PACE 365

PACE 365 is Mersey Care’s online appraisal system. The system is unique and has been built by colleagues in the Trust. The framework is intended to guide your appraisal conversation with your reviewer (usually your line manager or supervisor).   Your appraisal should be an open and honest conversation.  You can reflect and give feedback; talk about your performance in your role, plan your progress and career goals, whilst setting objectives to improve your service and patient care.  You can also drive your development and growth with the Scope for Growth talent tool.   The achievement of your appraisal objectives and mandatory training can inform the pay progression process depending upon your pay position.

1. Make a list of some of key things you wish to talk about during your appraisal. Below are some ideas which may help you.
2. Self-assessment – take some time to think about what you are good at and where you may need to develop your knowledge, skills and experience. Use the RISE model below.
3. If you completed a PACE last year look back upon the objectives set in your PACE summary. Collect any data, feedback, information about your progress, check out the thank yous, you have received they may prompt you with ideas. Discuss your key achievements and the challenges your faced.
4. Think about any opportunities you may want to discuss with your reviewer about training and development e.g. a formal course booked through the prospectus link, an apprenticeship or the many workplace development opportunities available.
5. Consider your career aspirations, and potential pathways for growth within the NHS. Look at career resources e.g. case studies, videos, frameworks published by professional bodies or NHS England. Have you looked at Mersey Care’s apprenticeship pathways e.g. Nursing developing from a health care support worker up to nursing associate and registered nurse. There are over 45 apprenticeship pathways.  Is there anyone in your service who has relevant experience who could provide some career advice or mentoring.  Are there any areas which may have workforce shortages such as a career in nursing and or allied health professionals (physiotherapists, occupational therapy or speech and language therapy) or even pharmacy. An apprenticeship in these areas.
6. Understand our Trust CARES values, this year we are promoting the values of accountability, how have you embodied this in your daily work and interactions with colleagues and patients.  Are there any values behaviours you wish to develop.
7.  In line with our Perfect Care Goal re Zero acceptance of racism, discrimination and unacceptable behaviour. How have you contributed to creating and inclusive and equitable workplace. What actions have you taken to increase your understanding.  
8. Promoting your physical and mental wellbeing at work and preventing your ill health, thinking about joining some of the Trust well-being activities or doing them as a team.

1. To start your PACE, go to the PACE homepage and create and save your PACE profile.
2. You will need to complete the preparation stage questions and if relevant to your role (B7 and above) the Leadership assessment. 
3. Following this your reviewer can read your preparation and prepare for the appraisal conversation.
4. When you have a date for your appraisal discussion, this can take place face to face or virtually.  

Find out more by watching the video below:

The appraisal window for 2024 is from 1 April to 31 December 2025 and the target for your team is 90% of all colleagues to have completed an appraisal by 31 December 2025.

New starters would usually complete their appraisal when they have completed their induction within the first three months.

1. Plan the appraisal conversation with your team allowing adequate time for preparation. Use the PACE tracker if you have large team.  
2. Where possible use a private and comfortable setting without disturbances.
3. Prepare any specific information in advance to feedback such as achievements, projects completed, challenges overcame, skills and contributions evidenced. Anything from Supervision.  When giving feedback demonstrate how they have helped meet organisational values, team canvas objectives, strategic aims and priorities.
4. Demonstrate active listening and provide guidance, discuss options for support.
5. Think about any areas where more guidance or support is needed.
6. Provide constructive feedback and give examples of accomplishments, contributions or areas of growth.  Think about the BEEFS model, Behaviours, Example, Effect, Feedback, Support.
7. Discuss and agree individual objectives, using the SMART Framework, keeping track of progress during supervision discussions.
8. Discus and agree position on Scope for Growth talent tool, document any career goals. See potential questions below from RISE framework.
9. Agree any development activities and record them in the learning and development plan.

10.Plan any actions that you need to do, when and any support you may need.

In this year’s PACE, we have made changes to the system based on your feedback. In order to provide a more supportive and inclusive environment for all employees. We are asking colleagues to tell us if they think they are neurodivergent in their PACE profile.  This will help us inform workforce plans and provide support.

We have reviewed the preparation questions and updated them with some new questions and reduced the values assessment. This year you can write about the value of accountability and a value you wish to develop.  Leaders will still have the chance to assess themselves against the Leadership Charter.  We will also see the introduction of the new Operational Excellence Leadership Assessment.  

