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1
The NHS Knowledge and Skills
Framework
© Crown Copyright 2003
Agenda for Change
… and its use in Development Review
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
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)
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
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
8
Core Dimensions
NHS KSF
Equality,
Diversity & Rights
Personal &
People
Developme
nt
QualityService
Development
Communication
Health, Safety & Security
9
Specific Dimensions
Add
ress
ing
heal
th n
eeds
Health
promotion
Data
Processing
Health protection
Pro
ductio
n
of In
form
atio
n
Desi
gn o
f equip
ment
Biom
edical
inve
stig
atio
nApplication
of technology
Partnership
Leadership
Managem
ent
of people
Managem
ent
of re
source
s
Researc
h &
Develo
pm
en
tFacilit
ies
Healt
h
Ass
ess
ment
Logistics
CORE
10
NHS KSF Outline
Add
ress
ing
heal
th n
eeds
Leadership
Managem
ent
of re
source
s
Healt
h
Ass
ess
ment
COREPro
ductio
n
of In
form
atio
nCORE
11
KSF OUTLINE
1 2 3 4 5
21 Management of Physical & Financial Resources X
19 Leadership X
13 Production and Communication of I nf ormation and Knowledge
X
8 Addressing individuals’ Health & Wellbeing Needs
X
SPE
CIF
IC
DIM
EN
SIO
NS
7 Assessment of Health & Wellbeing Needs X
6 Equality Diversity & Rights X
5 Quality X
4 Service Development X
3 Health Safety & Security X
2 Personal & People Development X
CO
RE
DIM
EN
SIO
NS
1 Communication X
Outline for Post
12
Outlines forPost and IndividualKSF OUTLINE
1 2 3 4 5 21 Management of Physical & Financial Resources X
19 Leadership X
13 Production and Communication of I nformation and Knowledge
X
8 Addressing individuals’ Health & Wellbeing Needs
X SPECIFIC
DIMENSIONS
7 Assessment of Health & Wellbeing Needs X
6 Equality Diversity & Rights X
5 Quality X
4 Service Development X
3 Health Safety & Security X
2 Personal & People Development X
CORE
DIMENSIONS
1 Communication X
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
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!
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