Title: INSERT STATE CPD Certificate Program
1INSERT STATECPD Certificate Program
- CPD A Reason to Learn
- CPD A Way to Learn
2Faculty Information
- Facilitator Name
- Faculty Name
- Faculty Name
3Agenda
4Support
- Grants from the Boehringer-Ingelheim Corporation,
Merck Company, and Teva Pharmaceuticals USA
have made this program possible - Accreditation Council for Pharmacy Education
(ACPE) - The National Alliance of State Pharmacy
Associations (NASPA) and the National Association
of Boards of Pharmacy (NABP)
5CPD Certificate ProgramLearning Objectives
- Summarize conclusions from the research on CE and
list practical outcomes of CPD - Identify personal strengths and opportunities for
improvement through structured self-assessment
tools - Explain the importance of assessing individual
preferred learning style to incorporate
appropriate learning activities into PLAN
component of CPD - Differentiate between the various levels of
reflection
6CPD Certificate ProgramLearning Objectives
Continued
- Identify short- and long-term career goals
- Utilize the information provided in the
reflection exercises to develop a personal
learning plan - Design learning objectives that address personal
and professional goals identified through
reflection - Develop and implement a personal learning plan to
accomplish identified learning objectives - Evaluate learning and overall CPD process
- Develop and maintain a CPD portfolio
7Legend
- Preliminary results CPD 101 Survey
- Participant Activity
8Continuing Professional Development Cycle
I consider my current and future practice, and
self-assess my professional development needs and
goals.
I consider the outcomes and effectiveness of each
learning activity and my overall plan, and what
(if anything) I want or need to do next.
I develop a Personal Learning Plan to
achieve intended outcomes, based on what and how
I want or need to learn.
I implement my learning plan utilizing an
appropriate range of learning activities and
methods.
In my CPD Portfolio I document important
aspects of my continuing professional
development it is a valuable reference that
supports my reflection and learning.
9Definition of CPD
- Self-directed, ongoing, systematic and
outcomes-focused approach to learning and
professional development - Adopted by CPD Pilot May 2006
10State Pilot CPD Statement
- Pharmacists who adopt a CPD approach accept the
responsibility to fully engage in and document
their learning through reflecting on their
practice, assessing and identifying professional
learning needs and opportunities, developing and
implementing a personal learning plan, and
evaluating their learning outcomes with the goal
of enhancing the knowledge, skills, attitudes and
values required for their pharmacy practice.
11Rationale for the CPD Pilot
- Several state associations believed it was time
to move forward with CPD - Beyond talking and discussing
- Primary
- Develop and evaluate materials that would be
appropriate to the US market - Secondary
- Obtain some valid data about the effectiveness
(or otherwise) of CPD as a concept - Measure differences in the learning habits and
outcomes of pharmacists
12CPD Pilot Null Hypothesis
- Practitioners who adopt a CPD approach are not
more likely to assess and identify their
professional learning needs develop and
implement a personal learning plan evaluate
their learning outcomes and document each of
these elements when compared to those who utilize
a traditional approach to continuing education.
13Institute of Medicine Report
- Doctors, nurses and pharmacists are not prepared
to provide safe and effective medical care that
includes - Patient-centered care
- Interdisciplinary interactions
- Evidence-based medicine (EBM)
- Quality improvement
- Use of informatics
Committee on Quality of Health Care in America,
Institute of Medicine. Crossing the Quality
Chasm A New Health System for the 21st Century.
Pgs 207-224.
