Shropshire Community Health NHS Trust

Initial Personal Development ReviewFor use during Induction Period only

Name Role

Date of Review Click here to enter a date. ReviewerPeriod From (start date) Click here to enter a date. Period To Click here to enter a date.

Your Initial Personal Development Review (PDR) – Key Facts

Before typing on to this document save it as your own file (using file/save as)Before you start a new section read the information in the grey box

Time to talk: Your initial development review is your opportunity to have a conversation. It’s about discussing how your induction is going, planning for the next nine months (at which point you will have your first full PDR) and constructively looking at any areas for improvement.

Preparation: Preparation is almost as important as the review conversation itself. This form will guide you through each step. For e-learning on how to conduct a PDR please access 000 Appraisal Skills on ESR self-service.

The Initial PDR Conversation: A review of induction period, how you are living our values by showing the right kind of behaviours, supervision and support, and setting of objectives must be covered. If you wish to record other conversations, continuing professional development (CPD) and other clinical skills development please use the final comments section.

Setting Objectives: These need to link to Trust goals and priorities so that we are all working towards the same thing. Everyone should be able to agree at least two objectives and some of you will agree more. As a minimum, one objective should be linked to your role and one to your development. Objectives should be things that stretch you and aren’t part of your everyday tasks. When agreeing objectives we ask you to think about how they link to patient and/or client feedback that you have received.

Pay Progression: At a Grade Step Point, a line manager will be expected to have had a conversation with the member of staff to review standards. Once the line manager is satisfied that the required standards as assessed through their local appraisal processes have been met, the Grade Step Point will be ‘opened’ on ESR. Grade step points are no less than two years apart.

Initial PDR for use during induction period only November 2018

STAGE 1 Progress during Induction Period - checklistTIP: You can find the Corporate & Local Induction Policy and the Staff Induction Handbook on the Staffzone

Action Completed (y/n)

Comments Is there any further action required? (please describe what it is and how you will achieve it)

By when?

Combined Corporate and Clinical Induction completed?

Mandatory Training completed?

Local Induction completed?

Local Induction Checklist A completed, signed and filed?

Access to IT and systems in place?e.g. RiO and ESR self-service

IT and systems training needs identified and/or undertaken?

Initial PDR for use during induction period only November 2018

STAGE 2 – Health and Wellbeing

You staying as well as you can be at work is important because your patients, customers and colleagues get the best care, service and support you can give them when you are well.

Click on the button to find out more about Health and Wellbeing

What is your plan for staying as well as you can be at work?

Initial PDR for use during induction period only November 2018

Health & Wellbeing

STAGE 3 – Living our Values

Our Values underpin everything we do; shaping judgements, ethics and behaviours at those key moments, big or small, that matter to our patients, customers and colleagues

Please take some time to discuss our values and the behaviours that underpin them and complete the sections on the next few pages. To help you to prepare for this conversation, think about how you will live our values and the behaviours you will exhibit as you develop into your new role. Are there any behaviours you think need to change?

Our values map directly across to the NHS Constitution Behaviour Framework which gives examples of behaviours we expect to see and don’t expect to see for each of our values. You will need to use the Behaviour Framework for this part of the PDR. Print it off or have it on screen to refer to during your preparation and your PDR conversation.

The green button will take you the document

Improving LivesWe make things happen to improve people's lives in our communities.

Discussion, comments and actions:

Initial PDR for use during induction period only November 2018

Behaviour Framework

Commitment to QualityWe all strive for excellence and getting it right for patients, carers and staff every time

Discussion, comments and actions:

Working TogetherPatients come first. We work and communicate closely with other teams, services and organisations to make that a reality.

Discussion, comments and actions:

Initial PDR for use during induction period only November 2018

Compassionate CareWe put compassionate care at the heart of everything we do

Discussion, comments and actions:

Respect and DignityWe see the person every time - respecting their values, aspirations and commitments in life – for patients, carers and staff

Discussion, comments and actions:

Initial PDR for use during induction period only November 2018

Everyone CountsWe make things happen to improve people's lives in our communities.

