UNIT 9

Maintain and
Enhance
Professional
By: Jerick
Salaguban
Practice
INTRODUCTION

• In any field, maintaining and enhancing professional practices is essential

to ensure ongoing growth, competence, and success. Professional practices
refer to the standards, behaviors, and skills that define an individual’s
effectiveness and ethical conduct within their occupation. These practices
are not static; they evolve over time due to advancements in knowledge,
technology, and industry expectations.
• To maintain and enhance professional practices, individuals must engage in
continuous learning, reflect on their performance, adapt to new trends and
innovations, and demonstrate ethical behavior. This process not only
improves personal effectiveness but also contributes to the broader goals
and standards of the profession.
 1. MODEL HIGH STANDARDS OF
PERFORMANCE

• To ensure inspired learning in every classroom in every

technical training schools/centers, teachers/trainers need to
develop and maintain their professional practice. Quality
professional learning leads to improved teaching practice and
improved trainee outcomes.
 1.1 MODELLING APPROPRIATE
PROFESSIONAL TECHNIQUES AND
STRATEGIES FOR EFFECTIVE PERFORMANCE
• To achieve a high standard of work performance, you must
first determine what that standard might be. The most
effective way to do this is by modelling.
• You can do this by ensuring your performance is consistent
with the institution’s goals and objectives, modelling
professional techniques and strategies, making appropriate
personal work goals and plans, and applying ethical and
inclusive practices.
 ANALYZE YOUR INSTITUTION’S GOALS AND
OBJECTIVES
Goals and objectives may be related to all aspects of an
institution, or just some. They may be related to:
• strategic plans
• operational plans
• codes of conduct
• flexibility and client responsiveness
• client satisfaction
• financial performance
• people management
• marketing and client service
• quality and quality assurance
 MODEL PROFESSIONAL TECHNIQUES AND
STRATEGIES
Professional techniques and strategies in which you may need to
become more proficient can include:
• techniques for initiating action and directing decision making
• strategies for presenting a confident and assured manner in challenging
situations
• maintaining ethical practice in the face of opposition
• modelling behavioral and personal presentation standards
• motivation strategies
• time management
• strategies for acknowledging and respecting the attitudes and beliefs of others
• techniques for promoting active participation.
Example of Modelling An effective way to address
performance issues is to:
• identify strategies that work
• model these strategies

The strategies that work may come from:

• books
• training courses
• colleagues
• participation in networks
• experts in your field
• open and ongoing communication with colleagues.
• Five Step process of modeling:
1. Select a model of excellence. Determine what
outcomes you would like to achieve, by when.
2. Observe and ideally record the model via video or
other medium.
3. Practice the skill until the same set of responses is
received.
4. Using video or other medium, test your skill against
the model.
5. Teach (transfer) the skill to someone else.
 1.2 REFLECTING INDIVIDUAL RESPONSIBILITIES AND
ACCOUNTABILITIES ARE IN PERSONAL WORK GOALS
AND PLANS IN ACCORDANCE WITH ORGANIZATIONAL/
LEGAL REQUIREMENTS

• In any professional setting, aligning personal work goals with

organizational and legal requirements is critical to ensuring
not only personal success but also compliance and ethical
responsibility within the broader framework of the
organization. Personal work goals and plans should be
developed with a clear understanding of individual
responsibilities and accountabilities, particularly in relation to
the organization’s objectives, legal obligations, and
professional standards.
 WORK IN ACCORDANCE WITH REQUIREMENTS

Organizational/legal requirements may include:

• customer complaints, grievances and appeals
• risk identification and management, including OHS
• quality and continuous improvement processes and standards, including validation systems
• financial management, including refund policies and systems to protect fees paid in advance (if
appropriate) o recognition and qualifications issues by other training and/or assessment
organisations
• access and equity
• client selection, enrolment and induction or orientation
• staff recruitment, induction and ongoing development and monitoring
• availability of policies and procedures to all personnel and clients
• collaborative/partnership arrangements
• confidentiality and privacy requirements
• ethical standards · defined resource parameters
• administrative and records management system, including reporting and recording arrangements,
management of information and document version control.
SELF CHECK 1 MODEL HIGH STANDARDS OF
PERFORMANCE

