The Technologist, February 2018

volume 11 issue 1 february 2018

issn 1757-4625

the

technologist the official journal of the dental technologists association

Health & Safety:

keeping us alive & well In this issue: Avoid the dangers of dust Don’t count the cost of fire Data, pensions & consent – what you need to know

3.5

HOURS OF VERIFIED CPD PLUS 1 HOUR OF UNVERIFIED CPD IN THIS ISSUE!

february 2018 1

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technologist in this issue Editor: Vikki Harper t: 01949 851 723 m: 07932 402 561 e: vikki@goodasmyword.com Advertising: Sue Adams t: 01452 886 366 e: sueadams@dta-uk.org

DTA administration: Sue Adams Chief Executive F13a Kestrel Court Waterwells Drive Waterwells Business Park Gloucester GL2 2AQ t: 01452 886 366 e: sueadams@dta-uk.org DTA Council: James Green President Delroy Reeves Deputy President Tony Griffin Treasurer John Stacey Gerrard Starnes Marta Wisniewska Social media coordinator

Editorial panel: James Green Tony Griffin

Design & production: Kavita Graphics t: 01843 583 084 e: dennis@kavitagraphics.co.uk

Published by: Stephen Hancocks w: www.stephenhancocks.com

news

02

dta column

04

hr facts: a date with data

05

CPD

auto enrolment pensions – the facts 06

CPD

cpd – all change in 2018 – Part 2 07 consent – it’s not worth the paper it’s written on!

09

CPD

dangers of dust and fumes in the 12 dental industry

CPD

counting the cost of fire in the workplace

15

CPD

classified advertising

17

dental technology showcase – who do you know?

20

continuing professional development

22

The Technologist is published by the Dental Technologists Association and is provided to members as part of a comprehensive membership package.

For details about how to join, please visit: www.dta-uk.org or call 01452 886 366

Find out the 11 reasons to join DTA by visiting: www.dta-uk.org the

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ISSN: 1757-4625 Views and opinions expressed in the publication are not necessarily those of the Dental Technologists Association.

Cost effective professional indemnity insurance for dental technicians and laboratories

Tel: 01634 662 916

2 february 2018

news&information

■ TT IS GETTING BIGGER & BETTER TT was launched in the spring of 2008 to coincide with the GDC’s introduction of mandatory CPD for newly registered dental professionals – dental technicians.

Producing a 28page publication, originally quarterly and then bimonthly, was a challenge. We had never done anything like this big before!

But the introduction of professional registration was a big thing for you – our members – and we set out to do what we could to support you.

The purpose of TT was primarily to ensure that your verifiable CPD needs were covered. If you weren’t able to do any other training, you (and we) could rest assured that you would still fulfil the GDC’s CPD requirements. We think, together, we all did OK; our strategy of support was successful.

New quarterly schedule Your next edition of TT will be at the start of May (rather than April) and will be a massive 40 pages+. That’s what we like to call a bumper issue. But it isn’t a oneoff. TT is moving back to a quarterly cycle from May with two further editions in 2018: August and November.

New bigger issue Future editions of TT will be 40 pages long, so you will still benefit from the breadth of CPD provided in the past in our bi-monthly schedule. Each bumper quarterly edition will feature several technical CPD articles; we are aiming for something for everyone with orthodontic, C&B and prosthodontics features. In addition, there will be sections focusing on business and compliance, interviews with DTs, and articles focusing on what’s happening in our industry.

New editorial assistant And, now in light of the changes being introduced this August relating to CPD and the compulsory introduction of the personal development plan (PDP), (see our article on p7), we will be introducing a new approach to TT to ensure that we once again adequately support you.

It is all very exciting!

As part of the development of TT, we have recruited an editorial assistant with dental technology pedigree, to peer review our articles and ensure that DTA members receive the very best quality education we can possibly provide.

Move to online CPD The last change to announce is that all CPD from the May edition will be done directly online, so we will cease to provide answer sheets within each edition of TT from this edition. If you are not familiar with how to complete your CPD online, or you have concerns, please contact Sue at DTA to discuss. Of course, we will do everything to support you.

We are already working on our bumper May edition with great excitement and we hope you will be just as excited to receive it.

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■ If you would be interested in featuring in an edition of TT, please get in contact. Whether it is a feature about you, your laboratory or your work, we would be delighted to hear from you.

Just contact editor Vikki Harper at vikki@goodasmyword.com or phone 01949 851 723.

■ CDT SPRING Network & Learn! – Periodontal Management, Healthy Habit Formation, Medical Emergencies & Domiciliary Visits and much more!

The aim of this conference is to enhance the continuing professional development of GDC registered Clinical Dental Technicians, to enable the provision of

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news&information

■ DTA AND TT WARMLY WELCOME OUR NEW EDITORIAL ASSISTANT We would like to offer a warm welcome to our new editorial assistant, Keith Winwood, who joins us this month. Keith will play a pivotal role in helping us deliver a new format TT and meeting rigorous new GDC guidelines for the provision of your CPD.

K

eith is currently the programme leader at Manchester Metropolitan University for the joint MSc Clinical Science (Reconstructive Science) course with King’s College London, a course that is part of the NHS Scientist Training Programme. He is also a visiting senior lecturer at King’s College London (Guy’s Campus) for the Academic Centre of Reconstructive Science.

He previously studied at Manchester Metropolitan University, BSc (Hons) in Dental Technology, specialising in prosthetics and maxillofacial units, graduating in 1999. After completion of his degree, he undertook his PhD, examining the accumulation of elastic and plastic strains in cortical bone and the implication to implant loosening, at Cranfield University. He then worked on a collaborative project at the University of

Keith Winwood

Reading with the University of Tours (France), University of Twente (Netherlands) and Forschungszentrum Juelich (Germany) as a post-doctoral researcher.

In 2004 he returned to Manchester Metropolitan University, initially as a research fellow and then onwards to senior lecturer. His research interests are within musculoskeletal health, bone and facial trauma, specifically mouthguard protection. He has authored and coauthored over 40 peer reviewed journal papers, as well as presenting at a large number of national and international conferences. He has supervised a number of PhD students and currently has a number working within craniofacial science, dental materials and musculoskeletal research. Keith also reviews for international journals, specifically for the European Journal of Applied Physiology, Journal of Dental Traumatology, and Journal of Dental Materials Research.

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We are delighted to have Keith on board.

Our investment means we can put his extensive knowledge of dental technology to good use and deliver an even better service to you, our readers and members.

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■ For more information about Nobel Biocare, please call 0208 756 3300, or visit www.nobelbiocare.com

4 february 2018

thedtacolumn letterstotheeditor

The DTA Column Ongoing support for DTA members

From: SJ Roots CPD Questions: Articulate – ECPD Comments: I cannot be the only person worrying about doing things right with the new ECPD coming into effect so I am happy that you are all on board to help. I just wanted to say thank you.

From: J Blakeley CPD Questions: Are you taking stress seriously?

Comments: This is a very interesting and important topic to cover. The subject needs to be higher profile and talked about more openly.

From: J Dobey CPD Questions: Christmas bonus Comments: Interesting concept, although I don’t totally agree.

From: LT Walker CPD Questions: The challenges of the digital implant world Comments: Pleased to see someone has admitted there can be significant inaccuracies in printed models and that they check the accuracy against analogue models, showing true dedication to dental technology.

From: C Jones CPD Questions: The challenges of the digital implant world Comments: Shared the information on periimplantitis with a hygienist colleague and friend who specialises in implant patients and she found it very helpful for her own field of expertise.

by Tony Griffin Since its inception, the DTA has striven to grow, develop and expand its support of members like you. Professional GDC registration was an important milestone for UK dental technicians. The formal process now requires applicants for registration to possess a current, acceptable qualification that confirms they have developed the knowledge, skills and abilities outlined in the GDC Learning Outcomes1 (i.e. the registration syllabus requirements).

