Workplace performance assessments

Health Professional Councils might assess a practitioner’s professional performance to determine whether their knowledge, skill and judgment meet expected standards.

Councils are authorised to seek these independent performance evaluations under the Health Practitioner Regulation National Law (NSW). This type of performance assessment is unrelated to other assessments employers require and can’t be used for any employment-related purpose. 

Performance assessments are conducted in the workplace or in simulation laboratories at universities, hospitals or in council hearing rooms. They can include theoretical and practical components that evaluate whether the practitioner meets the standards reasonably expected of someone with an equivalent level of training or experience.

We understand that assessing a practitioner’s performance in their workplace can be stressful, so we’ll ask you to help us make the process as respectful and discreet as possible.

 We will contact you to explain the process and confirm a date for the assessment. We’ll tell you the names of the appointed assessors – there will generally be 2 or more. 

They will assess the practitioner at the same time over the course of one day or assess them over 2 days. Each qualified assessor will bring a Certificate of Authority signed by the Council’s Executive Officer or their delegate. 

It is an offence to hinder or obstruct an assessor or knowingly provide false information. If asked, you can tell your staff that Council representatives are visiting the premises, and they should answer any questions they are asked. 

Please provide a quiet, private space for the practitioner to complete any tests or documents, and enough staff so they don’t need to manage clinical duties while completing parts of the assessment. 

We’ll try to limit the impact on your operations and give you an assessment plan to help identify any other resources we need. 

• Examine any equipment related to professional practice. 
• Photograph the premises or equipment on the premises. 

• Inspect any stocks of any substance or drugs on or about the premises. 

• Require any person on the premises to produce records relating to performing the professional practice. 

• Review, make copies, extracts or notes from any such records. 

• Ask questions of any person on the premises. 

• Require the owner or occupier of the premises to give you help and facilities needed for the assessment.

The assessment may include: 

• direct observation of clinical practice 

• audit of records 

• a written knowledge test 

• discussions with people the practitioner has worked with or cared for 

• other methods the assessors decide are relevant. 

The assessors will brief and debrief the practitioner at the beginning and end of the assessment. They won’t communicate the outcome of the assessment on the day.

The assessors will prepare a performance assessment report that outlines whether the practitioner’s performance is satisfactory. 

 This report is confidential and is considered a ‘protected report’ under the National Law. It can’t be used as part of a civil court case unless agreed to by both the person making the report and the person the report is about. 

We may take no further action if the practitioner’s performance is satisfactory. 

If there are areas of concern, we might require the practitioner to attend: 

• an interview 

• a Performance Review Panel to assess their professional performance 

• an Impaired Registrant’s Panel to assess their health and wellbeing.

Alternatively, we might place conditions on their registration and seek their agreement to these conditions or orders. 

We could also make a complaint about the practitioner to the Health Care Complaints Commission (HCCC). If we consider public safety to be at risk, we can take immediate action by placing restrictions on, or suspending, the practitioner’s registration.