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PERSONAL DEVELOPMENT & APPRAISAL POLICY Document Summary This policy is designed to set out the arrangements for managing individual development and performance reviews with Hospice at Home, Carlisle and North Lakeland. This is the final version of this document and all other versions must be destroyed.

Document Category

Human Resources

Document Number

POL/HR/01

Date Ratified

16 July 2015

Date Implemented

16 July 2015

Next Review Date

July 2017

Accountable Individual

Chief Executive

Policy Author

Chief Executive

Policy Source (s)

NHS Policy

TABLE OF CONTENTS 1. Scope

…………………………………………………………………...3

2. Introduction………………………………………………………………......3 3. Statement of Intent ………………………………………………………….4 4. Definitions…………………………………………………………………....4 5. Duties …………………………………………………………………...……4 6. Procedures………………………………………………………………...5/6 7. Training ……………………………………………………………………...7 8. Monitoring Compliance with this Policy…………………………………..7 9. References / Bibliography …………………………………………………7 10. Related Policy / Procedures………………………………………………7

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1.

SCOPE

Hospice at Home Carlisle and North Lakeland (Hospice at Home) recognises the importance of an appraisal process and its purpose in providing clarity of role, responsibility and clear objectives for all staff and volunteers (staff) so they understand what they need to do to do their job well. Appraisal should not be looked at in isolation. Strong links can be seen with ongoing management and clinical supervision systems which should take place on a regular basis and in line with those policies. The appraisal should be the accumulation of evidence gathered throughout the year through the supervision process and there should be no surprises for staff when they take part in the appraisal process. The appraisal is not an opportunity to introduce issues over performance and discipline that should have been addressed as part of the line manager’s role. The policy is intended to set out the values and principles underpinning the Hospice at Home approach to staff appraisal.

2.

INTRODUCTION

The delivery of high quality patient care within all Hospice at Home services critically depends on every member of staff: Having a clear understanding of their role and the part they play in their team and Hospice at Home. Having an agreed set of priorities and objectives to their work. Possessing and applying the knowledge and skills they need to perform their role effectively, to achieve their objectives and be clear about the amount of responsibility given. Demonstrating the attitudes and behaviours expected of all staff in line with their role within Hospice at Home. Receiving clear regular feedback on how well they are doing. Being supported through training in order to stay up to date, do their job well and support career development. The appraisal process through the use of six steps will monitor the performance of individuals and encourage, motivate and develop them to enhance their performance and that of their team to meet corporate objectives. The six steps are: 1. To give staff notice of the appraisal to enable staff to prepare. 2. To undertake the appraisal process. 3. To review as part of the process the performance of an individual including:

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The extent to which the individual has met the objectives set. The extent to which the individual meets the requirements of the Job description. The extent to which the individual has demonstrated the attitudes and behaviour expected of them. 4. To agree with individuals their contribution to the overall corporate objectives of Hospice at Home and set standards of performance and objectives for the coming year. 5. To agree a Performance Development Plan identifying the learning and development needs of individuals and agreeing strategies to meet those needs. 6. To undertake a six month review of the Performance Development Plan. The appraisal process is an ideal vehicle in the revalidation process and the gathering of evidence that is required by Registered Nursing staff.

3.

STATEMENT OF INTENT

Hospice at Home is committed to the continuous development of its workforce to ensure the highest standards of service for service users. It will work in partnership with staff to ensure that: The appraisal process is fully operational for all staff covered by this policy and is continually reviewed. Managers, supervisors and staff receive the necessary guidance and support to implement the appraisal process in a systematic and equitable manner.

4.

DEFINITIONS DPR Development and Performance Review PDP Performance and Development Plan

5.

