One record for every Disha optometrist.
Not a league table. A growth record that answers three questions: Where am I? Where do I need to go? What should I learn next? আমি কোথায় আছি? কোথায় যেতে হবে? এরপর কী শিখব?
Growth is measured on four pillars, shown side by side
Learn & Teach
Academic Hour every two weeks, Case of the Month, an eight-rung ladder from attend to publish, mentoring, teaching.
Examine & Improve
Exposure, accuracy, reasoning, a competency matrix of eight skills on four levels, documentation as a clinical skill.
Perform & Lead
Reliability, professionalism, patient interaction, teamwork, working with ophthalmologists, ownership. A 360 feedback loop.
Counsel & Solve
Optical, contact lens, low vision, vision therapy, prosthetics, refractive surgery. The right solution, follow-through, satisfaction. Never revenue.
Two kinds of evidence
| Measured by systems, every month | Assessed by people, from September |
|---|---|
| Patients worked up, refractions recorded (newchart workup, "Vision By") | Competency matrix, eight skills, Level 1 to 4, with a Mini-CEX or DOPS record |
| Documentation complete, glass advice recorded | Specialty Skill Passport: exposure, assisted, independent, advanced, mentor |
| Days present, punch-in time (biometric) | Academic Hour attendance, cases presented, teaching, audits |
| New glasses advised and bought in-house within 14 days (Optix orders) | 360 feedback: patient, peer, ophthalmologist, mentor, self (January) |
| Lens mix, contact lens fits, refractive referrals | Personal development plan agreed with your mentor, reviewed every six months |
| Prescription accuracy: agreement with the final prescription (from October) | Mentor rechecks at the chair, three to five a month |
Provisional indices on the record while assessments begin: Examine & Improve = documentation complete. Perform & Lead = 60% days present + 40% punctuality. Counsel & Solve = 60% follow-through index (30% = 100) + 40% progressive share index (50% = 100). Learn & Teach starts with Academic Hour attendance. These are placeholders for the baseline months and will be replaced by the evidence-point formula once the first assessments are in.
Five levels, earned by evidence, not by years alone
Senior colleagues who built their skill through years of practice receive an experience-credited provisional level in the baseline. Nobody with twenty years starts at Foundation. Your mentor proposes a level from evidence; the cluster lead and the academic committee confirm it.
What happens, and when
- Today. Fill your baseline profile from the QR code. Five minutes.
- Every Monday. A short WhatsApp card: last week in four lines and one thing to learn next, with your personal link.
- Every two weeks. Academic Hour in your cluster: a clinical pearl, a case, an expert discussion, questions.
- Every month. Case of the Month from your branch; the record refreshes on the 3rd; your mentor rechecks a few refractions at the chair.
- Every quarter. Two short observed assessments (Mini-CEX or DOPS) with your mentor.
- Every six months. 360 feedback, competency re-rating, your personal development plan.
Your record is yours
- You see your own record, your trajectories and your plan. Never anyone else's, and never a rank.
- Your mentor and cluster lead see their people's records to assess, recheck and plan with you.
- The academic lead, HR and the CFO see the department: levels, plans, adoption, cluster comparisons.
- No patient details are stored here. Numbers arrive as monthly totals from the hospital systems.