23. Performance Assessment Panels

A Performance Assessment Panel appointed under section 45(1) of the Act must comprise —

2 registered allied health professionals of at least 10 years’ standing from the same profession as the registered allied health professional who has agreed to undergo a performance assessment; and

a lay person, if the Complaints Committee thinks it desirable having regard to the nature of the issues likely to arise in the performance assessment.

In assessing the quality of a registered allied health professional’s professional services, a Performance Assessment Panel —

may do such acts as it deems fit, including the following:

visiting the registered allied health professional’s place of work;

interviewing the registered allied health professional;

interviewing third parties, such as the person who made the complaint or referred the information;

reviewing a sample of the registered allied health professional’s records and practice documents;

having a case-based discussion with the registered allied health professional using a selection of some cases to explore the registered allied health professional’s reasoning; but(b)must not, despite sub‑paragraph (a), do any act that is inconsistent with the Act or any instructions which may be issued by the Complaints Committee.

A Performance Assessment Panel appointed under section 45(1) of the Act must comprise —

2 registered allied health professionals of at least 10 years’ standing from the same profession as the registered allied health professional who has agreed to undergo a performance assessment; and

a lay person, if the Complaints Committee thinks it desirable having regard to the nature of the issues likely to arise in the performance assessment.

In assessing the quality of a registered allied health professional’s professional services, a Performance Assessment Panel —

may do such acts as it deems fit, including the following:

visiting the registered allied health professional’s place of work;

interviewing the registered allied health professional;

interviewing third parties, such as the person who made the complaint or referred the information;

reviewing a sample of the registered allied health professional’s records and practice documents;

having a case-based discussion with the registered allied health professional using a selection of some cases to explore the registered allied health professional’s reasoning; but(b)must not, despite sub‑paragraph (a), do any act that is inconsistent with the Act or any instructions which may be issued by the Complaints Committee.