Professional registration confirms your proven knowledge, understanding and competence. In particular, registration shows your colleagues and employers, ‘... that you have demonstrated a commitment to professional standards, and to developing and enhancing competence.’ 2 Knowledge sharing is something that DTA continues to strive to support. Sometimes we can all fail to realise that knowledge is perishable and short-lived. Keeping techniques to oneself benefits no one. Those master craftsmen who share techniques realise this and share their information freely. A management authority, David Gurteen, suggested creating a knowledge sharing culture.3 He says, ‘You can almost guarantee that whatever bright idea you have, someone else somewhere in the organisation will be thinking along the same lines’. Gurteen also proposes that ‘By

From: P Thwaites CPD Questions: The challenges of the digital implant world Comments: Pure joy, the changing face of dentistry. Thankfully we have The Technologist to bring these options to our attention.

sharing your knowledge, you gain more than you lose. Sharing knowledge is a synergistic process – you get more out than you put in.

If I share a product idea or a way of doing things with another person – then just the act of putting my idea into words or writing will help me shape and improve that idea’.4 As lecturers, teachers or mentors we know that in developing practical demonstrations we begin to develop more skills and knowledge about something we were already good at. Good reasons to motivate people to share their skills and knowledge.

In the next issue of Articulate you will see an international sharing opportunity where a dental technician shares his skills around what is often called the ‘Salt and Pepper’ build-up technique. Nowadays, with a mobile phone video and an upload to YouTube, every professional can share practical skills for our wider professional community to learn and benefit from.

DTA is building opportunity for such master classes to be delivered as verifiable CPD to assist with your own future development – not just ticking boxes and guessing the answers. Look out for the link to Steve’s orthodontic master class in the March 2018 Articulate.

Interested in sharing your skills and knowledge via such video uploads? Email Sue at the DTA office if you’re in the sharing mood.

References 1 Preparing for Practice. https://www.gdc-uk.org/api/files/ Preparing%20for%20Practice%20(2012%20v1).pdf [Accessed 16.12.2017].

2 Professional registration | STEM https://www.stem .org.uk/heated/professional-registration.

[Accessed 16.12.2017].

3 David Gurteen, Creating a Knowledge Sharing Culture, http://www.gurteen.com/gurteen/gurteen.nsf/id/ ksculture. [Accessed 16.12.2017].

4 David Gurteen, Creating a Knowledge Sharing Culture, http://www.gurteen.com/gurteen/gurteen.nsf/id/ ksculture. [Accessed 16.12.2017].

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february 2018 5

hrfacts

■ A date with data Standards for the Dental Team: Standard 7.3 Update and develop your professional knowledge and skills ■ Educational aim: – to raise awareness of the up-and-coming changes to laws governing the handling of sensitive and personal data ■ CPD outcomes: – to gain a better understanding of what the changes will be – to be aware of the forthcoming changes in order to be prepared by the deadline – to de-risk your business

Changes to data protection legislation due to be introduced in May will bring in new rights for individuals and seek to change the culture surrounding the handling of sensitive and personal data.

At the heart of the new General Data Protection Regulation (GDPR) is a change in focus from regulating high-risk data processing activities to improving data security in more routine matters.

Richard Mander, HR consultant, looks at the main changes and outlines a checklist of actions that employers should take in order to avoid hefty fines.

Current data legislation?

O

rganisations should already be familiar with their data protection responsibilities under the Data Protection Act 1998 (DPA), but from May 2018, those duties will be tightened under the General Data Protection Regulation. The new rules are intended to meet the needs of a digital age and require a change in organisational attitude towards data privacy.

Summary impact Employers who process personal data will need to review how they collect, hold and process this information, as well as how they communicate with individuals about that activity.

Recruitment processes, performance management, disciplinary and grievance procedures and policies and any autoprocessing or use of employee data for marketing purposes will need to reflect the new data protection measures and principles.

Changes in detail The most significant change as far as employers are concerned is the increased sanctions. Breaches of the GDPR may be subject to fines of up to €20M, or 4% of annual turnover, whichever is the greater, and staying compliant is likely to lead to additional costs and administration.

The conditions for obtaining valid consent to processing personal data will become much stricter and employers are unlikely to be able to rely on this for processing employees’ data. Blanket wording in an employment contract arguably doesn’t meet current data protection requirements, but it will definitely not meet the GDPR rules and employers should be wary of relying on this in future.

There are also greater transparency obligations. Organisations must provide more information on what data they hold and what they do with that data, both for

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those inside the organisation, such as employees, and those outside it, such as customers or clients.

Same principles The GDPR’s data protection principles are similar to those under the DPA (except there are six, instead of the current eight).

Organisations must be able to demonstrate that any personal data they handle is: ■ processed lawfully, fairly and transparently ■ collected for specified, explicit and legitimate purposes ■ adequate, relevant and limited to what is necessary ■ accurate and kept up to date where necessary ■ kept for no longer than is necessary where data subjects are identifiable ■ processed securely and protected against accidental loss, destruction or damage

Checklist for action Organisations should carry out an audit to identify any data protection risk areas and take the first steps towards creating a data protection by design and default culture.

Employers should identify: ■ what personal and sensitive personal data is obtained from employees ■ how and where that data is stored, accessed and used, and the legal basis for collecting, storing and processing it ■ what data is shared with third parties the

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hrfacts ■ what kind of monitoring of employees takes place and where They should prepare an action plan that specifies what needs to be done when, who will do what and any internal and external support required.

They also need to: ■ consider what documentation must be prepared or updated ■ review policies and processes and decide which to change (different policies may be needed for employees and managers) ■ reinforce the changes through training (and keep attendance records) ■ think about what needs to be shown to whom to demonstrate compliance ■ Further details can be found at www.ico.org.uk ■ Sample data protection policies can be found in the members’ area of the DTA website.

Richard Mander Richard Mander is a freelance HR consultant with over 25 years’ experience in Strategic and Operational HR with companies including the Granada Group and Ecclesiastical Insurance. He specialises in providing support to smallto medium-sized companies who do not have their own in-house resource and aims to deliver cost-effective, pragmatic and practical solutions. If you would like to find out more about this topic or advice on other HR matters you can contact him at www.manderhr.com 07715 326 568.

pensions

■ Auto enrolment pensions: Standards for the Dental Team: Standard 7.3 Update and develop your professional knowledge and skills ■ Educational aim: – to ensure employees and employers know what to expect with regard to setting up and participating in workplace pension schemes ■ CPD outcomes: – for employers to know their responsibilities towards auto enrolment pensions – for employees to understand their rights and expectations of a workplace pension scheme

Auto enrolment or workplace pensions are here to stay and, if you haven’t already, then you may need to act immediately!

I

f you are an existing employer or became an employer after 1 October 2017, auto enrolment duties apply from the day your new member of staff begins working for you. This applies to limited companies, sole traders and partnerships.

So what are your duties and what are the main rules?

1. All employers must nominate an employer contact who will deal with the correspondence and fulfil all the statutory duties.

2. It is compulsory for all employers to automatically enrol their eligible workers into a workplace pension scheme. They must also contribute into the scheme.

Who is eligible?

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To be eligible for auto enrolment, your employee must be: ■ at least 22 years old ■ earning a salary of at least £10,000 per annum ■ not yet at state pension age If your employee earns less than the

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£10,000, but more than £5876, then you do not have to automatically enrol them into the scheme. However, they can still ask to join, you cannot refuse and you must then make contributions for them. If your employee earns less than £5876, they can still ask to join the scheme, but you do not have to contribute as employer.

Can they opt out?

Employees must be enrolled into the scheme if they meet the above criteria, but they do not have to stay in. They can opt out at any time, and if they opt out within one month, then any contributions made will be refunded. You must re-enrol them within three years and they can then again opt out if they choose to.

How much do you have to contribute?

The government has set minimum levels of contributions that must be paid to the pension scheme by the employee and the employer. Currently the minimum contribution for both employee and employer is 1% of the employee’s qualifying earnings and this rises to 2% from 6 April 2018 for employers and 3% for employees. Qualifying earnings are your earnings before deduction of tax and national insurance.

What types of pension scheme can I offer?

To be a qualifying scheme it may be either a defined benefit scheme or a defined contribution scheme. As an employer you can set up a new pension scheme which meets the criteria by getting the appropriate advice from a pension adviser or use the governmentbacked NEST (the National Employment Savings Trust). These schemes are available to any employer.

What to do when you enrol a worker Once you have enrolled an employee, you must write to them and state:

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pensions

The facts ■ the date you added them to the pension scheme ■ the type of pension scheme it is and who is administering it ■ how much you will contribute as employer and how much they will contribute as employee ■ how they can leave the scheme, should they want to ■ how tax relief works for them

ecpd2018

■ Continuing professional development – all change in August this year. Part 2 ● Ensure your evidence matches the verifiable CPD you are declaring each year ● Complete your annual statement ● Complete your end of cycle statement

Can I be exempt from auto enrolment?

