APPRAISAL

1
APPRAISAL

• Mr Michael McCann
• Associate Specialist in Emergency Medicine
• NISASC Committee member

2
WHAT IS APPRAISAL FOR SAS DOCTORS?

• A professional process of constructive dialogue
• An opportunity for the doctor to reflect on his
  or her work
• To consider how to improve effectiveness.
• To give feedback on performance
• To chart continuing progress
• To identify developmental needs

3
WHAT IS IT NOT

• IT IS NOT TO SCRUTINISE DOCTORS TO SEE IF THEY
  ARE PERFORMING POORLY !
• It can however help to recognise at an early
  stage developing poor performance or ill health
  affecting practice.

4
AIMS AND OBJECTIVES

• Review work and performance
• Optimise use of skills
• Consider contribution to quality and improvement
  of local services
• Set out personal development needs and agree
  plans to meet these
• Identify resources to meet objectives

5
AIMS AND OBJECTIVES

• Provide opportunity for SAS Doctor to discuss
  participation in activities for wider NHS
• Utilise the annual appraisal process and
  associated documentation to meet the requirements
  of re-validation
• Raise concerns re relationships with colleagues,
  especially those relating to ability to perform

6
PROCESS AND CONTENT

• Chief Executive is accountable
• Appraisers need to be trained
• Usually Clinical Director but any Senior Doctor
  can appraise
• If there is incompatibility between appraiser
  and appraisee then an alternative should be
  available including an SAS appraiser.

7
CONTENT

• GMC core headings
• Good clinical care
• Maintaining good medical practice
• Relationships with patients
• Working with colleagues
• Teaching and Training
• Probity
• Health

8
REVALIDATION

• Appraisal will be the main vehicle for
  revalidation
• Therefore discussions and evidence gathering
  should be broad enough to satisfy this end
• IT IS THEREFORE ESSENTIAL THAT SAS DOCTORS ARE
  REGULARLY APPRAISED

9
PREPARATION

• Identify issues to be raised
• Prepare outline personal development plan
• Prepare workload summary (clinical,teaching,
  management work external to trust ie private or
  commercial healthcare
• Job plan
• Data should be accurate and up to date
• Include any trust performance monitoring

10
PREPARATION

• Meet with Appraiser in advance (two weeks) to
  share paperwork
• Allow time for validation of supporting
  information

11
SCHEME CONTENT

• Clinical performance which includes
• Data from audit,outcome data complications and
  availability of resources
• Concerns raised by investigated clinical
  complaints (not disciplinary) and only where the
  doctor is directly implicated personally

12
SCHEME CONTENT

• CPD including skills updating through CME
• Use and development of relevant clinical
  guidelines
• Risk management and adherence to governance
  policies
• Professional relationships with patients,
  colleagues and team working

13
SCHEME CONTENT

• Teaching and research, feedback, medical and non
  medical. ethical approval
• Personal and organisational effectiveness, i.e.
  communication, service development management
  activities
• Other issues such as wellbeing health bullying
  harassment discrimination

14
SUBSPECIALITY or SPECIALTY REVIEW

• May need a specialist in the SAS doctors field
  and may necessitate internal or external review
• If this comes up at appraisal review should be
  complete one month after the appraisal

15
OUTCOMES OF APPRAISAL

• Maximum benefit requires openness between
  appraisee and appraiser
• It should identify needs to be addressed through
  personal development plan
• PDP should be a basis for review with specialty
  teams of working practices , resource needs and
  clinical governance issues

16
OUTCOMES

• Appraisal meetings should be in private
• Both parties should sign document
• Copies to Chief Exec, Med Dir, Clin Dir and if
  indicated named consultant (development needs)
• If disagreement a further meeting with medical or
  Clinical Director present plus SAS doctor my
  request a Medical colleague

17
OUTCOMES

• Further action if performance issues highlighted
• Development outcomes for the following year incl.
  Acquisition of new skills and techniques
• Training if necessary, resource issues
• Lead trust if working for more than one trust
  (agree this in advance)

18
POINTS TO CONSIDER

• Appraisal is an opportunity
• It is compulsory
• It is necessary for revalidation
• It is two way
• The first appraisal requires a lot of work
  gathering information , evidence etc
• The second is NOT the first with the dates changed

19
POINTS TO CONSIDER

• Subsequent appraisals need to show results of
  development plan, improved clinical outcomes,
  additional areas of research audit or
  responsibility
• If you have stopped doing something take it out,
  if you have started to do something put it in
• Make sure that you have adequate protected time
  to prepare
• Use it as an opportunity to highlight problems
  such as lack of resources, study leave/pay,
  harassment/bullying

20
POINTS TO CONSIDER

• Work for your appraisal can also be used to
  prepare applications for discretionary points
• (they haven,t gone away you know (yet)).
• Appraisal can be used to improve your job plan
  and maybe reduce your workload or increase your
  pay
• It is your chance to show what you are doing and
  what you could do given the opportunity
• Keep all those thank you cards from patients,
  relatives and grateful junior docs

21
THINGS TO ASK YOURSELF

• How good a doctor am I?
• How well do I perform?
• How up to date am I?
• How well do I work in a team?
• What resources and support do I need?
• How well am I meeting my service objectives?
• What are my development needs?
• How does the man who drives the snowplough get to
  work?

22
A FEW STATS (N.I.)

• Consultants
• Written Trust app policy 31
• User participation 19
• IT support 88
• Percentage appraised 2003/4 85

• SAS Doctors
• Written Trust App Policy 25
• User Participation 75
• IT support 6
• Percentage appraised 2003/4 54

23
TIPS

• Get the form in e mailed to you do not hand write
  or type
• You can then in later years leave the basic
  details and alter the rest as necessary
• Go looking for your appraiser as they will not
  come looking for you

24
QUESTIONS

• ?