14Pharmacists want to learn, but
- you go, you sit, you listen,you forget
Pharmacists quote from article by Austin et al
AJPE 2005 69 (1) Article 4
15Conclusions from the Medical Literature
- CE can be effective in both learning and practice
change, but - More successful (learning, practice change) if
- In an area of interest or preference
- Related to daily practice
- Programs selected in response to identified need
- Interactive, hands-on
- Use more than one intervention continuing not
opportunistic - Self-directed (content and context)
- Focus on specific outcomes/objectives
- Include a Commitment to Change
16Learning Retention Research
- Learners remember
- 10 of what they read
- 20 of what they hear
- 30 of what they see
- 50 of what they see and hear
- 80 of what they say
- 90 of what they do
- National Safety Council Results
17Effectiveness of Instruction
18Self-Study Article DiscussionCPD in Pharmacy,
Rouse M
- Which of the following statements is FALSE
regarding Continuing Professional Development
(CPD)? - CPD replaces continuing education for pharmacists
- Documentation is an integral component of CPD
- CPD is outcomes focused
- CPD is self-directed
19Self-Study Article DiscussionCPD in Pharmacy,
Rouse M
- Identify the statement which best describes the
reason for the change to a CPD model in pharmacy. - Traditional CE does not improve knowledge and
skills of pharmacists. - It is difficult for most pharmacists to achieve
their required continuing education requirements - Learning that is self-directed and goal oriented
is more sustainable than traditional CE - Clinical services are being reimbursed to
pharmacists who participate in a CPD model
20Self-Study Article DiscussionCPD in Pharmacy,
Rouse M
- According to the authors representation of CPD,
which of the following is not a stage of the CPD
cycle. - Reflection
- Planning
- Acting
- Documenting
21Self-Study Article DiscussionCPD in Pharmacy,
Rouse M
- Which of the following statements is FALSE
regarding reflection by pharmacists - Reflection is important to learning
- It can only be done by being proactive and
scheduling time to determine professional goals - Opinions from peers and supervisors should be
considered - Tools from organizations such as NABP have been
developed to help pharmacists reflect on their
knowledge and skills
22Self-Study Article DiscussionCPD in Pharmacy,
Rouse M
- Which of the following statements is TRUE
regarding personal development plans? - Usually the plan is set at the beginning of the
year and should not be changed to keep the
pharmacist on track with their professional goals - It is best to use learning goals that are general
- Multiple learning methods will help pharmacists
achieve sustainable learning - Traditional CE is not a component of the personal
development plan
23Self-Study Article DiscussionCPD, the Ontario
Experience, Austin Z
- Which statement best reflects the current
research regarding the beneficial effects of
conventional CE and professional competence in
healthcare providers? - Conventional CE has been shown to improve
professional competence - Patient care improves the more conventional CE a
provider participates in - Didactic CE alone is of limited effectiveness in
changing practice performance - Two decades of studies have shown that
conventional CE changes practice behaviors
24Self-Study Article DiscussionCPD, the Ontario
Experience, Austin Z
- Which one of the following is NOT a component of
Ontarios Quality Assurance Program. - A learning portfolio
- A practice review process
- A two part registration process
- An evaluative component
25Self-Study Article DiscussionCPD, the Ontario
Experience, Austin Z
- Which of the following is a component of Phase I
of the practice review process? - Completion of a self-assessment survey
- Measurement patient care competencies
- 115 minute open-book written test
- 12-minute standardized-patient interview
26Self-Study Article DiscussionCPD, the Ontario
Experience, Austin Z
- Which of the following statements is False
regarding the development of Phase II Components - Pharmacists expressed significant apprehension
about how their performance would affect their
ability to practice - To ensure validity and reliability, the Ontario
College of Pharmacists utilized mostly
pharmacists in the academic/teaching setting to
develop questions and cases - All assessments are criterion-referenced
- Reliability of the assessment items has been
established through a review of 5 years of data
27Self-Study Article DiscussionCPD, the Ontario
Experience, Austin Z
- Which of the following is True regarding the
overall results of the practice review process? - Pharmacists felt most comfortable with their
therapeutic knowledge base - Pharmacists in the community setting assessed
their dissemination of drug information higher
than hospital pharmacists - Diabetes management was a therapeutic area
recognized by pharmacists as an area needing more
learning - Pharmacists who graduated within the last 15
years, viewed themselves more competent than
older pharmacists in areas of drug distribution
28Discussion Before Material
- CPD 101
- Questions
- Comments
- Self-Study
- Questions
- Comments
29Continuing Professional Development Cycle
I consider my current and future practice, and
self-assess my professional development needs and
goals.
