Using e-KSF data for organisational intelligence Insight! 30 th June 2006, Liberty Stadium, Swansea

1 E-KSF data can be used in a variety of ways – not just for the KSF! Individuals use e-KSF for their KSF reviews and personal development – great chance to get comprehensive, accurate data Second – Planning learning and development E-KSF database First – Monitoring your KSF project Third – Organisational design and development

2 Monitoring your KSF project Why monitor? What gets measured gets done! Create a sense of urgency and change in the organisation Use e-KSF to find out: How many people are using the system How many post outlines are created, and what stage are they at? How many people have had a KSF review? How many have got a PDP? How many people have received supported development? …and how does this vary by: Department Individual manager Pay band Equal opportunities measures More on new reports, this afternoon

Using e-KSF data to make best use of training budgets Second – planning learning and development

4 E-KSF can help you to make learning relevant Development Needs Analysis A focus on DNA …not TWD! Training Wants Data Which means DNA is: not about going on more courses focused on role and organisation first in a format which can be understood and used

5 L&D department aggregate and analyse data L&D department plan learning provision L&D dept publicise activities Evidence for budget requests Data for commissioning and negotiation The Development Needs Analysis Process with e-KSF Users enter data about learning needs Individuals learn and develop Users identify specific learning activities What learning works? Who needs what, when, where? Users evaluate learning provision How is the learning being applied? Encourage looking beyond “courses”

6 The e-KSF can help you to answer questions like these… Which KSF dimensions need most support and development? In which dimensions are we strongest? What learning and development are our staff asking for over the next xx months? (and how does this vary by staff group, directorate etc) What types of activities are staff interested in? (Is it e-learning, formal courses, coaching etc) What learning is actually happening? What types of learning work well? Which of our external providers is adding value? Are there “pockets of excellence” that we can learn from? “We think that about 50% of our T&D spend is ineffective. We’re just not sure which half…”

7 Using e-KSF, you can aggregate competency gaps Post outline requirements and individual progress can be aggregated to identify which dimensions might need focused investment and effort: DimensionAverage requirement Average achievement Minimum current level Maximum current level Number of staff with dev’t need … G G G … Largest gap And greatest number of staff with need

8 …And produce departmental training plans Individual PDPs can be aggregated to identify training needs at various organisational levels – for example for an HR department: DimensionLevelNumber with need Proposed actionEstimated total cost G512 23Go on CL2 course£450 31Coachingnil 4 G612E-learning module D5 nil Etc… Priority, timescales and completion/effectiveness of Training & Development can also be captured and reported using e-KSF

Using e-KSF data for accurate workforce planning Third – organisational design and development

10 The e-KSF provides a common language for workforce planning E-KSF can combine the KSF, and also National Occupational Standards, to provide a powerful tool for workforce development and change. DemandSupply Gap? Recruit, retain, develop, redeploy? Measure outcomes Post outlines Workforce intervention Reviews

11 E-KSF already provides data for some of your organisational questions eKSF data can be interrogated to answer questions like; Does the spread of KSF dimensions reflect the current and future priorities of the NHS? (i.e. is HWB4 being widely used?) Are we too reliant on any one staff group, or pay band, for certain knowledge and skills? (are we building in inflexibility?) Is there clear progression? Where are our “level 4” capabilities being developed for the future? Are there any trends in use of dimensions, or development of people in dimensions, which may need to be reflected in our recruitment or education commissioning policies?

12 What is the correlation between KSF levels, and bands?

13 Which dimensions are most scarce? Most common?

14 At what pay band and level are specific capabilities being expected?

15 Data vs. insight! The range of data we can produce is huge – potentially cut by: Dimension (x30) Level (x4) Pay band (x 12) Organisation type (x approx 5) Staff group (x 15 or so) Conservative estimate - we could end up with over 100,000 graphs! What questions would you ask of e-KSF?

16 A look to the future – other potential uses of e-KSF data Education commissioning – gives you the data to plan and negotiate with Further and Higher Education Institutions Succession planning – develop “pools” of internal candidates for succession based on KSF Retention – retention plans for staff with scarce KSF dimensions/levels Knowledge management – who knows what, who is skilled in what? Who could be a coach? Expert development system – what have other people done to develop themselves? Flexible working - develop “bundles” of KSF-based competencies for roles and services

17 There are practical things you can do now Try out the new e-KSF reports (launching next week) Talk to your workforce/HR/training teams – what projects are they working on? What data could they use from e-KSF to improve the project planning, implementation or benefits measurement? Find out what data your organisation is required to provide to external auditors around learning and development – can the KSF help? E-KSF – from KSF Policy to Organisational Insight!

Thank you!