A company can be exempt from auto enrolment duties if it is comprised only of directors. In this scenario you are not legally required to operate a workplace pension scheme if the following applies: 1. There is only one director and there are no other staff working for your company.

2. The only workers are directors and none of them has an employment contract.

3. The company no longer employs any staff because it has ceased to trade or liquidated.

● Think about your field of practice ● Identify your learning needs ● Link to the GDC’s development outcomes ● Design your PDP

Your CPD cycle

● Review your activity ● Reflect on impact on your daily practice and patients ● Make a record of your reflection ● Adjust your PDP as needed

● Complete your CPD activity ● Collect evidence from each activity ● Meet your hours requirement ● Adjust your PDP as needed throughout your cycle

As we highlighted in the December 2017 issue of The Technologist, there will be changes to CPD from 1 August this year for all dental care professionals.

The new CPD scheme is called Enhanced Continuing Professional Development or ECPD for short.

Declaration of compliance All employers are required to submit their declaration of compliance to the Pensions Regulator within five months of their staging date/start date.

If you have any queries about the consequences of taking on staff, and possibly setting up a workplace pension, then make sure you get the right advice from your accountant or pension adviser as soon as possible.

This article will focus on the GDC’s plan, do, reflect, record model, and in particular the requirement for a personal development plan or PDP.

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Developing your PDP Planning

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ll registrants will need to have a personal development plan (PDP). This document, which can be stored digitally on your PC or printed out and kept in a ring binder, will help you to plan your CPD for the cycle.

aut oe pen nrolm sion ent s

About Peter Blake Peter Blake is a chartered accountant, business coach and master practitioner of NLP. He has his own practice based in Wiltshire, lectures on finance and mentors new business start-ups for Gloucestershire Enterprise Ltd. For further details, contact Peter on 07912 343 265 or email peterblake@pbcoachingandtraining.com

Like all plans, it should be flexible so that it adapts to any changes in your work role. For instance, you may be working in a crown and bridge lab that then plans to the

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introduce CAD/CAM in year two of your cycle, so your plan will change to incorporate new learning that will meet those different needs.

Structure The GDC has suggested a template for your PDP that consists of two parts:

Field of practice – this section is intended to help you think about all aspects of your working life and plan your learning needs.

The CPD rules state that dental professionals must choose CPD that includes activities relevant to each field of practice they work in during their CPD cycle. So, if you are working in a laboratory focusing on orthodontics, it is

very likely that your training needs will mainly be in this field.

Personal development plan – this is intended to help you plan your activity, reflecting your field of practice and linking to the new development outcomes (see page 11 of the December 2017 issue of TT).

This is what it will look like:

My field of practice My registrant title(s) and cycle period

My work setting(s)

Any additional roles, qualifications or professional interests

My patient population

List each title you are registered under, your cycle period and total hours needed.

What is your place(s) of work and its environment? Different settings may require you to undertake certain roles and skills.

Do you have additional roles, qualifications, specialties or areas of focus/interest? Do any of these need continual learning or maintenance?

What are the oral health and management needs of patients in your care? Does this change across your work settings?

My personal development plan What do I need to learn or maintain for this cycle?

What skills or knowledge have you identified that need developing or maintaining? Are there any gaps that need addressing?

How does this relate to my field of practice?

Why have you identified this? How does it relate to your daily job, patients or tasks?

Which development outcome does it link to?

A, B, C or D (see page 11 of the December issue)

What benefit will this have to my work?

How will I meet this learning or maintenance need?

When will I complete the activity?

What will DTA do to help?

DTA is working on a template for you to use either digitally on your PC or printable so that you can complete it by hand. The template will include the details required by the GDC. We will also provide sample PDP templates for the various fields within dental technology to help you structure your thoughts and training needs for the coming cycle. These documents will be available in May 2018. the

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How will CPD activity in this area help you to maintain or improve your daily work and/or care for patients?

What activities could you do to help meet your learning and maintenance needs?

What are your target dates for review and completion?

Don’t forget Having a PDP in place assures the GDC that your CPD activity supports your work as a dental professional. The GDC may ask to see your PDP to check you are keeping records which meet the minimum requirements as set out above. Beyond this, the details within the PDP are not evaluated by the GDC.

For further information visit: https://www.gdc-uk.org/professionals/cpd/enhanced-cpd

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consent

■ CONSENT – it’s not worth the paper it’s written on!

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Standards for the Dental Team: Standard 7.3 Update and develop your professional knowledge and skills

by Andrew Toy, MMedSci BDS MFGDP (UK) Chief Executive Officer of the Dental Business Academy

■ Educational aim: – to raise awareness of how gaining patient consent has changed and why we all need to be aware

Many dentists still think that a patient’s signature on a piece of paper saying ‘I consent to …’ means the practice is ‘legally’ safe. That may have been true in the past, but today a signed consent form is literally worthless.

■ CPD outcomes: – to gain a better understanding of what consent actually means – to be aware of why changes to consent are necessary – to ensure your protocols support a valid and thorough consent process

This article will look at the modern meaning of ‘consent’ and why it’s important. It will also highlight how you can turn the need for a robust and extensive consent process to your advantage.

Why is it important?

T

he provision of appropriate consent to treatment is becoming increasingly important. Here are a few of the modern developments: 1. Needs and wants Dental practices are providing an increasing number of ‘elective’ procedures. These are treatments that the patient does not NEED to have, but chooses to have because they WANT them. Elective procedures would include all cosmetic treatments and can also include the provision of expensive versions of removable dentures. If the patient suffers harm or the denture does not meet their expectations, the practice needs to ensure that its consent process has clearly addressed the risks involved. If not, the patient could argue that they wouldn’t have had the expensive denture option if they had understood the risks involved.

2. Ageing population who are keeping their teeth The population is ageing and keeping more of their own teeth. This means

they have increasingly complex medical and dental needs and, therefore, the type of dentistry we offer them is more complex and specialised.

That generally means it’s more expensive and more risky.

3. Lack of trust in the dental team The public no longer has an automatic trust of professionals, so are more likely to complain to the GDC or think of suing their dental team if something goes wrong. In a study of 61 implant treatment cases, Givol et al1 reported that the main causes for lawsuits are actual body injury and major disappointment. They discovered that 95% of errors were due (at least in part) to inadequate preoperative care provided by the dentist, of which obtaining consent is a significant part.

4. An increase in complaints to the GDC Even if the dental professional has done everything correctly and by the book, defending yourself against a complainant is enormously stressful, time-consuming and expensive.

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consent 1. respects the right of the patient to choose their treatment option 2. gives them the means to make an appropriate choice

5. The CQC Elements of the consent process appear in Regulation 9: Person-centred Care Providers must work in partnership with the person, make any reasonable adjustments and provide support to help them understand and make informed decisions about their care and treatment options, including the extent to which they may wish to manage these options themselves.2 This is an area the CQC is very likely to take a keen interest in.

What is it?

The definition of what constitutes appropriate consent has changed in recent years. Recent judgements in UK Courts have placed a much greater emphasis on dental professionals taking care to help their patients make the right choice, rather than dentists making the choice for them. This mirrors social changes, where the public no longer automatically trusts their medical professional, and also expects to be involved in making choices for themselves.

A trusting relationship It is no longer good enough for the dental professional to tell the patient what he/she thinks they need to know. The simple ‘professional knows best’ stance has now evolved into a more complex interaction. The consent process is now described as a trusting, professional relationship in which the dental team: the

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This is the tricky bit. We have to consider whether the patient has the means or ability to consent to treatment. For instance, some adult patients may have language and learning difficulties and are not be able to read the documents you have put in front of them. Older patients may be hard of hearing or have a visual impairment. Sometimes they may not have the mental capacity to make a decision. Your consent process has to take this into account and include the use of visual aids and perhaps the patient’s carer or an interpreter. There are often a variety of options of denture too. The patient needs to know the pros and cons of different materials, different manufacturing processes and different quality teeth, for instance.

