The NHS KSF Learning Programme Days One & Two [Sessions 1- 6] The NHS Knowledge and Skills Framework

Welcome! Introductions … and Housekeeping

Overview of Day 1 Overview of the NHS Knowledge and Skills Framework Developing KSF outlines for different posts Using the NHS KSF at gateways

Session 1 Overview of the NHS Knowledge and Skills Framework

Outcomes of session 1 Understand the background to Agenda for Change and the NHS KSF Explain how the NHS KSF relates to other aspects of Agenda for Change Explain who has been involved in its development and the reasons for its development Understand the principles of the development of the KSF and how these inform its use in practice

Outcomes of session 1 - continued Explain how the NHS KSF is implemented through the development review process Describe how the NHS KSF is used for career and pay progression Understand how the NHS KSF can be used to support other service initiatives Describe the targets for implementing Agenda for Change and specifically for the NHS KSF across the NHS

Why are we here? Staff Governance Partnership for Care Agenda for Change KSF Learning Together Improving the NHS!

Agenda for Change Based on a partnership approach - 17 trade unions and representatives of NHS employers across all staff groups Negotiations were continued over four years to reach a workable agreement

Main Strands Terms and conditions Job evaluation The Knowledge and Skills Framework

Terms and Conditions - Main Purpose Harmonisation of standard hours Harmonisation of overtime rates Harmonisation of leave arrangements On-going review of unsocial hour payments

Job Evaluation - Main Purpose A system for comparing different jobs Complies with equal pay legislation The basis for grading jobs in the new pay structure Measures jobs not people Based on the demands of jobs

NHS KSF - Main Purpose Provide an NHS-wide framework that can be used consistently across the service to support: personal development in post career development service development

Pay Structure Pay Band Gateway Incremental Pay Points Development

NHS KSF - Development Developed by joint management and staff side group working in partnership Used existing competences to inform development Tested with different staff groups Working draft 6 designed to be developed during early implementation – rollout version available August 04

NHS KSF Principles NHS-wide Partnership Development Equity

The NHS KSF in Context Can be used with current and emerging UK and country- specific quality assured standards and competences Supportive of Plans for the NHS across the UK and related developments (eg lifelong learning) Based on principles of good management and existing best practice in staff development

NHS KNOWLEDGE AND SKILLS FRAMEWORK NATIONAL OCCUPATIONAL STANDARDS National standards / comps: REGULATORY BODY COMPETENCES LOCAL COMPETENCES Relationship between the NHS KSF and other competences

Purpose and Design of the NHS KSF Common descriptions of the knowledge and skills that need to be applied Applicable and transferable across the NHS Simple Feasible to implement

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 that people need to develop It does not determine job weight or pay band

Structure of the NHS KSF 30 dimensions 6 core dimensions for all posts 24 specific dimensions Each dimension has level descriptors Further supported by indicators Clear examples of application that can be applied to different posts References to national/UK quality assured standards, competences etc

Core Dimensions NHS KSF Equality & Diversity Personal & People Development Quality Service Improvement Communication Health, Safety & Security

Facilities CORE 24 Specific Dimensions NHS KSF Health & Well-being HWB 1-10 Estates & Facilities EF 1-3 Information & Knowledge IK 1-3 General G 1-8

Example of Level Descriptors Personal and People Development – Levels 1Contribute to own personal development 2Develop oneself and provide information to others to help their development 3Develop oneself and contribute to the development of others 4Develop oneself and others in an area of practice.

Develop own skills and knowledge and provide information to others to help their development: Takes responsibility for own personal development and takes an active part in learning opportunities Offers information to others when it will help their development and/or help them to meet work demands Offering information to others might include: During induction During ongoing work When changes are being made to work practices Indicators: Examples of Application: Personal & People Development, Level 2:

The NHS KSF and Development Review KSF outline developed for each post Individual is matched against the KSF outline for their post Personal development plans agreed and supported Individual supported to learn (in a variety of ways) Evaluation of learning

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

Principles of Development Review NHS KSF will support development for all staff Development is personal - linked to own needs against the requirements of the post NHS KSF will be used at recruitment, induction, and throughout individuals’ working lives

The NHS KSF - Summary Identifies the knowledge and skills that people need to apply in their post Helps guide development Provides a fair and objective framework on which to base review Provides the basis of pay progression in the service

The KSF & Personal Development - Lifelong Learning Commitment to annual development reviews and development of all individuals Everyone to have a personal development plan Everyone is expected to learn and develop within their job role

The KSF and Career Development Building on development in post-personal development plans Main focus after second gateway Use the KSF to show possible development routes

The KSF and Recruitment and Retention Improve job descriptions Focus recruitment and selection Agreement to two meetings in induction year Commitment to development and feedback for all staff – improve interest and retention

The NHS KSF and Service Development Links individual, team and organisational demands and development Facilitates improvements in patient care Helps individuals understand their role in the effective delivery of services

UK – wide implementation 12 Early Implementer sites in England Four Project sites in Scotland Full rollout across the UK for 1.2 million staff Fully implemented for all staff by October 2006, with all gateways fully operational Outlines and Development Review therefore need to be in place by October 2005

Implementation Imperatives Work in partnership to: Assess and adapt current appraisal systems Identify impact on existing policies and procedures Develop NHS KSF outlines for all posts Ensure all staff know about and understand the NHS KSF Set up development reviews and PDPs for all staff Ensure all staff can fulfil their PDPs Monitor implementation