1. HR Initiatives in the NHS
Roddy Wells

2. Improving Working Lives
Agenda for Change
Knowledge and Skills Framework

3. Improving Working Lives
Three levels
Seven Standards
Focus groups
External Assessment

4. Measurement
Pledge
Practice
Practice Plus

5. Standard 1 – HR Strategy and Management
High quality HR service to all
Develop a workforce plan to support service delivery
Implement Agenda for Change
Achieve IWL Practice Plus

6. Standard 2 Flexible Working
Job Share
Term Time Only
Home working
Career/Carer Breaks
Annualised/Compressed Hours

7. Standard 3 Healthy Workplace
Health and Safety Committee
Incident Reporting
Health and Safety Training
Employee Assistance Programme

8. Standard 4 Communications and Staff Involvement
Staff Brief
Weekly bulletins
Intranet sites
Staff Benefits

9. Standard 5 Flexible Retirement Childcare and Carers Support
Child Care Vouchers
Salary Sacrifice
Holiday Play Schemes
Support to Carers

10. Standard 6 Equality and Diversity
Race Equality Schemes
Subsequent Action Plans
Black Minority Ethnic Leadership Programmes

11. Standard 7 Training and Development
Individual Learning Accounts
Develop Mentoring
Management Development
Links to KSF (More later)

12. Staff Survey HR Strategy and Management WORK Training and Development
Flexible Working and Child Care
Communication and Staff Involvement
LIFE
Flexible Working
Healthy Working
Equality and Diversity
HR Strategy and Management

14. Agenda for Change (The NHS Job Evaluation Scheme)
One Million employees affected
All staff except Doctors and Directors
Effective from October ‘04

15. PAY STRUCTURE Whole system built on Job Evaluation scheme
16 factors covering knowledge and skills, responsibilities, effort and working conditions
Capable of rating all jobs in NHS
500 original Benchmark jobs
Benchmark jobs used to develop pay structure

16. Job Evaluation A system for comparing different jobs
The basis for grading jobs in a new structure
Measures jobs not people
Logical, consistent and transparent

17. Job Evaluation Developed in partnership between management and unions
Designed specifically for the NHS
Uses equal value and equality principles and practices

18. Knowledge and Skills Communication and Relationships
Knowledge Training and Experience
Analytical and Judgement Skills
Planning and Organisational Skills
Physical Skills

19. Responsibilities Patient and Client Care Policy/Service Development
Financial and Physical Resources
Human Resources
Information Resources
Research and Development
Freedom to Act

20. Effort and Environment
Physical Effort
Mental Effort
Emotional Effort
Working conditions

21. Process Job Description Person Specification Matching Panel ( 3 or 4)
National profiles
Up to five variances, but not Knowledge or Freedom to Act
Scoring Matrix

22. Panel recommendation
Consistency check
Assimilation
Appeal if warranted but only about process

23. Pay Structure 9 8 8 7 7 6 6 5 5 4 4 3 3 2 2 1 Pay Band Gateway
Incremental
Pay Points
Development
Development
Gateway

25. Knowledge and Skills Framework ( KSF)
Outline for every post
6 core dimensions
24 Specific Dimensions
Evidence

26. Core Dimensions – Four Levels
Communication
Personal and People Development
Health, Safety and Security
Service Improvement
Quality
Equality and Diversity

27. 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

28. The NHS KSF and the appraisal process
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

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

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

31. Principles of Framework
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

32. Information for Reviews
Clear links to what the individual does at work
Use what is already available (eg observations of work, records, staff supervision notes)
Same information as would be used in a good quality appraisal system

33. Gateway Reviews
Foundation gateway review against subset of full KSF outline for the post
2nd gateway review against full KSF post outline
Build on the information gathered over time
Involve information from others (besides individuals and their managers) e.g. 360o feedback, information from colleagues

34. 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

35. KSF Cycle Stage 1 Joint review of work against the
demands of the post and
any agreed objectives and targets
Stage 2
Jointly prepare PDP.
Identify L&D needs and
how these will be met.
Stage 4
Joint Evaluation of L&D
and its application
Stage 3
L& D by individual
supported by manager