NHS KSF Main Purpose

1
NHS KSF Main Purpose

• Provides an NHS-wide framework that can be used
  consistently across the service to support
• personal development in post
• career development
• service development

2
NHS KSF - Development

• Developed by joint management and staff side
  group working in partnership
• Used existing competences to inform development
• Tested with different staff groups
• Working draft 6 designed to be developed during
  early implementation rollout version available
  August 04

3
Purpose and Design of the NHS KSF

• Common descriptions of the knowledge and skills
  that need to be applied.
• Applicable and transferable across the NHS
• Simple
• Feasible to implement

4
What the NHS KSF is not

• It does not seek to describe what people are like
  or their attitudes
• It does not describe the exact knowledge and
  skills that people need to develop
• It does not determine job weight or pay band

5
Structure of the NHS KSF

• 30 dimensions
• 6 core dimensions for all posts
• 24 specific dimensions
• Each dimension has level descriptors
• Further supported by indicators
• Clear examples of application that can be applied
  to different posts
• References to national/UK quality assured
  standards, competences are available

6
Core Dimensions
NHS KSF
Communication
Equality Diversity
Personal People Development
Service Improvement
Quality
Health, Safety Security
7
Specific Dimensions
Health and Well Being HWB 1 10
Information Knowledge IK 1 - 3
Estates and Facilities EF 1 - 3
CORE
General G 1 - 8
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Example of Level Descriptors

• Personal and People Development - Levels
• 1 Contribute to own personal development
• 2 Develop own skills and knowledge and provide
  information to others to help their development
• 3 Develop oneself contribute to the development
  of others
• 4 Develop oneself and others in areas of practice

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Personal People Development - Level 2
Examples of application
Indicators

• Offering information to
• others might include
• During induction
• During ongoing work
• When changes are being made to work practices

• Offers information to others when it will help
  their development and help meet their demands

10
Pay Structure
Gateway
Pay Band
Incremental Pay Points
Development
Development
Gateway
11
Development review process
Joint evaluation of applied learning and
development
Individuals undertake supported learning
development
12
Principles of Development Review

• 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

13
The KSF Personal Development Lifelong Learning

• Commitment to annual development reviews and
  development of all individuals.
• Everyone to have a personal development plan.
• Everyone is expected to learn and develop within
  their job role.

14
The KSF and Career Development

• Building on development in post personal
  development plans
• Main focus after second gateway
• Use the KSF to show possible development routes

15
The KSF and Recruitment and Retention

• Improve job descriptions
• Focus recruitment and selection
• Agreement to two meetings in induction year
• Commitment to development feedback for all
  staff - improve interest and retention

16
The NHS KSF and Service Development

• Makes the links between individual, team and
  organisational demands and development
• Facilitates improvements in patient care
• Helps individuals understand their role in the
  effective delivery of services

17
Implementation Imperatives

• Work in partnership to
• Assess and adapt current appraisal systems
• Identify impact on existing policies and
  procedures
• Develop NHS KSF outlines for all posts
• Ensure all staff know about and understand the
  NHS KSF
• Set up development reviews and PDPs for all staff
• Ensure all staff can fulfil their PDPs
• Monitor implementation

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UK wide implementation

• 12 Early implementer sites in England
• Four Project sites in Scotland
• Full rollout across the UK for 1.2 million staff
• Fully implemented for all staff by October 2006,
  with all gateways fully operational
• Outlines and Development Review therefore need to
  be in place by October 2005

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The NHS KSF - Summary

• Identifies the knowledge and skills that people
  need to apply in their post
• Helps guide development of individuals, teams and
  the service
• Provides a fair and objective framework on which
  to base review
• Provides the basis of pay progression in the
  service