Presentation from the Practice Manager Development Conference: Professional development for practice managers - the impact of peer appraisal. Louise Greenwood Wessex LMC

1. Peer to Peer Appraisal
Louise Greenwood
Education, Training & Development
Manager
Wessex LMCs

2. Content
• What we did
• The next steps
• How can this help you?

4. Questions for you
• Who ran your last appraisal?
• Was your appraisal actually about
YOU?
• Did you find it beneficial?

5. Practice Manager
Supporters
Alex Kimber
Karen Jeffries
Jane Dawes
Nicky Maule
Rachel
McCready
Marie Narang
Jenny
Partridge
Matt Perkins
Sue Scott
Jayne Tabor

6. Practice Manager
Supporters
“It is such a relief to know that the Practice Manager is at
the end of an email or telephone call; just the thing a new
PM needs. There are some bits of the job that you just
can't research, so the experience is invaluable. She was
extremely patient and explained things in easy to
understand terms so one doesn't feel stupid.
She was really reassuring and now I don't feel as
intimidated by the role as I did.
It is also good to know that when I am feeling that the
amount of work us PMs need to do isn't humanly
possible, even the most experienced of PMs can have
thoughts like that too...phew!”

7. The Appraisal Project
PM Supporters
GPFV - Robert Varnham
Why?
Other LMCs
Timing

8. The Project Progressed
6 weeks!!
Recruited & trained 18 PM
Supporters across 3 LMCs
Recruited 120 PMs as appraisees

9. ‘Do you feel valued?’

10. The Appraisal
Appraisee sent pre-appraisal form,
MSF info and LNA
Took between 1.5 and 3 hours –
depending on the person!

12. Appraisees
Why did they volunteer to take part?
“This a good idea as you need to be a PM to
truly understand the challenges of the role”
How did they feel before their appraisal?
“daunted” “intimated” “ scared”
And what did they take away from the
process?
“ “It gave me new impetus to get motivated
again.”

13. Appraisers
How did they feel when asked to run
the appraisals?
“The coaching has been a revelation
in terms of my own development.
Challenging and productive in every
way”

14. Feedback
“The whole process from start to finish was very easy and
clear and very useful. It is definitely something that I would
recommend to other Practice Managers.”
“Having someone appraising you who knows the job you
are doing is invaluable”
“Very professional but friendly”
“By far the most productive couple of hours I think I have
ever spent on my own development.
“Best thing I did was to accept the pilot offer”

16. More PM Training
• Supporting the Individual

17. Vomit on a page!

18. More PM Training
• Supporting the Individual
• Supporting the Team

19. GUIDE
Reduce risks, obstacles, constraints
Provide tools, training, guidance,
coaching, feedback up front
Relax control as progress is shown
DELEGATE
Provide freedom in job methodology
Communicate trust and recognition
Develop stretch goals, broaden
responsibilities, treat as ‘partner’
DIRECT
Provide clear briefing, identify
motives, develop vision of success
Structure ‘quick wins’, train/coach
patiently, supervise with frequent
feedback and clear expectations
EXCITE
Identify reason for low will
Develop intrinsic motivation,
incentives, value alignment
Monitor and provide recognition to
reinforce positive behaviours
High
Will
Low
Will
Low
Skill
High
Skill
Skill/Will Matrix

20. More PM Training
• Supporting the Individual
• Supporting the Team
• Supporting the Practice
• Managing Up & Moving Forwards
• Pick and mix’ approach

21. IMPORTANT
BUT NOT
URGENT
URGENT &
IMPORTANT
NOT URGENT &
NOT IMPORTANT
URGENT BUT NOT
IMPORTANT
Very
Important
Not
important
Not
urgent
Very
urgent
Urgent/Important Matrix

22. GPFV Monies
General Practice Development Programme - Practice
Manager Funding
Purpose
To support local initiatives and hard to reach areas
To support face to face networking opportunities
To support training practice manager appraisers
To support practice manager coaching and
mentoring

24. Summary
Valuable
Time to develop yourself
Take up the opportunities

25. “I felt pretty daunted before my appraisal, maybe
because of all that I have on my plate. But I cannot
thank you enough.
It was just what I needed to challenge my train of
thought and to guide me, reinforce what I know I
need to do to help ease the pressure and what goals
I need to set to make for a better work life balance.
I will definitely be looking to do this again next year
to see if I have achieved the goals set.”

26. So what to do now?
Ask your CCG/LMC
All resources are there to share
We may never get this opportunity
again

27. And any questions?
Louise.greenwood@wessexlmcs.org.uk
Thank you