Policy on reviews and reassessment of nurses

At point of registration, all nurses wishing to book assignments through Direct Medics Ltd. are matched appropriately to vacancies according to their skills and expertise (see “Matching Skills and Expertise of Nurses to the Requirements of Placements”). The aim of reviewing and reassessing nurses on an ongoing basis is to maintain and update the company’s records as new information becomes available as to the skills and expertise of nurses registered with the company, thus amending records as to the suitability of individual nurses for specific vacancies and providing assurances as to the ongoing suitability of individual nurses for roles originally deemed suitable for them at the point of registration.

The following reviews and reassessments typically take place:

1. Prior to booking an assignment: Each time a nurse requests that an assignment be booked for them, their Recruitment Consultant performs a check with the Nursing and Midwifery Council’s Online Confirmation Service, which is an enhanced checking service designed to provide up to date information as to registration status. This check identifies any stipulations or restrictions on the nurse’s registration which may affect a booking;

2. During/after assignments: Each nurse will receive a call from their Recruitment Consultant to confirm verbally that the assignment is within the scope of their skills and that they are comfortable with the duties expected of them. On a monthly basis, the agency checks company software for any candidates working in a clinical setting for the first time and contact the Client for feedback which may be given verbally or in writing. Feedback is recorded on the company software. Any areas of concern raised are reported to the Registered Manager and feedback is subsequently delivered to the nurse, with a development plan put in place if required aimed at improving upon the areas of concern. The plan would include required actions with agreed timescales for completion and are closed off in a timely and realistic manner;

3. On an ongoing basis: The company software is designed to issue reminders to Compliance staff as to the expiry dates of all relevant documentation for nurses, including items such as AccessNI disclosures, mandatory training modules, professional indemnity, NMC registration. The Compliance team works with nurses to update and maintain their files thus ensuring ongoing suitability and update of knowledge particularly with regard to training modules. Likewise, in the event that a nurse obtains additional qualifications or has the opportunity to develop particular skills, these are reported to the Registered Manager who advises the team as to any amendments to be made to the company software to impact upon the roles suitable for that nurse.

4. Annual Supervision: The Registered Manager invites all candidates who have worked through the Agency to take part in annual Supervision. The supervision exercise is an opportunity for candidates to raise any concerns and provide feedback on clinical settings.

The Company’s approach to Supervision comprises two stages:

Online questionnaire: all candidates must complete and return an online questionnaire comprising a range of questions relating to their practice.

Review by Nurse Manager: the Nurse Manager will review the online response and, if they deem it necessary, will request a Supervision call with the candidate. Candidates can also request a call with the Registered Manager via the online questionnaire. The call will be structured using the Company’s Supervision Template

Actions required to improve outcomes will be identified and reported to relevant staff at the company. Any specific support required will be identified and documented. Progress against these actions will be reviewed and documented at follow up supervision sessions.

6. Annual Appraisal: The Registered Manager invites each nurse to an annual appraisal, twelve months after their first assignment and annually thereafter. Preparation for the appraisal meeting would include a review of all work undertaken through Direct Medics Ltd. in the preceding year and corresponding exit reports; any recommendations made to the nurse throughout the year and subsequent actions and reviews (including a record of any conclusion drawn by the Registered Manager throughout the year as to the nurse’s ongoing fitness for work specified). The appraisal meeting itself is aimed at reconfirming the conclusions of the Registered Manager following the initial interview at registration stage, updating the information available to reflect the nurse’s current preferences and suitability for work and to identify any desired areas for development. The outcome of the appraisal meeting is a Personal Development Plan for each nurse identifying their learning and development objectives for the coming year in agreement with the Registered Manager.