Educational Implications of Revalidation (Jan 2013)

Appraisal and Revalidation Support
implication of
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.
Purpose of medical appraisal?
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
New Framework for Good Medical Practice
1 Knowledge, skills and performance
2 Safety and Quality
Maintain your professional performance
Contribute to and comply with systems to
protect patients
Apply knowledge and experience to practice
Respond to risks to safety
Ensure that all documentation (including
clinical records) formally recording your work
is clear, accurate and legible
Protect patients and colleagues from any risk
posed by your health
3 Communication, Partnership and
Communicate effectively
4 Maintaining Trust
Work constructively with colleagues and
delegate effectively
Establish and maintain partnerships with
Treat patients and colleagues fairly and
without discrimination
Show respect for patients
Act with honesty and integrity
Learning from the London RST Pilots
Pathfinder pilot March 2010 – March 2011
– Primary Care
• Medical Appraisal Guidance – Sept– Dec 2011
– Primary Care
– Secondary care
– Mental health
• 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
• 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
• 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
• Tips for appraisers
• Quality improvement activity as supporting information
• Calibration / benchmarking evidence
• Top tips on developing your PDP
• Challenge in appraisal
• Appraisal
Appraisal and Revalidation Support
E-Learning Resources
Professional Development
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
– 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
• Coaching and Mentoring
• Communication Skills incorporating:
– 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
Access for clients
• Self-referral to:
– Specific resource
– Combination of resources
– Generic referral to
• 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
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
3. Revalidation Support Team
4. General Medical Council