Appraisal and Performance Review of Staff Bands 1 – 7
(Appraisal) Performance Review
Staff Bands 1 – 7
Name:
Role:
Date of Performance Review:
Name of Manager:
Introduction
STEP 1
Employee and Manager to complete section
1 individually before the Performance
Review meeting
STEP 2
At Performance Review meeting – employee
and manager discuss & review section 1
together
STEP 3
At Performance Review meeting – Manager
completes section 2 & issues Overall
Performance Grade
STEP 4
Manager to log Performance Review date on
ESR.
One Master copy - completed, signed, dated,
placed on employees file & copy given to
employee
Portsmouth Hospitals NHS Trust, Appraisal and Performance Review Policy – Band 1 – 7 (V4)
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Appraisal and Performance Review of Staff Bands 1 – 7
SECTION 1
Section 1A - Review of the past 12 months
Consider - Achievements, the low points, the most satisfying aspects of role/performance, the least
satisfying aspects of role/performance, what has been learnt? What has been done well?
Section 1B – Objectives (Past Year)
Contribution and success towards these over the past 12 months.
Objectives (Write down objectives Contribution and Success (Outcome to-date, evidence of
agreed last year):
success, progress so far):
Portsmouth Hospitals NHS Trust, Appraisal and Performance Review Policy – Band 1 – 7 (V4)
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Appraisal and Performance Review of Staff Bands 1 – 7
Section 1C - Values and Behaviours.
Employee indicate where they see themselves on each line with an X / Manager indicate where they see employee on each line with a 0.
Effective Behaviours
Ineffective Behaviours
Respect and Dignity – how people feel, think and behave in relation to the worth or value of themselves and others (Further
a)
Guidance Appendix A).
4
Effective behaviours
I
3
I
2
Click and drag the cross/circle to the appropriate position on the scale
Value each patient/customer and work with colleagues
Show courtesy and good manners and challenge those who do not
Listen and speak up for myself and for my customer
Always demonstrate professionalism
Show compassion
I
1
Ineffective Behaviours
‘Process’ patients/customers without care. Work independently of colleagues
Rude, abrupt, unreasonable and allow this behaviour to happen around you
Allow problems to happen and fester and not stand up for what is correct
Behave inappropriately and not in line with expected behaviours, standards and policy
Behave in a cold, uncompassionate way to patients/customers and colleagues
Following Discussion between Employee and Manager – Score
Examples for discussion (List and provide supplementary evidence):
Portsmouth Hospitals NHS Trust, Appraisal and Performance Review Policy – Band 1 – 7 (V4)
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Appraisal and Performance Review of Staff Bands 1 – 7
Quality of Care - effectiveness of clinical care, work and effectiveness of inter-personal care towards patients and colleagues. Look
b)
to always reflect and improve in every scenario at work (Further Guidance Appendix A).
4
Effective behaviours
I
3
I
2
Click and drag the cross/circle to the appropriate position on the scale
Put the patient/customer at the centre of all I do
Have pride in my job
Endeavour to get it right the first time, learn from my mistakes
Show empathy
Pursue excellence, be open to improve everything I do, be accountable
I
1
Ineffective Behaviours
Put yourself at the centre of all you do at work
Work in a ‘slapdash’ uncaring manner
Do not care on outcomes, consistently make the same mistakes
Uncaring, non-personal attitude
Do what needs to be done, hide mistakes, do not reflect and behave defensively
Following Discussion between Employee and Manager – Score
Examples for discussion (List and provide supplementary evidence):
Portsmouth Hospitals NHS Trust, Appraisal and Performance Review Policy – Band 1 – 7 (V4)
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Appraisal and Performance Review of Staff Bands 1 – 7
Working Together – include and respect others, avoids behaving in a hierarchical manner, my team is PHT not just my immediate
c)
work colleagues(Further Guidance Appendix A).