I develop a Personal Learning Plan to
achieve intended outcomes, based on what and how
I want or need to learn.
I consider the outcomes and effectiveness of each
learning activity and my overall plan, and what
(if anything) I want or need to do next.
I implement my learning plan utilizing an
appropriate range of learning activities and
methods.
In my CPD Portfolio I document important
aspects of my continuing professional
development it is a valuable reference that
supports my reflection and learning.
30Description of Reflection
- Reflection is the practice of periodically
stepping back to ponder and express the meaning
to self and to others in ones immediate
environment of what has, will, or is happening
Joseph A. Raelin, Asa Knowles Chair, Northeastern
University. Used with permission.
31Reflection and Professional Development
Values
- Self appraisal or assessment of workplace, career
and personal ambitions - Complex and deliberate process of assessing
knowledge, skills, attitudes, and values - Multi-faceted
32Levels / Depth of Reflection
- Descriptive Specific details of actions
- Reflective - focusing on the whole situation,
including other people involved, location, etc. - Reflexive - focusing on own actions
Dr. Pat Black, Keele University
33Layers of ReflectionDescriptive Example
- What happened
- Answers who, what, when, where
- There were 350 prescriptions filled today.
- Mrs. Smith, a patient with type 2 diabetes, had
a question about proper foot care.
34Layers of ReflectionReflective Example
- Impact on others / environment
- How might the high volume be affecting the
pharmacy staff? - Is the staff properly trained / do they have the
right resources? - I didnt feel I had the proper
information/knowledge to share with Mrs. Smith - Identified a personal learning need so this
person can answer the question right away
35Layers of ReflectionReflexive Example
- Answers why or how
- How it affected you
- How did I respond to the extra stress involved
with filling a large volume of prescriptions? - How did the busy nature of the pharmacy affect
my interaction with Mrs. Smith?. - There wasnt enough time to research her
question.
36 R5 Reflection of Current
Professional Status
- Revisit worksheet R5 from self-study
- Reread the comments about the positive and
negative aspects of your current practice - Reread comments written about the status of depth
of your personal and professional level - Is your response descriptive, reflexive or
reflective
37 R1Professional Profile
- Revisit worksheet R1 from self-study
- Existing CV before completing self-study?
- If yes, are there additional areas that you
included that were not listed on the worksheet? - Create new CV as a result of self-study?
- Did completing this worksheet lead to the
identification of a personal learning need or
opportunity? - Did you identify something you would like to have
listed on your CV but have not yet accomplished
or need more knowledge to accomplish?
38 R2 Mission / Personal
Statement
- Revisit worksheet R2 from self-study
- Existing mission statement?
- Any volunteers that would like to share?
- Did completing this worksheet lead to the
identification of a personal learning need? - Something stated that you need additional
knowledge to accomplish?
39 R3 Current Work Environment
- Revisit worksheet R3
- Was this worksheet easy to complete?
- Did completing this worksheet lead to the
identification of a personal learning need? - In general, do you feel you work in a good
environment? - Is there anything you would change in your work
environment? - Are you professionally and personally satisfied
through your job?
40 R4 Self-Assessment Survey
- Revisit worksheet R4Self-assessment
- Was the self-assessment easy to complete?
- Were you able to identify 10 personal learning
needs? - Review of overall results
41 R5 Reflection of Current
Professional Status
- Revisit worksheet R5
- Did completing this worksheet lead to the
identification of a personal learning need?
