As I mentioned earlier, before the event I had a vague idea of the framework having read about it on the BDA website some time ago. It wasn’t something I have been formally using in my own career. This was echoed in some instances at the event and our delegate’s awareness of the framework was variable, whatever their level of experience.
The discussion and feedback at the event highlighted several benefits of using the framework, which included identifying your current position in the framework, which helps to recognise areas for further development and learning. Also offering options to address these. It provides career goals, which can be inspiring and drive development for some people. Both of these were seen by some as benefits that they can take to their next appraisal.
It can highlight areas where skills and expertise were not previously recognised or understood by an individual. An example of this was within the leadership pillar, where it may be viewed as a more advanced skill or something team leaders/management were expected to do. But as we can see from the summary above, it can be everyone’s responsibility, whatever level you’re at.
Another example popped up within the evidence-based practice and research pillar, where research or expanding the knowledge base could be considered a challenge within an already full work schedule, which may not offer much room for extra projects.
However, most dietitians do more of this than they may think. Promoting an evidence-based culture within your department or team is a good start! Accessing and sharing evidence to support best practice also sits within this pillar. As the competencies progress along the levels within this pillar we do see more advanced expectations for data collection, analysis and service improvement. But not everyone needs to achieve that level. Remember, it will depend on your role!
By understanding and absorbing the framework, the pillars and their competencies across the levels will be clarified, leading to more effective use of the tool.