Performance Assessment and Training Needs in Health & Social Care

This report provides an overview of performance assessment and monitoring strategies within the health and social care sector. It begins by defining performance assessment and its importance in optimizing productivity. The report outlines a performance monitoring plan, emphasizing clear communication, defined responsibilities, and the establishment of training and development programs. Key criteria for measuring performance include regulatory inspections, patient experience surveys, third-party assessments, internal reviews, and statistical indicators. The performance management system is discussed at both conceptual and practical levels, incorporating business planning, quality assurance, competence-based training, clinical audits, and performance indicators. Methods for identifying individual training and development needs are explored, such as re-evaluating business goals, addressing critical activities, monitoring performance quality, assessing problem domains, and evaluating weaknesses. The report concludes that a comprehensive performance review system should integrate data from various sources, prominently involve patients, and ensure transparency and accessibility of results. Desklib provides access to this report along with other solved assignments and study resources.

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Outline
 Introduction
 What is Performance Assessment?
 Performance monitoring plan
 Criteria to measure performance
 Performance management system
 Methods identifying needs for training
and development
 Conclusion

Introduction
 Performance measurement is a central
ideal for quality improvement and
maintenance in health care
 The principle methods of measuring and
monitoring the performance are:
○ Regulatory inspection,
○ Third party assessments,
○ Public satisfaction survey
○ Statistical indicators.

What is Performance
Assessment?
“Performance assessment is a process that
enables managers to assess, evaluate and
measure employees’ efficiency in order to
improve and optimize productivity.”

Q. 8 Explain monitoring strategies
adopted when checking the
performance of employees working
and analyse different techniques for
promoting development continuity
in these employees in the health
and social care work place

Performance
monitoring plan
 Developing objectives of performance
monitoring system of the health and social
care centre.
 Establish clear communication
 Define individual responsibility and
accountability lines.
 Monitoring and measuring the staff
performance

Continue..
 Establish training and development program
 Ranking and rewarding
 Compensation program

Criteria to measure
performance
 Regulatory inspection:
This helps the centers to follow the set rules and rank the
employees based on the quality standards set by the
regulatory authority.
 Surveys of Patients experiences:
Service receivers (patients) are best judge and hence,
patient surveys are very crucial in measuring the
staff performance.

Criteria to measure
performance
 Assessments by Third-party:
Many centers have been consulting experts of
performance management to review their staff
performance.
 Internal assessments:
Reviews the individual employees performance against
his or her set of roles and responsibilities.

Criteria to measure
performance
 Statistical indicators:
These include measures like calculating the rates
of clinic wide engagement.
Clinic engagement rate = Total number of clinic
clients attending their third scheduled
session/Total number of clients admitted into the
clinic

Performance management
system
Conceptual and practical levels used in
performance management system:
 Business Planning
 Quality assurance and benchmarking
 Competence based education and training

Continues
 Clinical Audit
 Performance indicators
 Use of assessment Techniques and of
development centres