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KSF Pathway to the Top

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KSF -Pathway to the Top? Stewart Rouse. Senior National Officer. KSF -Pathway to the Top? ... Review and updating of Job Descriptions. Training Trainers' KSF ... – PowerPoint PPT presentation

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Title: KSF Pathway to the Top


1
KSF -Pathway to the Top?
  • Stewart Rouse
  • Senior National Officer

2
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

3
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

4
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

5
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

6
Development review process
Joint evaluation of applied learning and
development
Individuals undertake supported learning
development
7
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

8
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

9
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

10
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

11
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

12
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

13
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

14
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!

15
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

16
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

17
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

18
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
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