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1. Observe the candidate firsthand.
2. Identify the criteria against which to performance is assessed.
3. Plan feedback content based on goals and criteria; consider amount of feedback.
4. Choose a suitable environment (privacy/setting).
5. Deliver feedback in a timely manner – as close as possible to the encounter.
6. Plan how you will deliver the feedback. Different techniques include:
7. Establish consensus on expectations: Try to align the candidate’s agenda with yours; start where the candidate is at; target feedback to the candidate’s needs and readiness to change.
8. Ensure relevant feedback: Align to candidate’s performance, marking criteria and clinical environment.
9. Establish a collegial interaction.
10. Use effective communication skills such as:
11. Ask the candidate first about their impressions of their performance and then respond. For specific components, you may ask the candidate to rate their performance as a first step. This process allows the candidate to calibrate/compare with your assessment.
12. Observe procedural fairness: Conduct assessment in a consistent way.
13. Be specific and precise: Focus on two to three points only; don’t overwhelm the candidate; clarify matters of fact; use specific examples of behaviours.
14. Focus on what you’ve seen: Emphasise performance, not personal characteristics.
15. Be honest.
16. Encourage reflection by using open or directed questions appropriately, to encourage deeper understanding/reflection. Ask ‘why’ questions.
17. Overcome avoidance strategies: Be assertive in your critique; stand behind your judgement.
18. Ask the candidate to suggest strategies for change or offer options and allow candidate to select.
19. Indicate how the desired behaviour will improve clinical practice.
20. Develop an action plan: Encourage performance improvement.
21. Ensure adequate documentation.
22. Summarise at end. Check candidate’s understanding and commitment to continued improvement.
23. Use the expanded feedback sandwich:
24. Be reflective of your approach and the strategies you used in giving feedback overall. Reflect and seek feedback on your own performance.
Scenario 1a
This is a mid-term report interview for a PGY1 doctor.
When the question ‘What would you do now?’ appears on the screen, pause the video and consider what the issues might be and what you would do in a similar situation.
View the remainder of scenario 1a thinking about:
Scenario 1b
As you view Scenario 1b, note on the strategies page which strategies are used.
Scenario 2 – A direct observed procedural skill
Scenario 3 – MiniCEX
Insert YouTube video here
Scenario 4 – Case Based Discussion
Scenario 5 – MiniCEX
Reflection and review
Now that you have seen the scenarios, reflect on the principles of effective feedback.
Watch the following videos on key strategies for effective feedback. Clips have been taken from the scenarios as examples for how these strategies were applied.
Which of these strategies will be of help to you when you are giving feedback?
Scenario 1b
Scenario 2
Scenario 4
Scenario 5
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