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Personal Development Planning and Review Process Paperwork 2009

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The following corporate mandatory learning requirements need to be met and refresher training undertaken. It is important to note that funding/time off for

    Mersey Care NHS Trust

    Personal Development

    Planning and Review Process

    2009 - 2010

    5 Steps

    1. Preparation

    2. Reviewing last years objectives

    3. Setting new objectives for next year

     4. Reviewing last years personal development plan

     and agreeing a new PDP based on your KSF outline

     5. Mid Term Review

     Appendix 1 Personal Preparation Form (optional)

     Guidance notes for Reviewers

    Personal Development Planning and Review Process August 2009

     1

MERSEY CARE NHS TRUST

    PERSONAL DEVELOPMENT PLANNING AND REVIEW PROCESS

Step 1: JOINT REVIEW

Background information on the Individual, their Post and the Reviewer

    Individuals name

    For period from and to

    Post title and place of work

    Staff category group

    Name of person undertaking the review and their position in

    the organisation

    Main aspects of the individuals post

    Gateway review : YES/NO Is a pay progression gateway

    If YES: Foundation/Second applicable at this review?

     If so which?

    Foundation gateway review due:

    Second gateway review due:

    1 Copy retained by individual To whom should this form be

    1 copy to be held by reviewer /manager forwarded once completed

    1 Copy for personal file once PDP no longer active

    Personal Development Planning and Review Process August 2009

     2

    MERSEY CARE NHS TRUST

    KNOWLEDGE AND SKILLS FRAMEWORK Insert Post Title:

    Core Dimensions Level for Post Indicators

    1 2 3 4

    Communication 1

    Personal and People Development 2

    Health, Safety and Security 3

    Service Improvement 4

    Quality 5

    Equality and Diversity 6 Specific Dimensions Health and Well-Being HWB1 Promotion of health & well-being and

    prevention of adverse affects to health and

    well being

    Assessment and care planning to meet HWB2

    people’s health and well-being needs

    Protection of health and well-being HWB3

    Enablement to address health and well-being HWB4

    needs

    Provision of care to meet health and well-HWB5

    being needs

    Assessment and treating planning HWB6

    Interventions and treatments HWB7

    Biomedical investigation and intervention HWB8

    Equipment and devices to meet health and HWB9

    well-being needs

    Products to meet health and well-being needs HWB10 Estates and Facilities

    Systems, vehicles and equipment EF1

    Environments and buildings EF2

    Transport and logistics EF3 Information Knowledge

    Information processing IK1

    Information collection and analysis IK2

    Knowledge and information resources IK3 General

    Learning and development G1

    Development and innovation G2

    Procurement and commissioning G3

    Financial Management G4

    Services and project management G5

    People management G6

    Capacity and capability G7

    Public relations and marketing G8 NB: Where the Foundation (F) and Second Gateway (S) are set at the same level, please identify which indicator’s for the level need to be met in order to pass through the Foundation Gateway.

    Personal Development Planning and Review Process August 2009

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Step 2a: REVIEW OF OBJECTIVES

This step is to reflect & comment on your progress & achievements

    during the previous year

    Step 2b: CORE DIMENSIONS ALL STAFF

Looking back over the past year, how have you demonstrated your

    competence in line with the KSF outline for your post?

Dimensions (Core) Information on how you have demonstrated KSF

    competence Communication

People & Personal Development

    Health, Safety and Security

    Service Improvement

Quality

Equality and Diversity

    Personal Development Planning and Review Process August 2009

     4

SPECIFIC DIMENSIONS

Specific dimensions please add in those from your KSF outline (most

    outlines have between 1- 4 dimensions)

    Dimensions (Specific) Information on how you have demonstrated KSF

    competence

Step 3: SETTING NEW OBJECTIVES

    This step is to agree and record the main objectives of your job for the next 12 months

    OBJECTIVES (goals and KEY ACTIONS SUCCESS CRITERIA

    targets) (How are you going to do it) (How will you know its been

    (What are you going to be achieved)

    doing over the next year?)

