Transcript The KSF - justified, ancient or mu mu?

The KSF
- justified, ancient or mu mu?
(apologies to Bill Drummond)
Paul S. Ganney
Membership Rep, HPA Executive
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Roadmap
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Brief overview
Principles
Pay Progression
Development Review Process
The dimensions
Selecting the appropriate dimensions
A broad outline KSF
A detailed KSF
Timescales
Benefits of the KSF
Documents
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Brief Overview
• Defines and describes the knowledge and skills
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which NHS staff need to apply in their work in
order to deliver quality services.
KSF and associated development review process
lie at the heart of the career and pay
progression strand of Agenda for Change
“Makes sense of the Job Evaluation process”
Applies across all staff groups (except doctors,
dentists and senior management)
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Brief Overview: Purpose
• Facilitate the development of services to better meet the
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needs of the users and the public through investing in
the development of all members of staff
Support the effective learning and development of
individuals and teams – all being supported to learn
throughout their careers, develop and given the
resources to do so
• Managers and staff clear about what is required within a
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post and managers enabling staff to develop within their
post
Promote equality and diversity for all staff – all use the
same framework and having the same structured
approach to learning, development and review
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Principles 1/3
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NHS-Wide
Partnership
By developing staff the services improve
Equitable – all staff have a role to play in the NHS
Simple and feasible to implement
Capable of linking with current and emerging
frameworks (NOS etc)
Is about application of K&S, not the K&S themselves
Does not describe personal attributes (sense of humour,
etc) – relates to what staff do rather than to how they
behave
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Principles 2/3
• Outlines reflect the requirements of the post –
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not the abilities or preferences of the person
who is employed in that post
Does not describe the exact knowledge and
skills required
Each and every job role will have a KSF outline
Each and every person will have a personal
development plan
No Surpises (in reviews)
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Principles 3/3
• Links with NOS:
– Not yet! Listed as “TBA” on web site (although I’ve
not checked all 581!)
– However, Health Informatics NOS is mapped, which
may give us some indicators:
• Procurement (HI 21-24) -> G3
• Processing data and information (HI 51-57) -> Core 4, IK1,
IK2, IK3
• Software Development (HI 91-97) ->EF1, G5, G6
• Maintaining security of systems and services (HI 114-117) ->
Core 3
• Providing technical ICT advice (HI 118-119) -> G7
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Partnership 1/2
• KSF was and is developed through trade
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union/management/professional bodies
partnership – this is necessary
The combination of Dimensions and Levels that
form the KSF outline for a post is determined by
the manager in partnership with the employee
and agreed with the employee representatives
Outlines are developed in partnership by people
who understand the requirements of the post
concerned.
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Partnership 2/2
• Examples of partnership to develop KSF post
outlines:
– Representative groups of postholders and managers
to work in groups. May be linked to service
improvement.
– Individual members of staff and their managers
– Individual (e.g. KSF lead in organisation/department)
interviewing postholders and managers to produce
draft which is then checked
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Pay Progression 1/3
• The KSF outline does not determine pay banding
• Progression within a pay band is linked to the KSF
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outline – it is used to inform individuals’ development
within the paybands
KSF outline represents K&S applied at full competence
2 gateways:
– Foundation Gateway normally between first and second points
(actually no later than 12 months after appointment to a pay
band, regardless of pay point appointed to): a subset of the KSF
outline is used to determine progression (reduced levels,
reduced indicators, reduced areas of application – NOT removed
dimensions)
– Gateway 2 is before final point (bands 1, 8 & 9) before first of
last 2 points (bands 2-4) & before first of last 3 points (bands 57): the full KSF outline is used to determine progression
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Pay Progression 2/3
• There is an expectation that individuals will progress
through the paypoints on a payband by applying the
necessary knowledge and skills to the demands of the
post. It is only at gateways, or if concerns have been
raised about significant weaknesses in undertaking the
current role, that the outcome of a review might lead to
deferment of pay progression
– ‘Significant weaknesses’ have been defined in the negotiations
as “significant weaknesses in performance in the current post
that have been identified and discussed with the staff member
concerned and have not been resolved despite opportunities for
appropriate training/development and support”.
• If individuals have problems passing through their
foundation gateway this may say as much, if not more,
about the recruitment and selection process as it does
about that individual.
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Pay Progression 3/3 - assimilation
• Existing staff with at least 12 months experience who
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are assimilating to the new pay system under Agenda for
Change will be assumed to have already passed through
the foundation gateway. If they are assimilated on to a
payband below the second gateway point then they will
need to go through the second gateway.
Existing staff who are assimilated above the second
gateway will not have to go through the gateway as
such. However, their development review will need to
confirm that they are applying the full range of
knowledge and skills consistently as described in the
NHS KSF post outline. Their personal development plans
will need to prioritise areas of development for the
current post over any career progression.
