School of Human and Health Sciences, Swansea University, Swansea, Wales, UK.
J Nurs Manag. 2010 Sep;18(6):645-53. doi: 10.1111/j.1365-2834.2010.01159.x.
To discuss the challenges of designing a professional development programme for ward managers working in in-patient facilities in Wales.
In 2008, the Minister of Health launched the Free to Lead, Free to Care initiative to empower ward managers. One work-stream involved the creation of a universal professional development programme to ensure they had the skills and knowledge to function effectively in their roles in the newly restructured NHS in Wales.
A collaborative, staged approach, involving multiple stakeholders, resulted in the design of a programme founded in principles of action and work-based learning tailored to the needs of the individual in attaining accredited competencies.
Achieving buy-in and ownership from stakeholders are essential to ensure standardization and consistency of implementation of a universal programme. Shared responsibility and acceptance of key principles underpinning an individualized, work-based programme are fundamental to ensuring equity of outcome achievement. IMPLICATIONS FOR MANAGEMENT: Managerially facilitated cultural change is needed to embed individual work-based professional development programmes in the clinical environment, with practitioners supported through a variety of learning strategies appropriate to their learning needs.
讨论为威尔士住院设施的病房经理设计专业发展计划所面临的挑战。
2008 年，卫生部长发起了“自由领导，自由关爱”倡议，赋予病房经理权力。其中一个工作重点是创建一个通用的专业发展计划，以确保他们具备在威尔士新重组的国民保健制度中有效履行职责所需的技能和知识。
一种协作的、分阶段的方法，涉及多个利益相关者，最终设计出了一个以行动和基于工作的学习原则为基础的计划，以满足个人获得认证能力的需求。
从利益相关者那里获得认同和所有权对于确保通用计划的实施标准化和一致性至关重要。共同承担责任和接受以个人为基础、基于工作的计划的基本原则对于确保实现公平的成果至关重要。
需要管理上的文化变革，将基于个人的专业发展计划嵌入临床环境中，通过各种适合学习需求的学习策略为从业者提供支持。