4
Effective behaviours
I
3
I
2
Click and drag the cross/circle to the appropriate position on the scale
Work with partners to get the best deal for customers/patients
Display mutual respect and cooperation; involve all, irrespective of grade
Value other people’s contribution
Look at how we do things and change practice if it isn’t working
Share ideas
I
1
Ineffective Behaviours
Work in isolation and don’t consider the needs of others
Lack of respect and deliberately awkward, treating people inconsistently
Take people for granted, ignore people and ignore others opinions
Do not reflect and am unwilling to change my practice
Work in isolation and do not innovate or share good practice
Following Discussion between Employee and Manager – Score
Examples for discussion (List and provide supplementary evidence):
Portsmouth Hospitals NHS Trust, Appraisal and Performance Review Policy – Band 1 – 7 (V4)
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Appraisal and Performance Review of Staff Bands 1 – 7
Efficiency – work efficiently, professionally, using resources wisely, with patient care at the forefront(Further Guidance Appendix A).
d)
4
I
Effective behaviours
3
I
2
Click and drag the cross/circle to the appropriate position on the scale
Complete every task undertaken in a timely manner
Keep it simple
Spend and use NHS resources wisely
Actively look for opportunities to eliminate waste
Work efficiently
I
1
Ineffective Behaviours
Procrastinate; waste time and do not complete tasks
Unnecessarily overcomplicate matters, without consideration for others
Waste resources and continue to do so
Accept the status quo, ‘this is how it has always been done’
Waste time, resources and distract others. Do not improve processes
Following Discussion between Employee and Manager - Score
Examples for discussion (List and provide supplementary evidence):
Portsmouth Hospitals NHS Trust, Appraisal and Performance Review Policy – Band 1 – 7 (V4)
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Appraisal and Performance Review of Staff Bands 1 – 7
Section 1D - Statutory and Mandatory Training (Essential Skills)
Refer to Individual Essential Skills Matrix (ESR), manager to be assessed against their team being
Essential Skills compliant.
Statutory and Mandatory
Is it up to date?
Your comments:
Training required to undertake
(or refer to Individual Essential
Skills Matrix on ESR):
Section 1E - Training, Clinical, Professional and Revalidation Requirements
Clinical and Professional
Requirements needed for your
role (i.e. proof of up to date PIN
or registration or CPD):
Training and Development
undertaken this year:
Annual NMC Revalidation
Review
Date of Revalidation
Ensure NMC Code of Conduct is
available at meeting
Criteria
Manager to check that employee
is working towards NMC
Revalidation.
Use Objectives/PDP section to
ensure appropriate preparation
for revalidation.
Ensure professional portfolio is
up to date
Yes/No Comments/Actions
Is on course to complete the
required hours of practice and
learning through Continuous
Professional Development
(CPD) (Min. of 35 hrs. in 3 years)
Continues to remain
competent for practice by
meeting the requirements of
the NMC Code
Has demonstrated that they
are using practice related
feedback to reflect on their
practice (Min. of 5 in 3 yrs.)
At year 3 complete the Confirmation of NMC Revalidation form with your Confirmer
Portsmouth Hospitals NHS Trust, Appraisal and Performance Review Policy – Band 1 – 7 (V4)
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Appraisal and Performance Review of Staff Bands 1 – 7
Section 2 - Overall Performance Grade
Completion
˖˖ of Objectives
Behavioural Score
Essential Skills Compliance
Overall Performance Grade
Objectives – Has the employee completed their objectives? (Tick appropriate box):
None Completed
Some Completed
All Completed/Exceeded
Behaviours – What overall score has the employee achieved in their values and behaviours
evaluation? (Add individual scores together and complete below):
Behaviours
1) Respect and Dignity
2) Quality of Care
3) Working Together
4) Efficiency
Score
Overall Numerical Score
Convert Score To Behavioural Score ( Which informs part of the Overall Performance Grade)
14.0 - 16.0+
12.0 – 13.9
8.1 – 11.9
6.0 – 8.0
0.0 – 5.9
Equates to A:
Equates to B:
some
Equates to C:
Equates to D:
Exceptional – Continually meeting and exceeding all required behaviours
Very Good – Meets required standards of behaviours and often exceeding in
Good – Meets required standard of behaviours
Needs Improvement/Development – Meeting few required key behaviours
Equates to E: Poor – Failed to achieve any key behaviours
Overall Behavioural Score (A-E)
Essential Skills – Has the employee completed their required Statutory and Mandatory Training
(Essential Skills)? (Tick appropriate box):
Yes – Has completed all Essential Skills
No – Has not completed Essential Skills
Manager to select Overall Performance Grade based on the above information.
The Overall Performance Grade does not have to exactly match the Behavioural Score.
A – Exceptional – Continually meeting and exceeding all objectives and behaviours
B – Very Good – Meets objectives & required standard of behaviours/often exceeding in some
C – Good – Meets most objectives and behaviours
D – Needs Improvement/Development – Achieving few key objectives and behaviours (Performance
Management to occur)
E – Poor (Performance Management to occur) – Failed to achieve any key objectives and behaviours
and requirements of the role.
