Job planning and appraisal and annual reviews all form part of the process of implementation of the best and safest care to patients. Both are part of the revalidation system. Much of both appraisal and job planning overlap, but job planning differs from appraisal in that it involves the consultant and a medical manager plus or minus the consultant's clinical director. Its emphasis is on service delivery and patient care.

Job plans set out an individual's duties, responsibilities and objectives. The purpose of job planning is to review the range of work activities undertaken and to ensure that the workload is appropriately planned and rewarded. It must also take into consideration the trust's needs and ambitions. It is therefore based on a partnership approach between the consultant and his or her employer. It is an opportunity to ensure that the contribution of consultants is targeted at achieving both national and local priorities. It is stressed that job plans are not ‘fixed in stone’ and both parties should participate openly and actively consider alternative ways of working to enable service improvements within the job planning context. Job plans are prospective and allow any department to plan for its future needs.