KSF Pathway to the Top

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KSF -Pathway to the Top?

• Stewart Rouse
• Senior National Officer

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KSF -Pathway to the Top?

• What it means
• How it works
• How staff and managers can get the most from it
  
• How an organisation, can embed partnership
• How the unions can help/ get involved

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Preparation

• Mapping workforce
• Review and updating of Job Descriptions
• Training Trainers KSF
• Identifying KSF Reps Panel members
• Training panel members
• Identifying sub group membership leads
• Auditing appraisal and PDPs for KSF
• Communications, raising awareness
• Identify a Director champion

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Implementation in Organisations Will Involve...

• Thinking about fit to current appraisal system
  and competences
• Developing NHS KSF outlines for all posts
• Identifying impact on existing policies and
  procedures
• Development for all staff
• Monitoring implementation

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Implementation

• Roll out KSF to all groups
• Identify staff by KSF Groups
• Initiate Staff Consultations
• Agree KSF for Groups
• Create Ratification group
• Identify and train Development Reviewers
• Reviews from October 06
• Personal Development Plans in place
• Monitor Training and Development

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Development review process
Joint evaluation of applied learning and
development
Individuals undertake supported learning
development
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Stage 1 - reviewing individuals against post
outlines

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

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Stage 2 - Personal Development Planning

• Outcome of the planning stage of the review
  process
• Primary focus is to enable individuals
  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

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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 ones own
• On-job learning and development
• Linked to availability and needs
• Equity and fairness

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What is a KSF Post Outline?

• Identifies the KSF dimensions and levels that
  apply to a post in the NHS - a broad outline
• Puts the outline in context through identifying
  the specific areas / activities to which the
  dimensions and levels are applied

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Who will Develop KSF Post Outlines?

• Partnership approach between management and staff
  side
• Early implementers have used the following
  approaches
• Group work between postholders and their managers
  
• Joint work between individuals
• Facilitated approaches led by KSF leads in the
  site working with postholders and managers

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How Do You Identify KSF Post Outlines?

• Need to use all of the core dimensions
• Identify the specific dimensions likely to apply
  to the main aspects of the post
• Identify the level at which the dimensions apply
  - will need to look at the detail
• Finally put the post outline in context - by
  adding the specific areas/activities that apply
  to that post

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Managers Responsibility

• Regular informal discussions with individual
  staff member throughout the year
• Including providing constructive feedback on the
  individuals work and related development
• Any issues with the the individuals work must
  have been discussed prior to the formal review
  meeting - no surprises

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Information for Reviews

• Clear links to what the individual does at work
• Use what already available (eg observations of
  work, records, staff supervision notes)
• Same information as would be used in a good
  quality appraisal system - dont create a paper
  chase!

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Gateway Reviews

• More formal reviews
• Build on the information gathered over time ie
  not isolated incidents but assessments which
  review the information gathered
• Suggestion that information at gateways should be
  triangulated ie involve information from others
  (besides individuals and their managers) eg 360o
  feedback, information from colleagues

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Impact on policies and procedures

• The NHS KSF and development review will impact on
  policies and procedures
• Need to confirm that they are consistent with the
  principles and approach within Agenda for Change
• Likely to be a requirement to improve and update
  in partnership with staff-side representatives

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KSF Checklist

• Initiate a Project Group
• Review fit to current systems?
• Possible Link to current Appraisal systems?
• Update Policies where linked
• Train panels and staff
• Job Descriptions Agreed
• Teams/Panels write KSFs
• Gateways agreed
• KSF Ratified by panel

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Checklist 2

• Development Review programme drawn up
• Union Learner Representatives advice staff
• Development Reviews implemented
• Training and development Budget established
• Personal Development Plans Agreed
• Assessment of training and development