1. Deborah Davys & Vivienne Jones NAPCE 2013
Peer Observation
Deborah Davys & Vivienne Jones
NAPCE 2013

2. Peer observation – supporting clinical skills and continuing professional development

3. Session objectives
Consider the application of peer observation to own practice or workplace
Outline a framework for peer observation of practice
Evaluate the use of peer observation in relation to own CPD

4. Defining peer observation
A form of peer review, whereby colleagues observe each other's practice with the aim of providing feedback and promoting reflection
Includes the identification of strengths, areas for development and action planning
(Bell 2002).

5. Relevance to CPD and role skills
Peer observation is one way in which health care professionals can maintain CPD (HCPC 2011)
Provides objective evidence of CPD
Can be used in contexts other than teaching such as clinical, managerial or research
Can be used in supervision to promote discussion

6. Group discussion:
How do you currently receive feedback on your teaching / professional practice?
How is this incorporated into your CPD?
Has your practice ever been peer-observed? If so, what was the process? What were the positives / negatives of this?
(or if you haven’t had your practice observed, what is your initial reaction to this idea?)

7. Peer Observation
A suggested framework ..

8. Summary: Select an observer Agree what will be observed/ commented on
Observation
Reflection
Feedback
(Follow up)

9. Selecting your observer
Who should this be?
How much experience does the observer need?
What qualities /skills should observer have?
Unilateral or mutual approach?

10. Agree what will be observed / commented upon
Agree in advance:
“Big picture” or specific skills /behaviour?
Ground rules
What happens if the observer has professional concerns?
How feedback will be given
Seek consent if clients involved

11. The observation: Explain process to client/ others
Observer takes no active role in
session
Informal notes or use of agreed form
How long should it last?

12. Reflection Observed person only? Or both parties? Format?
How much time
allowed?

13. Feedback
Private
Recorded/ not recorded?

14. Follow up and the future...
Follow up – review
The future:
One-off event?
Mutual arrangement?
Different partnerships?
Departmental approach or individual arrangement?

15. Group discussion
If you were going to engage in peer observation, what ground rules you would want and why? What aspects of your practice could be observed by a peer? Any particular anxieties?

16. Considerations The relationship between observer and observed
Communication skills of the observer and observed
The purpose of the observation
Voluntary or enforced activity
Available time, resources and frequency

17. Benefits of peer observation
Supports the identification of strengths and developmental needs
Facilitates the development of an action plan for improvement
Reviews professional reasoning skills
May promote self-confidence
Supports self-directed learning
Can be used to improve quality and identify ritualistic practice
Is of benefit to observed, observer and organisation

18. Francis Report 2013: need for increased focus in nurse training, education and CPD (related to) delivering compassionate care...
Values, attitudes and behaviours
Drive to maintain, develop and improve standards and abilities
Leadership which constantly reinforces values and standards of compassionate care
Constant support and incentivisation which values nurses and the work they do through:
Recognition of achievement
Regular, comprehensive feedback on performance and concerns (360 evaluation)

19. Individual task:
Could peer observation have a place in your own CPD strategy?
What might be the barriers and opportunities? Can the barriers be overcome?
How could you take peer observation forward – ‘vision into CPD reality’?

20. Useful References
Bell, M. (2012) Peer observation of teaching in Australia. Davys, D. and Jones, V. (2012) Peer observation: a tool for CPD. In Hong.,C.S. and Harrison, H. (Eds) Tools for Continuing Professional Development. London: Quay Books Health and Care Professions Council (2011) Your guide to our standards of continuing professional development. London: HCPC NHS Employers (2013) Staff Engagement Toolkit. Available at: NHS Employers (2013) Francis Report: HR Issues. Available at: Nursing and Midwifery Council (2008) Standards to support learning and assessment in practice. London: NMC. Available at: