Key Components of Employer Facilitation of Professional Competence

1. Learning Opportunities – Continuing Professional Development

Employers may provide practitioners with learning opportunities that extend beyond mandatory training requirements. These opportunities should support ongoing professional development, enabling practitioners to enhance their skills, knowledge, and expertise in line with evolving healthcare practices and healthcare needs. 

To facilitate practitioners your organisation should: 

• Provide information on CPD opportunities, particularly for new practitioners or for practitioners who take on new roles because of promotion or transfers.  
• Designate a key staff member who is familiar with the requirements of the NMBI professional competence scheme and the NMBI’s monitoring the maintenance of professional competence (audit process). 
• Offer practitioners an annual meeting to discuss CPD opportunities available to them to maintain or develop competence. 
• Ensure training is available to practitioners on new/revised policies, procedures protocols, and guidelines.  
• Ensure practitioners are familiar with technological advancements/new devices/software and equipment used in the course of work. 
• Offer CPD relevant to clinical roles, enabling practitioners to enhance their skills and better meet individuals’ healthcare needs. 
• Provide training, both online and in-person, to accommodate different learning preferences. 
• Facilitate upskilling opportunities to support career progression. 
• Develop short clinical skills programmes to address specific needs and improve practice. 
• Ensure access to CPD for all practitioners, including: 
  • Learning hubs and quiet spaces 
  • IT Resources, including laptops for workplace use 
  • Access to Online learning platforms (for example, NMBI eLearning) 
  • Promote Journal clubs to support ongoing learning and discussion. 

2.  Supportive Environment 

To facilitate practitioners your organisation should: 

• Promote a supportive workplace culture that values professional competence, ensuring adequate time and resources for CPD activities. (HIQA 2021, 2024). 
• Include the maintenance of professional competence on the agenda of meetings relevant to practitioners. 
• Implement a policy on continuing professional development (CPD) for all practitioners. 
• Be proactive and supportive in encouraging practitioners to maintain their professional competence. 
• Ensure line managers’ cooperation in supporting CPD initiatives. 
• Plan CPD sessions in advance, communicate any changes promptly and where possible have contingency options such as alternative dates to minimise disruptions. 
• Offer regular CPD tailored to job-specific competencies. 
• Provide fair and equitable access to CPD for all practitioners. 
• Regularly undertake a training needs analysis to determine the training needs of practitioners and respond appropriately to the needs identified. (HIQA 2021). 
• Ensure practitioners have access to a CPD e-portfolio platform, if available, for recording their own CPD activities. Verify practice hours* completed by practitioners who are registered with the NMBI. 

* Practice  
Practice refers to any role where professional skills and knowledge are applied. This is not limited to direct clinical care and may also include non-clinical work with clients, as well as roles in management, administration, education, research, advisory services, regulation, or policy development. Practice includes any role that contributes to the safe and effective delivery of nursing and midwifery services.   

This guidance is currently being piloted across 37 sites throughout 2025. Over the coming weeks, we will be engaging, collaborating, and working closely with employers at these pilot sites to refine a final version of the guidance. 

We will also be working at a national level to support all employers in meeting their legal responsibilities to facilitate nurses and midwives in maintaining their professional competence. 

Any feedback or information provided by employers during this period will be carefully considered and used to shape and finalise the Employer Facilitation Framework guidance. 

We are grateful for the input received so far and encourage employers to stay tuned for updates. If you have further suggestions or would like to contribute, please contact us at mmpc@nmbi.ie.