All healthcare professionals working with GenderGP must hold a license to practice with their relevant Licensing Body. The process of licensing involves healthcare professionals demonstrating that they are up to date, fit to practise and complying with all relevant professional standards.
A system of revalidating professional registration applies to healthcare professionals, counsellors, psychotherapists, nurses and midwives. Under the system all healthcare professionals working with GenderGP are required to revalidate every three years at the point of their registration renewal.
This policy sets out the practical details of licensing for all healthcare professionals providing services to GenderGP.
GenderGP have a duty to:
- ensure that all healthcare professionals working in the organisation have a current licence to practise and are on the register.
- ensure that all healthcare professionals working in the organisation are involved in annual appraisal.
- provide local support for the revalidation process, including support regarding annual appraisals.
- support healthcare professionals to comply with their professional requirement to revalidate.
Healthcare Professionals' Duties
Healthcare Professionals have a duty to:
- maintain their practice in line with guidance from their professional bodies, such as the Licensing Body’s professional code of practice.
- participate in annual appraisal and regular reflection on their practice.
- keep a folder of evidence to support their revalidation.
- participate fully in the revalidation process.
GenderGP supports the processes of revalidation that apply to healthcare professionals working in their clinical environment.
Every healthcare professional who practises with GenderGP must revalidate their licence to practice as required by their licensing body. The process is integrated with the annual appraisal system. It requires healthcare professionals to show they are up to date and are complying with all relevant Licensing Body professional standards and code of practice.
New healthcare professionals registering with GenderGP are automatically set a revalidation date of five years ahead.
The Purpose of Revalidation
The purpose of revalidation is to assure patients, employers and other healthcare professionals that licensed healthcare professionals are up-to-date and are practising to the appropriate professional standards.
Revalidation is designed to provide a focus for healthcare professionals’ efforts to maintain and improve their practice, to encourage the organisations in which healthcare professionals work to support them in keeping their practice up-to-date, and to encourage patients and the public to provide feedback about the care they receive.
The Revalidation Process – Healthcare Professionals
Healthcare Professionals achieve revalidation by participating fully in an appraisal process with a “Responsible Officer” or another “suitable person” who then provides a recommendation to revalidate to the Licensing Body.
The Licensing Body refers to healthcare professionals who have a “connection” and to those who do not. Most healthcare professionals are “connected” to a designated body which is usually the organisation within which they work. The Responsible Officer, or RO, is usually a senior, licensed healthcare professional within the designated body who oversees revalidation in the organisation.
Healthcare Professionals who do not have a connection to a designated body (and so do not have an RO) may be able to identify a licensed healthcare professional who can support their revalidation and make a recommendation. This is referred to as a “suitable person”. In all cases the suitable person must be approved by the Licensing Body before they can make a revalidation recommendation.
Healthcare Professionals are reminded that revalidation is a five year process, not a fifth year process. They must be collecting supporting information about their practice and participating in appraisal throughout the five years.
Continuing Professional Development – CPD Credits
Continuing Professional Development (CPD) is demonstrated by collecting credits from educational activities. Each credit relates to an hour spent on CPD and the 250 learning credits should be collected as 50 credits per year.
Over the five-year revalidation cycle CPD should cover the breadth of the GenderGP curriculum, including clinical, managerial and leadership skills, and should emphasise the quality of learning activities rather than merely hours spent.
- keeping a structured learning log to capture CPD credits throughout the year.
- making notes of impact on practice and any changes made as a result of learning.
- documenting a balance of learning methods and experiences over the five-year cycle.
Quality Improvement Activities
Most healthcare professionals are involved with a broad range of quality improvement activities and should record evidence of these. Eligible activities include case discussions and reviews of clinical and other work. They should show that the practitioner regularly reviews their practice and learns from events, concerns, errors, audits, etc.
Significant Events and Audit
GenderGP requires healthcare professionals to declare and reflect on every significant event they have been involved in since their previous appraisal. They define a significant event as any unintended or unexpected event which could or did lead to harm of one or more patients. It includes incidents which did not cause harm but could have done, or where the event should have been prevented.
Healthcare professionals must only submit an analysis of a significant event in which they have been directly involved, and where the event was discussed with other colleagues.
Where a clinical audit is a chosen quality improvement project, this should be a full-cycle clinical audit (initial audit, change implemented, re-audit to demonstrate improvement). Full details should be recorded in the revalidation portfolio.
Feedback from Colleagues
A portfolio should include reflection on feedback from colleagues using a feedback tool compliant with Licensing Body requirements at least once in every five year cycle.
GenderGP accepts that a survey feeding back from colleagues (previously called multisource feedback or MSF) is a recognised way for a person to gain formative information on how they are seen by those with whom they work.
Colleague surveys can therefore be used at each appraisal to demonstrate that a healthcare professional is both reflecting and improving on their own performance.
Healthcare professionals who work in multiple roles should ask individuals from as many of these roles as possible to provide feedback.
Feedback from Patients
A healthcare professional will be expected to provide a patient survey and discuss this with their appraiser in each revalidation cycle.
Guidance recommends that healthcare professionals undertake a patient survey in the first three years of the revalidation cycle to enable time for a follow-up survey if any issues are identified and discussed with an appraiser. However, they state that the survey for a first revalidation can date from up to five years before the date of the revalidation as long as it remains relevant to current practice.
Surveys are commonly completed by arranging for a receptionist to hand a paper questionnaire to a patient before a consultation. The most important aspect of undertaking such a survey is to reflect upon the results and make any necessary changes.
GenderGP recognises that healthcare professionals in some roles, such as non-clinical roles, will need to collect such feedback from other sources. For example, an educator may seek feedback from trainees or students.
Complaints and Compliments
Any formal complaint or complaints initiated or resolved within the revalidation period must be disclosed and discussed at appraisal. Failure to disclose any cause for concern at appraisal may be considered a “significant breach of probity” by GenderGP.
Healthcare professionals should include reflection on all complaints in which they have been personally named or involved, as and when they arise. It is appropriate for healthcare professionals to make a declaration that there have not been any complaints if they have not been personally named or involved in one.
Non-clinical healthcare professionals
Non-clinical healthcare professionals include healthcare professionals working in NHS management, academic practice and independent healthcare systems who may not be in active clinical practice.
Non-clinical healthcare professionals will submit a portfolio that demonstrates their fitness for their non-clinical roles. However, those who undertake limited clinical work will also need to demonstrate they are up to date and fit to practise in the clinical component of their work, with appropriate CPD, quality improvement activity and reflection.
Published 1 May 2018
Due for review 1 May 2023