Session 4 The NHS KSF and Development Review

Outcomes of session 4 Understand the links between development review and appraisal Explain how the NHS KSF is used in the development process Explain how a KSF post outline is applied to individuals’ development Explain how matching an individual to their KSF post outline reveals their learning needs and strengths

Outcomes of session 4 - cont: Evaluate the effectiveness of a development review process between an individual and their manager Identify the issues that might occur when using development reviews with different groups of staff and ways of addressing these issues Practise with a role play of the development review process

NHS KSF principles - a reminder NHS-wide Partnership Development Equity

Links to PDP/appraisal processes All staff will have annual development reviews, which will include appraisal, assessment against the KSF and the production of a PDP using the KSF as a development tool. (Agenda for Change agreement ch.6) PDPs should include, among other things, any specific objectives that the individual needs to meet in their post (eg organisational objectives, tasks/targets)

Appraisal and Development Review Development review focuses on the individual’s development whereas appraisal focuses on the individual’s performance in the job including any specific personal objectives Appraisal should be seen as one part of the development review process i.e. can be added to development review

Appraisal links - possible issues Nature of the appraisal process in the organisation – performance or development focus Linking development review processes to business planning processes across the organisation Ensuring that managers do not confuse disciplinary and development aspects – principle of ‘no surprises’

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 The NHS KSF and development review

Stage 1 - reviewing individuals against post outlines Joint responsibility between individual and their manager Based on manager’s ongoing reviews throughout the year and the individual self-assessment Against the KSF outline for the post and any previous PDP for the individual Constructive feedback on the individual’s work Any issues must have been discussed prior to the formal review meeting so there are no surprises

Stage 2 - Personal Development Planning Outcome of the planning stage of the review process Primary focus is to enable individuals to effectively meet the demands of the post + organisational and personal interest in development Commitment by both to achieving the details in the time period – realism! Identification of learning needs, goals and preferred ways of learning

Stage 3 - Learning and development Crucial for developing individuals’ knowledge and skills, and applying knowledge and skills and for personal development Wide range of learning and development opportunities Off-job learning with others Off-job learning on one’s own On-job learning and development Linked to availability and needs Equity and fairness

Stage 4 - Evaluating learning Important for individual reflection and application to work Helps the organisation to ensure that learning and development is effective Links back to reviewing progress and next stage of development

Exercises Video – to critique Group work on identifying issues and how to address them Role play of development review process with examples

Trigger Video: Development Review