Know your patient To provide the best possible consent process, the dental professional needs to consider two phases: 1. Understand exactly what concerns the patient has about their mouth (in terms of comfort, function and appearance) as part of a comprehensive dental examination.

2. After the examination, clearly state the ‘material risk’ for each treatment option offered to the patient in a way they will understand. This means explaining to the patient the ‘pros and cons’ of each option, and how this may affect their own lifestyle.

‘Getting to know’ can also be described as taking a complete ‘social history’. It is important to know things such as what sort of job the patient does, what sort of recreational activities they enjoy, their family obligations. Obvious things like smoking and alcohol habits are also important. All of these aspects of a patient’s lifestyle need to be taken into consideration when agreeing a treatment plan with the patient.

Once the examination is complete, the dental professional must ensure the patient receives an explanation of the risks and benefits for each option that suits the patient’s learning style and personality.

This means the patient will be able to truly understand the options and their benefits and risks. This is essential to the consent process. A dental professional who really knows and understands their patient will be in the best place to help the patient make the right choice for them.

The importance of ‘getting to know the patient’ in the first phase of an examination cannot be underestimated.

As Stephen Covey put it: seek first to understand and then be understood.3 Giving time and attention to the first phase will make a big difference to the quality of the consent process in the second phase, when the patient needs to understand the options put before them.

A patient who ‘feels understood’ will be more likely to listen and understand the options you discuss with them.

So what about the paperwork?

In their publication Standards for the Dental Team4, the GDC lists 9 Principles along with Guidance and Standards that every registered dental professional should meet – including dental technicians and clinical dental technicians.

Aspects of the consent process appear in a number of these Principles. Principle 3 is titled ‘Obtain Valid Consent’ and in the Guidance for this Principle, the GDC states: Although a signature on a form is important in verifying that a patient has given consent, it is the discussions that take place with the patient that determine whether the consent is valid.

This highlights the significance of listening to the patient and building a trusting relationship above any written documentation. A signed consent form that has not been preceded by a thoughtful, patient-centred discussion process that helps the patient make the right choice is not evidence of valid

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consent consent. A patient that trusts the dental team is very unlikely to complain to the GDC or try and sue.

However, as previously stated, in recent years there has been a trend towards more litigation against dental professionals and the prospect of being sued should not be ruled out at any time. Clinicians providing cosmetic dentistry or more complex and expensive treatments are also more likely to be sued.

In the event of any complaint made by the patient to the GDC or through the Courts, the quality of the patient records associated with the consent process will have a significant impact on the judgement. In short, as far as the GDC or Courts are concerned, ‘if it’s not written down it didn’t happen’.

These cases often take several years before a judgement is made, so relying on memory to describe your patient’s consent process is not good enough.

Take the time and trouble to complete a full set of records of every patient interaction and you will be providing their dentist with a robust defence if a patient tries to claim that the care was inadequate in some way. Standards for record keeping have been laid down by the Faculty of General Dental Practice (UK) in their publication Clinical Examination and Record Keeping.5 Creating clear procedures for your practice to follow during the consent could be one of the best things you’ve ever done.

Doesn’t that sound a lot like an ethical marketing procedure? In a world where there are ever more treatment options and where patients are naturally less trusting, investing in a consent process that is ethically and legally sound will make you stand out from the crowd.

Patients will often choose the more expensive treatment option, too, allowing you to build a more varied and high quality practice.

Invest in your skills The Dental Business Academy is about to launch a level 3 qualification called ‘The Practice of Consent’. The qualification is very simple to follow and includes modules on patient communication, the creation of visual aids and clinical governance. Taking this qualification will help you develop a robust consent process that builds great relationships and helps you sleep at night. Good consent is good business!

Conclusions So, your consent paperwork is only of value if it supports a strong, patientcentred communication process – where patients are provided with a range of options suited to their individual needs.

People first, paperwork second.

References 1 Givol N, Taicher S, Halamish-Shani T, Chaushu G (2002). Risk management aspects of implant dentistry.

Int J Oral Maxillofac Implants; 17(2): 258–62.

2 http://www.cqc.org.uk/guidance-providers/regulations -enforcement/regulation-9-person-centred-care#full -regulation Care Quality Commission [Accessed 08.01.2018].

3 Covey S (2013). The 7 Habits of Highly Effective People.

4 Standards for the Dental Team: General Dental Council. https://www.gdc-uk.org/professionals/standards/team [Accessed 08.01.18].

5 Clinical Examination and Record Keeping: Good Practice Guidelines FGDP (2009) ISBN 0-9532715-4-4.

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Turning the consent process to your advantage If you really try to simplify it, good consent means: 1. discovering your patient’s needs and wants 2. building a trusting relationship 3. using our specialised knowledge to create a list of treatment options designed to meet those needs and wants 4. helping your patient to make the best choice for themselves the

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12 february 2018

dustandfumes

■ Dangers of dust and fumes in Standards for the Dental Team: Standard 7.3 Update and develop your professional knowledge and skills ■ Educational aim: – to be aware of the health and safety risks associated with the business of dental technology ■ CPD outcomes: – to gain an understanding of the potential health & safety risks associated with the toxic fumes and particulates that are generated by CAD/CAM manufacturing, monomer mixing and hand finishing processes – to have an understanding of what specific health hazards are potentially posed through your work as a DT – to understand what COSHH is and how it aims to prevent work-related hazards – to be aware of the tools and filters available to minimise any harmful exposure

Within the dental industry, you need to be aware of the potential health & safety risks associated with the toxic fumes and particulates that are generated by CAD/CAM manufacturing, monomer mixing and hand finishing processes, and use an effective dust and fume extraction system to remove these risks from the working environment.

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ental technicians can be exposed to many health hazards. There is growing awareness of potential health & safety issues regarding the presence of silica dust as, when inhaled, this can cause silicosis or even lung cancer. Zirconia dust and monomer toxic fumes and vapours from hand finishing processes are also a potential issue. MMA (methyl methacrylate) used in making dentures and plates, plus the process of electroplating, can release hazardous contaminants into the air causing respiratory problems.

Monomers can potentially cause a wide range of adverse health effects, from irritation to the eyes, skin and mucous membranes through to allergic dermatitis, asthma and disturbances to the central nervous system, liver toxicity and fertility disturbances. In particular, methacrylate (MMA), a widely used monomer in dentistry, causes abnormalities or lesions in several organs.

Metals such as beryllium, chromium, cobalt, and nickel used for castings of bridge frameworks and other dental prosthesis components can cause a variety of lung problems, such as occupational asthma.

(With thanks to Schoenitz Dental Laboratory for their permission to use this image.)

Although many dust particles can be very small (less than 5 microns) and invisible to the naked eye, this doesn’t mean the dangers for technicians don’t exist! A human hair is typically 100 microns in diameter and the average person can only see 30 microns and above without magnification.

Some of these exposure symptoms can be immediate and some can arise many

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hours later and not be associated with work – this is called a late asthmatic reaction.

What is ‘occupational asthma’?

Today, the UK Health and Safety Executive (HSE) has already estimated that there are still 1500 new cases of work-related asthma per year.

Occupational asthma is caused directly by work and is usually the result of a reaction that can occur in some people when they are exposed to certain substances known as respiratory sensitisers. These are inhaled into the lungs over a period of time and cause asthma symptoms.

Occupational asthma can be a serious condition leading to severe chronic asthma if exposure to respiratory sensitisers continues. The condition can take weeks, months or even years to develop, depending on the person and the substance.

How can hazardous substances be recognised?

Hazardous substances can be recognised through knowledge of the process and from previous experience, or by reading HSE guidance notes and the scientific and technical literature of relevant trade associations. You could also search the web or ask the advice of trade associations, other employers, etc., or a competent toxicology, occupational hygiene or health adviser.

What is COSHH? COSHH is the law that requires the ‘control of substances hazardous to health’ by employers. You can prevent or reduce workers’ exposure to hazardous substances by:

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dustandfumes

the dental industry ■ finding out what the health hazards are ■ deciding how to prevent harm to health (via a risk assessment) ■ providing control measures to reduce harm to health ■ making sure they are used ■ keeping all control measures in good working order ■ providing information, instruction and training for employees and others ■ providing monitoring and health surveillance in appropriate cases ■ planning for emergencies Most businesses use substances or products that are mixtures of substances.