Discussion, comments and actions:

Initial PDR for use during induction period only November 2018

Stage 4 – Supervision and Staff Support

Staff Supervision and SupportSupervision is expected as part of most Professional Regulatory Bodies and the CQC Recommendation (2013) guidance states: “Arrangements should be in place to support staff to deliver their responsibilities and enable them to deliver care and treatment to people who use services safely and to the appropriate standards.” Ballatt & Campling in their book Intelligent Kindness: Reforming the Culture of Healthcare (2011) stated: “If Supervision is not valued or prioritised, helping staff to manage themselves in their roles, process difficult feelings, sustain compassionate attention and develop responsiveness and confidence to work with others to address patient need, then kind compassionate care will not prevail”

TIP: There is a type of supervision for everyone whether you work in a clinical or non-clinical role. You do not need to participate in everything on the list. You may agree with your supervisor that you would like them to give feedback to your appraiser. We have provided a form that you can use for this on the staffzone here

Who will your supervisor (s) for 1:1 or clinical be?Do you have an agreed contract signed by both, and line manager if relevant?Have you agreed that appropriate supervision records will be maintained in a secure place?Will your supervisor be internal or external (by agreement with line manager) and are there any associated costs?Has your supervisor contributed to your initial PDR?(a separate form to be completed)

Initial PDR for use during induction period only November 2018

Supervision & Support

Supervision activity / typeNumber Planned or frequency (e.g. monthly) 20XX-20XX

Management Supervision: the regular and consistent meeting between an employee and their immediate line manager, to address accountability, development and support.

Clinical Supervision: a formal process of professional support and learning that enables individual clinical practitioners to develop knowledge and competence to be responsible for their own practice and patient protection and safety of care in a wide range of situations.

Professional Supervision: a practice-focused professional relationship with an individual from the same professional group involving the opportunity to reflect upon, develop and monitor those aspects of the role that are profession-specific.

Group Supervision: where groups of staff come together to reflect on their practice and share their thinking.

Peer Supervision: an effective form of leaderless support where colleagues talk with one another by reciprocating key topics of their professional everyday lives, in order to provide solutions for difficult situations with either colleagues or patients.

Peer Review: a strategy that focuses on performance evaluation by colleagues of the same level.

Schwartz Rounds: a structured forum where all staff, both clinical and non-clinical, come together to regularly discuss the emotional and social aspects of working in healthcare.

Huddles and Debriefs: bring together the key people within a clinical area to share information that will allow them to be more efficient, deliver a higher quality of care and prevent adverse events.

Consultative Supervision: a discrete (but not necessarily one-off) opportunity to jointly discuss and reflect on an issue. It might be distinguished from clinical supervision in that the latter is more an ongoing relationship.

Coaching and Mentoring: support personal and professional development based on the use of one to one discussions to enhance an individual practitioner’s skills, knowledge or work performance.

Restorative Supervision: an evidence based model that supports the needs of professionals working with complex clinical caseloads and/or in roles which demand they be clear thinking and able to process information quickly and accurately in order to make decisions.

Initial PDR for use during induction period only November 2018

Safeguarding Children Supervision: essential to providing an effective child-centred service - in addition to clinical supervision - which it complements but does not replace.

Preceptorship / Buddy Programmes: where new / less experienced members of staff are partnered up with and supported by more experienced members of staff.

Forums: where staff from specific services / areas meet together regularly to discuss and represent their views.

Action Learning Sets: where a self-selected group of staff meets to resolve individual issues by means of a structured model of support and questioning from other members of the set.

Initial PDR for use during induction period only November 2018

STAGE 4 –What will you achieve this year?

Setting ObjectivesYour achievements will help us to achieve our overall goals and priorities. Remember that objectives should not be day to day tasks, and should focus on developing strengths, but also on focussing on what energises you. They should link to the 3 Organisational Goals and Priorities and don’t forget to think about patient or customer feedback, staying well at work, living our values, and supervision.

Initial PDR for use during induction period only November 2018

Goals & Priorities

Objective Why is this objective needed?

How does this objective link to our Organisational Goals and

Priorities?

How will you know when this has been achieved?

When does this need to be achieved

by?

Development Objective

Initial PDR for use during induction period only November 2018

Initial PDR for use during induction period only November 2018

Stage 5 - Sign-Off

Initial PDR for use during induction period only November 2018

Final comments and plans

All StaffTo progress to the next Grade Step Point within the pay band staff must have taken part in their Personal Development Review (s), completed all appropriate mandatory training and agreed a set of objectives aligned to the strategic goals for next year. Has this been achieved?

Choose an item.

NMC/HCPC/GMC Confirmation of registration: YES / NO Registration number:

I confirm that the above named HCPC registrant has demonstrated to me that they are registered as required and have maintained a CPD log

Choose an item.

Signed:(Reviewer/NMC Confirmer)

Date:

Signed:(Reviewee)

Date:

Initial PDR for use during induction period only November 2018