What to do if you have concerns about a colleague s performance

Transcription

1 What to do if you have concerns about a colleague s performance This leaflet has advice for healthcare professionals with genuine and significant concerns about a colleague s performance

2 Most practitioners practise to a high standard. However, occasionally some individuals may work in ways that pose a serious risk to the health or safety of patients, colleagues or the public, or in ways that constitute unacceptable conduct. In many instances this may reflect illness, professional isolation or overwork, but it is nonetheless important that it is identified and addressed. Colleagues are often well placed to recognise problems when they arise. Acting on a concern about a colleague may be difficult, but it is important for healthcare professionals to do so if they have genuine and significant concerns.

3 Where might a significant concern arise? Examples of where significant concerns may arise include: poor clinical performance; ill-treatment of patients; unacceptable behaviour, such as unlawful discrimination, harassment or bullying of staff or patients; breach of sexual or other boundaries with patients or staff; poor teamwork that compromises patient care; health problems leading to poor practice; non-compliance with professional codes of conduct; poor management or administration that compromises patient care; misreporting of performance data; suspected fraud or committing other criminal offences. However, this is not a definitive list and there may be other areas where a concern may arise. How to report your concern Your employing/contracting organisation should have a policy on how to raise a concern and you should follow this in the first instance. It is likely that the starting point will be to contact your line manager or the designated lead for handling concerns. If you do not feel able to raise your concern with your line manager, or there is a serious and/or immediate risk to patient safety, you should contact the lead officer for handling concerns their contact details are on the back of this leaflet. In addition, an individual may be able to refer a practitioner to their regulatory body. Contact details for the regulatory bodies are on the back of this leaflet. You should be aware that you can raise any past, present or prospective concerns you may have about a colleague. It is important that you, personally, do not try and investigate any concern you may have about a colleague in order to obtain evidence to support your concern. It is possible that such acts could amount to misconduct on your part, and it is therefore strongly recommended that any investigatory action is left to your line manager or the lead officer, as appropriate. Raising concerns about a colleague is often referred to as whistleblowing and information on whistleblowing policies and practice is available at

4 You can also contact the independent whistleblowing charity Public Concern at Work (PCaW), who offer free, confidential advice to people who witness wrongdoing at work and are unsure about whether or how to raise their concern. They will also be able to advise on the way in which the Public Interest Disclosure Act 1998 may protect you as a whistleblower from being subject to detriment or dismissal as a result of having raised a concern about a colleague. Their contact details are on the back of this leaflet. What your employing/contracting organisation will do The lead officer is responsible for recording and investigating your concern and making sure appropriate action is taken. There are a range of options available to address concerns, including local performance, health or disciplinary procedures. If your concern is about a dentist, doctor or pharmacist, the organisation may seek the help of the National Clinical Assessment Service (NCAS). NCAS can provide advice on local procedures and may assess the practitioner and offer recommendations for addressing any difficulties identified. If the concern is considered to pose a serious and/or immediate risk to patient safety, it may be necessary to take interim measures such as suspending or excluding the practitioner whilst an investigation is carried out. In addition, it may be necessary to refer the practitioner directly to their regulatory body. In very serious cases other organisations may also need to be involved such as the police or the area child protection committee. Confidentiality The lead officer will normally contact the practitioner and tell them that a concern about their performance and/or conduct has been raised. Examples of when they might not do this are; if the concern involves a suspected criminal or fraudulent incident, or if telling the practitioner could jeopardise an investigation. Your identity and that of the practitioner in question will normally remain confidential, although, for example, it may need to be disclosed where it is necessary to do so in order to investigate the case fully or if required by law. Your lead officer should be able to discuss this issue with you in more detail and, if you are not sure, you can contact PCaW for confidential advice.

5 Further advice British Association of Dental Nurses General Dental Council General Medical Council General Optical Council Health Professions Council Independent Healthcare Advisory Services Institute of Healthcare Management National Clinical Assessment Service NHS Employers Nursing and Midwifery Council Pharmaceutical Society of Northern Ireland Public Concern at Work Royal College of Nursing Royal Pharmaceutical Society of Great Britain (Legal and Ethical Advisory Service)

6 Your lead officer is: [PLEASE INSERT] To contact NCAS about this leaflet, please To order additional free copies of this leaflet or any other NCAS publications: Phone: Visit the NCAS website: