 |
|
Performance: self-referral - how the CDU can help
Personal coaching allows the doctor or dentist to explore the issues and understand why difficulties have arisen. Trainees who refer themselves are advised to consult their trainer, programme director or clinical tutor so that the CDU coach can involve them. Developing an effective plan to deal with any difficulties depends on real understanding of the reasons why difficulties have occurred, against the background of the doctor's previous experience and personality. Self-referral to the CDU indicates self-awareness and real motivation to get back on track and is therefore associated with a positive outcome.
Personal coaching also allows for robust assessment for doctors wishing to demonstrate competence, either for themselves or others.
There are four stages:
The Career Development Needs Assessment
The Career Development Needs Assessment (CDNA) normally consists of a confidential one-to-one 2-3 hr interview . The purpose of the needs assessment is to clarify the issues for the doctor or dentist that relate to their performance at work, to explore these in the light of their previous experience and put them in the context of their personal and professional qualities.
The information that is reviewed in the CDNA includes:
-
In-depth exploration of personal and professional qualities in the light of their previous experience.
-
Psychometric tests such as the Myers-Briggs Type Inventory or the FIRO-B.
-
CV and appraisal record containing information about assessments and feedback, including multi source feedback.
-
Trainees - it can be helpful to get a report from their trainer, programme director or clinical tutor.
The CDNA explores the individual's experience and professional development and can be helpful in identifying the reasons for any difficulty. Crucially it identifies the key personal perspectives and behaviours that have contributed to any area of poor job satisfaction or difficulty and the reasons why these may have developed.
This will help promote insight and self-awareness and there will be an opportunity for the individual to reflect on the report before the next meeting to plan how to get back on track.
Performance Improvement Plan
The Performance Improvement Plan (PIP) is based on the findings of the original career development needs assessment. The report should provide a summary and identify specific areas or behaviours that individuals may need to change or focus on to improve their performance. The performance improvement plan is negotiated with the individual and attempts to tackle realistically the issues involved. Personal learning styles and preferences will be used to explore the best way for the individual to address these and a range of options can be considered, including specific courses and other educational opportunities. Robust arrangements for monitoring progress will be an integral part of the plan.
Learning
The learning programme set out in the Performance Improvement Plan will be followed and progress monitored as agreed.
Interventions may, for example, include the doctor participating in:
-
mentoring
-
secondments to colleagues in other Trusts eg to learn a surgical technique
-
case review and discussion
-
the videoing and review of consultations
-
locally based learning initiatives; these may be multidisciplinary 'protected time' sessions
-
participation in audit
-
small group work with peer support
-
comparative audit information which enables departments /practices to assess themselves in relation to peers
-
critical incident analysis.
Monitoring may include:
-
tests of knowledge - MCQ's
-
supervision from a colleague - practical or surgical procedure
-
case review
-
multisource feedback
-
audit.
Progress review
Progress is reviewed at a meeting with the CDU coach at a pre-arranged time when the agreed measurements of progress are reviewed. A detailed progress report is written, to include the results of any formal assessments.
|
|