42 R6 Personal and
Professional Goals
- Revisit worksheet R6
- Did completing this worksheet lead to the
identification of a learning need? - Did they relate to knowledge, skills, resources,
settings, values, or attitudes?
43Pharmacists Inventory of Learning Styles (PILS)
Austin Z. Development and Validation of the
Pharmacists Inventory of Learning Styles (PILS).
American Journal of Pharmaceutical Education.
2004 68(2) 1-10
44Learning Objectives
- Upon completion of this workshop, you will be
able to - Describe major psychological theories of teaching
and learning - Differentiate between different learning styles
- Apply learning styles theories to design of
optimal continuing professional development - Reflect upon your own learning style
45The Psychology of Teaching and Learning
- Behavioral approaches emphasizing rewards and
punishments - Cognitive approaches highlighting the supremacy
of reason over feeling - Developmental approaches focusing on the stages
of human growth - Psycho-analytic approaches aiming at making the
unconscious conscious
46The Learning Styles Tradition
- Piaget Infant and child development
- Eysenck The biological basis for personality
and learning - Maslow Hierarchy of needs, and the adaptive,
survival value of learning - Kolb Learning preferences vs. learning styles
47How do Learning Styles Develop?
- Nature
- Nurture
- Positive and negative reinforcement
- Evolve over time
- Self-reflection
- Circumstance
48(No Transcript)
49 R7 Pharmacists Inventory
of Learning Styles
50The Four Learning Styles
- Divergers Lets just all get along, okay?
- Assimilators Lack of organization on your part
is no reason for an emergency on my part - Convergers Relax everybody Im here to help
- Accommodators Are we there yet?
51Comparing Learning StylesApproach to Material
- Divergers emphasize inter-relationships and
connections - Assimilators emphasize theory and expertise
- Convergers emphasize application and value
- Accommodators emphasize utility
52Comparing Learning StylesProcess of Learning
- Divergers Reflection-in-action
- Assimilators Reflection-on-action
- Convergers Action/activity
- Accommodators Action/activity with a reason
53Comparing Learning StylesPsycho-educational
needs
- Divergers Supportive peers, time to reflect and
discuss before performing - Assimilators Expert teachers, time to reflect
and discuss before performing - Convergers An audience to impress with an
outcome to achieve - Accommodators A legitimate reason to care and
be involved
54Comparing Learning StylesRelating to Others
- Divergers Values harmony, group process over
objective outcomes - Assimilators May confuse others confidence
with competence - Convergers May mistake own confidence for
competence - Accommodators Values efficiency, sometimes at
the expense of efficacy
55Comparing Learning StylesApproaches to Feedback
- Divergers Fantastic! The best ever
- Assimilators Excellent
- Convergers Great
- Accommodators Good
56Accommodating Different Learning Styles
- Importance of educational design that respects
different learning needs - Recognition that each individual has personal
preferences/strengths, but that all professionals
must be able to function competently in any
learning style - Multiple teaching and assessment methods provides
opportunities to play to strengths but to also
develop new skills
57Accommodating Different Learning Styles
- Divergent teaching methods
- Reflection
- Non-time pressured group work
- Mentoring
- Creative, unstructured activities
- Learning for the sake of learning, not simply for
the purpose of application
58Accommodating Different Learning Styles
- Assimilative teaching methods
- Expert-driven lectures
- Homework
- Individual activities
- Web-based, non-interactive
- Mentoring
- Learning for the sake of learning that also has
practical application
59Accommodating Different Learning Styles
- Convergent teaching methods
- Purpose-driven group work
- Competitions
- Role-playing
- In-practice activities
- Mentoring
- Learning for the purpose of practical application
60Accommodating Different Learning Styles
- Accommodative teaching methods
- Just-in-time curriculum
- Time/resource efficient learning
- Practical problem solving
- Mentoring
