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Katie Montgomery speaks at London conference on monitoring nursing performance and development through appraisal

Kate' presentation concentrated on how nurse leaders can develop effective monitoring and performance processes in appraisals and in doing so maximise the professional and personal development of their fellow nurses. Kate's experience is based on her time as Lead Nurse for Quality and Education at the Mid Staffordshire Foundation Trust, at a time when focus on nurse morale, contribution and learning was paramount (Francis, 2012).

During Kate's time at the Trust she was responsible for learning beyond registration for registered nurses and work-based learning and development for non-registered health care support workers. Kate has a BSc in Adult Nursing and Clinical Practice and an MSc in Higher Education (PGCPHE) which also supported her ability to lead and develop this essential role until leaving the Trust in 2013.

The presentation went on to look at this broad portfolio of educational responsibility which widened Kate's knowledge and skills enabling her to engage and encourage staff to become curious; empowered; seek opportunity; believe and most importantly reflect on their experiences to further enhance clinical or leadership aspects to their roles. Kate advised she is an absolute advocate for ensuring staff are competent and capable to deliver the 6 C’s of nursing. She is also passionate about valuing staff by allowing sufficient time and space for personal development, critical analysis of clinical practice and wholeheartedly believe the appraisal process is a crucial entity in achieving this.

The focus then went on to the core aspect of Kate's role, which was to ensure nurses were encouraged to undertake clinical supervision as part of their critical reflection to explore the endless opportunities and methods available to learn and grow in preparation for appraisal.

Furthermore, Kate believes that nurses pride themselves on delivering compassionate care to and in doing so value quality time with their leaders to ensure their performance delivers this. The majority of nurses start their professional journey with plan; do; study and act behaviour and it is this initial optimism and engagement that should be captured ,nurtured, and maintained over the course of a career to ensure continued optimum performance of our nursing workforce.

The presentation was concluded with Kate giving her personal opinion, which over the years has changed and she firmly believes that not only does responsibility for nurse development lay with the individual nurse themselves, but accountability of their leaders should also be considered when undertaking appraisal. This approach will galvanise the appraisal process by holding both appraise and appraiser to account. Appraisal is and should be recognised as a two-way process which ensures staff engage and perform and both parties should assume responsibility and accountability to ensure this happens. The role of a creative leader is not to have all the ideas; it's to create a culture where everyone can have ideas and feel that they're valued (Robinson, 2011). It is recognised culture is an un-spoken phenomenon that can help or hinder the appraisal process and as we know “culture eats strategy for breakfast” and without a culture that fosters the appraisal process to drive performance and development with little accountability it simply becomes a measure with no clear purpose or meaning. 

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Download: Katie Montgomery's Presentation

12 September 2014


    Partner Organisations

    The Tavistock and Portman NHS Foundation TrustInPracticeClinical Audit Support CentrePlayoutJust For Nurses
    GGI (Good Governance Institute) accredited conferences CPD Member ASGBI (Association of Surgeons of Great Britain and Ireland) professional partner BADS (British Association of Day Surgery) accredited conferences