We have added the Scope for Growth talent tool, within the PACE system, so you don’t need a separate conversation.    You will be able to use the national model to identify your current position and future career position and development plans. This information along with other data can then be used to review talent and succession planning in your team. We will be working with the performance team to automate this.   All colleagues will be able to take action to support our   anti-racism strategy by completing their anti-racism objective in their PACE.

Evaluation of your appraisal experience is important.  This year you can tell us how it went after the joint discussion with your reviewer. You can also let us know what you think about the system.

In line with the CQC regulatory framework, NHS People Plan, People Promise and our own Trust People and Culture Plan. We want to recognise all the hard work that you do, whilst supporting you to fulfil your career ambitions and potential. PACE enables this but most importantly you can influence the service your team delivers through team and individual objective setting. HR45 PACE appraisal policy outlines this too. 

During 2024, we will be working with the performance team to build team level employee experience metrics from our PACE data. So, in the future we will have a better understanding of your experiences, diverse needs, and expectations so we can tailor our services and processes to make it a better place to work.

If you are using PACE 365 for the first time and are not sure what appraisal is. You can choose what type of support you need to help you. We offer Reviewer and Reviewee virtual training which is bookable through section 3 of the Learning and Development Prospectus  and Scope for Growth training can also be found there too.

• Reviewer training is for managers and leaders and will help them prepare for a meaningful appraisal with their team, this includes a quick tour of the system and is part of the Arrive programme.  
• Reviewee training is for all team members and helps your prepare for your PACE and also provides a more in-depth look at the system.
• PACE awareness session if you cant attend formal training and would like us to deliver a session to your team meeting, e-mail the PACEandsupervison@merseycare.nhs.uk and we can arrange it.
• PACE 365 Guides and Resources, on the PACE homepage there are different materials to support the PACE and Scope for Growth processes.
• HR45 PACE Appraisal policy is also available for you to refer to in the Policies and procedures

If a colleague has a long-term health condition or disability, the Equality Act 2010 legally requires adjustments to be made. While many adjustments can be applied to the appraisal process, there is no single change that will suit all colleagues. For further information about reasonable adjustments, refer to policies HR27/27a. Here are some ideas:

• Ask the individual what support they need and plan together how this can be achieved.
• Schedule the entire process and joint discussion meetings at times that are more suitable for the employee, allowing for flexibility.
• Break the process down into smaller parts if it makes it easier to manage and complete.
• Provide the employee with adequate time to prepare and complete the preparation section.
• Consider whether a virtual or face-to-face appraisal is a better option.
• During the joint discussion, avoid environmental distractions by planning a quiet space to reduce stress and ensure no disturbances.
• Make necessary adjustments to the workspace to meet physical needs, including office equipment.
• Consider alternative formats such as paper PACE, or accessibility software available via Microsoft (screen readers, magnifiers, text-to-speech features, immersive reader).
• Record your conversation and then from the transcribe copy it into PACE in the system.
• Learn together, review how it went and make improvements for next time.

The annual PACE window for appraisal completions opens on 2 April 2024 and will close on 31 December.  In line with NHS constitution, CQC, NHS People Promise, Our People and Culture Plan the requirement is all colleagues should have an annual appraisal. Our Key Performance Indicator (KPI) is 90% of colleagues should have an annual appraisal.

In May 2024, the Operational Plan for 2024, will be signed off by the Board and is linked into PACE system, sharing it in PACE and updating your team canvas is how through objective setting, our Trust plans can be cascaded down to teams and individual level. The Operational Excellence framework can also be used to guide your objective setting.

During the 2024 PACE window, senior leaders including, VSM, B9, 8D and 8C will be implementing a divisional talent and succession planning process to support our organisational workforce planning.

How your team completes PACE may be dependent upon the size of your team. Your manager may choose the cascade approach which means they will complete their PACE first and then complete them with the rest of their team members. So, during 2024 from April to August Band 6 and above colleagues will complete their PACE. From September onwards Band 6 and below will complete theirs. For other larger teams they may use a combination of the cascade and trajectory so 10% of their teams appraisals are completed each month which means they can plan their  PACE completion processes across the year to make it more manageable to achieve the KPI.