Workplace wins

A new team member was said to be underperforming very soon after joining the team and was moved onto the performance review pathway. 

They contacted us, as their CSP equality rep (Doreen) and steward (Adam), as they felt that they were being mistreated based on their race.  

On assessment, we found that since they joined the trust, they had not been receiving supervision, had not been provided with any competency framework, or any kind of support to help them settle in or develop their skills. 

Together, we attended the formal performance meeting alongside the member. We highlighted the lack of support, appraisal, and goals set for them. HR and the manager conceded that the support provided had fallen short of policy and that the expectations set for the member were unrealistic. 

We were able to insist that the performance review process was cancelled, and together we helped plan a system of formal appraisal and a development plan to help the member have the best chance of success. 

After several months we are glad to report that, with this support, the member is now thriving in their team.

The team managers also recognised the need to improve its onboarding process, as well as ensuring formal supervision and competency assessments for staff to allow them the best chance to settle into the team, develop their clinical skills and take ownership of their professional development.