Medical Appraisal & Revalidation Policy #New
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1 Medical Appraisal & Revalidation Policy #New Department Medical Director Person Responsible Sarah Kinsella Created Last Review Monday 2nd July, 2012 Monday 2nd July, 2012 Status Complete Next Review n/a Screening Data 1. Name, job title, department and telephone number of the person completing this Equality Impact Assessment Sarah Marks, Corporate HR Officer, What is the title & number of this policy/procedure/guideline? Medical Appraisal & Revalidation Policy 3. What are the main aims, objectives or purpose of this policy/procedure/guideline? The purpose of this policy is to define the steps that will ensure the delivery of a transparent and fair medical appraisal process which will support the introduction of revalidation for all consultants, non-consultant career grade medical staff and Trust doctors where NGH is their Designated Body. 4. Who is intended to benefit from this policy/procedure/guideline? This policy applies to: all consultants and specialty doctors employed primarily by NGH and includes associate specialists, staff grades and other non-training grade posts e.g. trust doctors. doctors who work part time and/or on short fixed term contracts, where NGH is their main or sole employer. 5. Is this a Trustwide, Directorate only or Department only policy/procedure/guideline? Trustwide 6. Who is responsible for the implementation of the policy/procedure/guideline? Medical Directors Office Impact Assessment Data 1. What data has been utilised to evidence the decisions regarding the impact this policy/procedure/guideline will have on the different equality strands/groups? Good Medical Practice The Medical Profession (Responsible Officer) Regulation, DoH, Jan Finding your responsible officer A useful algorithm to find your responsible officer can be found via this link Guidance on Supporting Information for appraisal The Academy of Royal Colleges has GMC has published a document explaining the supporting information required for appraisal in their document entitled Supporting information for appraisal and revalidation.
2 A link can be found here: and select the required College or specialty for guidance GMP framework for appraisal and revalidation GMC guidance on supporting information AoMRC - speciality information for revalidation: Information on appraiser training and Quality Assurance of appraisal Professional standards and management of concerns Information on can be found in the document Maintaining High Professional Standards in the Modern NHS: a framework for the initial handling of concerns about doctors and dentists in the NHS produced by the Department of Health in 2003, and updated in Good Doctors, Safer Patients (Department of Health, July 2006) p143 Trust, Assurance and Safety, the regulation of health professionals in the 21st century (February 2007). 4:21. HMSO. Back on track framework for further training (2008), National Clinical Assessment Service: Maintaining high professional standards in the modern NHS. Department of Health Remediation and Revalidation (2009), Academy of Medical Royal Colleges Tackling concerns locally. Department of Health (March 2009) Report of the steering group on remediation. Department of Health (December 2011) 7.2, p32 2. Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a equality strand/group - AGE? This policy is applicable to all doctors and follows GMC regulations to ensure fitness to practice regardless of age. It also recognises that due to maternity leave, sickness or disability there may be an absence from the workplace and 3. If you have indicated a negative impact, is that impact lawful (i.e. it is not discriminatory under anti-discrimination 4. If you have indicated a negative impact, is that impact intended? 5. What actions or changes can be taken to minimise or improve the negative impact? NB: If appropriate, complete the 6. Does or could the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), have a postive impact (i.e. contribute to promoting equality or equal opportunities) or have no impact on the following equality strand/group - DISABILITY?
3 This policy is applicable to all doctors and follows GMC regulations to ensure fitness to practice regardless of disability. It also recognises that due to maternity leave, sickness or disability there may be an absence from the workplace and 7. If you have indicated a negative impact, is that impact lawful (i.e. it is not discriminatory under anti-discrimination 8. If you have indicated a negative impact, is that impact intended? 9. What actions or changes can be taken to minimise or improve the negative impact? NB: If appropriate, complete the 10. Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a equality strand/group - GENDER? This policy is applicable to all doctors and follows GMC regulations to ensure fitness to practice regardless of gender. It also recognises that due to maternity leave, sickness or disability there may be an absence from the workplace and 11. If you have indicated a negative impact, is that impact lawful (i.e. it is not discriminatory under anti-discrimination 12. If you have indicated a negative impact, is that impact intended? 13. What actions or changes can be taken to minimise or improve the negative impact? NB: If appropriate, complete the 14. Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a equality strand/group - HUMAN RIGHTS? This policy is applicable to all doctors and follows GMC regulations to ensure fitness to practice and does not impact on their human rights 15. If you have indicated a negative impact, is that impact lawful (i.e. it is not discriminatory under anti-discrimination 16. If you have indicated a negative impact, is that impact intended? 17. What actions or changes can be taken to minimise or improve the negative impact? NB: If appropriate, complete the 18. Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a equality strand/group - RACE?
