How to Create and Use a Competence Map

Transkriptio

1 Department of Equine and Small Animal Medicine Faculty of Veterinary Medicine Helsinki University Finland How to Create and Use a Competence Map An Example from Small Animal Internal Medicine Thomas Spillmann 1

2 Small Animal Internal Medicine (SAIM) The boss Thomas Spillmann (at HU since 2005) - Dipl.med.vet., Dr.med.vet., Diplomate ECVIM-CA - Professor - Research, teaching, administration - Head of the SAIM clinical unit - Clinical service administration, supervision, teaching - Leadership education TTK leadership training (4 One-Day-Sessions) Managing staff and finances HU (1/2 day) /15 - Leadership Program for Academic Staff (5 ECTS) - Leading style until leadership program - Personal vision (for eyes only) - Management by accident - Copying what seemed good management - Trying, Stumbling, Falling, Getting up Trying,

3 SAIM The team (n = 18) Clinically active veterinarians 8 - Clinical teachers (research, teaching, clinical service) - Docent + specialist (national degree) 2 - DVM + PhD student 2 - Hospital vets (clinical service, teaching) - DVM + PhD student DVM Residents (international specialization program) - ECVIM-CA + PhD student (internal medicine) 1 - ECVD + PhD student (dermatology) 1 PhD students (3 research teams, external funds) 5 Nurses 5 Clinical service 4 Research

4 SAIM The team Publications A1 publications Total = = 51 Annual per prof. + 4 clinical teacher = = SAIM Publication output A1 (refereed) A3 (book chapters) A4 (refereed abstracts) B3 (unrefereed proceedings) D1 (unrefereed professional journals) Popular writings Journals Popular writings Internet Publications per year annual average 6 1,7 6,7 3,8 0,2 0, annual average 13,4 1,4 4,6 4,6 0,8 1,0 0,6 26,4 1, Estimate PhDs finalized

5 SAIM The team Clinical service Revenue Axis Title Sum

6 Leadership course 2014 Tasks to be done with the team A) Strategy map - Going public with the vision - From working FOR the team to working WITH the team B) Competence map - Skill definitions and self assessment - Status quo and future developments

7 Leadership course 2014 SAIM - Competence map Process of building the map Step 1 Sending a draft to all vets (8) listing 13 competences Step 2 Redrafting the map based on vets feedback Ending up with 31 competences Step 3 Self assessment of every vet (8) for all competences (Grades 0-5, confidential) Step 4 Summarizing all self assessments and calculating the averages Step 5 Analyzes (Which competences are strong and which need development) Step 6 Feedback by leadership course mate

8 SAIM - Competence map Step 1 this serves as a preliminary information about my request for your participation in the establishment of a competence map for vets in our unit. Mapping competences which are necessary to be a good vet in our unit shall help us to get a common agreement what we all should actually be capable of. The map shall give the picture of the SAIM vets we are aiming to be. The mapping process has three steps: The first step is to agree on common competences based on the attached competence map as proposed by Helsinki University. (dead line ) The second step is a self-assessment of every vet in our unit (including me) on a scale of 1-5 whether the own skills/competences are basic (grade 1) or excellent with being able to train others at a national level (grade 5). The individual self-assessments will be confidential and only known by me. (dead line ) The third step demands from me to summarize the competence self-assessments to an average grade per competence in the unit. This summary will show, where we are already strong and where we need development/further education and the result will be presented in a unit meeting. (dead line )

9 SAIM - Competence map Step 1 Now I am asking you to participate in Step 1. For this I ask you to read and give written comments in the attached file. Please use the "Track Changes" function of the word program and feel free to add as much as you see necessary. I ask you to return your comments until that I can summarize the competence map and return the final file to you on for performing self assessments until 7.1. My dead line for step 3 is the 8.1. I am aware that the timing of the task is not the best now around Christmas and new year, but it is part of my leadership course and therefore the time frame is given by the course instructors and not by me. I am sorry for any inconvenience resulting out of my request. However, due to our positive experience in setting our strategy map for 2020 I do hope that also you see the necessity to improve the management of our unit to leave the current approach of "management by accident". Thank you all very much for being part of this process

