Professional Development Plan for HLT54115 Diploma of Nursing

This assessment task requires students to create a 12-month professional development plan to build on their skills and knowledge in nursing. The plan should include goals, timelines, and ways of measuring progress. Students will use templates provided in the appendices or their own versions to complete the task. The assessment is made according to the marking guide and decision making rules.

Assessment 3 Development Plan
Course: HLT54115 Diploma of Nursing
Intake (month and year):
Student Name:
Email Address:
Mobile Number:
Unit code and title: BSBWOR404 Develop Work Priorities
Assessment task 3 Develop a professional development plan
Unit code and title: CHCPRP003 Reflect on and improve own professional practice
Assessment task 3 Create one personal development plan that includes:
 Goals
 Timelines
 Ways of measuring progress
Date submitted:
Submission mode: Online
Assessment conditions Assessment modality
Satisfactory rate – All questions must be answered in
accordance with the assessment guide. If this is not
achieved the student has the opportunity to resubmit
the assessment after receiving feedback and re-training
as confirmed by their trainer/assessor
Assessment location: In-class & simulated
environment
Assessment 3
 Develop a professional
development plan – [BSBWOR404]
 Create one personal development
plan – [CHCPRP003] this assessment]
Assessment 1
 A work Schedule – [BSBWOR404]
Assessment 2
 Seek and evaluate feedback -
[BSBWOR404]
Ref: as listed in the Course Unit Outline and
Assessment Due Dates List for the course
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Assessment 3 Development Plan
Assessor Instructions
Student will identify and evaluate professional development opportunities and create a 12 month
professional development plan to build on their skills and knowledge. The development plan will
include goals; timeframes and ways of measuring progress.
Sample templates are provided in the appendices of the assessment task for students to use in
planning and development of their work. The student may use these templates or their own
versions provided that these cover the essential information.
The recommended date for assessment: After Session 3 (it is suggested that the student finalises
their topic after Session 2).
● Time required for assessment: No less than 3 hours conducted in class and in the student’s
own time.
● The student must submit:
○ competency checklist
○ strengths and weaknesses template
○ a 12-month Professional Development Plan (PDP) including goals; timeframes and
ways of measuring progress
The assessment is made according to the marking guide and decision making rules. Final
decision is to be made and recorded on Assessment result below and on the results template via
the Course Coordinator.
Ref: Marking Guide for the Assessment & Mayfield Education Assessment Guide: Planning & Conducting Assessment
Policy
Student Instructions
This assessment is clustered to include Assessment 3 in BSBWOR404 Develop work
priorities and CHCPRP003 Reflect on and improve own professional practice.
The student will assess and identify their own level of skills and attributes and evaluate their own
strengths and weaknesses according to the workplace requirements. The student will then list
professional development opportunities and create a 12-month professional development plan to
build on their skills and knowledge. The development plan will include goals; timeframes and ways
of measuring progress. Using the sample templates you will build a plan based on self-
assessment, insight and evaluation of current requirements.
The assessment task is due on the date specified by your assessor. Any variations to this
arrangement must be approved in writing by your Course Co-ordinator.
Submit this document with any required evidence attached
Ref: Student Information Handbook (5) & Student Assessment Policy and Procedure
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Assessment 3 Development Plan
Student Declaration
I, ……………………………………………… (Student to print name) state that the work I submit is
my own and I have not copied this in any form except where due reference has been made to this.
If you are completing this form electronically, please type your name as an acceptable form of
your signature.
Student Comments:
Ref: Student Information Handbook (5.6)
Student Signature:
If you are completing this form electronically, please type.
Date:
Assessment Result (tick √):  Satisfactory
 Unsatisfactory
 Resubmit
Ref: Student Information Handbook (5.6) Reassessment
Appeals
Outcome recorded on Results sheet (tick
√):  Yes
Date entered:
By whom:
Results are entered into the electronic Results Sheet
Assessor Feedback and Comments to Student:
Assessor Name (printed): Date received:
Assessor Signature (signed):
Ref: Trainer and Assessor requirements as listed in the Sessional Trainers and Assessors Policy and the Policy –
Guidelines for Planning and Conducting VET Assessment & Student Assessments Policy.
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Assessment 3 Development Plan
Professional development
The Assessment Task is due on the date specified by your assessor. Any variations
to this arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below
for details.
Performance objective
You will need to demonstrate skills and knowledge required to plan and undertake
professional development.
Assessment description
You will identify and evaluate professional development opportunities and create a
12- month professional development plan to build on your skills and knowledge
including goals; timeframes and ways of measuring progress.
You need to identify suitable professional development opportunities (training,
mentoring, workshops, etc.) that are available to you, after reflecting on areas for
improvement.
You must then create a professional development plan that will build on your skills
and knowledge in dealing with projects/tasks relevant to your job (or a job you would
like to have).
Procedure
1. Use the competency checklist provided in Appendix 1 to assess your relevant
work skills and knowledge.
2. Reflect on your strengths as well as the areas for improvement that you
identified in your Assessment Task 2 report. Complete the strengths and
weaknesses template in Appendix 2. You may want to access previous
performance reviews to recall this.
3. Liaise with colleagues and access appropriate workplace documents (job role
descriptions and work plans) to help you identify professional development
opportunities that are available to you and that you could undertake to help you
address your areas for improvement. Conduct internet research on training
opportunities.
4. Using the templates in Appendix 3, create a 12-month Professional
Development Plan (PDP) and complete the professional development activities
template. Ensure you identify organisational requirements for storage and
review.
5. Submit a copy of the PDP for your assessor. Keep a copy for your next
performance review at your workplace.
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Student Deliverables
You are required to submit:
● a completed competency checklist
● a completed strengths and weaknesses document
● a completed professional development plan (PDP) for the next 12 months with
3 specific goals
● a completed professional development activities template.
● Completion of the template - Measuring progress of the development plan
Your assessor will be looking for evidence of:
● Your ability to critically assess your work skills and knowledge
● Your ability to identify and plan development activities in consultation with
others.
● That you have assessed personal knowledge and skills against organisational
benchmarks to determine development needs and priorities
● Research and identification of sources and a plan for opportunities for
improvement in consultation with colleagues
● The use of feedback to identify and develop ways to improve competence
within available opportunities
● Identification of ways to access and complete professional development
activities to assist career development
● Store and maintain records and documents relating to achievements and
assessments in accordance with organisational requirements
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Appendix 1 – Competency checklist
You are required to reflect on your current role and rate yourself and your perception
of your own performance under each of the categories listed. (Place a Cross in the
self-ranking)
Competency checklist 1. Establishing team performance plans
Skills and
knowledge
I don’t
know
Somewhat I can do
this
Notes
Writing a clear
vision statement

