1. Session 3 Using KSF outlines at gateway points

2. Outcomes of session 3 Explain how the NHS KSF is used at foundation and second gateway points Describe the difference between the use of the KSF at the foundation and second gateway points Develop subsets of KSF outlines for use at foundation gateway points

3. Pay Structure 1 7 6 5 4 3 2 8 Pay Band Gateway Incremental Pay Points Development 2 8 7 6 5 4 3 9

4. Development review process Jointly produce Personal Development Plan - identify needs & agree goals Joint review of individual’s work against the NHS KSF outline for the post Joint evaluation of applied learning and development Individuals undertake supported learning & development

5. Responsibilities in the Review There is a responsibility on both the individual member of staff and their manager to review how the individual is applying their knowledge and skills to meet the demands of the post as described in the KSF outline

6. Manager’s Responsibility Regular informal discussions with individual staff member throughout the year Providing constructive feedback on the individual’s work and related development Any issues with the the individual’s work must have been discussed prior to the formal review meeting - no surprises

7. Individual’s Responsibility Self assessment Involvement in agreed learning and development opportunities

8. Information for Reviews Clear links to what the individual does at work Use what is already available (eg observations of work, records, staff supervision notes) Same information as would be used in a good quality appraisal system - don’t create a paper chase!

9. Pay Progression Designed to ensure consistency and fairness Normal expectation of progression within pay bands based on applying necessary knowledge and skills to the job No Surprises!

10. Gateways Foundation gateway review against subset of full KSF outline for the post 2nd gateway review against full KSF post outline

11. Pay Structure 1 7 6 5 4 3 2 8 Pay Band Gateway Incremental Pay Points Development 2 8 7 6 5 4 3 9

12. Gateway Reviews Same process as other reviews Build on the information gathered over time i.e. not isolated incidents but assessments which review the information gathered Suggestion that information at gateways should be triangulated i.e. involve information from others (besides individuals and their managers) e.g. 360 o feedback, information from colleagues

13. Purpose of a Foundation Gateway Subset To focus development in the first year on enabling the individual meet the essential demands of the post To check that the individual is likely to develop to meet the full demands of the post over a number of years To inform recruitment and selection processes

14. Focus of the Subset That focus is on the post and not on the individual filling that post at the point in time Equitable for whoever fills that post

15. Options for Developing the Subset 1.Reduce the level at which the individual needs to be working at foundation gateway 2.Reduce the indicators that apply in the dimensions 3.Reduce the areas of application for the foundation gateway 4.A combination of these approaches

16. Remember … The individual in a post still has more time to develop to meet the full demands of the post This may say as much, if not more, about the recruitment process than the individual in the post

17. Exercises Producing subsets for KSF outlines to be used at gateway points