Using information from the PPR process as well as other reflective activities and assessments, licensees are required to set a minimum of two professional development goals annually, one of which must focus on jurisprudence (LPN, NP, RN, RPN, midwife), including learning related to anti discrimination, cultural safety, and anti-racist practice.
Nurses and midwives take responsibility and accountability for reflecting on learning needs and identifying goals that are relevant and meaningful to their practice. Goals may include formal and informal learning opportunities, as well as activities intended to:
Address performance related to communication, collaboration, teamwork, and professionalism;
Develop and maintain competence, professional expertise and evidence-based practice;
Proactively manage physical, emotional, and psychological wellbeing to support ongoing fitness to practice; and
Foster practice that is culturally safe, anti-racist and non-discriminatory.
Note that certified nurses and midwives must also set one goal related to their certification area (RN(C), RPN(C), RM(C)).
Each PD plan is different. It reflects the creativity and uniqueness of each nurse or midwife's learning journey and their commitment to continuing competence in their practice. A PD plan may be electronic, handwritten, or both. It may be organized by date, skill, theme, or event, and employ a variety of resources to reflect the various ways the practitioner integrates knowledge into their practice.
- Recordkeeping
Some licensees prefer to use their computer to store their information, scan documents, and “blog" their ongoing activities. Others prefer to use a binder or folder to collect evidence and to store certificates, letters, and other items that demonstrate their learning.
Creating a professional development plan is one way nurses and midwives indicate to the public that they are maintaining their competence to practise and take their professional development obligation seriously. This commitment is an important part of being a self-regulating professional.
Licensees are expected to keep supporting records to document their compliance with BCCNM's annual quality assurance (QA) program requirements for at least three years after the end of each calendar year, in accordance with section 11-6 of BCCNM's bylaws.
These records may be subject to audit by BCCNM under section 11-7 of the BCCNM bylaws and may require a registrant to submit information to verify their compliance with requirements of BCCNM's QA program.
- Employer requirements
Nurses and midwives are welcome to use and include the PD activities they complete to meet employer requirements in their BCCNM PD plan. These PD activities should be applied to the learning needs the nurse has identified through their self-assessment and peer feedback they receive.
Any activities licensees undertake to improve their practice—be it self-directed or employer mandated—are considered professional development.
- Getting started
The foundation of a professional development plan is self-assessment and peer feedback: this is how licensees will identify the areas they want to focus on.
Creating a professional development plan
Licensees should reflect on their self-assessment and peer feedback, and ask themselves:
What do I need to learn?
What do I want to learn?
What goals do I have for my professional development?
What are my strengths?
What areas require improvement?
How does my practice reflect the BCCNM standards of practice for my professional designation?
Then, licensees should set SMART goals to plan how they will achieve their learning needs and how they will measure their success.
SMART goals are Specific, Measurable, Achievable, Realistic, and Timely. Nurses should include all these criteria in their PD goals to help focus their PD activities.