Managing performance to Improve Practice: Appraisal & Development Paddie Blaney, Cathal McKervey and Janel De Gouzman

Managing performance to Improve Practice:

Appraisal & Development Paddie Blaney, Cathal McKervey and Janel De Gouzman

NIPEC “Improving Practice, Improving Care” Conference, Galgorm Manor, 21st May 2008

This session;

• Two parts of the development framework that are currently being used by colleagues to help manage performance and improve practice

• Feedback from a manager where staff have been using these tools

• Feedback from a staff nurse who started to use the tools herself and is helping to spread the word


??Competency Competency

ProfileProfile

In order to help ensure the best standards of care for the public, how could we give nurses or midwives a way of assessing how they performed (in the main areas of their practice) so that they and their managers would be better placed to identify their development needs?


Appraisal?

• From the 2005 workforce development survey over 7000 registrants told us that:

Only 56% had an annual appraisal.

Only 49% foundAppraisal Fairly

or Very Beneficial.

• and of those who had an appraisal:


Supervision?

• From the 2005 workforce development survey over 7000 registrants told us that:

Only 33% had supervision sessions to support their role.

Some 69% found Supervision Fairly or Very Beneficial.

• But that of those who had supervision sessions:


Agenda for Change and KSF

The NHS KSF, on which the development review process is based, is designed to:

● Identify the knowledge and skills that individuals need to apply in their post.

● Help guide the development of individuals.

● Provide a fair and objective framework on which to base review and development for all staff.

● Provide the basis of pay progression in the service.


Competency Profile: how was it developed?• Looked internationally• Identified seven Domains reflective of modern

nursing and midwifery practice across all settings• Each domain has between 12 to 31 performance

indicators• Face validated the Competency Profile with over

1200 registrants across Northern Ireland


Competency Profile: what can it do?

• Assess yourself against performance indicators for level of development needed

• Ask others (peers, managers and direct reports) to assess your level of development need

• Save and print off a pictorial or numerical indication of your development need areas across the seven domains

• Match them to KSF if relevant• Use for planning your own development, or for appraisal

with your manager or use in your supervision sessions


Domains (each has between 12-31 performance indicators)

1. Communication and interpersonal relationships

2. Care provision and management

3. Developing self and others

4. Ethical and legal practice

5. Quality improvement

6. Technology competence

7. Partnership working

Make well Make well structured structured

verbal verbal presentations!presentations!

•need a lot of developmentneed a lot of development•need some developmentneed some development

•am well developedam well developed•not applicablenot applicable

Convey an Convey an understanding understanding of my duty of of my duty of

care.care.•need a lot of developmentneed a lot of development•need some developmentneed some development


I develop I develop motivation and motivation and enthusiasm in enthusiasm in

partnership partnership meetings.meetings.



I understand I understand the capability the capability

and and applicability of applicability of

information information technologies.technologies.




??PortfolioPortfolio

How could we promote and support life long learning by nurses and midwives so as they could be continuously learning and developing in order to improve the standard of care they give to the public?


State of ever-readiness!!


Accessible Electronic Portfolio:

1. Help you become a reflective long term learner

2. Help you bring together a range of evidence that tracks your professional journey for appraisal

3. Provide a record of ongoing professional development for re-registration purposes with the NMC (regulatory body)

4. Help you plan for your career development and for interview preparation


The df electronic portfolio includes;

• Employment history• Personal achievements• Evidence log• Learning and development Log• Reflective diary• CV type pages


Portfolio

Competency Profile

Documents

Managing performance to Improve Practice: Appraisal & Development Paddie Blaney, Cathal McKervey and Janel De Gouzman