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. 
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.  

If you have any problems accessing the system, please email pace@merseycare.nhs.uk

The appraisal window for 2026 is from 1 May to 31 December 2026 and the target for your team is 90 per cent of all colleagues to have completed an appraisal.

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. If you want to use the PACE tracker for planning, email pace@merseycare.nhs.uk and they'll send it to you.
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 response to colleague feedback, several improvements have been made to the PACE365 system this year.

You will now see two clear entry routes on the home page:

• Colleagues without line management responsibilities
• Colleagues with line management responsibilities
  • This route includes a refreshed leadership assessment, bespoke to Mersey Care Values and Behaviours

Both routes include preparatory questions to support meaningful appraisal conversations, helping you and your manager to:

• Set clear objectives
• Agree a personal learning and development plan

These updates are designed to make appraisals clearer, more relevant and more meaningful. We hope the refreshed PACE365 system supports positive, constructive conversations that focus on your development and wellbeing.

In line with the CQC regulatory framework W3.6 Well Led, 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 2025, we have worked with the performance team to build team level employee experience metrics from our PACE data. So, we can now 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.

We are currently reviewing our training offer for 2026.

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 in good time 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 (this may be more time than others in the team).
• Consider whether a virtual or face-to-face appraisal is a better option.
• If typing is not suitable make use of transcription software, then notes can be copy and pasted into the PACE form.
• 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 1 May 2026 and will close on 31 December 2026. 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 2025, the Operational Plan for 2025, 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. 

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 2025 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.  Using the PACE tracker will assist you in planning and managing your teams PACE.