Appraisals

skills
career developement
appraisal
Authors
Affiliation

KIND Network members

Brendan Clarke

NHS Education for Scotland

Published

May 16, 2024

Poll

  • who knows their job description by heart, or has referred to it this year?
  • who keeps a work diary?
  • who has a PDP plan?

Background

  • It’s Agenda for Change (AfC) appraisal time for many NHS staff
  • but this session is not specific to AfC appraisals

The objective

  • KIND staff have some of the slowest promotion trajectories of all staff across health and care
  • Our Time to Shine

. . .

Small teams

Mid-level

Messy roles

titles <- readr::read_csv("src/kind_titles.csv") |>
  dplyr::select(!document)
  • 3751 total titles analysed

. . .

titles |>
  dplyr::arrange(desc(job_n)) |>
  dplyr::mutate(ratio = scales::percent(job_n / sum(job_n), 0.1)) |>
  dplyr::slice(1:6) |>
  knitr::kable()
job_title job_n ratio
senior information analyst 347 9.3%
information analyst 333 8.9%
principal information analyst 118 3.1%
data analyst 61 1.6%
data management officer 43 1.1%
health intelligence analyst 39 1.0%

Messy roles

  • no standard terminology
    • “senior officer” from AfC band 3 - band 8
  • too many titles (e.g. 400+ KIND-ish job titles compared to c.85 nursing roles)
    • biggest is about 9% of the KIND network (information analyst)
  • massively higher qualifications found in KIND roles compared to many other careers

DDaT

  • there’s some interesting policy work going on to rationalise careers and titles
  • but this is a good way from implementation

Claiming credit

  • entirely informally and without an evidence-base: I think many of us are not very good at claiming credit for the work we do
    • something about humility and modesty in the analytic temperament?
    • Dunning-Kruger?
    • social conditioning?
    • introversion?
    • niche skills in work environment?
  • whatever the cause, (hunch) I think we under-rate our own expertise

Tips

  • diary / log
    • time and task
    • I basically OneNote a load of rubbishy bits, and make no effort to sort them until needed
  • look at your JD
  • look at your KSF dimensions
  • look at wider skills frameworks
  • “I did x in y, which means z in …”
  • “I need to x, which means I need y…”

Open goals

  • excessively manual processes
    • saved you time? Saved us money!
  • compliance
  • impact and change
  • informal training and support
  • management-like activity

SMART

  • Specific, Measurable, Achievable, Relevant, and Time-Bound
  • conceptually, a horrible mess
  • but dead useful for translating vague wants and needs into something more directed

Share

  • please share one achievement - one thing you did last year
  • ask your group to help you formulate it - how can I sell this nicely?

Well-formed learning needs?