Some processes create substances. These could cause harm to employees, contractors and other people. Sometimes substances are easily recognised as harmful. Common substances, such as paint, bleach or dust from natural materials, may also be harmful. COSHH is not a bureaucratic exercise. It is about making sure things are done to reduce pain and suffering caused by ill health.

Poor assessment that merely collects information may well result in meaningless mountains of paper.

However, good assessment motivated by a constructive desire to know what is going on and the best ways of dealing with problems can be used not only for reference but also as a plan for identifying action to reduce ill health.

filters’ for dust and smoke and ‘gas or carbon filters’ for vapours and smells.

Some substances will have to be vented to the atmosphere as it is not always commercially viable to filter the fumes; however, there is a balance between replacing filters compared to heating the air that is lost by a ‘suck it and chuck it’ system.

All particle filters are graded depending on their filtration abilities, ranging from EU1 (very coarse) to EU14 (very fine). It is not possible to filter gases through a particulate filter; therefore, we need a different type of filter to purify gases and vapours … i.e. carbon or charcoal.

What is a HEPA filter?

A HEPA filter is a very fine filter as used in hospital operating theatres. It stands for ‘High Efficiency Particulate Air’ and these filters are often classed as 99.997% efficient down to 0.3 microns (H13).

How does a carbon filter work?

Charcoal consists of elemental carbon in its graphite configuration. Carbon has been used for water purification for centuries, possibly dating back as far as ancient Egypt and India. Carbon, in the form of graphite, exhibits an exceptionally high surface area per volume: one gram of industrially produced activated carbon may have a surface area of 400–1500 m2 (a football field is about 5000 m2).

Can I filter the fumes and dust?

Aside from the health & safety concerns, the prolonged release of dust and particulate can lead to a build-up of material on valuable production equipment, leading to additional maintenance and potentially causing reliability issues. The implementation of the correct form of local exhaust ventilation (fume & dust extraction systems) can remove many of these health hazards.

Two types of filter are used to remove most airborne substances – ‘particle

The non-technical explanation: It starts with the gas molecule coming into contact with the surface of an activated carbon particle. The gas molecule comes to rest in a large surface pore on the particle. Unbalanced forces on and within the carbon particle cause the gas molecule to move down into the smaller pores of the carbon particle where it will stop and be held in place. At some point, the gas molecule will condense and become a liquid particle, trapped inside the carbon.

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The technical explanation: The adsorbate (gas) diffuses through the surface film of the macropore structure (activated carbon). Van der Walls’ forces cause the gas to migrate into the micropore structure, condensing during this movement. It stops when either the forces become balanced or it is physically blocked.

What types of gases and vapours can be filtered?

Activated carbon is the universal adsorbent and will filter ‘some of almost any vapour’. Below is a partial list of gases that are removed by activated carbon filter systems.

■ Organic compounds: acids, alcohols, aldehydes ■ Chlorinated hydrocarbons: esters, ethers, ketones, mercaptans, amines ■ Inorganic compounds: halogen acids, halogens, sulphuric acid, sulphur dioxide, phosgene ■ Odours: human, animal, food, waste processes, cooking Special carbon additives can be mixed with activated carbon to make it more effective at removing certain types of chemicals.

■ For further information, visit www.vodex.co.uk

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14 february 2018

advertorial

■ Guiding you into the world of digital technology The latest digital technologies are revolutionising the workflow of dental technicians (DTs) and laboratories.

The advances in intraoral scanning, CAD/CAM technology, state-of-theart milling machines and interconnected software platforms, now offer DTs the opportunity to deliver custom-made solutions with speed, accuracy and precision. In the same way that digital technology has become a fundamental part of everyday life, it is fast becoming a routine part of the work of DTs, doing away with more mundane tasks whilst maximising productivity, flexibility and patient outcomes.

As more and more laboratories take the decision to move into digital workflow, it can be difficult for some to know quite where to start. There is the potential for apprehension in finding the right product information, overcoming compatibility issues, getting value for money and not being left with a ‘white elephant’ if skilled installation and proper user training is not achieved. There is also a real concern that moving into digital workflow is an all-or-nothing decision with no turning back and the prospect of having to change tried-and-trusted working practices almost overnight.

Help is at hand Straumann offers solutions to help dental laboratories achieve precision and efficiency, along with the peace of mind of quality, reliability and support.

Making the move into digital with Straumann® CARES® Digital Solutions means DTs get the backing of highly qualified digital laboratory support teams who are on hand to offer technical and business expertise at every stage of the treatment journey. UK-wide, this support includes product selection, installation, user training, online and telephone support, warranty and maintenance. But don’t just take our word for it …

Resistance is futile!

‘I wouldn’t want to see all dental technicians assimilated into a “Borg”-like collective, but resistance to digital technology in dentistry is futile!’ – so says Harvey James of Pure Dental Laboratory discussing their move to a digital workflow.

technology and along with the support of Straumann, has seen how it assists, not replaces, the work of the DT. ‘Straumann offered us a complete digital workflow that combines interconnected software platforms to ensure everything works seamlessly together and there are no issues with compatibility. Using coDiagnostiX™ and Synergy™ we share cases with our clients so that optimal implant planning and restoration design happens simultaneously.

‘I’ve found some DTs are concerned about adopting digital processes because they think it will result in job losses, but in my experience, this is not the case. Digital technology is an aid rather than a substitute, changing technicians’ working lives for the better, doing away with the more mundane manual tasks and allowing us to benefit from an optimised digital workflow.’

Happy to help These concerns have been recognised by digital manufacturers who aim to deliver far more than just a product. Their responsibility must extend to the provision of full support both pre- and post-purchase to make the move into digital as seamless as possible – and that’s where Straumann is truly ahead of the game.

‘There are so many advantages to working in a digital environment. It’s a lot cleaner and we can produce highly accurate restorations that save us all time and money. One hundred per cent of our metal work is now produced using CAD/CAM processes and I wouldn’t want to go back to the pitfalls of investing and casting.

Digital technology is changing DTs’ working lives for the better, and there’s never been a better time to join the digital revolution. The Straumann team is here to help every step of the way. Maximise your productivity, flexibility and patient treatment outcomes with Straumann’s commitment to solutions today and upgrading digital workflow tomorrow.

‘We’ve found the support from Straumann is excellent and has helped us get the most from our equipment, which to me is invaluable.’

■ To find out more about Straumann’s range of digital products and services, contact Straumann on 01293 651 230; visit http://www.straumanndigital performance.co.uk ■ Facebook: Straumann UK ■ Twitter: @StraumannUK

Jason Pearson, owner of Jubilee Dental Ceramics has also embraced digital dental the

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firesafety

■ Counting the cost of fire in the workplace Standards for the Dental Team: Standard 7.3 Update and develop your professional knowledge and skills ■ Educational aim: – to be aware of the responsibilities and protocols underpinning fire safety in the workplace ■ CPD outcomes: – to be aware of who is responsible for workplace safety with regard to fire regulations – to understand what constitutes good fire safety awareness in the workplace

The cost of a serious fire can be high, and afterwards, many businesses do not reopen.

According to the Government, the costs as a consequence of fire in England and Wales, including property damage, human casualties and lost business, were estimated at £2.5 billion*.

Fire has the potential to injure or kill large numbers of people very quickly. Our fire and rescue services attended more than 33,400 fires in non-domestic buildings in 2004 and these fires killed 38 people and injured more than 1,300.

So, who’s responsible?

Fire risk assessments

You are responsible for fire safety in business or other non-domestic premises if you are: ■ an employer ■ the owner ■ the landlord ■ an occupier ■ anyone else with control of the premises, for example, a facilities manager, building manager, managing agent or risk assessor

As the responsible person, you must carry out and regularly review a fire risk assessment of the premises. This will identify what you need to do to prevent fire and keep people safe. You must keep a written record of your fire risk assessment if your business has five or more people.

If you’re any of the above, you are known as the ‘responsible person’. If there’s more than one responsible person, you must work together to meet your responsibilities.

Responsibilities As the responsible person you must: ■ carry out a fire risk assessment of the premises and review it regularly ■ tell staff or their representatives about the risks you’ve identified ■ put in place, and maintain, appropriate fire safety measures ■ plan for an emergency ■ provide staff information, fire safety instruction and training

Non-domestic premises As well as the human cost, those responsible for fire safety in businesses or other non-domestic premises could face fines or prison if they don’t follow fire safety regulations.