Employee Overall Performance Grade =
D or E will automatically be awarded if the employee has not completed the required Essential Skills
– see section 8 of the Performance Review Policy.
Portsmouth Hospitals NHS Trust, Appraisal and Performance Review Policy – Band 1 – 7 (V4)
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Appraisal and Performance Review of Staff Bands 1 – 7
2B - Objectives for the year ahead:
Portsmouth Hospitals NHS Trust –
Strategic Aims:
Employees Objectives:
1) Deliver Safe, High Quality Patient
Centred Care
2) Develop A Reputation For Excellence
In Innovation, Research &
Development And Education In The
Top 20% Of Our Peers
3) Become The Hospital Of Choice For
General, Specialist And Selected
Tertiary Services
4) Staff Would Recommend The Trust
As A Place To Work And A Place To
Receive Treatment
5) Develop Sufficient Financial
Strengths To Adapt To Change And
Invest In The Future
What key objectives has your team
or department been tasked with?
(please indicate)
How can the staff member being
appraised support these objectives
and the above strategic aims?
Portsmouth Hospitals NHS Trust, Appraisal and Performance Review Policy – Band 1 – 7 (V4)
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Completion Date and Success Criteria When do I need to do this by and how will I
know the objective has been met?
Appraisal and Performance Review of Staff Bands 1 – 7
2C - Personal Development Plan (PDP) & Career Aspirations.
The PDP underpins and supports delivery of objectives, values and behaviours. How will the objectives be achieved?
Personal Development Plan:
Career Aspirations
Key Questions:
What am I aspiring to?
What do I need to do to achieve my goals/aspirations?
Who can help me along the way?
What training, support is available from the Trust (See Management and
Leadership Development Programme, The Trust Learning Zone etc.)?
Employee Signature:
Date:
Manager Signature:
Date:
Senior Manager Signature if Employee Graded D or E in Overall Performance Grade
Portsmouth Hospitals NHS Trust, Appraisal and Performance Review Policy – Band 1 – 7 (V4)
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Appraisal and Performance Review of Staff Bands 1-7
APPENDIX A
Values and Behaviours – Guidance.
Below are some further examples that may constitute effective or ineffective behaviour against each
behavioural competency. Please note: These descriptions are not exhaustive:
Band 1-7 Documentation:
1) Respect and Dignity – how people feel, think and behave in relation to the worth or
value of themselves and others.
Effective - HCSW who demonstrates respect during their conversations with patients, ensures that their
patients dignity is upheld when caring for them. Will go the ‘extra mile’ to ensure their patient is comfortable
and safe.
Ineffective - HCSW who oversteps the mark in terms of comments made to their patient, who has little or no
respect for their patient’s dignity, such as talking about their patient within their earshot.
2) Quality of Care - effectiveness of clinical care, work and effectiveness of interpersonal care towards
patients and colleagues. Look to always reflect and improve in every scenario at work.
Effective - Staff Nurse who actively enhances and works on their own professional development, undertaking
reflective practice, asking more experienced colleagues and their manager for feedback and looking to develop
their clinical and interpersonal skills, by utilising training offered internally and externally.
Ineffective – Staff Nurse who ‘just does enough’ and does not give much thought, if any, to their personal
development and fails to reflect on their interpersonal skills and in some cases is defensive against and does
not receive constructive feedback.
3) Working Together – include and respect others, avoids behaving in a hierarchical
manner, my team is PHT not just my immediate work colleagues.
Effective – Adminstration worker who will readily support and help colleagues in their immediate team, but
also from other departments when a need arises. Someone who breaks down ‘Silo’ mentalities by their
openness and readiness to support the wider organisational needs.
Ineffective – Adminstration worker who is unresponsive to other’s needs, who will not ‘answer someone else’s
phone’, who puts up an invisible wall to colleagues from other departments, with the attitude that to help, will
mean more work, so it is therefore not possible.
4) Efficiency – work efficiently, professionally, using resources wisely, with patient
care at the forefront.
Effective – An Allied Health Professional who thinks about the consequences of their actions when dealing
with resources. Someone who is conscientious and thinks about the impact of their actions on a resource
stretched department and organisation.
Ineffective – An Allied Health Professional who is only interested in getting a job done and does not see the
departments or organisations resources as their problem and often has the mentality that, ‘they are lucky I
work here!’
Portsmouth Hospitals NHS Trust, Appraisal and Performance Review Policy – Band 1 – 7 (V4)
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