360 Degree

360 degree appraisal A personal view

Only part of the jigsaw puzzle of team development

Back to basics - What's the Vision? Better care  Through effective teams 

– Working – Learning – Planning together

How to avoid this?

The evidence? 

Can teams improve practice?

Cohesive teams have 5 key characteristics: » » » » »

Clear goals Measurable outcomes Division of labour Training of all team members Effective communication

The challenges & problems

1983 Team

2005

The problem Team cohesion is limited because…  Different employers  Different lines of accountability  Different management arrangements  Off site base/working  More work  Integrating wider team & networks  Surviving massive externally imposed change  Needing to play every game that brings in resources

Corbridge principles to improve team cohesion     

Value every opinion – just as good as the next person Involve everyone – the more brains the better Communicate – tell everybody everything all the time Skill up current team members Focus on the practice team development plan

Our answer to ensuring team cohesion      

Team focus balanced with Individual focus Multidisciplinary working groups with clear remit e.g. CHD, asthma/copd, Diabetes, dispensary. Team plan Multidisciplinary appraisal within the team Aim to develop the individuals to help implement the plan

Theory - Focus of appraisal Job vs person  Performance (in the past) vs development  Performance vs competence 

Theory - purposes of appraisal Evaluate recent performance +  Formulate job improvement plan +  Identify problems/opportunities in the job +  Improve communication +  Provide feedback on job performance +  Identify training & development needs +  A rationale for salary review  Promotion possibilities 

Benefits   

 

The catalyst for developing the individual so the team benefits Positive feedback promotes job satisfaction, self esteem - motivation Peoples aspirations, interests and expertise is reviewed and played to if it fits what is needed Community staff see it as more relevant They see it based on fact, not ignorance

5 things to consider before you start 360 degree appraisal 1.

Purpose 1. clarify why and what 2. communicate to everyone.

2. Culture – are you ready? 1. Do you have a mature enough team dynamic? 2. Are you open enough? 3. Those involved need to feel comfortable & supported. 3. Timing of introduction – also link with the planning cycle. 4. Roll out – champion? 1. How to generate buy-in? 2. Involve everyone early. 5. Confidentiality for appraisees and raters – non-attributable.

Conclusion     

Links the individual to the team 360 - Based on observations of work colleagues of the real you! Part of a cycle of change & development Jobs constantly change, roles need to develop so does the individual Need all the components to be effective in achieving the wider vision