Non-domestic premises are: ■ all workplaces and commercial premises ■ all premises the public have access to ■ the common areas of multi-occupied residential buildings

You’ll need to consider: ■ emergency routes and exits ■ fire detection and warning systems ■ fire fighting equipment ■ the removal or safe storage of dangerous substances ■ an emergency fire evacuation plan ■ the needs of vulnerable people, for example, the elderly or those with disabilities ■ providing information to employees and other people on the premises ■ staff fire safety training

Fire safety and evacuation plans Your plan must show how you have: ■ a clear passageway to all escape routes ■ clearly marked escape routes that are as short and direct as possible ■ enough exits and routes for all people to escape ■ emergency doors that open easily ■ emergency lighting where needed ■ training for all employees to know and use the escape routes ■ a safe meeting point for staff

People with mobility needs Shared premises

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In shared premises, it’s likely there’ll be more than one responsible person. You’ll need to coordinate your fire safety plans to make sure people on or around the premises are safe. For common or shared areas, the responsible person is the landlord, freeholder or managing agent.

You should also make special arrangements for people with mobility needs, for example, make sure there are people to help wheelchair users or those with mobility issues get downstairs if there’s a fire.

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16 february 2018

firesafety Fire detection and warning systems You must have a fire detection and warning system. Please remember you may need different types of detectors, depending on the type of building and the work carried out in it.

Fire fighting equipment The types of equipment you need depend on your business premises. You’ll need to have any equipment properly installed, tested and maintained and train your staff to use it if necessary.

Fire drills and training You need to train new staff when they start work and tell all employees about any new fire risks. You should carry out at least one fire drill per year and record the results. You must keep the results as part of your fire safety and evacuation plan.

Fire safety duties How do you carry out a fire risk assessment?

If you are the responsible person, you must carry out a fire risk assessment that must focus on the safety in case of fire of all ‘relevant persons’. It should pay particular attention to those at special risk, such as disabled people, and must include consideration of any dangerous substance liable to be on the premises.

Your fire risk assessment will help you identify risks that can be removed or reduced and to decide the nature and extent of the general fire precautions you need to take.

A fire risk assessment will help you determine the chances of a fire starting and the dangers from fire that your premises present for the people who use them and any person in the immediate vicinity. The assessment method suggested in this guide shares the same approach as that used in general health and safety legislation and can be carried out either as part of a more general risk assessment or as a separate exercise.

Much of the information for your fire risk assessment will come from the knowledge your employees, colleagues and representatives have of the premises, the

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as well as information given to you by people who have responsibility for other parts of the building. A tour of your premises will probably be needed to confirm, amend or add detail to your initial views.

It is important that you carry out your fire risk assessment in a practical and systematic way and that you allocate enough time to do a proper job. It must take the whole of your premises into account, including outdoor locations and any rooms and areas that are rarely used.

If your premises are small, you may be able to assess them as a whole. In larger premises you may find it helpful to divide them into compartments or subcompartments.

If your premises are in a multi-use complex then the information on hazard and risk reduction will still be applicable to you. However, any alterations to the use or structure of your individual unit will need to take account of the overall fire safety arrangements in the building.

Your premises may be simple, with few people present or with a limited degree of business activity, but if it forms part of a building with different occupancies, then the measures provided by other occupiers may have a direct effect on the adequacy of the fire safety measures in your premises.

Under health and safety law (enforced by the HSE or the local authority) you are required to carry out a risk assessment in respect of any work processes in your workplace and to take or observe appropriate special, technical or organisational measures. If your health and safety risk assessment identifies that these processes are likely to involve the risk of fire or the spread of fire (for example, in the kitchen or in a workshop) then you will need to take this into account during your fire risk assessment and prioritise actions based on the level of risk.

You need to appoint one or more competent persons to carry out any of the

preventive and protective measures. This person could be you, or an appropriately trained full-time employee or, where appropriate, a third party.

The five steps of a fire risk assessment 1. Identify fire hazards Sources of ignition Sources of fuel Sources of oxygen 2. Identify people at risk People in and around the premises People especially at risk 3. Evaluate, remove, reduce and protect from risk Evaluate the risk of a fire occurring Evaluate the risk to people from fire Remove or reduce fire hazards Remove or reduce the risks to people: • Detection and warning • Fire fighting • Escape routes • Lighting • Signs and notices • Maintenance 4. Record, plan, inform, instruct and train Record significant findings and action taken Prepare an emergency plan Inform and instruct relevant people; cooperate and coordinate with others Provide training 5. Review Remember to keep your fire risk assessment under review Revise where necessary

Enforcement, appeals and penalties Your local fire and rescue authority visits premises to check that the fire risk assessment and fire prevention measures are appropriate. Fire safety officers should help you understand the rules and comply with them. They can also take action if they think your fire safety measures aren’t adequate. For example,

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classified they might issue an informal notice suggesting safety measures. They could also give you a formal fire safety notice.

They’ll tell you how to fix the problems described in the notice.

Penalties You could be fined or go to prison if you don’t follow fire safety regulations. Minor penalties can be up to £5,000. Major penalties can have unlimited fines and up to two years in prison.

Further reading This online booklet provides practical advice to people responsible for fire safety in small and medium businesses.

It provides entry-level guidance on how to make sure you are meeting the Regulatory Reform (Fire Safety) Order 2005.

■ https://www.gov.uk/government/ publications/making-your-premises -safe-from-fire

Ashton-under-Lyne Crown & bridge-model technician required for independent dental laboratory based in Ashton-under-Lyne, Lancashire.

Minimum 12 months experience working in a model room is essential. Competitive rates of pay for the successful applicant.

Please call 0161 330 6868 for appointment, asking for Stuart.

The fire safety risk assessment chart is a 5-step checklist to help people responsible for business premises complete a fire safety risk assessment.

■ https://www.gov.uk/government/ publications/fire-safety-risk-assessment -5-step-checklist This guide provides extra information on accessibility and means of escape for disabled people.

■ https://www.gov.uk/government/ publications/fire-safety-risk-assessment -means-of-escape-for-disabled-people Assessment guides – you can download the following guides on risk assessments in healthcare premises ■ https://www.gov.uk/government/ uploads/system/uploads/ attachment_data/file/14892/ fsra-healthcare.pdf * From research carried out in 2004.

Crown and Bridge Laboratory for sale For more information please email: mein5417@gmail.com

DTA charity for 2018 Gloucester - Prosthetic Technician vacancy

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LABORATORY FOR SALE IN BURNABY, BRITISH COLUMBIA

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Qualified/ registered prosthetic technician required for busy laboratory outskirts of Gloucester, near junction 12 of the M5.

Orthodontic experience an advantage but not essential.

Full time position.

Please send CV to kestreldental@yahoo.co.uk or call 01452 886374. the

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advertorial

■ VINTAGE PRO by SHOFU:

Optimised leucite-reinforced feldspathic porcelain meets all challenges Definitely improving aesthetic results: Innovative PFM system reduced to the maximum!

Proven products have been redesigned for even more convenient handling and sophisticated shade matching – so why not rediscover PFM restorations? VINTAGE PRO, launched at the IDS 2017, represents a fresh, new PFM porcelain generation allowing dental technicians to easily, efficiently and aesthetically meet all challenges in the field of PFM restorations.

Based on SHOFU’s proven VINTAGE systems and more than 30 years of experience and expertise in dental porcelains, this optimised leucitereinforced feldspathic porcelain helps users to achieve maximum aesthetics in a minimum of time. The excellent handling of a well-established PFM system has been systematically optimised, its aesthetic benefits have been further enhanced, and its porcelain basis has been combined with new materials – for even greater ease of use, higher safety and firing stability, and naturally opalescent shades on all classical PFM alloys!

VINTAGE PRO provides new perspectives for PFM restorations: the uncomplicated, light-transmitting and reflecting porcelains of this system allow both professionals and beginners to create excellent aesthetic results using a time-saving technique.

Thanks to their leucite-reinforced crystalline

structure, these porcelains feature exceptional brilliance with great depth and high colour and firing stability, making PFM restorations look as if they were all-ceramic – no matter if the frameworks are made of gold-containing, palladium-based or nonprecious alloys or CAD/CAM materials!

