1. NHS Employers: Values Based Recruitment

2. ‘‘Values Based Recruitment is an approach which attracts and selects students, trainees or employees on the basis that their individual values and behaviours align with the values of the NHS Constitution.”

3. Policy Drivers Health Education England: 15 Year Strategy HEE Directions 2013 The Mandate (April 2013 to March 2015): HEE will oversee delivery of a national values based recruitment framework and associated tools and resources by October 2014 and ensure that selection into all new NHS funded training posts incorporates testing of value based recruitment by March 2015. Key Reports: The report of the Mid Staffordshire NHS Foundation Trust Public Inquiry (2013) The outcomes of the review by Professor Sir Bruce Keogh (2013) The Berwick Report (2013)

4. Fit & Proper Person Requirement the requirements do not make any amendment to any of the existing employment check requirements Sample template available for employers to use to obtain declaration from members of the board recruited on or after 27 November the requirements don't apply retrospectively, however should a member of their board be subsequently found to meet the unfit criteria as outlined in the guidance, then they will need to let the CQC know existing appraisal processes are the most appropriate discussions to have to seek assurance about continuing ‘fitness’ to undertake role would happen responsibility to carryout due diligence will fall to providers

5. National VBR Programme Health Education England National VBR programme Project 1: Recruitment into NHS funded education programmes Project 2: Recruitment into NHS Employment NHS Employers VBR team Main VBR project (Workshops, case studies, tools & resources) Values Based Interview training – Employers Values Based Interview training - HEIs Project 3: Evaluating the impact of recruiting for values

6. What are values? The Work Psychology Group definition: There is a complex relationship between values and other attributes such as personality, ability and motivation. Values are motivational goals that influence behaviour. Values primarily impact the goals that individuals choose to pursue (goal content) while personality traits primarily impact the amount of effort that individuals exhibit in pursuit of those goals (goal striving). Personality represents behaviours that come most naturally, whereas values reflect effort (a choice) to behave a certain way. This is an important distinction when considering selection tools.

8. NHS Employment Journey – A Continuum of Values Based Employment Values Based Recruitment ( Values tested at multiple assessment points) Values Based Recruitment ( Values tested at multiple assessment points) Attracting Candidates Values of NHS Constitution marketed to prospective candidates (students, trainees and employees), including use of NHS Careers Service. Values of NHS Constitution marketed to prospective candidates (students, trainees and employees), including use of NHS Careers Service. Pre-selection Selection Values Based Environment Values Based Employment Systems Post Selection Entry into Employment & Beyond Values based short-listing criteria. Pre-selection tools to assess values. Values based short-listing criteria. Pre-selection tools to assess values. Use of selection tools, methods and approaches to assess values. Evidence of values in education, training, development and organisation culture. Embedding values in organisation processes and continuous learning and professional development. Culture & Leadership Education, Training & Continuous Development Recruitment Post selection NHS Constitution

10. Recruitment Stages

11. Work Psychology Groups Review of Selection Methods

12. Values Based Interview Questions −Similar to competency based interview, different focus −Candidates provide examples of demonstrations of behaviour consistent with values −Lead question with ‘follow up’ probing questions −Key criteria/’things to listen for’/indicators −Greater focus on: Choices made Learning Reflection Reasons for behaviour

13. Values Based Interview Questions Values would be assessed along with usual attributes assessed during an AAC/ interview Values, competency and experience all scored Evidence (positive and negative behavioural indicators) would be used in the assessment Follow up questions would be heavily used Standardised, fair and defensible and reliable and valid

15. 30% of the organisations represented here today are working with the national project Many organisations are already using VBR as part of their AAC and have been for many years Others have introduced separate assessments e.g. values based assessment centres Many have mapped their local values to the dimensions in the GMC’s Good Medical Practice

18. Linked Programmes

19. Lydia Larcum Programme Manager Lydia.Larcum@nhsemployers.org @NHSE_Lydia