The NHS Knowledge and Skills Framework Agenda for Change The NHS Knowledge and Skills Framework Introduction, mentioning name, role and membership of the KSFDG This is a brief overview of the NHS Knowledge and Skills Framework; the ‘NHS KSF’. PRESS ONCE FOR FURTHER TEXT I will describe what the NHS KSF is (and what it is not), outline its structure, and explain briefly how it will be applied in practice through development review, and its role in Career and Pay Progression. I am happy to take questions as we go along or at the end of the presentation. … and its use in Development Review © Crown Copyright 2003 © Crown Copyright 2003

What is the NHS KSF ? A development tool Common descriptions of the knowledge and skills that need to be applied in the NHS Applicable and transferable across the NHS Feasible to implement, easy to understand Will be available electronically The NHS KSF is about the application of knowledge and skills at work not just about the possession of knowledge and skills or paper qualifications. It can be applied to all levels and types of NHS staff, and to all NHS organisations, across the UK. It is generic and transferable and will mean the same to all groups of staff in all parts of the country The basic concept is simple and based on Personal Development Planning. The electronic version will simplify the process further, but also allow the development review process to be carried out as a paper exercise where necessary. © Crown Copyright 2003

Principles underpinning NHS KSF NHS-wide Partnership Development Equity

The NHS KSF in context Can be used with current and emerging UK or national quality assured standards or competences Supportive of the NHS Plan and related developments (e.g. Learning Together Strategy, Skills Escalator, Lifelong Learning Framework and the wider HR strategy) The KSF references: National Occupational Standards QAA (Quality Assurance Agency) Benchmarks Emerging national competence frameworks (such as those being developed for the Care Groups) We are also currently undertaking an exercise across NHSS to ensure that we incorporate all relevant standards and competencies. Guidance on how local competencies may relate to the KSF is also available © Crown Copyright 2003

What will change ? Personal development plans for all NHS staff covered by Agenda for change Annual development reviews for all staff Planned career development

What the NHS KSF is not It does not seek to describe what people are like or their attitudes It does not describe the exact knowledge and skills people need to develop It does not determine job weight or pay band It does not include behavioural measures. The JES places a post in the appropriate pay band. The NHS KSF helps individual to develop within their current role and towards future posts © Crown Copyright 2003

Structure of the NHS KSF 22 dimensions: 6 core dimensions for all posts 16 specific dimensions Each dimension has level descriptors Further supported by indicators Clear examples of application for different posts References to other standards, competences etc [This is a quick summary, the next few slides give the structure in more depth] © Crown Copyright 2003

Core Dimensions NHS KSF Communication Personal & People Development Equality, Diversity & Rights Service Development Quality These are the six core dimensions which apply to every post. Health, Safety & Security © Crown Copyright 2003

Specific Dimensions CORE Research & Development Health Assessment Management of resources Addressing health needs Management of people Health promotion Leadership CORE Health protection Partnership Application of technology Logistics Biomedical investigation These are the sixteen specific dimensions which apply as appropriate to particular posts. No-one is expected to have all the specific dimensions. Most posts will have up to about six specific dimensions in addition to the six core dimensions. Data Processing Design of equipment of Information Production Facilities © Crown Copyright 2003

NHS KSF Outline CORE CORE Management of resources Health Assessment Addressing health needs Leadership CORE CORE This is a NHS KSF outline showing the relevant dimensions for a post The outline includes all the core dimensions and the relevant specific dimensions of Information Production © Crown Copyright 2003

Outline for Post This is a full NHS KSF Outline showing the relevant dimensions and levels. © Crown Copyright 2003

Outlines for Post and Individual Here the person’s outline (shown by the coloured blocks) is matched against the outline for the post (shown by crosses). The pink areas (dimensions 1, 8 and 13) are key areas for development. [At dimension 3 the person’s skills and knowledge are higher than those required for the post (maybe they are a health and safety rep)] © Crown Copyright 2003

How will the NHS KSF be used in Development Review? KSF outline for each post Individual’s KSF outline is compared against the fully developed outline Personal development plans agreed and supported Links to Lifelong Learning The dimensions which apply to each post (and the applicable levels) will be set out in a ‘NHS KSF Outline’ This will then be matched against the dimensions and levels which an individual is applying in their job, to identify development needs. Learning then takes place and is reviewed yearly © Crown Copyright 2003

Career and Pay Progression Designed to ensure consistency & fairness - Agreed in partnership via the joint negotiating process. - monitored in partnership Normal expectation of progression through pay bands. NO SURPRISES! The process for using the KSF in career and pay progression has been determined in partnership through the joint negotiating process. People will progress incrementally within paybands on a yearly basis. The Development Review process will be used to ensure they are developing within their posts. The foundation gateway will normally be after a year in post and the second gateway will be after the mid point of the pay band. There is detailed guidance on using the KSF in career and pay progression which will be available before the implementation projects start. © Crown Copyright 2003

Career & pay Progression (2) Foundation Gateway Review against subset of KSF outline - Knowledge and skills required from outset - applies no later than 12 months Continuous development process

Career & Pay Progression (3) Second gateway consists of the full NHS KSF outline developed for that post. - Previously agreed with line manager - Expectation is to be fully developed at this stage Identifying potential for further achievement

Implementation Current appraisal system and competences KSF Outlines for all posts Identify manager and staff groups for Development Review Training for all staff Evaluation and feedback These are areas which you will need to think about as a starting point for implementation of the NHS KSF. © Crown Copyright 2003

Any Questions? © Crown Copyright 2003