Writing team
purpose
statements

Writing SMART
objectives

Defining a team’s
responsibilities
and expected
outputs

Aligning team
roles/strengths to
team action plans

Creating a team
action plan

Effectively
planning
processes and
techniques

Developing team
member
performance

Competency checklist 2. Developing and facilitating team cohesion
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Skills and
knowledge
Don’t
know
Somewhat I can do
this
Notes
Running team
meetings

Methods for gaining
the team’s input
(focus groups,
brainstorming)

Strategies for
ensuring team
member
accountability

Giving effective
feedback

Planning for team
member
performance

Developing
processes to
support team
members in
resolving issues

Writing a
complaint/grievanc
e policy or
procedure

Problem-solving
methods and
techniques

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Competency checklist 3. Facilitating teamwork
Skills and
knowledge
Don’t
know
Somewhat I can do
this
Notes
Identifying the
dynamics within
my team

Establishing
agreed team
values and
behaviours

Acting as a role
model for my team

Identifying steps to
making clear
decisions

Coaching for
performance

Identifying my own
leadership
strengths

Motivating and
empowering my
team

Ways to survey my
team

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Competency checklist 4. Liaising with stakeholders
Skills and
knowledge
Don’t
know
Somewhat I can do
this
Notes
Techniques to
gather data on
effective team
communication

