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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

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Indicators of Potential Underperformance

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  1. Indicators of Potential Underperformance 2014

  2. Today • What is an IPU? How can we use them? • Does the RDMP model help? • Educational prescriptions.

  3. Reminder RCGP Curriculum Statement: 1. Core Statement: Being a GP

  4. Being a GP: 12 Competencies • Communication and consultation skills • Practisingholistically • 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

  5. 12 competencies: demonstrable behaviour

  6. Eportfolio • Word pictures: positive descriptors • NFD, Competent and Excellent • On CBD or ESR

  7. Indicators of Potential Underperformance • Aim to identify early TID • Then offer targeted feedback and remediation

  8. 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

  9. IPU • Added to word pictures on E-portfolio…

  10. So if IPU noted – what to do? Discuss with trainee Offer feedback and suggestions

  11. So if IPU noted – what to do? Is it significant: Recurrent? Noticed by others? Apparent in other situations/areas?

  12. 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

  13. 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 ….

  14. RDMP (2009) • http://www.wpba4gps.co.uk/fileadmin/user_upload/secure/mindmaps/Understanding_the_Theory/Competence_Framework/RDMp_Master/RDMp_Master-V2.pdf

  15. 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.

  16. 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

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