- Learning for the purpose of solving problems
61Learning Styles Summary
- Role of diagnosing learning stylesit is not
blood typing or citizenship! - Used as a tool for understanding oneself, ones
interactions with others and the environment - Most useful in providing a respectful vocabulary
with which to begin discussion around teaching
and learning
62Conclusions
- Learning styles theory can be a powerful tool for
teachers, students, mentors, preceptorsand
thats everyone! - Learning styles instruments should not be used to
segregate or stream individuals rather it
should be used to challenge fundamental
assumptions about what is good, effective and
efficient teaching and learning
63WRAP UP LUNCH
64Anatomy of self-assessment Inventories
- Values
- Interests
- Personality
65Value Inventory
- Ideals that guide or qualify your personal
conduct, interaction with others, and involvement
in career - Personal, cultural, social, work
- Measures how important different values are to a
person - Autonomy
- Prestige
- Security
- Interpersonal relations
- Helping others
- Flexible work schedule
- Salary
- Play an important role in job satisfaction
66Interest Inventory
- Likes and dislikes of various activities
- Interest in all activities (work and outside)
should align - Example
- Career Exploration Inventory indicates
compatibility with major career cluster - Uses
- People considering career change
- Employees seeking more satisfaction in current
role - Students exploring career options
- Organizations looking to retain star performers
and key staff - Midlife and older adults planning their
retirement
67Personality Inventory
- Measurement of the following
- Individual traits
- Motivational drives
- Needs
- Attitudes
- Example is Myers-Briggs Type Indicator
- MBTI reports preferences on four dichotomies
- Extroversion vs. Introversion
- Sensing vs. Intuition
- Thinking vs. Feeling
- Judging vs. Perceiving
68 R8 Value and Interest
Inventory
- Develop 3 more values not listed
- Complete worksheet R8
- Describe your ideal job / list characteristics of
an ideal job - How might these inventories feed into learning
need identification or career development?
69Intrinsic Talents and Strengths
- Now Discover Your Strengths
- Marcus Buckingham and Donald O. Clifton
- Uses Gallup Pole to reveal unique talents and
strengths - Encourages all to focus on strengths and not to
spend a lot of resources on improving weaknesses - Examples of talents
- Achiever constant need for achievement
- Analytical value data
- Command need to take charge
- Developer devises new ideas and helps them grow
- Focus needs a clear direction / destination
- Others Arranger, communication, discipline,
individualization, learner, responsibility,
strategic
70 R9 Personal Learning Needs
- Frame learning ideas/opportunities
- List rationale for choosing opportunity
- Describe if relevant to practice
- Provide source for developing/identifying topic
- Worksheets R1-R8 or other?
71REFLECTAlberta Pilot Reported Results
- Affirms what I already know
- Feel a sense of accomplishment
- Develop my own approach to a self assessment
- Identify a focus for learning/setting goals
- Motivating
- Now understand what is expected and have guidance
for assessment
72REFLECTAlberta Pilot Reported Challenges
- Time consuming
- Avoidance or procrastination
- Process is complicated
- Feel I know very little
- Areas in self assessment are irrelevant to my
practice
73CPD starts from the position that people are
currently at not the position that others think
they should be at
Dr. Peter Wilson, consultant to RPSGB, Aug 2002
74Continuing Professional Development Cycle
I consider my current and future practice, and
self-assess my professional development needs and
goals.
I develop a Personal Learning Plan to
achieve intended outcomes, based on what and how
I want or need to learn.
I consider the outcomes and effectiveness of each
learning activity and my overall plan, and what
(if anything) I want or need to do next.
I implement my learning plan utilizing an
appropriate range of learning activities and
methods.
In my CPD Portfolio I document important
aspects of my continuing professional
development it is a valuable reference that
supports my reflection and learning.