Excitingly classic, refreshingly new: brilliance with depth VINTAGE PRO stands for new, fresh aesthetics with precise opalescence and fluorescence, whose naturalness changes with varying light conditions. The reason: each porcelain material shows a characteristic shade effect, based on specifically matched light refraction properties.

VINTAGE PRO is a leucite-reinforced feldspathic porcelain system with a versatile, lifelike shade range including standard shades, highly fluorescent margin and cervical shades, opalescent effect shades and supplementary bleach shades – all accurately matched to the Vita Classical system. In addition, high quality paste stains are available for individualisation.

Another highlight: newly developed Powder Opaque and ready-to-use Paste Opaque materials with great opacity and bond strength allow technicians to quickly and reliably mask metal frameworks and create an aesthetic base for porcelain build-up.

Both Opaque types can easily be adjusted or modified and applied in any desired thickness.

Rediscover PFM – and improve aesthetic results!

VINTAGE PRO meets all requirements a state-of-the-art PFM system has to meet. An optimised layering system, ideal stackability and sculptability, and high dimensional and firing stability at a temperature of approximately 900°C make this porcelain convenient and efficient to use in everyday work.

Reduced to the maximum, VINTAGE PRO porcelain is now available in 16 standard shades, 4 whitening shades and various light-dynamic auxiliary and effect shades.

The system also includes Paste and Powder Opaque materials ensuring the right base colour and high bond strengths. the

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20 february 2018

dentaltechnologyshowcase

■ Who do you know?

It is often said that ‘It’s not what you know. It’s who you know’. For the more cynical among us, the famous phrase can be applied to many different aspects of life – from enjoying a discount at the local produce shop to obtaining planning permission to build a home extension. Within professional life as well, the people you know are just as important as the skills and knowledge you develop over time.

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or a start, in professions such as dentistry, people make it what it is.

Yes, there are always exciting new materials available, cutting-edge technologies coming to the market and innovative techniques being developed that help to drive dentistry forward. But, ultimately, it is the people – the patients and the professionals – that make it such a progressive, interesting and rewarding industry.

The benefits of knowing the right people in dental technology are compound. At the top of the list is the opportunity to share information and concepts. You might be looking to learn about the latest materials from those who helped develop them, to bounce ideas off a colleague facing similar challenges to you, or to share your own experience with those newer to the profession in order to

inspire the next generation. The people you know will be able to share their thoughts on training courses they’ve attended, particular mentors they may have worked with and suppliers they have used. You’ll also create a network of support you can turn to when seeking advice on particularly complicated cases, or looking to improve protocols for the smoother running of the business.

All of this will help you to make the best decisions for you and your laboratory, shaping your future career and the future success of your business.

With modern dental technology often considered a fairly isolated profession, this network becomes even more important.

Technicians commonly work at their own workstations or in a very noisy environment that makes conversation difficult. Typical daily tasks involve very intricate work that requires your full attention, as all manner of restorations, prostheses and appliances are fabricated to the most exacting of specifications.

Communicating with a colleague in the lab can therefore be problematic enough, but engaging with the wider dental community brings with it much bigger challenges.

An easy and cost-effective way to expand your professional network is to attend the Dental Technology Showcase (DTS) 2018.

Remaining the Dental Laboratories Association’s (DLA) flagship event for

another year, DTS provides an ideal opportunity to meet professionals from all corners of dentistry. Not only are hundreds of dental technicians, clinical dental technicians and laboratory owners from across the UK expected to attend, but so too are more than 100 lab-dedicated manufacturers and suppliers. The trade floor is the perfect platform from which to source new materials, equipment and services, with the experts on hand to offer all the information and advice you might need.

It will also be home to various leading dental societies and organisations – including the DLA, British Association of Clinical Dental Technology (BACDT), Orthodontic Technicians Association (OTA), Dental Technologists Association (DTA) and Dental Technicians Guild (DTG) – who will be available to demonstrate the benefits of membership and provide guidance to delegates on pressing issues. Between all this, various on-stand learning sessions and fantastic show-only offers, the exhibition is certainly not to be missed.

For those looking to catch up with colleagues in partnering practices, DTS will also be co-located with the British Dental Conference and Dentistry Show, enabling you to do just that. You’ll be able to have a chat with existing colleagues and make new acquaintances throughout the event, creating and strengthening relationships with professionals to encourage both personal and business growth.

Further still, DTS will deliver two days of first-class education and training for all dental technology professionals. The various lecture theatres will cover a huge range of hot topics from the latest

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february 2018 21

dentaltechnologyshowcase CAD/CAM technologies and workflows to dentures, orthodontic technology, postgraduate training courses, infection control, dental implant treatment, business support and much, much more.

Completely free for dental technicians, clinical dental technicians and laboratory owners to attend, DTS 2018 will offer hours of vCPD, as well as plenty of opportunities to network with peers. The

prestigious Dental Awards will also be held at the event once again for 2018, celebrating the achievements of groups and individuals throughout the profession and announcing the winners of several categories, including Dental Laboratory of the Year 2018.

So, to make sure you know the right people to help you and them advance in your careers, don’t miss DTS 2018!

■ DTS 2018 will be held on Friday 18 and Saturday 19 May at the NEC in Birmingham, co-located with the British Dental Conference and Dentistry Show.

■ For further details, visit www.the-dts.co.uk, call 020 7348 5270 or email: dts@closerstillmedia.com

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22 february 2018

continuingprofessionaldevelopment Continuing Professional Development (CPD) Programme The Technologist is pleased to include a continuing professional development (CPD) programme for DTA members in accordance with the UK General Dental Council’s regulations and the FDI World Dental Federation’s guidelines for CPD programmes worldwide.

The UK General Dental Council regulations required that from 1 August 2008 all dental technicians must start documenting their CPD. They are required to complete and record a minimum of 150 hours of CPD every five-year cycle, a third of which should be verifiable CPD (50 hours). This should include verifiable CPD in the following core subjects: ■ medical emergencies (10 hours per cycle) ■ disinfection and decontamination (5 hours per cycle)

■ materials and equipment (5 hours per cycle) The questions in this issue of The Technologist will provide verifiable CPD for those entering the programme. Complete your answers for free online at www.dta-uk.org, or use the answer sheet overleaf (or a photocopy if this is preferred, so as not to remove the page). Return your answer sheet to the DTA Head Office address with your £5 payment (please note that your CPD won’t be processed without payment) before the 16 March 2018.

Online and paper responses must be received by the deadline. Dental technicians completing the programme will receive a certificate for the prescribed number of hours of verifiable CPD, together with the answers to the questions either online or by post according to the above guidelines.

Aims and outcomes In accordance with the General Dental Council’s guidance on providing verifiable CPD: ■ The aim of The Technologist CPD Programme is to provide articles and material of relevance to dental technicians and to test their understanding of the contents.

■ The anticipated outcomes are that dental technicians will be better informed about recent advances in dental technology and associated subjects and that they might apply their learning to their practice and ultimately to the care of patients.

Please use the space on the answer sheet or online to provide any feedback that you would like us to consider.

Dangers of dust and fumes (materials & equipment cpd – 60 minutes) Q1 – What does HEPA stand for?

A – High Element Produced Air B – High Energy Particle Air C – High Efficiency Particulate Air D – Hazardous Element Produced Air

Q2 – What is COSHH? A – Control of Substances Hazardous to Health B – Comply with Safety and Health Hazards C – Control Substances that are High in Hydrogen D – Comply with Standards and Hazards to Health

Q3 – Which of these isn’t a dental industry related risk from monomers?

A – Occupational asthma B – Skin and eye irritation C – Fertility implications D – Hay fever

Q4 – What are the two main types of filters called that remove most airborne substances?

A – Particle and dust filters B – Particle and fume filters C – Gas/carbon and particle filters D – Gas/carbon and dust filters

Q5 – What health issues can you get when inhaling silica dust?

A – Silicosis and lung cancer B – Itchy eyes and itchy throat C – Sneezing and wheezing D – Headache and nausea the

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Q6 – According to the article, which of the following is NOT a possible health effect caused by monomers?

A – Irritation to the eyes, skin and musculature B – Allergic dermatitis C – Asthma D – Liver toxicity

Q7 – What isn’t an inorganic compound?