1. How do you model professional techniques and

strategies?
2. What are the steps of modelling?
3. What are the aspects you may consider to analyze
your institutional goals and objectives?
4. List 5 organizational/legal requirements for a training
institute.
 2. DETERMINE PERSONAL
DEVELOPMENT NEEDS

• Personal development is an ongoing process of improving

oneself in various aspects—whether it's professional skills,
personal attributes, or knowledge. Identifying personal
development needs is a critical step in fostering growth,
improving performance, and achieving long-term career and
life goals.
• Here’s a structured approach to help you identify your
personal development needs:
2.1 ASSESSING PERSONAL SKILLS AND KNOWLEDGE
AGAINST INDUSTRY COMPETENCIES AND OTHER
RELEVANT BENCHMARKS TO DETERMINE
DEVELOPMENT NEEDS AND PRIORITIES

• Assessing your personal skills and knowledge against industry

competencies and other relevant benchmarks is a critical step in
identifying areas for development and aligning your career goals with
industry standards. This process helps ensure that your skills are up-
to-date, competitive, and in line with the expectations of employers,
clients, and other stakeholders. By understanding where your skills
stand relative to industry benchmarks, you can create a focused
development plan that supports both your personal growth and
career advancement.
To stay current and abreast of new methodologies in training
and assessment, professionals may need to update their
qualifications. Typical job functions for a professional trainer
and assessor are shown below.
2.2 IDENTIFYING FEEDBACK FROM COLLEAGUES &
CLIENTS AND PERSONAL LEARNING NEEDS FOR
PROFESSIONAL DEVELOPMENT

Feedback may include:

• formal or informal performance appraisals
• obtaining comments from supervisors and colleagues
• obtaining comments from clients
• using personal reflective behavior strategies
• applying routine organizational methods for monitoring
service delivery.
2.3 DEVELOPMENT AND TRENDS
IMPACTING ON PROFESSIONAL
PRACTICE
Development and trends may include;
• new/revised Training Packages (may include National
Competency Standards, National Qualifications and
Assessment Guidelines) in technical and vocational area of
expertise
• regulatory changes in vocational area of competency
• new developments/directions/trends in vocational
education and training
• policy changes in vocational education and training
2.4 SEEKING ADVICE ON PERSONAL
DEVELOPMENT PLAN FROM RELEVANT
PERSONNEL
Personal Professional development plan refers to plan for each individual staff
member, outlining:

• identified skills gap if relevant

• work and personal career objectives
• identified areas requiring development
• learning opportunities/activities
• relevant work activities/projects
• links to organisational training needs
EVALUATION AND FEEDBACK
Different performance appraisal methods
are illustrated
Methodbelow Description

Self-assessment Uses records of work activities such as diaries,

action plans or other personal records to review
performance over a period of time, identifying
strengths or weaknesses and the progress of goal
achievement.

Statistical Uses objective information to monitor task

achievement, for example client numbers and client
ratings. On occasions you may use samples involving
a random selection from your population.

Peer or team Team members provide performance feedback, such

Assessment as in a group meeting where goals or objectives are
compared with performance or outcomes.

Formal appraisal Usually conducted on a routine basis by the

organization, using set criteria.
Tip: if you are asked to give feedback to someone
else, make sure it is an honest, informed opinion
without any hidden agenda. Aim to:
• be tactful
• identify specific issues or actions rather than
criticizing the person
• provide the feedback in private and maintain
confidentiality
• build the others’ self-esteem
• only offer further advice if it is asked for.
DEVELOPING SMART GOALS
SMART goals are:
S- Specific.
M- Measurable.
A- Achievable. You shouldn’t place unrealistic demands on yourself,
and remember to take account of other demands on your time and
factors that may affect achievement.
R- Relevant/Realistic. Any goal should be aligned with your
individual responsibilities and accountabilities as well as your own
aspirations.
T- Time-referenced. Time limits help with the measurement of the
goal’s progress.
DEVELOP A PERSONAL PROFESSIONAL SKILL DEVELOPMENT PLAN

A Personal Professional Skill Development Plan

outlines:
• Career goals
• Competencies to be developed
• Learning strategies and location
• Required resources
• Time frame
• Evidence of competency
 Example of a Personal Professional Skill Development Plan

TVET Teacher Personal Professional Skill Development

Planner – 20/?

