areas:

Health Improvement: Involves work to improve the health and
wellbeing of individuals and communities by promoting health lifestyle changes
e.g. helping people to quit smoking, improving their living conditions, or
promoting healthy eating, but also tackling underlying issues like poverty
and reduced access to healthcare.
Health Protection: Involves ensuring the safety and quality
of the environment, food and water, preventing the spread of communicable
disease, and managing outbreaks e.g. pandemic flu, or addressing the
health effects of climate change in the UK or abroad.
Healthcare: Helping to ensure that health and care services are
fit-for-purpose and accessible by all sectors of the population.

Health inequality means that we don’t
all start with the same chance in life. The need to recognise public

Health inequality means that we don’t
all start with the same chance in life. The need to recognise public health
needs has never been so important. 

The diverse nature of public health
means that no day is the same. From interviewing students about drug and
alcohol addiction or creating a campaign about exercise and nutrition in a poor
area of the UK to writing a report to inform a government about a rare disease
in a developing country.

https://www.anglia.ac.uk/study/undergraduate/public-health

I have always had passion in helping
and promoting better health for individuals all around the world.  Being
able to improve environmental health and health studies means bettering
communities and implying ways to live a longer and healthier life.  

DEVELOPMENT ACTIONS
MEASURE/TIMING/RESULT/ACHIEVED

Planning
goals

When it comes to
choosing goals, there are many ways of identifying strengths and development
areas: By prioritising
my goals, I will be starting with essential learning needs. I believe it is always
important to strike a balance between goals that are easily achievable and high
aspirations. The number of goals to set will depend on personal choice and need
and the resources available.

Example of
objective one: To learn how to do a lumbar puncture by going on a clinical
procedures course and watching colleagues perform this procedure. To ask
colleagues to supervise me performing a lumbar puncture and then do a workplace
based assessment. To complete this skill before my next interim review.

Example of
objective two: To keep up to date with clinical practice by reading relevant
journals once a week and reflecting on interesting articles in my e-portfolio.
To continue to do this at this frequency up to the date of my job interview.

These
objectives are well defined so I can meet the specific criterion. It is measurable
as it state how one will recognise when the goal has been achieved. It is also
achievable. Example one is relevant for a doctor training in medicine, and
example two is relevant for a doctor preparing for an interview.

A time
scale should be set for completion of each goal, although some goals—such as
example two—could be on-going. A review date is important so that the goal can
be adapted if necessary. So, in addition to reading journals, as a doctor I
will need to perform evidence based reviews on relevant topics to keep up to
date with clinical practice.

Achieving a
goal

I believe a
good practice and continuing professional development activities should
maintain and improve the quality of care doctors give patients and the public
and the standards of the teams and the services in which you work. Whiles
lecturers study days and study budgets are limited I have considered what I may
gain from attending courses and placement offered can impact in my long term
goal.

Potential ways
I use to achieving goals are:

     
Attending courses and Learning from peers

     
Attending regional, national, international conferences

     
Completing e-learning modules and training offered

     
Attending meetings – that is, multidisciplinary meetings, grand rounds

     
Shadowing others and going Placement

     
Completing assessments – that is, workplace based assessments

     
Discussions with seniors and colleagues for support and advice

     
Collaborating with colleagues—that is, working on an audit project

     
Completing a logbook of clinical cases/interesting cases.

Achieving
objectives

Reflection
on learning and performance is a powerful learning tool

Methods I have used to show that I can and have achieved my
objectives(s) are:

 

     
Reflection

 

     
Certificates from courses or e-learning modules

 

     
A record of the minutes and summary of learning
points from a meeting, training and placements

 

     
Feedback from colleagues—that is workplace based
assessments, 360 degree assessments, peer group discussions whenever possible

 

     
Asking Feedback from patients and clients

 

     
Winning awards/prizes (Scholarship & Degree)

 

     
Being able to perform a new skill/task and keen
to learning new skills

 

     
Increased patient or client satisfaction,
improved patient care measured via audit and performance during customer
services.

 

DEVELOPMENT
NEED/GOAL –

1.
Enhance capability to drive performance through others, clearly communicating
my expectations of direct reports, empowering them and offering them coaching
to enable delivery of agreed standards

Experience
on the-job (70%)

Focus on
and be able to describe the impact of under-performance both for the individual
and the organisation Think through obstacles to performance and identify ways
to remove or reduce these Shift from providing solutions to direct reports to
coaching

Review
direct reports’ performance reviews to ensure performance expectations and
deliverables are clear – Nov-Feb Undertake 360? leadership feedback – Oct
Demonstration of commitment to coaching-feedback from staff – on going

Exposure to
others (20%)

Obtain
coaching from Manager on how to have difficult conversations. Role plays
difficult conversations with Manager, peer or HRO first

Feedback
from direct reports about impact of more open conversations by Duty Manager.

Education & Formal Training (10%)

Participate
in ‘Pathways to Performance’ training course.

Participate
in next available program, no later than June next year.

2.
Tendency to work around individuals who I see as less informed. Do not
recognise that people with different styles and experience can contribute
unique, value adding suggestions.

Experience
on the-job (70%)

Take on
role of “an idea facilitator”, thinking afresh about each situation and seeking
input specifically from colleagues and integrating views/ideas into work plans.
Add to team meeting agenda Practice asking open questions rather than making
statements and show that I am listening to staff responses.

Present/Report
back collective view to Faculty meetings – every second month.

Team
briefing and feedback regarding active listening and facilitation skills done
by Area Manager.

Exposure to
others (20%)

Design and
facilitate a Departmental off-site meeting to enable cross-functional
information sharing and generation of solutions.

Attend by
March next year. Development Plan updated following participation.

Education
& Formal Training (10%)

Participate
in a ‘Diversity and Inclusion’ training course. Seek guidance from OD team for
recommendation.

3.
Developing assertiveness skills with internal customers

Experience
on the-job (70%)

Understand
frequent types of requests for process deviations and develop question and
answer document.

Q&A
document completed by November.

Effectiveness
measured by less than 5% deviations to process.

Exposure to
others (20%)

Role plays
managing the Customer interaction with my Manager

Role play
completed and Manager Feedback acted on in day to day customer interactions
carried out by the Manager.

Education
& Formal Training (10%)

Participate
in ‘Delighting Internal Customers’ training program.

Attend
training course before planning cycle commences in July.

Conclusion

The PDP is
an important aspect of a doctor’s professional life and should be planned to
meet patients’ needs as well as those of doctors. Doctors should choose goals
that motivate them as this will provide the energy and drive to achieve them.

Planning
and evaluating learning should be a continual process as circumstances change
and plans may need to be modified. The final step is to reflect on how
effective the PDP has been and whether there are areas that have not been
tackled or have not worked. Reflection must drive learning, and a completed PDP
should be a building block for future PDPs.