10 SAIM - Competence map Step 1-3 First draft sent out to 8 vets Second draft after receiving feedback Primary file of self assessments Summary of self assessments Superior summary (selected competences 2015) Assignment report and feedback by course mate

11 Department of Equine and Small Animal Medicine Faculty of Veterinary Medicine Helsinki University Finland Competence map Small Animal Internal Medicine Presentation to the Veterinarians Thomas Spillmann 11

12 Summary - SAIM - Competence map Basic competences 3,5/5 Theoretical knowledge about the diagnosis of internal and infectious diseases in dogs and cats Theoretical knowledge about general and specific treatment approaches Theoretical and practical (hands-on) teaching of undergraduate and postgraduate students Performing or being involved in clinical research projects incl. patient recruitment, sample collection and data acquirement Using patient material for publicizing findings for continuous education or research

13 Summary - SAIM - Competence map Work place and strategic skills 3,5/5 Workplace skills Cooperation skills Learning skills Obeying shared rules, showing responsibility (for instance keeping lab clean, coming promptly to meetings etc.) Strategic skills (demanded by university) Communications skills Management skills Financial skills

14 Summary - SAIM - Competence map Competences in SAIM subfields Competence in SAIM subfields (diagnosis and treatment) Subfield Mean of self assessment Nephrology/Urology 3,4 Endocrinology 3,4 Gastroenterology (Incl. pancreas and liver) 3,4 Pulmonology 3,3 Hematology 2,9 Infectious diseases 2,9 Cardiology 2,6 Clinical pharmacology 2,6 Feline medicine 2,6 Intoxications 2,6 Immunology 2,5 Dermatology 2,1 Oncology 1,

15 Summary - SAIM - Competence map Competences in back up skills Practical skills needed in SAIM Competences Mean of self assessment ECG interpretation 3,5 Bronchoscopy incl. BAL, transtracheal wash 3,1 Rhinoscopy 2,5 Bone marrow sampling 2,5 Gastroduodenoscopy incl. removal of foreign objects and balloon dilation 2,4 Basic minimal invasive endoscopic procedures (foreign body removal, balloon dilations, aspergillus therapy) 2,3 Colonoscopy 1,9 Cytoscopy 1,8 Advanced minimal invasive procedures (tracheal stenting, electrosurgical procedures, feeding tubes) 1,4 Fluoroscopy 1,

16 Summary - SAIM - Competence map Competences in back up skills Practical skills needed as back up Competences Mean of self assessment ECG interpretation 3,5 Emergency infusion treatment 2,9 Gastroduodenoscopy incl. removal of foreign objects 2,4 Emergency procedures (Pericardiocentesis, Central lines, Thoracatostomy tubes, Pericard ultrasound) 2,

17 Competence development (Sari Salojärvi LSC1/14) 17

18 Summary - SAIM - Competence map Fields of development 2015 Development of the group s competence The main competences to be developed in the future (estimate of current state 1 3) Competence 1 Emergency procedures (Pericardiocentesis, Central lines, Thoracatostomy tubes, Pericard ultrasound) (mean 2.4) Competence 2 Oncology (mean 1.8) Competence 3 Basic minimal invasive endoscopic procedures (foreign body removal, balloon dilations, aspergillus therapy) (mean 2.3) Competence 4 Cystoscopy (mean 1.8) Competence 5 Colonoscopy (mean 1.9) Competence 6 Dermatology (mean 2.1) Competence 7 Fluoroscopy (mean 1.3)

19 Competence map Own conclusions Final conclusion of my report Competence maps can be a helpful tool to develop and monitor competences/skills which should be present in all members of the unit. In disciplines with high diversity and many specialists they are too laborious and too difficult to build up and monitor. I will use the tool for developing competences necessary in general internal medicine and in emergency settings for a larger number of veterinarians and nurses but not for special fields with few individuals

20 Competence map Outlook Current actions Preparation of competence map for nurses in SAIM by two nurses in summer 2015 Revision by veterinarians in September 2015 Future actions (November 2015) Tailor further education in the unit based on the map Using the map for individual developmental discussions with vets and nurses Send map out for repetition of self assessment Assess progression and plan individual education