Reporting and
presenting to
stakeholders

Barriers to
effective
communication

Knowing my team
and ways to build
trust

Conflict resolution
methods

Ways technology
can support
communication
within my team

Using mediation
processes to
resolve team
communication
issues

Ways to negotiate
a resolution

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Appendix 2: Strengths and weaknesses template
Element Personal Professional
Required knowledge and skills
Consider:
● Required competencies
● Job description
● Service plans and frameworks.
Consult your most recent position description
 Feelings of empowerment
 Learn to work with larger teams
 Transfer of knowledge required
 Try to create successors
 Trying to learn to provide
independent work among the
staff
Strengths
Consider:
● your views
● recent tests/appraisals
● other people’s views
● Consult your most recent performance
review
● Putting people off with the
amount of risk involved,
● Providing creativity
● Building strong relationships
and also repair relationships
gone sour
● Catering to niche markets
● Finding a better way of doing
something
● Spotting what is not working
more easily than any other
leaders
Gaps, obstacles and Solutions
Consider:
● gaps in knowledge/skills
● changes to systems/services requiring new
skills
● what will help you to progress in your role?
● Try to be aware of the
needed skills for leadership
● Try to encourage the team
members.
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Appendix 3: Professional Development Plan
Name
Date of development Date to be reviewed
Organisational
storage
requirements?
1. Research and development
2. new product discovery
3. Post- approval research and monitoring
4. product manufacturing
5. product distribution
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 Discussed with mentor/colleague  Discussed with manager
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Goals
Timeframe Learning objective/s and action/s required
These should relate to objectives in the individual
performance plan.
Professional goals
These should relate to objectives to maintain current
competence in the job role or future career paths.
Next 12 months
This will depend
on type of activity
priority/importance
of undertaking it.
1. Learn to work with larger teams
-Try to coordinate with larger number of team members
2. Try to be aware of the needed skills for leadership
- try to learn new skills for implementation of better
leadership as a team leader.
Trying to learn to provide independent work among the
staff
- The staff should be allowed to work
independently, only a significant amount of
supervision needs to be provided.
Finding a better way of doing something
- Assess the prevalent scenario in the
organization and work on plans to make
betterment through organizational chhanges
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3. Providing creativity
- Through leadership, personal creativity can be
developed as to discovery of news ways to project
oneself in front of others. Try to encourage the team members.
-the teams members should be supported by the team
leader in times of organizational changes and must be
made w=aware of the nature of the change.
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Professional development activities
Identified gap Development activity Details (provider,
location, etc.)
Objective of
development activity
Timeframe Cost
1. Worker
resistance
Workshops on dealing with
resistance
Within the
organization
To promote changes
easily without
resistance
1 month NA
2. Change
implementation Simulations on making or
implementing important changes
Within the
organization
To promote changes
easily
6 months NA
3. Work flow Workflow required for dynamic way
to get results rolling.
Within the
organization
Have good results with
the services provided
6 months NA
4. Employee
rewards Acknowledging the strengths of co-
workers and employees
Within the
organization
Increase rate of
production
12 months NA
5. creativity Workshops for leadership
development activity for the entire
team which can open the door to
new approaches to old challenges.
Within the
organization
Increase rate of
production
12 months NA
6. personal A leadership program can enable Within the Have good results with NA NA
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leadership
fulfilment
managers to think about their futures
within the company and personally
as well.
organization the services provided
Measuring progress of the development plan
Identified gap Development activity Ways of measuring progress
1. self-assessment
from the staff
member
Have the staff member complete a self-
assessment of their interests, skills, values,
and personality.
When evaluating the staff member's responses, keep these
questions in mind:
 What skills, career opportunities, technologies interest
the individual?
 Do those skills/interests/goals support the
organization's needs and goals?
 What are the short and long term steps to get there?
2. assessment of
the individual's skill
level
Based on the staff member's self-assessment,
their work record, and your own observations,
Determine the staff member's skill level in the following
categories:
 Technical skills: skills needed to get the job done.
 Social skills: how do they work with others?
 Aptitudes: natural talents; special abilities for doing, or
learning to do, certain kinds of things.
 Attitude: outlook, feelings, mind-set, way of thinking,
and point of view
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3. Assess the
department and
organization's needs
For professional development to be
successful, the needs of the staff members
and requirements must be applied to address
organizational objectives. The staff member's
career path must align with the organization's
workforce needs.
In creating a professional development plan, consider the
following goals:
 Departmental goals
 Team goals
 Individual goals
4. Explore
development
opportunities with
the staff member
Explore the professional development
opportunities available at the organization with
your staff member
 Workshops & Seminars
 Volunteer Opportunities
 Mentorship
5. Record and
analyze the staff
member's progress
Feedback collection from the staff member is
necessary for the development progress, in
order to assist the identification whether the
staff member is doing well. Build on the skills
of the employees, correcting any problems
that may arise, and help them develop new
abilities. This will improve personal
performance as well as organizational
outcomes.
Make sure to record:
 Observations of enhanced skills or knowledge and
how they were applied.
 Progress towards goals and objectives.
 Observations where skills / knowledge could be
applied - use for future discussion.
6. Record and
analyze the progress
of the service
provided
Use a Performance Log for tracking, recording
and providing feedback from the staff member
Record dates, events, expectations, and the impact of action
steps on their development.
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