Before the interview
- The appraisal documentation - does it make sense?
- Agree the agenda before the interview
- Identify relevant/sensitive issues
- Anticipate areas that the appraisee will raise and some strategies to focus on
- Prepare some (awareness-raising) questions - this is where the reflection occurs
- Arrange protected time and privacy
The form 3
- Health and probity issues are the responsibility of the appraisee - in
essence the appraisee can just confirm that they are ok. In practice,
however, there may be some issues to explore, such as
- stress and its consequences
- drug reps
- bp recording
- What's there - but, more importantly, what is missing
- Where have you been?
- Where are you now?
- Where do you want to go?
- How are you going to get there?
- What do you need to do this?
Some questions to consider during the interview
Use the information given on the form 3 to develop a context....
- Tell me what you think you have done well? (reflecting on acheivements)
- What do you enjoy doing?
- How did you choose what to put into the documentation?
- What evidence do you feel most confident in?
- I feel you...
- Different people have different views. What are yours?
- What difficulties do you see?
- How are you going to develop this?
- Do you get opportunity to reflect on your practice? what do you reflect on?
- Blue sky thinking?
- I was wondering, perhaps...
- What do you want to improve/develop?
The process of the interview
- Have you defined some needs form the form 3 documentation?
- Starting with putting the appraisee at ease - it really is a privilege to be involved in this process
- What is the appraisees understanding of the process of appraisal?
- You could
- go through section 1,2 3, etc, or...
- ask the appraisee what his/her agenda is, and start with that. This might allow you to spend most of the time on the most important issues i.e. setting an agenda. Are there similarities with the Calgary Cambridge model?
- Some skills
- Defing the agenda - what are the problems faced?
- Open questioning
- Active listening
- Is the interview remaining learner-centred?
- Search for the positive and celebrate it!
During the interview, think about...
- Pacing - are you going at the appraises speed? Is this appropriate?
- Relevance of your discussion
- Are you being objective?
- Are you being non-judgemental?
- Who is doing all the talking?
- Who is doing all the work? If it is you, why?
- Is there evidence that the appraisee is learning from the incidents presented within this process?
- Evidence of teamwork?
- Focussing down on evidence - this makes the appraisal robust
- Focussing down on specifics
Common areas to consider
- Time management
- Being aware of your learning needs
- How to find out what you don't know
- Is it necessary to know everything?
- Being perfect
- Taking responsibility
- Letting go
The outcome - turning needs into action
- Writing the form 4
- Summarise the discussion
- Confirm the relevant information in the form 3
- Confirm the evidence seen
- Develop some joint conclusions together based on the discussion and the developmental needs that have been identified from this
- Develop an agreed action plan
- Developing a plan with the appraisee (the PDP)
- The specifics of the appraises learning need
- How is that need going to be realised?
- How is achievement of the outcome going to be measured?
- Ensuring a positive finish
- Seeking feedback on the process