The NHS KSF Learning Programme Days One & Two [Sessions 1- 6] The NHS Knowledge and Skills...
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Transcript of The NHS KSF Learning Programme Days One & Two [Sessions 1- 6] The NHS Knowledge and Skills...
![Page 1: The NHS KSF Learning Programme Days One & Two [Sessions 1- 6] The NHS Knowledge and Skills Framework.](https://reader036.fdocuments.us/reader036/viewer/2022062421/56649e305503460f94b21019/html5/thumbnails/1.jpg)
The NHS KSF Learning ProgrammeThe NHS KSF Learning Programme
Days One & TwoDays One & Two[Sessions 1- 6][Sessions 1- 6]
The NHS Knowledge and Skills The NHS Knowledge and Skills FrameworkFramework
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Welcome!
Introductions …and Housekeeping
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Overview of Day 1
• Overview of the NHS Knowledge and Skills Framework
• Developing KSF outlines for different posts
• Using the NHS KSF at gateways
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Session 1Session 1
Overview of the NHSOverview of the NHS Knowledge and Skills Framework Knowledge and Skills Framework
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Outcomes of session 1
• Understand the background to Agenda for Change and the NHS KSF
• Explain how the NHS KSF relates to other aspects of Agenda for Change
• Explain who has been involved in its development and the reasons for its development
• Understand the principles of the development of the KSF and how these inform its use in practice
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Outcomes of session 1 - continued
• Explain how the NHS KSF is implemented through the development review process
• Describe how the NHS KSF is used for career and pay progression
• Understand how the NHS KSF can be used to support other service initiatives
• Describe the targets for implementing Agenda for Change and specifically for the NHS KSF across the NHS
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Why are we here?
Staff Governance
Partnership for Care
Agenda for Change
KSF
Learning TogetherImproving the NHS!
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Agenda for Change
• Based on a partnership approach - 17 trade unions and representatives of NHS employers across all staff groups
• Negotiations were continued over four years to reach a workable agreement
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Main Strands
• Terms and conditions
• Job evaluation
• The Knowledge and Skills Framework
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Terms and Conditions - Main Purpose
• Harmonisation of standard hours
• Harmonisation of overtime rates
• Harmonisation of leave arrangements
• On-going review of unsocial hour payments
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Job Evaluation - Main Purpose
• A system for comparing different jobs
• Complies with equal pay legislation
• The basis for grading jobs in the new pay structure
• Measures jobs not people
• Based on the demands of jobs
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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
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Pay Structure
1
765432
8 Pay Band
Gateway
Gateway
IncrementalPay Points
Develo
pm
en
t
Develo
pm
en
t
2
876543
9
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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
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NHS KSF Principles
• NHS-wide
• Partnership
• Development
• Equity
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The NHS KSF in Context
• Can be used with current and emerging UK and country-specific quality assured standards and competences
• Supportive of Plans for the NHS across the UK and related developments (eg lifelong learning)
• Based on principles of good management and existing best practice in staff development
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NHS KNOWLEDGE AND SKILLS FRAMEWORK
NATIONAL OCCUPATIONAL
STANDARDS
National standards / comps:
REGULATORY BODY
COMPETENCES
LOCAL COMPETENCES
Relationship between the NHS KSF and other competences
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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
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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
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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 etc
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Core Dimensions
NHS KSF
Equality & Diversity Personal &
People
Development
QualityService
Improvement
Communication
Health, Safety & Security
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Facilit
ies
CORE
24 Specific Dimensions
NHS KSF
Health & Well-being
HWB 1-10
Estates & Facilities
EF 1-3
Information &
Knowledge
IK 1-3
General
G 1-8
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Example of Level DescriptorsPersonal and People Development – Levels
1 Contribute to own personal development
2 Develop oneself and provide information to others to help their development
3 Develop oneself and contribute to the development of others
4 Develop oneself and others in an area of practice.
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Develop own skills and knowledge and provide information to others to help their development:
• Takes responsibility for own personal development and takes an active part in learning opportunities
• Offers information to otherswhen it will help their development and/or help them to meet work demands
Offering information toothers might include:
• During induction• During ongoing work• When changes are
being made to work practices
Indicators: Examples of Application:
Personal & People Development, Level 2:
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The NHS KSF and Development Review• 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
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Development Review Process
Jointly produce Personal Development Plan
- identify needs& agree goals
Joint review of individual’s work against the NHS
KSF outline for the post
Joint evaluation of applied
learning and development
Individuals undertake supported
learning & development
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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
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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
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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
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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
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The KSF and Recruitment and Retention• Improve job descriptions
• Focus recruitment and selection
• Agreement to two meetings in induction year
• Commitment to development and feedback for all staff – improve interest and retention
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The NHS KSF and Service Development
• Links individual, team and organisational demands and development
• Facilitates improvements in patient care
• Helps individuals understand their role in the effective delivery of services
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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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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