1. 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’.
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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
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2. 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.
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3. Principles underpinning NHS KSF
NHS-wide
Partnership
Development
Equity

4. 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
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5. What will change ?
Personal development plans for all NHS staff covered by Agenda for change
Annual development reviews for all staff
Planned career development

6. 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
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7. 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]
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8. 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
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9. 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
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10. 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
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11. Outline for Post
This is a full NHS KSF Outline showing the relevant dimensions and levels.
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12. 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)]
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13. 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
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14. 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.
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15. 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

16. 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

17. 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.
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18. Any Questions?
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