Name: M. A. Anwar Position: Instructor

Age: 35

Contact number: 01711-

Institution: TTC

Competencies to be developed in 20//

Competency (must be Learning strategy Resources Timeframe

specific and measurable) and location required
Competency Based Learning Off the job training Recommendation September
Program/Course Developer from the concerned October
authority to attend 20//
the course
Coordinate training and/or Industry visit Establish linkage November-
assessment arrangements for with the industry and December
apprenticeships maintain regular 20//
communication and
monitor the progress
of the apprentices

Mentor name: Juan D. Position: Sr. Instructor

Signature Date

Approved by Principal/ Supervisor:

Signature Date
 Professional Development Plan - Details

Competencies to be developed in 20 _ _

Competency (must be Performance criteria – how will Certified

specific and measurable) you know you have achieved this by
competency? What evidence will Industry
you produce person

Write your own Write your own

SELF CHECK NO: 2 DETERMINE PERSONAL
DEVELOPMENT NEEDS

1. How will you assess your current skills and determine the
skills you may need to develop?
2. What are the sources of getting feedback on your
performance?
3. What are the developments and trends that can impact on
professional practice?
4. Who can approve your personal development plan?
5. How do you develop a Professional Development Plan?
 3. PARTICIPATE IN PROFESSIONAL
DEVELOPMENT ACTIVITIES
• Professional development is a continuous process of learning,
growth, and skill enhancement that helps individuals stay
competitive, improve job performance, and achieve career
goals. Participating in professional development activities is
essential for long-term success, as it allows you to expand
your knowledge, refine skills, and adapt to evolving industry
demands.
• Here's a guide to help you navigate and maximize
participation in professional development activities.
 3.1 IDENTIFYING DEVELOPMENT OPPORTUNITIES TO
SUPPORT CONTINUOUS LEARNING AND MAINTAIN CURRENCY
OF PROFESSIONAL PRACTICE

Development opportunities may include:

• undertaking further higher education/TVET qualification participating
in skills gap training
• industry attachment
• undertaking professional development in specific areas of practice
• internal training/development programs
• relevant conferences, seminars and workshops
• reading relevant journals and literature
• networking with internal/external colleagues
• coaching and/or mentoring
SOME WAYS TO PROFESSIONAL DEVELOPMENT
1. Professional Development through Mentoring
2. Professional Development through In-Service Training and
Study
3. Professional Development through industry visit
4. Professional Development through Working with Other
Teachers
5. Continuous Learning
6. Maintaining Currency
Currency of professional practice may include:
 vocational competency and/or technical expertise in subject matter
 professional practice as a trainer/facilitator, assessor
3.2 ENSURING PARTICIPATION IN PROFESSIONAL
NETWORKS TO MAINTAIN CONTINUOUS LEARNING

Professional networks may include:

Informal networks with:
• other trainers/facilitators, assessors
• people working in industry/vocational area
• contacts in vocational education and training
Formal networks such as:
• local/interstate assessor/trainer networks
• regional, specialist associations
• professional/occupation associations
 SELF CHECK 3 PARTICIPATE IN
PROFESSIONAL DEVELOPMENT ACTIVITIES

1.What are the development opportunities

that support continuous learning?
2.. What are the some ways to professional
development?
 MAINTAIN AND ENHANCE PROFESSIONAL
PTRACTICES
1. Model high standards of performance
1.1 Appropriate professional techniques and strategies are modelled for effective
performance.
1.2 Individual responsibilities and accountabilities are reflected in personal work goals
and plans in accordance with organizational and legal requirements.
2. Determine personal development needs
2.1 Personal skills and knowledge are assessed against industry competencies and
other relevant benchmarks to determine development needs and priorities.
2.2 Feedback from colleagues and clients are identified and used for personal learning
needs and areas of professional development.
2.3 Development and trends in TVET policy and operating environment are identified
and their impact on the professional practices and personal development are
determined.
2.4 Advice on personal development plan is sought from relevant personnel.

Participate in professional development activities

3.1 Development opportunities suitable to personal learning style are identified and
pursued to support continuous learning and maintain currency of professional
practice.
3.2 Participation in professional networks is ensured and maintained to support
continuous learning.