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Appraisal

Revalidation will work through the satisfactory sign-off of 5 annual appraisals based on the headings of the GMC’s Good Medical Practice.

The doctor’s input into this process will be a portfolio of evidence to be considered at the appraisal. An electronic system to manage this process at employer level is being tested, using the headings from the GMC’s Good Medical Practice.

The Faculty has now established appraiser training and details of courses are available from our events page.

In addition, a series of core competencies for appraisal for each of the three disciplines have been developed – click here.

Documentation for your appraisal can be found in the right-hand menu and is available to members only – please log in before following the link.

Whether you use a paper based system or e-portfolio, your appraisal folder will consist of 5 forms:

  1. Your personal and registration details.
  2. Description of your current practice (what you do).
  3. Material for appraisal.
  4. The formal summary of the appraisal which should be completed during and immediately after the discussion. This is the responsibility of your appraiser.
  5. This may be used to make a more detailed and confidential record of the appraisal discussion, but it is optional.

Appraisers

A list of people who have notified the FFLM that they have received appraiser training can be found on our List of Appraisers.  You must be logged in to access the document. NB The faculty does not recommend or endorse these individuals for appraisal, but is able to provide contact details and information about training completed. If you wish to make contact with any of the individuals listed below please do so directly rather than through the FFLM.

Multi-source feedback tools

Multi-source feedback (MSF), or 360-degree assessment, is a questionnaire-based method of assessing an individual in which multiple individuals (assessors), representing discrete informant groups, provide confidential feedback on key performance behaviours. The information is fed back to the individual to help promote personal development and continuing performance improvement.

MSF was developed 20 years ago in industry and is now embedded as a routine and recognised assessment of individual performance. Throughout UK healthcare, interest in performance assessment methods, including the MSF, has increased in recent years. This has arisen in response to increasing public and political pressure on doctors to show that they are ‘up to date and fit to practise’ and also to provide more transparency and accountability in healthcare provision.

Following publication of the Department of Health’s white paper, Trust, assurance and safety – the regulation of health professionals in the 21st century, the move towards the use of the MSF in the assessment of doctors is now inevitable. This document recommends that doctors should have ‘participated in an independent 360-degree feedback exercise in the workplace’ at least once every five years in order to be relicensed by the GMC.

The purpose of a formative MSF is to guide self-development by identifying behaviours that can be addressed and improved. However, MSF can also be used as a screening tool for the identification of doctors whose practice should be the subject of further scrutiny, as advocated for revalidation purposes. Studies show that MSF can be reliable, valid and demonstrate good psychometric properties, and that from a learning and change perspective, doctors do make changes in their practices in response to MSF feedback.