Appraisal for General Practitioners
·
The appraiser should be
another GP, who will have been properly trained in carrying out appraisal
·
Appraisee and appraiser should
prepare by identifying issues to discuss in the appraisal discussion, and
reflecting on them
·
The assessment of some of the
more specialist aspects of a GP's clinical performance should be carried out by
peers who are fully acquainted with the relevant areas of expertise and
knowledge
·
There should be clearly agreed
local procedures for resolving individual concerns about appraisal which fit
within the national model
·
The appraisal should conclude
by setting down, as an action plan, the agreements that have been reached about
what each party is committed to doing. This should include the essentials of
the personal development plan (PDP). Key development objectives for the
following year and subsequent years should be set out in the PDP.
The above links
have been updated on 1 September 2004 & should work…
|
Information, Forms and Guidance |
|
Appraisal
for General Practitioners - Dr John Dean, Medical Secretary, (I have amended the links so they should
now work – many thanks to PB…) |
|
Future
GP Appraiser Training – |
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Announcement of scheme 1 March 2002 - Kathy Doran - Link |
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Preliminary announcement 7 February 2002 - Nigel Crisp - Link |
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DoH – Appraisal Web Site - http://www.doh.gov.uk/gpappraisal/index.htm |
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Appraisal for General Practitioners working in the NHS ~ Full Guidance - PDF |
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Pre-Appraisal Forms - PDF |
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Post Appraisal Forms - PDF |
|
|
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ScHARR - Appraisal for GPs (Executive Summary) - PDF |
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9th Letter to the profession “GP appraisal” by Dr John W Chisholm, Chairman, BMA's GPC - Link |
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If you have problems working with PDFs or require a paper copy, please contact the office – john@devonlmc.org |
|
Appraisal: A Guide for Medical
Practitioners A
report from the Board of Medical Education - October 2003 - Download the
guide as PDF Extract from BMA Web Site – The board of medical education, a standing committee of
the British Medical Association, provides an interface between the medical
profession, the government, the educational sector, and the public. One aim
of the board is to provide evidence of best practice and promote the highest
standards of medical education. The board provides up-to-date information
resources for students applying to medical school, as well as careers
information for doctors. With the annual appraisal for medical practitioners well
under way in most hospitals and primary care trusts (PCTs), this report
serves as a resource for doctors interested in learning more about the
principles and practice involved in the annual appraisal process. This report addresses appraisal from both appraiser and
appraisee perspectives and looks beyond the standard definition of appraisal
as simply a structured formal meeting between an employee and their
supervisor in which the work performance of the employee is examined and
discussed [1]. Instead, it looks at appraisal as a component of life-long
learning, emphasising that it is vital for personal professional development.
Examples of current appraisal technique and case studies highlighting good
practice illustrate ways in which doctors can make the most of the appraisal
process. In addition, it looks at the theory underlying appraisal and the
objectives of the appraisal process, and practical details about preparation
for appraisal are included. Intended to be used as a living document, the report
also makes recommendations and provides links to other websites that provide
further details on appraisal. Dr Peter H Dangerfield, Chairman, board of medical
education, October 2003 |
Appraisal for GPs is being introduced from
· Appraisal is a formative and developmental
process. It is about identifying development needs, not performance management.
It is a positive process, to give GPs feedback on their past performance, to
chart continuing progress and identify development needs.
· The content of appraisal will be based on the
GMC’s core headings set out in the ‘Good Medical Practice’ document.
· Standardised documentation should ensure that
information from a variety of NHS employers will be recorded and expressed
consistently.
· Both appraisee and appraiser should prepare by
identifying issues to discuss in the appraisal discussion, and reflecting on
them.
· The appraiser should be another GP, who will
have been properly trained in carrying out appraisal.
· The assessment of some of the more specialist
aspects of a GPs clinical performance should be carried out by peers who are
fully acquainted with the relevant areas of expertise and knowledge.
· There should be clear agreed local procedures
for resolving individual concerns about appraisal which fit within the national
model.
· The appraisal should conclude by setting down,
as an action plan, the agreements that have been reached about what each party
is committed to doing. This should include the essentials of the personal
development plan. Key development objectives for the following year and
subsequent years should be set in the PDP.
· Appraisal will provide a regular, structured
system for recording progress towards revalidation and identifying development
needs, which will support individual GPs in achieving revalidation. While
appraisal and revalidation will be based largely or wholly on the same sources
of information, and appraisal summaries will inform revalidation, the
objectives of the two processes are distinct and complementary.
· Formal responsibility for appraisal will rest
with the PCT.
|
The above information is reproduced from the DoH – Appraisal Web Site - http://www.doh.gov.uk/gpappraisal/index.htm |
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Last Updated on Tuesday, 11 January 2005
By John BakerEmail: jb@devonlmc.org