75PLAN
- Develop an action plan to accomplish your
objectives identified during the reflection stage - What resources are available to accomplish
learning objectives - What activities are available to accomplish
learning objectives - Develop a timeline
76Developing SMART Learning Objectives
- Specific
- Be precise about desired outcomes
- Measurable
- Quantify objectives
- Achievable
- Ensure realistic expectations
- Relevant
- Align with practice and/or organizational goals
- Timed
- State when objective will be achieved
77Writing Learning Objectives
- State to yourselfwhen I complete this learning
activity, I want to be able to - Accreditation Council for Pharmacy Education
(ACPE) - Learning objectives should reflect relationship
or content to pharmacy practice
78Action Words
79Non-SMART Objective
- Know more about monitoring anticoagulation
therapy.
80SMART Objective
- Describe lab tests used to effectively monitor
patients on warfarin, heparin, and low-molecular
weight heparin by November 2006
81REMINDER Literature Conclusions
- CE can be effective in both learning and practice
change, but - More successful (learning, practice change) if
- In an area of interest or preference
- Related to daily practice
- Programs selected in response to identified need
- Interactive, hands-on
- Use more than one intervention continuing not
opportunistic - Self-directed (content and context)
- Focus on specific outcomes/objectives
- Include a Commitment to Change
82 P1-Personal Learning Plan
- Develop 2 SMART objectives
- Achievable in 5 months
- Objective to increase knowledge
- Achievable in 10 months
- Objective to increase skill or change attitude
- Finish all 5 after workshop, will be discussed at
focus group
83Personal Learning Plan
84 P2 CPD Timeline
- Fill in areas as appropriate throughout pilot
85 P2 CPD Timeline (example)
86 Pharmacists Learning Assistance Network
- Continuing education program and certificate
program database - Step 1 Select type of program
- Step 2 Select program format
- Step 3 Select program date
- Step 4 Select topic or drug of interest
- http//www.acpe-accredit.org/pharmacists/programs.
asp
87PLANAlberta Pilot Reported Results
- Set realistic goals dont be a hero
- Just start
- Write measurable objectives
- Be flexible- add or modify learning objectives
throughout the year - Planning is a good thing but unplanned learning
works too - May not address all learning objectives in one
year - 3-5 goals per year
- Efficient use of time
- If it is written down, you will get it done
- Be creative when identifying learning activities,
there are lots of learning opportunities
88PLANAlberta Pilot Reported Challenges
- Difficult to write specific, relevant learning
objectives - Setting priorities identifying too many areas
to learn - Documenting purpose of the learning objective and
why specific competencies were selected
89Continuing Professional Development Cycle
I consider my current and future practice, and
self-assess my professional development needs and
goals.
I develop a Personal Learning Plan to
achieve intended outcomes, based on what and how
I want or need to learn.
I consider the outcomes and effectiveness of each
learning activity and my overall plan, and what
(if anything) I want or need to do next.
I implement my learning plan utilizing an
appropriate range of learning activities and
methods.
In my CPD Portfolio I document important
aspects of my continuing professional
development it is a valuable reference that
supports my reflection and learning.
90ACT
- Acquire resources identified in personal learning
plan - Participate in activities identified in personal
learning plan - Dont forget about unplanned / unscheduled
learning - Such a learning activity starts at ACT, not
REFLECT or PLAN but is still part of the CPD
process - Frame a learning objective and record on Learning
Activity Worksheet
91Resources for Learning Activities
- Participation in hospital rounds
- Certificate training courses
- Conferences
- Degree or diploma programs
- Distance education
- Continuing education
- In-service training
- Teaching
- Technical training
- Workshops
- Internet research and learning
- Involvement in research
- Lectures
- Observation / Shadowing
- Precepting
- Reading relevant journals
- Seminars
- Staff training
- Teleconferences
92Non-accredited Activities
- Literature search
- Textbooks
- Web course completion
- Observe others
- Practice
- Volunteer on new committees to learn a new area
- Search web for clinical practice guidelines
- Teach pharmacy technicians/interns
- Complete CME, CNE courses
- Review journal articles
- Meet / interview experts
93Learning Methodologies
- Educational Delivery Methods
- Visual
- Auditory
- Kinesthetic
- Tactile
94 A1- Learning Activity
- Work through each objective
- Cover a variety of learning activities using
different methodologies (educational delivery
methods) and include all competency areas - Not just knowledge
95 A2- CE Log
- Include unscheduled, unplanned learning
96 A3- Practice-based Questions
Log
- Document search strategies that have been used to
answer questions received in daily practice
97ACTAlberta Pilot Reported Results
- Participants anticipated that there would not be
enough CE courses to address their individual
learning objectives - Ratio of non-accredited to accredited
- 31
- Complete documentation as soon as possible
following activity - Use other resources to keep track of learning
activity (e.g.PDA) - Break large projects into smaller pieces
- The more experience in completing documentation
forms, the easier it gets
98Continuing Professional Development Cycle
I consider my current and future practice, and
self-assess my professional development needs and
goals.
