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proposed format for the investigation and documentation of concerns
about a GPStRs performance.
- Whilst it is
rare occurrence dealing with training concerns and performance issues
can become every weighty and take a large amount of time. It is important
for all parties that the process is undertaken fairly and without
discrimination or prejudice. In some cases legal action can be taken,
this in itself can be distressing for all parties. Good clear documentation
and processes are important as they reduce the possibility of legal
challenge especially if they have been carried out openly and fairly.
- Training is
covered under employment law so that the process you have in place
for your other employees will apply as for the trainee even if he
was not a direct employee.
- Good employment
practice requires that you are currently trained in Equality and Diversity
areas and that is also a criterion for being a trainer (within the
last three years). A good practice would also ensure their management
staff are also E&T trained. Many courses are available and a free
online package is available for NHS staff.
- If a meeting
is held it should be minuted. If the trainee is not invited then the
reason needs to be stated and the process of informing her or him
detailed. It is good practice to invite the trainee if only to establish
and clarify fact. It is possible to hold a meeting in two or three
parts with the trainee attending only one of the parts. The purpose
of the meeting and the role of the attendees should be described.
- Whilst employment
and training issues are often blurred it is helpful to try and define
them. For instance punctuality is about employment and doesn’t
readily lend itself to an accepted educational intervention. However,
working with and respecting colleagues is both an employment and an
educational issue. Remember some apparent attitudinal problems can
be overcome when individuals have the appropriate skills.
- At some stage
you or others will need to make the decision, is this within the range
of learning that will see the individual becoming competent? Will
this happen within the minimum three month time frame, will she or
he need longer, if so how much.
- Concerns need
to be documented and evidenced and ideally shared with the trainee
before the meeting. They need to include:
- Background
- Assessment
for suitability for training – were any issues identified
at the time of selection
- Any evidence
of pre-existing concerns in previous attachments
- Any evidence
of a decline in performance – previous awards or positions
not now reflected in practice.
- Any mitigating
circumstances.
- Total cumulative
extra time taken to date, since start of training programme.
- Details of the
issues(s) that have resulted in the event, meeting or concern
- Supporting
evidence and results of further investigations since placement
in present training post.
- Learners
awareness of these concerns and transparency of the process i.e.
methods of observation and assessment to date and in the future,
is this the first time that previous concerns have been articulated?
- Attempts
to address concerns (educational support)
- Progress
or otherwise to date
- Where there
is failure to progress is there evidence of a cause (e.g. declining
faculties! Is there evidence suggesting a need for a health or
cognitive assessment?)
- Outstanding
educational issues
- Proposed
attempts to address these
- Proposed
methods to assess progress – including some estimation of
any extra time or resources that might be required.
Whilst the e-portfolio
will be the tool in which many assessments of competence or otherwise
will be gathered it will only supplement a formal process such as this.
Arthur Hibble
10/1/08 |
GPVT Index |