Outcomes of session 4
• Understand the links between development review and appraisal
• Explain how the NHS KSF is used in the development process
• Explain how a KSF post outline is applied to individuals’ development
• Explain how matching an individual to their KSF post outline reveals their learning needs and strengths
Outcomes of session 4 - cont:
• Evaluate the effectiveness of a development review process between an individual and their manager
• Identify the issues that might occur when using development reviews with different groups of staff and ways of addressing these issues
• Practise with a role play of the development review process
Links to PDP/appraisal processes
• All staff will have annual development reviews, which will include appraisal, assessment against the KSF and the production of a PDP using the KSF as a development tool. (Agenda for Change agreement ch.6)
• PDPs should include, among other things, any specific objectives that the individual needs to meet in their post (eg organisational objectives, tasks/targets)
Appraisal and Development Review
• Development review focuses on the individual’s development whereas appraisal focuses on the individual’s performance in the job including any specific personal objectives
• Appraisal should be seen as one part of the development review process i.e. can be added to development review
Appraisal links - possible issues
• Nature of the appraisal process in the organisation – performance or development focus
• Linking development review processes to business planning processes across the organisation
• Ensuring that managers do not confuse disciplinary and development aspects – principle of ‘no surprises’
Jointly produce Personal Development Plan
- identify needs& agree goals
Joint review of individual’s work against the NHS
KSF outline for the post
Joint evaluation of applied
learning and development
Individuals undertake supported
learning & development
The NHS KSF and development review
Stage 1 - reviewing individuals against post outlines• Joint responsibility between individual and their manager
• Based on manager’s ongoing reviews throughout the year and the individual self-assessment
• Against the KSF outline for the post and any previous PDP for the individual
• Constructive feedback on the individual’s work
• Any issues must have been discussed prior to the formal review meeting so there are no surprises
Stage 2 - Personal Development Planning• Outcome of the planning stage of the review process
• Primary focus is to enable individuals to effectively meet the demands of the post + organisational and personal interest in development
• Commitment by both to achieving the details in the time period – realism!
• Identification of learning needs, goals and preferred ways of learning
Stage 3 - Learning and development• Crucial for developing individuals’ knowledge and skills,
and applying knowledge and skills and for personal development
• Wide range of learning and development opportunities
• Off-job learning with others
• Off-job learning on one’s own
• On-job learning and development
• Linked to availability and needs
• Equity and fairness
Stage 4 - Evaluating learning
• Important for individual reflection and application to work
• Helps the organisation to ensure that learning and development is effective
• Links back to reviewing progress and next stage of development
Exercises
• Video – to critique
• Group work on identifying issues and how to address them
• Role play of development review process with examples
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