GPTools - an appraisal and revalidation toolkit for doctors. Join now to achieve your appraisal and revalidation goals. Free for Doctors to register and use

Probably the best CPD logging system on the web. Testimonials: It has made my appraisal and revalidation so easy to do.

In partnership with Telford and Wrekin NHS and Shropshire NHS
download link for iphone and android app
Doctors have recorded
6 4 , 1 5 5
CPD activities using GPTools
The next generation web 2.0 revalidation toolkit

Intuitive Navigation

There are no layers of menus to wade through to get to where you are going. Use the intuitive custom built mega menu to navigate precisely and quickly.

Integrated MSF

GPTools incorporates the final version of the GMC's standard colleague feedback form. Enter the email addresses of your colleagues and click send. Results are anonymised and collated.

Record Online Learning

Use the bookmarklet feature to build up a career long record of all the online learning you have done. Add notes and time spent as you read.

CPD Areas

Nearly every possible area of your CPD has been included : Professional conversation, mentoring, courses, workshops, etc.

File Uploads & Dropbox integration

Upload evidence and link it to your CPD areas. Dropbox integration allows linking to files in your Dropbox folder. Your appraiser will have access to all your local uploads and linked Dropbox files.

Auto Saving

Never lose your data again - as you type your data is unobtrusively and transparently stored using Web 2.0 AJAX technology.

Appraiser Friendly

Oh no, not another toolkit to learn! Don't worry, we've taken extra care to ensure that using GPTools is as easy as using your email. Just dive in, it's built around features that you already know.

Exceptional Usability

Ever wanted more space to write? Our auto expanding text boxes make sure you never run out of it! There are no usability detractors like pop up boxes or clunky menus.

PCO Optimized

Administrators can access completed appraisal forms, allocate appraisers, upload centrally held appraisee documents as well as administration information.

Appraisals have nearly always been a part of organizational human resource development in one form or another. In medicine, appraisals were initially carried out by peer's and clinical mentors as a part of educational development and career progression. In the future, appraisals will constitute an integral part of the revalidation process for all doctors working in the UK. Revalidation, as it currently stands, will be a process by which doctors have to demonstrate at five yearly intervals that they are up to date and fit to practise. It will have to comprise of reflection and be linked to a doctor's performance. GP's have been collecting evidence to support their revalidation for the past year, in anticipation of the 2012 start date of revalidation. In 2011. approximately 3000 doctors were part of pilot scheme run by revalidation support team. The enquiry by Dame. Janet Smith into the deaths certified by Dr. Harold Shipman was responsible for elevating the issue of regulation, re accreditation and revalidation of all medical doctor's. Patient safety and the fact that Dr. Shipman was never challenged or investigated in all his years raised the need to have a robust system for the regulation of doctors to restore public confidence. In the NHS plan of 2001, annual appraisal was made a contractual obligation. The 'obligation' is centered around the concept of clinical governance, public confidence in the delivery of healthcare and the maintaining of standards of care. It is for GP's, consultants, and career grade doctors. Primary care trusts began introducing the annual scheme in 2002. Appraisals for GP's can be seen as an opportunity for personal and professional growth and development. Unfortunately because of the inconsistency of appraisal processes around the country, there have been misgivings about the true reason behind the appraisal process. WHAT IS APPRAISAL? (from various references) Appraisal is a two – way process of reflection of an individual's performance and, for doctors, it forms an important part of continuing professional development. It is a continuous process and forms an established aspect of numerous organizations to date. For doctos, appraisal allows time to reflect on one's performance and then plan further education and training needs for personal development and growth. 'Appraisal for GPs is a professional process of constructive dialogue, in which the doctor being appraised has a formal structured opportunity to reflect on his or her work and to consider how his or her effectiveness might be improved.' 'Appraisals 'regularly record an assessment of an employee's performance, potential and development needs. The appraisal is an opportunity to take an overall view of work content, loads and volume, to look back on what has been achieved during the reporting period and agree objectives for the next'. The School of Health and Related Research (ScHARR) report 'Appraisal for GPs' defines appraisal as a process for: Exploring expectations, priorities, and setting and aligning individual and organisational objectives at a local level Reviewing progress towards achieving previously agreed objectives and agreeing future objectives Recognising, acknowledging and valuing achievements Exploring what is needed from the organisation to help and support the individual It is also worth considering that appraisal should not be: 1.'Just a paper exercise with forms to fill in.' Appraisal requires appropriate time, resources and support. If these are not available then it is likely to be ineffective. 2.Synonymous with assessment. The latter can be defined as 'measurement of an individual's performance at a particular point in time, usually against predetermined standards'. Assessments can form part of appraisal if appropriate; however, it is better that they be separated from the appraisal such that it is validated prior to the discussion. WHAT IS IN AN APPRAISAL? The core principles in the GMC's Good Medical Practice: Good medical practice Standards of care Competency Expected conduct of doctors WHAT HAPPENS IN AN APPRAISAL? 1.An organizational understanding that promotes a culture of learning. 2.Appraiser training. 3.The appraisal should be scheduled in advance, and conducted with no interruptions in a private secluded area. 4.The appraisal is for the appraisee to get the most out of. 5.Confidentiality 6.A summary of the appraisal should form the basis of the personal development plan. TYPICAL APPRAISAL DOCUMENTATION: Form 1 Personal details Form 2 Work-related activities, e.g. number of hours worked, emergency work, any other NHS or non-NHS work Form 3 Covers aspects of good clinical care, maintaining good medical practice, relationships with patients and colleagues, teaching and training, probity, management and research Evidence and information to be used for appraisal, e.g. curriculum vitae, peer review, risk management, audits, outcome of investigated complaints, letters from public, 360-degree surveys Form 4 Summary of agreed action and personal development plan - filled out during the meeting Forms 1-3 are filled out by the appraisee prior to the meeting; form 3 requires a fair amount of thought. Form 4 is filled out by the appraiser, and the appraisee agrees to it. These forms are then copied and passed on to the trust or primary care organisation. Form 4 summaries should be kept by the PCT and the appraisee also. In February 2007 the NHS Clinical Governance Support Team and the National Association of Primary Care Educators jointly decided on core valid and verifiable evidence for the appraisal process. They also divided up evidence as personal and organisational (both necessary) and as optional evidence, where the appraisee can decide on what to include. This requires the following forms at the following times: Essential evidence for appraisal Frequency of completion Which forms Annually Completion of new forms 1, 2, 3 Provision of ongoing PDP, with clear description in Form 3 of degree of attainment Last year’s appraisal summary Data collection/audit with structured reflective template (SRT) Significant Event Audit SRT SRT on last year’s learning Full declaration of all other professional roles Other professional roles SRT Probity SRT Health SRT Twice a year Case review SRT At least one annually Complaint SRT(s) or declaration of no complaints Within past three years Patient survey SRT Multi-source feedback SRT