Appraisals
Summary of resources
NHS Employers:
Have a range of tools. They state that the NHS Constitution commits NHS
organisations to provide staff with clear roles and responsibilities and an organisation
wide appraisal process that focuses on performance and personal development.
http://www.nhsemployers.org/your-workforce/retain-and-improve/managing-yourworkforce/appraisals
A simplified KSF now allows staff to identify and focus on the 6 core dimensions to
every post. http://www.nhsemployers.org/your-workforce/retain-andimprove/managing-your-workforce/appraisals/simplified-ksf ; and NHS Employers
have compiled tools and templates – together with information on the simplified KSF
– to assist employers in meeting local needs.
A checklist of key steps and tools can assist appraisal planning.
http://www.nhsemployers.org/your-workforce/retain-and-improve/managing-yourworkforce/appraisals/appraisal-tools-and-tips
NHS Employers Appraisals Available at http://www.nhsemployers.org/yourworkforce/retain-and-improve/managing-your-workforce/appraisals (accessed
4.9.15)
NHS Employers Appraisal tools and tips Available at
http://www.nhsemployers.org/your-workforce/retain-and-improve/managing-yourworkforce/appraisals/appraisal-tools-and-tips (accessed 4.9.15)
NHS Employers Simplified Knowledge and Skills Framework (KSF) Available at
http://www.nhsemployers.org/your-workforce/retain-and-improve/managing-yourworkforce/appraisals/simplified-ksf (accessed 4.9.15)
A fair assessment?
Author: Dean, Erin
Abstract:
The NMC wants to link the proposed system of revalidation to employers' systems of appraisals. As
well as considering job performance with their manager or supervisor, nurses and midwives will be
required to reflect on how they have adhered to the code and have their fitness to practise confirmed.
Every nurse and midwife should have regular and meaningful appraisals.
Publication title: Nursing Standard
Volume: 29
Issue: 7
Pages: 24-25
Publication year: 2014
1
Who's fit to practise?
Author: Allen, Judith; Dennis, Monica
Abstract:
This article outlines the employer’s responsibility to use an effective appraisal system. Concerns that
the NMC's current system of revalidation for nurses does not confirm nurses are fit and safe to
practise. The current post-registration education and practice (PREP) process, which does not include
an audit of the nurse's registration renewal evidence, is described and NMC plans to introduce a new
standard in 2014 are discussed. The employer's responsibility to monitor the competence of nursing
staff through the use of an effective appraisal system is outlined.
Publication title: Nursing Management (UK)
Volume: 19
Issue: 1
Pages: 11
Publication year: 2012
How to be a STARR performer.
Author: Raisbeck, E
Abstract:
Advice on the use of the STARR framework to record evidence of achievement, for use during
appraisals or to justify continuation of a nursing role. Its use to record performance in each of 6
identified workplace competencies is suggested.
Publication title: Nursing Standard
Volume: 25
Issue: 40
Pages: 63
Publication year: 2011
Implementing KSF competency testing in primary care, part 1: developing an
appraisal tool.
Author: Bentley, J; Dandy-Hughes, H
Abstract:
1st in 2-part series describing the process used at Southwark PCT to develop and implement
standardised community nursing competences using the Knowledge and Skills Framework (KSF).
The linking of the competences to staff performance is outlined and the development of the appraisal
tool is described.
Publication title: British Journal of Community Nursing
Volume: 15
Issue: 10
Pages: 485-491
Publication year: 2010
Exploring the experiences of general practice nurse peer appraisers
Author: Ferguson, Julie; Kennedy, Susan
Abstract:
2
Appraisals linked to personal development plans (PDPs) are a requirement for NHS organisations to
carry out with all staff. NHS policy documents emphasise the importance of appraisal, professional
development plans, lifelong learning and clinical supervision for nurses. However, there is limited
research regarding appraisal for general practice nurses (GPNs). The aim of this study was to explore
the perceptions and experiences of trained GPN appraisers when appraising nurse colleagues, with a
particular focus on identifying the barriers and facilitators associated with the implementation of the
appraisal process. The findings identified a number of barriers and facilitators to implementing peer
appraisal. Given the unique and varied role GPNs undertake, this study has highlighted the
importance of offering high-quality peer appraisal that encourages both reflection and the facilitation
of more person-centred PDPs.
Publication title: Education for Primary Care
Volume: 25
Issue: 5
Pages: 268-275
Publication year: 2014
Preparing for your annual staff appraisal: part 1
Author: Price, Bob
Abstract:
Annual appraisals are an important part of workforce management and staff development. To improve
the appraisal process, the professional interests of the practitioner and objectives of the organisation
need to be aligned. Nurses should be well prepared for their annual appraisal so that they can gain
the most from it, as well as contribute to the work of the team, department and employer. This article
emphasises the need for the nurse and manager to have a strategy that allows for an honest
appraisal of work done, examination of ongoing needs and plans for future work.
Publication title: Nursing Standard
Volume: 27
Issue: 20
Pages: 49-55, 57
Publication year: 2013
Document type: Article
Preparing for your annual staff appraisal: part 2
Author: Price, Bob
Abstract:
Annual appraisals are part of performance management and are designed to motivate, develop and
support employees in performing their roles to the highest possible standard. They provide an
opportunity for constructive discussion of performance, identification of areas for development and
agreement of approaches by which employees needs could be met. Part 1 of this article was
concerned with preparation of the employee and manager for annual staff appraisal. This article
provides advice for managers who perform annual appraisal interviews. Guidance is offered on how
to ensure the strategic objectives of the team and healthcare organisation are met, a balanced
understanding of nurse performance is achieved, and future objectives are identified and agreed.
Publication title: Nursing Standard
Volume: 27
Issue: 21
Pages: 42-48
3
Publication year: 2013
Let's do it in 60 minutes.
Author: Watson, Linda
Abstract:
The benefits of 60-minute appraisal processes, as developed and implemented at NHS Direct. The
approach, based of the 3 principles of Faster, Flexible and Fit for purpose, is described and the
process of supporting its implementation through a toolkit and webinars is outlined.
Publication title: Nursing Standard
Volume: 26
Issue: 20
Pages: 61
Publication year: 2012
Does multisource feedback influence performance appraisal satisfaction?
Author: Dupee, J; Ernst, N; Caslin, E
Abstract:
Definition and development of multisource feedback (MSF) and its impact on performance appraisal.
The use of MSF, also known as peer review or 360-degree feedback, by nurse managers is explained
and research evaluating staff satisfaction with performance appraisal before and after MSF
implementation is included.
Publication title: Nursing Management (USA)
Volume: 42
Issue: 3
Pages: 12-16
Publication year: 2011
Peer appraisal scheme for ANPs.
Author: Young, G; Topping, A; Burt, L
Abstract:
Appraisal scheme for advanced nurse practitioners being piloted in West Yorkshire, based on the
General Practice Appraisal Scheme (GPAS). The aims, content and scope of the GPAS 4 ANPs are
described and experiences and outcomes of the pilot scheme are discussed.
Publication title: Independent Nurse
Pages: 42-44
Publication year: 2010
4