    Personal Development Planning and Review Process August 2009

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Step 4a: PERFORMANCE AND DEVELOPMENT PLAN

Identified Learning Need Proposed Action (e.g. shadowing,

    mentoring, on the job training, training

    course etc.)

    Priority 1 -Corporate Mandatory Training

     1.

     2.

     3.

    Priority 2 KSF/Organisational Training

     1.

     2.

     3.

    Priority 3 Personal and/or Career Development

     1.

     2.

     3.

    Personal Development Planning and Review Process

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Step 4b: PERSONAL DEVELOPMENT PLAN

CORPORATE MANDATORY LEARNING REQUIREMENTS

CORPORATE REQUIREMENTS

    The following corporate mandatory learning requirements need to be met and refresher training

    undertaken. It is important to note that funding/time off for learning activities will be prioritised to

    ensure that mandatory training needs are met in the first instance.

    LEARNING AREA Up to Date Date of Booked Training

    YES/NO or Refresher Course

    (if not up to date)

    o Induction

    o Child Protection

    o Complaints, Claims & Incidents

    o Manual Handling

    o CPR

    o Infection Control

    o Health & Safety and Fire Training

    o Risk Management

    o Information Governance

    o Breakaway (as part of Induction further

    requirements dependent upon job role)

    o Stage 2 Mentors (NMC Requirements)

     - Mapped Mentor Development

     - Attended Mentor Update

DIRECTORATE REQUIREMENTS

    In addition to corporate mandatory learning requirements, there may be other CBU specific

    learning determined by individual CBU’s based upon employee’s role, KSF outline and work area.

SIGNING OFF PERSONAL DEVELOPMENT PLAN

Is the job holder clear about their role, responsibilities and their current performance objectives or

    standards? YES / NO

    Study leave application and learning agreement completed (if required) YES / NO

Resources (including funding) required to support personal development plan agreed YES /NO

     Signatures: Individual:

     Manager/Team Leader:

    Personal Development Planning and Review Process

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STEP 5: RECORD OF REVIEW

Mid Year Review (Date:)

    Comments:

    Is the jobholder clear about their role, responsibilities and their current performance objectives

    or standards?

    YES/NO

Is the jobholder currently meeting or on target to meet the KSF requirements of the post as

    described in the KSF Outline?

    YES/NO

    Is the jobholder on target to meet their performance objectives or standards?

    YES/NO

    Manager signature: Date:

    Jobholders signature: Date:

    Personal Development Planning and Review Process

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     APPENDIX 1 Optional

    MERSEY CARE NHS TRUST

    Performance & Development Review (PDR) Process

    Personal Preparation Form Please give to reviewee

These questions are designed to help you think about your performance and development

    and to assist you in preparing for your Performance and Development Review meeting.

It does not need to be ‘handed in’ but you may find it helpful to keep it in your

    performance file/portfolio for future reference.

    Name: Job role:

    Ward / Department/Team: Date:

Reflecting on last year’s performance standards or objectives and your personal

    development plan, to what extent have you been successful in meeting these

    requirements?

Are you clear about your role and responsibilities and what is expected of you on a day to

    day basis? If not, which aspects do you need clarifying?

    Has your role changed or developed since your last review? If so how?

    Personal Development Planning and Review Process

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How comfortable or confident do you feel about the work you’re doing? Is there anything

    you need to enable you to feel more comfortable in your role?

Which aspects of your job do you enjoy/interest you the most? Which give you most

    satisfaction?

Which aspects of your job have you found the most difficult and/or interest you the least?

    Which gives you least satisfaction?

    What can the Trust do in order to increase your level of job satisfaction?

    Are you aware of your Dept/Ward/Teams/Trust vision and values?

    Yes / No

    (If not, please raise this with your Reviewer)

    Personal Development Planning and Review Process

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