Practice Staff Appraisal & Learning Plans

Practice Leads

  • Doctors: Ramesh Mehay
  • Nurse: Zoe Booth
  • Admin: Pam Brown

Date Reviewed

6th July 2016

Date of Next Review

September 2017

As well as providing good clinical care, we hope that our practice is also a good learning organisation in which our staff trust, care, respect, help and educate one another.  We are keen on helping each individual staff member develop.  All practice admin staff have an annual staff appraisal with their line manager (who is currently Pam Brown).  All practice nurses have an annual appraisal with their line manager - who is currently Nurse Zoe Booth.  All GPs will engage in the annual appraisal as conducted by the CCG led NHS GP appraisal process.  This is with an external qualified GP appriaiser.

For the line managers:

  • The current admin line manager (Pam Brown) is appraised by our Practice Manager, Chris Rushton.
  • The current nurse line manager (Zoe Booth) is appraised by our one of their colleagues, our GPs or the Practice Manager.
  • The Practice Manager is currently appraised by one of our GPs (Drs. Mehay, Khan or Krishnan).

How does Appraisal Work?

The meetings are conducted in a open, honest and constructive manner in order to help people feel relaxed in sharing their perceptions which may then be used to identify their learning needs and develop some personal development plans.

If the appraiser does not belong to the same professional working group as the appraisee, they may wish to include an external person(s) to provide professional input to that specialist: for example if a (non-nursing) Practice Manager is appraising a lead practice nurse. This may still be relevant if the lead practice nurse appraisal is being completed by a practice GP where specialist nursing knowledge, development etc. may benefit from an external professional input.

What does Appraisal Involve?

  • Reviewing how the staff member has operated since the previous appraisal.  This discussion should include, where appropriate, performance verses target objectives which have either been agreed at the last annual appraisal or during the year and also with reference to the job description and required practice role.
  • Discussing difficulties and sharing perceptions - so that 'life' can be made better.
  • GPs are required to submit evidence of professional development in line with GMC revalidation requirements.
  • Identifying training & development needs and formulating these into an indivdually tailored personal development plan for the staff member.

Links to pay

Where the annual appraisal is also being used to determine pay implement changes then the appraiser should also recommend to the practice manager if the increment should or should not be awarded.

If the increment is not to be awarded, a justified reason for not doing so should be provided along with an appropriate development plan and timescale for reassessment and then possible pay increment award. This must have been discussed with the appraise.

It should also be noted that pay increments can also be deferred if the employee has been absent from work, except for their standard annual leave entitlement, for more than three weeks in the previous twelve months. The deferment of the pay increment and possibly the annual appraisal should then be for the same deferred period as the time missed by the employee. For example, if the employee is sick for five weeks, then the annual appraisal and pay increment can also be deferred for this same period of time.