4 This policy is applicable to all doctors and follows GMC regulations to ensure fitness to practice regardless of race. It also recognises that due to maternity leave, sickness or disability there may be an absence from the workplace and 19. If you have indicated a negative impact, is that impact lawful (i.e. it is not discriminatory under anti-discrimination 20. If you have indicated a negative impact, is that impact intended? 21. What actions or changes can be taken to minimise or improve the negative impact? NB: If appropriate, complete the 22. Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a equality strand/group - RELIGION OR BELIEF? This policy is applicable to all doctors and follows GMC regulations to ensure fitness to practice regardless of religion or belief. It also recognises that due to maternity leave, sickness or disability there may be an absence from the workplace and It may be necessary to take religious celebrations or observances into consideration when planning appraisals and the policy allows for these to be reorganised when required. 23. If you have indicated a negative impact, is that impact lawful (i.e. it is not discriminatory under anti-discrimination 24. If you have indicated a negative impact, is that impact intended? 25. What actions or changes can be taken to minimise or improve the negative impact? NB: If appropriate, complete the 26. Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a equality strand/group - SEXUAL ORIENTATION? Posititve impact This policy is applicable to all doctors and follows GMC regulations to ensure fitness to practice regardless of sexual orientation. It also recognises that due to maternity leave, sickness or disability there may be an absence from the workplace and 27. If you have indicated a negative impact, is that impact lawful (i.e. it is not discriminatory under anti-discrimination 28. If you have indicated a negative impact, is that impact intended? 29. What actions or changes can be taken to minimise or improve the negative impact? NB: If appropriate, complete the 30. Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a
5 equality strand/group - SOCIOECONOMIC? This policy is applicable to all doctors and follows GMC regulations to ensure fitness to practice regardless of socioeconomic status. It also recognises that due to maternity leave, sickness or disability there may be an absence from the workplace and 31. If you have indicated a negative impact, is that impact lawful (i.e. it is not discriminatory under anti-discrimination 32. If you have indicated a negative impact, is that impact intended? 33. What actions or changes can be taken to minimise or improve the negative impact? NB: If appropriate, complete the 34. Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a equality strand/group - TRANSGENDER? This policy is applicable to all doctors and follows GMC regulations to ensure fitness to practice regardless of transgender status. It also recognises that due to maternity leave, sickness or disability there may be an absence from the workplace and 35. If you have indicated a negative impact, is that impact lawful (i.e. it is not discriminatory under anti-discrimination 36. If you have indicated a negative impact, is that impact intended? 37. What actions or changes can be taken to minimise or improve the negative impact? NB: If appropriate, complete the 38. What consultation has taken place with representatives from the equality groups and stakeholders and what has been the feedback? Trustwide 39. How will any gaps in consultation be addressed? Organisation Sign-off Data 1. If the policy is implemented what is the potential risk of it having an adverse effect on equality? Low Risk - probably will not have an adverse effect on equality 2. If the policy is implemented what is the potential of it having a positive effect on equality and relations? High Potential - highly likely to promote equality of opportunity and good relations 3. If the potential for risk or positive effect occurred what would be the potential number of people it effected?
6 A moderate amount of people would be affected 4. Based on the answers to questions 1-3 will this policy promote equality and diversity? Yes 5. Do you have any additional comments or observations about the policy? The policy should be made available in other formats if requested 6. How will the results of the Equality Impact Assessment will be published? Internet 7. Have you completed any Action Boxes with recommended actions or changes for completion? No 8. If 'Yes' please print off an action plan report along with a copy of the Equality Impact Assessment report to the policy/procedure/guidelines owner, and record below who it has been sent to 9. If 'No' please print off a copy of the Equality Impact Assessment report to the policy/procedure/guidelines owner, and record below who it has been sent to Kate Terrell-Grey 10. Please give details of the monitoring arrangements As per policy Outstanding Actions No outstanding actions
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