DUTIES

The Chief Executive is committed to this policy and has overall responsibility to ensure that all staff employed by Hospice at Home receive an annual appraisal and agree a PDP. Line Managers have a responsibility to: Review Hospice at Home objectives and develop local objectives to meet them. Personal Development and Appraisal Policy Approved July 2015/ Version 1

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Ensure mechanisms exist to address any areas of contention. Line Managers must ensure that staff receive regular supervision and that development issues are addressed during the year as part of that supervision so that the appraisal should not contain any surprises. Keep up to date records of appraisal’s and PDP’s for all their staff for monitoring /audit purposes. Reviewers have a responsibility to: Ensure that the appraisal process is applied consistently and fairly across all staff members that they have responsibility for in relation to undertaking an appraisal. Ensure records are maintained and recorded and comply with regular audit and review as part of the performance management programme. Encourage staff to maintain their own Appraisal Portfolio. Undertake regular supervision with all staff in their service area. Undertake a six month review. Staff have a responsibility to: Understand their role and how it fits within their service area. Ensure they understand how to prepare for their annual appraisal. Undertake regular supervision. Undertake recognised learning and development as identified in their PDP or supervision. Meet the agreed objectives set as part of the appraisal process.

6.

PROCEDURE

6.1

Notice Prior to the appraisal staff must be given a month’s notice to ensure that both the reviewer and reviewee have the opportunity to prepare. The job description, core dimensions and the previous objectives and PDP should be available for reference.

6.2

Appraisal Process The appraisal will be based on knowledge and evidence obtained throughout the year as part of the management supervision process. It will take the form of a discussion about performance against agreed objectives, alongside progress with personal development, and the individuals job description. It is essential to follow up action to be

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implemented with on-going feedback on progress embedded into practice through regular management supervision. The appraisal is intended to be a beneficial experience and one which ensures that all staff are competent, clear in respect of the role they have with Hospice at Home, clear about their responsibilities and clear about their personal objectives so they understand what they need to do to do their job well. 6.3

Review Performance Against Objectives The Reviewer should use the previous year’s PDP, objectives and management supervision notes to review whether or not objectives previously set have been met. Evidence of whether objectives have or have not been met should be provided by the reviewee. It is recognised that during the course of the year objectives may have been revised through management supervision depending upon changes to corporate objectives or service need. In such instances there should be an agreed record of those changes contained within supervision notes. Against the Job Description Core competencies are identified which enable the employee to achieve their potential and deliver a high quality service within Hospice at Home. It is a guide to the effective learning and development of individuals with all members of staff given support and resources as applicable to learn throughout their careers and to develop in a variety of way.

6.4

Set Objectives The appraisal process will identify individuals’ objectives and personal development needs for the coming year.

6.5

Performance and Development Plan The outcome of the appraisal will be an agreed performance and development plan (PDP). The PDP will be confidential to the reviewer and reviewee. However there will be occasions when they must be made available should other circumstances demand e.g. review of care pan, serious incident, investigation / disciplinary or audit purposes as part of the quality assurance framework. The training needs identified as part of the individual’s PDP’s will be used to identify the training needs of the team.

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6.6

Difficulties and Disagreements If reviewers and reviewees are unable to agree on any aspect of the appraisal process, either one has the right to seek support on an informal basis from a local third party such as another member of the senior management team or Chief Executive. This third person may seek further information from either the reviewer or reviewee. They will look at the information from both and come to an objective decision that is non-discriminatory.

7.

TRAINING

Training required to fulfil this policy will be provided by Hospice at Home either in house or by external facilities.

8.

MONITORING COMPLIANCE WITH THIS POLICY

The table below outlines Hospice at Home’s monitoring arrangements for this policy. Hospice at Home reserves the right to commission additional work or change the monitoring arrangements to meet organisational needs. Aspect of compliance or effectiveness being monitored To ensure that appraisals undertaken are in accordance with this policy in respect of duties and process. Staff have completed training associated with this policy.

9.

Monitoring method

Audit of 10 records of staff having received an appraisal held by managers / reviewers. Staff Records

Individual responsible for the monitoring Clinical Lead and Quality Facilitator

Frequency of the monitoring activity Annual

Committee which will receive the findings / monitoring report Assurance Committee

REFERENCES / BIBLIOGRAPHY

The NHS knowledge and Skills Framework NHS KSF and the Development Review Process Department of Health October 2004. 10.

RELATED TRUST POLICY/PROCEDURES

Management Supervision Policy Capability Policy

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