Appraisals and Revalidation for Nurses
To ensure the provision of high quality safe care for patients it is essential that all clinicians are competent, with clarity around roles and responsibilities and ensuring that they can provide evidence of continuous professional development (CPD). This also fits with the NMCs recommendations for revalidation. http://revalidation.nmc.org.uk/
Providing a portfolio of evidence demonstrates your competencies and how you meet the NMC standards. We have written a Lunch and Learn Training Resource around revalidation and appraisal that you can download here https://www.wessexlmcs.com/lunchandlearn
The CQC will want to see evidence of annual appraisal and will ask individuals of their views on the appraisal process. https://www.cqc.org.uk/guidance-providers/regulations-enforcement/regulation-18-staffing
The Value of an Appraisal. . .
“It is very important that it is recognised from the outset that this appraisal process is not to replace a performance review. An appraisal is to help identify areas for improvement and development and to demonstrate areas where improvement and development has already been made.” https://www.wessexlmcs.com/practicemanagerappraisals
It is recommended that all nurses have an annual appraisal, the process can be enhanced and benefit from the involvement of another nursing colleague. In an “ideal world” this would adopt the same format as the GP appraisal and have an external person undertaking the appraisal. Individuals may choose to do this in addition to their annual appraisal and performance review with their employer.
An effective appraisal and review of performance can have a potential impact on patient outcomes as it addresses any learning needs and training to undertake the role.
Outcomes of the appraisal
- Clinicians have a clear understanding of their role and how they should function as part of a team
- Mutually agree objectives that are measurable and can be reviewed and updated
- Identifying any areas for future development and ‘gaps’ in skills that may need to be developed and or updated
- Identify and agree future training and development needs to fulfill their role
- Address short and long term goals and what is required to put these in place and ensure they are met
What should happen at the appraisal?
The meeting should be a two way discussion between the appraiser and the manager and or nurse colleague. Some organisations will provide a summary prior to the appraisal of things that may require discussion.
The discussion will normally open with a review of what has happened over the last year for example;
- What were the objectives set in the last appraisal?
- Were these achieved if not what were the reasons?
- For example, were they personal or down to lack of support and or direction from the organisation?
As an individual you could prepare information prior to the appraisal and have a clear aim of what you want out of the discussion. Prior to the appraisal it is worth thinking about what you want to discuss this may include:
- A review of your current role and does this meets your job description if not what is different and what needs to change?
- What have you achieved over the last year?
- What have you found challenging and present some ideas of how this could be resolved – be honest and open
- What training have you attended and have you made any changes to your practice as a result of this?
- Have you influenced any changes in the delivery of care to patients in the practice? Do you have any future ideas/plans?
- What ‘gaps’ are there in your learning that need to be addressed? Why would this make a difference?
- Have you been involved in any significant events and what did you learn from this? What has changed as a result or what needs to change?
- Have you had or obtained any feedback from colleagues and or patients? What did this show and how do you feel? (There are some 360 degree feedback tools you can use. For example: https://www.fourteenfish.com/ )
Following the meeting the discussion should be summarised and provided in a written and/or on line format. You may want to establish an interim review of certain objectives that have been discussed. You may find the following link on our website useful https://www.wessexlmcs.com/appraisalformsforstaff together with The NHS Staff Council webpage, Appraisals and KSF Made Simple. Appendix 1 provides some useful resources as part of the appraisal process.
Please click on the image below, to access our complete document - Appraisal and Revalidation Guidance for GPs and Nurses.