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首页> 外文期刊>The International journal of pharmacy practice >The General Level Framework: use in primary care and community pharmacy to support professional development
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The General Level Framework: use in primary care and community pharmacy to support professional development

机译：通用框架：在初级保健和社区药房中使用以支持专业发展

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Objectives To compare practice pharmacists and community pharmacists based on the use of the Genera! Level Framework (GLF) as a tool to support continuing professional development (CPD). Setting Primary care and community pharmacy in London and the East of England. Method The study pharmacists were self-selected after distribution of recruitment packs in the study area through local pharmaceutical committees, primary care trusts and two large multiples. Sixty-nine pharmacists used the framework to support their CPD (42 community pharmacists and 27 with a role in primary care pharmacy). Pharmacists made an initial self-assessment against the GLF and then used the framework over a 12-month period to identify learning needs for CPD. Pharmacists identified their desired performance levels for the behaviours in the framework, based on guidance from the project team, and then identified their learning needs by comparing the desired performance level with their self-assessment. Pharmacists were visited at 4 and 8months by a trained facilitator to support their self-assessment and progress with CPD. Final self-assessments were collected at 12months. Assessment ratings for the delivery of patient-care competencies were compared.Key findings There was no difference in the probability of either group achieving their desired performance level (log rank = 0.023, 1 df, P = 0.87S): pharmacists achieved their desired performance level irrespective of their sector of work, demonstrating the applicability of the GLF to the different sectors of practice. Practice pharmacists had a higher aggregated score for the desired performance levels than the community pharmacists (Mann-Whitney U = 10.500, P< 0.001; median = 133.0 and 119.5 respectively).Conclusion Both groups of pharmacists were able to apply the framework to their practice and use it to support their CPD, resulting in increasing self-assessed competency scores over time. The higher desired performance level for practice pharmacists compared with community pharmacistsconveys a difference, perceived or actual, between the two roles. Irrespective of the difference in desired performance levels, both groups of pharmacists have improved, to meet their level of expectation, over the 12-month period.
机译：目的根据Genera！的使用来比较实践药剂师和社区药剂师！级别框架（GLF）作为支持持续专业发展（CPD）的工具。在伦敦和英格兰东部设置初级保健和社区药房。方法通过本地药事委员会，初级保健基金会和两个较大倍数在研究区域分配招聘包后，自行选择研究药剂师。 69名药剂师使用该框架来支持其CPD（42名社区药剂师和27名在初级保健药房中发挥作用）。药剂师针对GLF进行了初步的自我评估，然后在12个月内使用该框架来确定CPD的学习需求。药剂师根据项目团队的指导，确定了框架中行为的期望绩效水平，然后通过将期望绩效水平与自我评估进行比较，确定了他们的学习需求。训练有素的服务员在4和8个月拜访了药剂师，以支持他们的自我评估和CPD的进展。在12个月时收集最终的自我评估。比较了提供患者护理能力的评估等级。主要发现两组患者达到预期绩效水平的可能性均无差异（对数等级= 0.023，1 df，P = 0.87S）：药剂师达到了预期绩效级别（无论其工作领域如何），证明了GLF在不同实践领域的适用性。执业药师在期望绩效水平上的总体得分高于社区执业药师（Mann-Whitney U = 10.500，P <0.001;中位数分别为133.0和119.5）。并使用它来支持其CPD，从而随着时间的推移提高自我评估的能力得分。与社区药剂师相比，执业药剂师更高的期望绩效水平传达了两种角色之间的差异，无论是感知上的还是实际的。无论期望的绩效水平有何不同，在过去的12个月中，两组药剂师均已达到预期水平。

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