www.londondeanery.ac.uk/

Educational implication of revalidation

Appraisal and Revalidation Support

March 2012

What is revalidation?

• Confirms

– that a doctor with a licence to practise continues to be fit to practise.

• Requires

– all doctors to engage with systems of periodic review.

• Provides

– confirmation that a doctor with a licence to practise is working within a governed system.

• Requires

– all doctors to have a prescribed connection to a designated body, and one Responsible Officer.

• Is not a point in time assessment.

To enable a doctor to:• Discuss their practice with their appraiser

• Enhance the quality of their professional work by planning

their professional development

• Consider their learning needs

• Ensure they are working productively and in line with the

priorities and requirements of the organisation in which

they practice

Purpose of medical appraisal?

New Framework for Good Medical Practice

1 Knowledge, skills and performance

Maintain your professional performance

Apply knowledge and experience to practice

Ensure that all documentation (including clinical records) formally recording your work is clear, accurate and legible

2 Safety and Quality

Contribute to and comply with systems to protect patients

Respond to risks to safety

Protect patients and colleagues from any risk posed by your health

3 Communication, Partnership and TeamworkCommunicate effectively

Work constructively with colleagues and delegate effectivelyEstablish and maintain partnerships with patients

4 Maintaining Trust

Show respect for patients

Treat patients and colleagues fairly and without discrimination

Act with honesty and integrity

Learning from the London RST Pilots

• RST Pathfinder pilot March 2010 – March 2011– Primary Care

• Medical Appraisal Guidance – Sept– Dec 2011– Primary Care

– Secondary care

– Mental health

– SASG

• Trainee Revalidation – Sept – Dec 2011

Learning from the London RST Pilots

The importance of:

• Strong organisational systems and support for appraisal

• Clear role definition for

MDs / ROs Appraisal Leads

Appraisers

• Clarity between appraisal and job-planning in secondary care

• Conflicts of interest were recognised and managed

Lessons Learned from the MAG pilot

• Good relationships and communication with doctors

• Robust administrative systems:

– Systems to contact and track doctors and their appraisals

– Strict reporting and timelines

– Well informed appraisal administrator / manager

– Team working between admin, RO and appraisal lead

Learning from the London RST Pilots

• Raised awareness of the importance of reflection before, during and after appraisal.

• Less is more with evidence

• “Judgements” were seen as helpful

• Helpful for appraisers to have an educational background

London Deanery resources to support revalidation

• Appraisal and Revalidation Team

– Elearning resources

– Podcasts

– Appraiser training

• Frontier support for appraisal and revalidation

• Professional Support Unit

Appraisal and Revalidation Support Website

E-learning modules

• Getting the most out of you appraisal:– presenting evidence pitched at all including those in difficult work

environments

• Tips for appraisers

• Quality improvement activity as supporting information• Calibration / benchmarking evidence

• Top tips on developing your PDP

• Challenge in appraisal

• Appraisal  http://www.londondeanery.ac.uk/professional-development/appraisal-and-revalidation-support/e-learning

Appraisal and Revalidation Support E-Learning Resources

www.londondeanery.ac.uk/

Professional Development

Professional Support Unit

Professional Support Unit

• Professional development resource for London

• Expert shared service separate from employers

• Flexible and responsive to needs

• Professionally-led

– Access by self-referral

– Resource development

– Resource provision

Purpose and Aims

• Medical Revalidation

– Supporting the profession

– Supporting the Responsible Officer network

• Workforce imperatives

– Meeting the needs of patients

– Recognition of the need for support pan-career especially at transitions

– Efficiency pressures

– Service reconfiguration challenges

– Demography of the medical workforce in London

What the PSU offers

Advice re:

– Services available and access including contracting

– How the PSU might be able to help

– Self-help information

– Costs

– Managing confidentiality

For employers and educators:

– Advice on accessing Occupational Health Resources

PSU Resources

• Careers Unit• Coaching and Mentoring• Communication Skills incorporating:

– LaCRU– Fresh Start

• Complex cases• MedNet• Return to Practice Schemes incorporating:

– GP Induction and Refresher– Clinical Apprenticeship Placement Scheme– Re-Fresh– Re-Launch

Learning, development, and personnel effectiveness

Access for clients

• Self-referral to:– Specific resource

– Combination of resources

– Generic referral to psu@londondeanery.ac.uk

• Triage including review of risks

• Clinician-centred approach designed to – Build on strengths

– Encourage autonomy

– Meet individual needs and circumstances

Further information

London Deanery Home Page

Click on

http://www.londondeanery.ac.uk/professional-development/professional-support-unit

Next steps

What can you be doing now?

What to do now

1. Start to think in terms of the Domains

2. Use the Domains– To reflect on your practice and approach to medicine

– Reflect on the supporting evidence you have gathered and what that demonstrates about your practice according to GMP.

– Identify areas of practice where you could make improvements or undertake development

3. Begin to collect evidence of your work according to the Domains

Keep abreast of developments

Information sources:

1. Locally: Responsible Officer / Appraisal Lead

2. Academy of Medical Royal Colleges http://www.aomrc.org.uk/introduction.html

3. Revalidation Support Team http://www.revalidationsupport.nhs.uk/

4. General Medical Council http://www.gmc-uk.org