A – Halogen acids B – Sulphuric acid C – Alcohols D – Sulphur dioxide

Q8 – How many microns is a dust particle?

A – 100 microns B – 50 microns C – 10 microns D – Less than 5 microns

february 2018 23

continuingprofessionaldevelopment Q9 – What independent organisation acts in the public interest to reduce work-related death and serious injury across the UK? A – ESH B – HSE C – SHE D – HES

Q10– How many estimated new cases of occupational asthma are diagnosed each year according to HSE? A – 150 B – 15 C – 15,000 D – 1500

CONSENT – it’s not worth the paper it’s written on (legal & ethical cpd – 60 mins) Q1 – Why is it even more important today to ensure the appropriate consent for treatment is provided?

A – Patients are opting for more elective (want-driven procedures) B – There are more older patients with teeth who have more complex needs C – There is a lack of trust in professionals and an increase in complaints D – CQC features elements of consent in its regulations and all of the above

Q2 – Which is the best approach to consent as suggested in the article?

A – A professional is the ideal person to choose what is right for the patient B – Dental professionals should take care to help their patients make the right choice C – Patients expect to participate in choosing appropriate treatment and b D – Patients should seek help to make the right decision

Q3 – What are suggested as possible barriers to patients having the means or ability to consent?

A – Inability to read B – Language and learning difficulties and a C – Hearing or visual impairments and a and b D – Treatment plans from alternative dental professionals

Q4 – Which of the following is not part of the ‘getting to know’ social history?

A – Smoking and drug habits B – Type of work C – The food patients especially like eating D – Recreational activities

Q5 – What characteristics of consent representing good communication are advised in the article?

A – An explanation of the risks and benefits of each option open to the patient B – Communication that considers the patient’s learning style and personality C – Recognition that it is best if patients feel like they have been understood D – Paying close attention in the first phase of the examination and all of the above

Q6 – How many principles make up the GDC’s Standards for the Dental Team?

A–9 B–8 C – 10 D–6

Q7 – What principle of the Standards guidance document specifically focuses on consent?

A–2 B–3 C–5 D–9

Q8 – Which of the following statements is untrue when referring to record keeping and consent?

A – Standards for record keeping have been laid down by the Faculty of General Dental Practice (UK) B – According to the GDC and the Courts, ‘If it isn’t written down it didn’t happen’ C – Litigation of dental professionals is on a downward trend D – The quality of documented patient records has a significant impact on the success of any defence in court

Q9 – Good consent means: A – Discovering the patient’s needs and wants and d only B – Building a trusting relationship and a and c only C – Using our professional skills to create treatment options considerate of patients’ needs and wants D – Assisting the patient to choose the best approach for them and a, b and c

Q10– Which of the following best sums up the right approach to consent?

A – People first, paperwork second B – Focus on your process, then paperwork and people C – Paperwork supports a patient-centred communication process and a D – No need for change. If you haven’t had a problem, why change! the

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24 february 2018

continuingprofessionaldevelopment Counting the cost of fire in the workplace (other specific cpd – 30 minutes) Q1 – Who is the responsible person for fire safety in business and non-domestic premises?

A – An employer, owner or landlord B – An occupier and a C – Anyone with control of the premises and a and b D – Everyone

Q2 – Which of the following must the responsible person undertake?

A – A risk assessment that considers emergency exits, fire detection systems and an evacuation plan and d B – Making special arrangements for people with mobility needs and a and d C – A fitness regime so you can run as fast as possible should a fire occur D – The installation, training and maintenance of fire fighting equipment and a, b and c

Q3 – The minimum age for an employee to become eligible is: A – 22 B – 25 C – 18 D – 30

Q4 – A company can be exempt from auto enrolment if it only has one: A – Company secretary B – Director C – Cleaner D – Employee

Q5 – NEST stands for National Employment Savings …

A – Trust B – Territory C – Tax D – Track

Q3 – Which of the following series of words best reflect the recommended fire risk assessment steps?

A – Identification, Evaluation, Record and Review B – Remove, Re-evaluate, Reinforce and Review C – Identification, Evaluation, Report and File D – Reduce, Re-evaluate, Report and Review

Q4 – The identification and removal of fire risks can include: A – The sources of ignition, fuel and oxygen B – An assessment of escape routes and a and c C – Ensuring adequate lighting, signs and notices D – Waiting for your local fire station to advise you what to do

Q5 – Not following fire regulations can lead to penalties such as:

A date with data (other specific cpd – 30 minutes) Q1 – Existing data protection legislation is covered by: A – Employment Rights Act 1996 B – Employment Tribunals Act 1996 C – Health and Safety at Work Act 1974 D – Data Protection Act 1998

Q2 – The GDPR changes cover: A – Medical records only B – Any personal data C – Company turnover D – Company profitability

A – Minor penalties of up to £5000 B – Unlimited fines C – Up to two years of prison time D – All of the above

Q3 – Breaches of the GDPR can incur fines of up to:

Auto enrolment (other specific cpd – 30 minutes) Q1 – The current minimum employer contribution is: A – 3% B – 1% C – 2% D – 1.5%

Q4 – The new legislation is based upon: A – 8 principles B – 10 principles C – 6 principles D – 4 principles

Q2 – An employee becomes an eligible employee when their gross pay exceeds: A – £5,000 B – £7,000 C – £12,000 D – £10,000

A – €50M B – €20M C – €30M D – €10M

Q5 – The recommended action that employers should take in preparation for the new Act is to: A – Carry out an audit to identify any data protection risk areas B – Rely upon existing procedures C – Introduce new contracts of employment D – Introduce new HR policies

the

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Simply fill in the multiple choice answer sheet on the inside back cover and complete the form ...

february 2018

continuingprofessionaldevelopment

answer sheet the technologist february 2018 Please PRINT your details below: First Name*

Last Name*

GDC no.*

Title

DTA Member: Yes

No

DTA no.*

*Essential information. Certificates cannot be issued without all this information being complete.

Complete free online at <www.dta-uk.org>. First-time users will need to register; those already registered need only log in.

Or, either remove this page, or send a photocopy to: Dental Technologists Association, F13a Kestrel Court, Waterwells Business Park, Gloucester GL2 2AT. A £5 payment must be included with your CPD answer sheet – please do not forget!

Please note that you must achieve a score of 50% or more to receive a certificate.

Answer sheets must be returned before 16 March 2018 for CPD responses returned in the post and for online CPD users.

Answer sheets received after this date will be discarded.

Answers Please tick the answer for each question below Dangers of dust and fumes (materials & equipment cpd – 60 minutes) Question 1:

A

B

Question 2:

C

D

A

C

D

A

Question 6:

A

B

B

Question 3:

C

D

C

D

Question 7:

B

A

B

D

A

C

D

A

Question 8:

A

B

Question 5:

Question 4:

C

B

C

D

A

C

D

A

C

D

A

C

D

A

C

D

A

C

D

A

C

D

A

C

D

C

D

C

D

C

D

C

D

C

D

C

D

Question 10:

Question 9:

B

B

B

CONSENT – it’s not worth the paper it’s written on (general verified legal & ethical cpd – 60 minutes) Question 1:

A

B

Question 2:

C

D

A

C

D

A

Question 6:

A

B

B

Question 3:

C

D

C

D

Question 7:

B

A

B

D

A

C

D

A

C

D

A

C

D

A

C

D

A

Question 8:

A

B

Question 5:

Question 4:

C

B

Question 10:

Question 9:

B

B

B

Counting the cost of fire in the workplace (other specific CPD – 30 minutes) Question 1:

A

B

Question 2:

C

D

A

B

Question 3:

C

D

A

B

Question 5:

Question 4:

B

B

Auto enrolment (other specific CPD – 30 minutes) Question 1:

A

B

Question 2:

C

D

A

B

Question 3:

C

D

A

B

Question 5:

Question 4:

B

B

A date with data (other specific CPD – 30 minutes) Question 1:

A

B

Question 2:

C

D

A

B

Question 3:

C

D

A

B

Question 5:

Question 4:

B

B

Feedback We wish to monitor the quality and value to readers of The Technologist CPD Programme so as to be able to continually improve it. Please use this space to provide any feedback that you would like us to consider.

An important note for non-DTA members Non-DTA members will incur a £25 fee for undertaking CPD provided through this publication. Cheques made out to DTA should accompany your answer sheet. the

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