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Indicators of Potential Underperformance
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Transcript of Indicators of Potential Underperformance
Indicators of Potential Underperformance
2014
Today
• What is an IPU? How can we use them?
• Does the RDMP model help?
• Educational prescriptions.
Reminder
• RCGP Curriculum Statement:
• 1. Core Statement: Being a GP
Being a GP: 12 Competencies
• Communication and consultation skills • Practising holistically • Data gathering and interpretation • Making a diagnosis and making decisions Clinical management • Managing medical complexity • Primary care administration and IMT • Community orientation • Maintaining performance, learning and teaching• Maintaining an ethical approach to practice• Fitness to practise
12 competencies: demonstrable behaviour
Eportfolio
• Word pictures: positive descriptors
• NFD, Competent and Excellent
• On CBD or ESR
Indicators of Potential Underperformance
• Aim to identify early TID
• Then offer targeted feedback and remediation
IPU
• “These go beyond the opposites and add useful meaning or emphasis to the themes that they are placed alongside”.
• Not a level below NFD eg may alter excellent to competent
IPU
• Added to word pictures on E-portfolio…
So if IPU noted – what to do?
• Discuss with trainee
• Offer feedback and suggestions
So if IPU noted – what to do?
• Is it significant:
• Recurrent?
• Noticed by others?
• Apparent in other situations/areas?
• A unifying theory of clinical practice: Relationship, Diagnostics, Management and professionalism (RDM-p). Norfolk T, Siriwardena AN. Qual Prim Care. 2009;17(1):37-47
RDM-p (2009)
• Links 12 competencies into 4 clusters
• Creates links between the competencies to help us understand the relationship between them
• Can be used diagnostically ….
RDMP (2009)
• http://www.wpba4gps.co.uk/fileadmin/user_upload/secure/mindmaps/Understanding_the_Theory/Competence_Framework/RDMp_Master/RDMp_Master-V2.pdf
What are the reasons for underperformance
• This may be beyond today but remember include • Poor training for general practice; • Lack of continuing education; • Isolation from colleagues; • Physical health problems; • Mental health problems including alcohol and drug abuse; • Stress related to work or domestic situations; • Low morale; • Excessive workload; • Poor practice infrastructure; • Poor relationships within a practice; • Poor premises and facilities; and • Poor communication and relationship with Educational Leaders.
Educational prescription?
• Do not ignore IPU
• Establish if significant
• Be aware of reasons for underperformance
• Consider how our feedback and educational planning are affected by the IPU