I develop a Personal Learning Plan to
achieve intended outcomes, based on what and how
I want or need to learn.
I consider the outcomes and effectiveness of each
learning activity and my overall plan, and what
(if anything) I want or need to do next.
I implement my learning plan utilizing an
appropriate range of learning activities and
methods.
In my CPD Portfolio I document important
aspects of my continuing professional
development it is a valuable reference that
supports my reflection and learning.
99Levels of Evaluation
- Participation
- Satisfaction
- Learning
- Performance
- Organization / Patient outcomes
- Population Health Outcomes
100EVALUATE
- Leads to reflection completing one CPD cycle and
initiating a new one - A continuum of learning
- New plans are designed based on updated learning
and development needs and goals - Evaluation to be performed and discussed at 5 and
10 month focus groups
101 E1 Personal Learning Plan
- Practice evaluation
- Personal learning plan
102 E2 CPD Process
- Practice evaluation
- CPD process
103Continuing Professional Development Cycle
I consider my current and future practice, and
self-assess my professional development needs and
goals.
I develop a Personal Learning Plan to
achieve intended outcomes, based on what and how
I want or need to learn.
I consider the outcomes and effectiveness of each
learning activity and my overall plan, and what
(if anything) I want or need to do next.
I implement my learning plan utilizing an
appropriate range of learning activities and
methods.
In my CPD Portfolio I document important
aspects of my continuing professional
development it is a valuable reference that
supports my reflection and learning.
104RECORD REVIEW
- Documentation is integral to each component of
the learning cycle - Serves as a record for all your CPD activities
- Is a tool to facilitate achievement of your
learning objectives and personal learning plan
105RECORD REVIEW
- Needs to be
- Personal
- User-friendly
- Easily maintained
- Readily accessible
- Dynamic
- Comprehensive
- Standardized
- Electronic or paper-based
106Chartered Institute of Personnel and Development
- Wherever you are on your development path
prepare to
move
forward
107Acknowledgements
- Anna Legreid Dopp, Pharm.D. Clinical Assistant
Professor, University of Wisconsin School of
Pharmacy Extension Services in Pharmacy - Alan L. Hanson, Ph.D. Professor and Chair,
University of Wisconsin School of Pharmacy
Extension Services in Pharmacy - Cynthia P. Koh-Knox, Pharm.D., R.Ph. Clinical
Assistant Professor of Pharmacy Practice,
Associate Director, Pharmacy Continuing Education - Randy P. McDonough, Pharm.D., M.S., CGP, BCPS
Director of Clinical Services / Co-owner
Towncrest and Medical Plaza Pharmacies, Adjunct
faculty at The University of Iowa College of
Pharmacy - Jennifer Moulton, R.Ph. Senior Vice President,
Educational Affairs, Iowa Pharmacy Association - Michael Rouse, B.Pharm (Hons), MPS Assistant
Executive Director, International Professional
Affairs, Accreditation Council for Pharmacy
Education (ACPE)
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