Appraisals for Sessional GPs

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Appraisals for Sessional GPs

• Damian Kenny
• Community Education Adviser in General Practice

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Objectives for training

• understand the local appraisal process
• feel more confident about your own appraisal
• look forward to your own appraisal

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Factors which help boost job performance

• Being clear about what is expected
• Feeling that one is making a contribution
• Being recognised for the contribution
• Feeling challenged to develop professionally
• Brown Leigh 1996

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Appraisal

• A positive process to give someone feedback on
  their performance, to chart their continuing
  progress and to identify development needs
• Supporting doctors, Protecting patients, CMO
  2000

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Appraisal should

• provide supportive feedback and praise for a job
  well done
• recognise the importance of an individuals
  contribution
• show genuine interest in the individual
• balance support with challenge, to help people
  develop

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Appraisal should

• help people to bring out the best in themselves
• motivate people and help people to change
• help build a culture of trust and support

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Appraisal should NOT

• be dominated by the appraiser
• punish or discipline the individual for poor
  performance
• focus only on what has gone wrong
• concentrate entirely on strengths and avoid
  limitations

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Appraisal is NOT assessment!

• Assessment is about judging and regulating
  performance according to a set of external
  standards
• The function of assessment is regulatory not
  educational

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Appraisal is NOT assessment!

• Assessors test, compare and judge
• Appraisers listen, probe and nudge.

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BMA March 2002

• Designed to be formative and developmental,
  thereby supportive and positive
• The aim is to give GPs feedback on their
  performance and identify development needs

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Department of Health Liam Donaldson, CMO, March
2002

• Appraisal will be a positive and supportive
  developmental process
• It gives individuals the chance to assess their
  career path and
• consider how they might gain more job
  satisfaction from their current role

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The Appraisal Portfolio (Toolkit)

• The portfolio is the focus of discussion that
  occurs between appraiser and appraisee

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Main Areas to Consider

• Good Clinical care
• Maintaining Good Medical Practice
• Relationships with patients
• Working with Colleagues
• Teaching and training
• Probity
• Health

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The Actual Appraisal -Overview

• Gathering information (appraisee)
• Reviewing information (appraiser)
• The interview
• Feedback
• Action plan

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The Interview Day

• Appraisee chooses venue
• Private comfortable setting
• Protected time

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Discussion

• Understanding the individual doctor in relation
  to her work
• Active listening
• Facilitation of appraisees reflections on his
  work and development

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Discussion

• Reinforce successes
• Identify development needs
• If necessary, identify and help with perceived
  problems
• Be helpful

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Time Out

• Short break
• Appraiser collects her thoughts
• Appraisee considers ideas for his Personal
  Learning Plan

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Feedback

• Build on strengths
• Facilitate reflection about areas needing further
  development
• Increase self awareness
• Motivate, increase job satisfaction

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Action Plan

• Agree and plan the next steps
• Joint plan
• Useful for the individual doctor
• Personal documentation

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Personal Development Plan

• Personal learning objectives
• Personal service objectives
• Include personal non-work development

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ARMPITS

• Achievable
• Realistic
• Measurable
• Positive
• Important
• Time related
• Specific

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Documentation

• Summary of Appraisal
• The Personal Development Plan
• Joint declaration of satisfactory appraisal (Form
  4)
• (Appraisal feedback form optional)

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More information on-line

• Appraisal and revalidation
• www.appraisaluk.info
• www.nasgp.org.uk
• Appraisal toolkit
• www.appraisals.nhs.uk
• Local websites
• www.gloshospitals.org.uk/pgmec
• www.glospccag.nhs.uk

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Appraisal Summary

• Facilitated reflection
• Celebration of successes
• Assisted planning of further personal development