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Development Review Process 1/2
• Performance against KSF outline undertaken through
Development Review Process: annual review + quarterly
updates
• Each KSF dimension has a number of examples of
application: during the review the individual provides
examples from their work in relation to the requirements
of the level
• Examples could be provided verbally, but some evidence
is recommended: PORTFOLIO!!! (Shouldn’t be a paper
chase, though, - the evidence should be available
naturally as the DR is about what an individual actually
does at work)
• The DR is completed by agreeing a personal
development plan (PDP) based on the gaps between the
KSF outline and performance
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The reviewer should NOT be the line manager
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The Dimensions
• 30: 6 core and 24 specific
• Each dimension has 4 levels, a description (including
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how progression should be characterised), examples of
application and links to other KSF dimensions
Each level has indicators and suggested examples of
application
Aim to include as few specific dimensions as possible,
limiting selection to those which capture key
development requirements. It is not possible to cover
every activity, only the major ones.
Generally between 2 and 7 specific dimensions are
appropriate: the more senior the post the more likely it
is that there will be more specific dimensions
Senior posts may contain the same dimensions and
levels as junior – it is the examples of application that
will differ
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Core Dimensions
• Communication
• Personal and people development
• Health, safety and security
• Service improvement
• Quality
• Equality and diversity
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Specific dimensions 1/3
• Health and Wellbeing
– Promotion of health and wellbeing and prevention of
adverse effects to health and wellbeing
– Assessment and care planning to meet health and
wellbeing needs
– Protection of health and wellbeing
– Enablement to address health and wellbeing needs
– Provision of care to meet health and wellbeing needs
– Assessment and treatment planning
– Interventions and treatments
– Biomedical investigation and intervention
– Equipment and devices to meet health and wellbeing
needs
– Products to meet health and wellbeing needs
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Specific dimensions 2/3
• Estates and facilities
– Systems, vehicles and equipment
• (“systems” that an IT engineer deals with will be different to
those a heating and ventilation engineer deals with)
– Environments and buildings
– Transport and logistics
• Information and knowledge
– Information processing
– Information collection and analysis
– Knowledge and information resources
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Specific dimensions 3/3
• General
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Learning and development
Development and innovation
Procurement and commissioning
Financial management
Services and project management
People management
Capacity and capability
Public relations and marketing
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G2 Development and innovation 1/3
• Level descriptors:
– 1. Appraise concepts, models, methods, practices,
products and equipment developed by others
– 2. Contribute to developing, testing and reviewing
new concepts, models, methods, practices, products
and equipment
– 3. Test and review new concepts, models, methods,
practices, products and equipment
– 4. Develop new and innovative concepts, models,
methods, practices, products and equipment
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G2 2/3
• Description includes:
– This dimension is about the development, testing, review and
appraisal of new concepts, models, methods, practices, products
and equipment, including, where appropriate innovation.
• Progression characterised by:
– the move from identifying and reviewing innovative approaches
developed by others, through testing out innovations to the
actual development of innovative approaches
– increasing knowledge of relevant trends and developments and
their potential implications
– increasing technical knowledge and skills in design and
development, including knowledge of the factors which may
influence or constrain potential innovations.
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G2 3/3
• This dimension is supported by:
– IK1 Information processing
– IK2 Information collection and analysis
– G3 Procurement and commissioning which focuses on
purchasing systems, equipment, services etc
– G5 Services and project management which focuses on the
planning, implementation and evaluation of services and projects
(including those to test new solutions and approaches)
– G7 Capacity and capability which focuses on the development of
collective capability including the workforce, organisations and
communities.
• This dimension contrasts with:
– Core 4 Service improvement which focuses on implementation of
improvements within services once they have been agreed.
• Whether reference is required depends on extent of
activity within the role
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G2/Level 3: Test and review new
concepts, models, methods, practices,
products and equipment
Indicators
• The worker:
Examples of application
• scans the environment to identify new and
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emerging developments of potential relevance to
their work
appraises developments and identifies the benefits
they could bring and any potential risks
determines with others those developments that
are worthy of testing and how this can best be
achieved
tests and reviews developments in a way which:
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is ethically and methodologically sound
enables a rigorous evaluation of their feasibility,
benefits and risks
involves all relevant parties in the process
complies with legislation, policies and procedures
• evaluates the outcomes of testing and reports
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• Developments
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See overview
• Legislation, policies and
procedures
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See overview
• Testing and reviewing might
include:
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building prototypes/trial
models
designing in response to
specification
investigations/experiments
trialling innovations in the
workplace
writing
guidelines/procedures
them in the correct format to the people who need
them
makes recommendations to appropriate people
regarding the implementation of developments
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Selecting the appropriate
dimensions 1/2
NHS KSF DIMENSIONS
CORE DIMENSIONS
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Communication
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Personal and people development
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Health, safety and security
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Service improvement
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Quality
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Equality and diversity
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(A)
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A = All. () = spread of levels at that career stage
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A
Selecting the appropriate
dimensions 2/2
NHS KSF DIMENSIONS
4
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2 3
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6
2 3
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7
2 3
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2 3
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2 3
4
EF2
Environments and buildings
EF3
Transport and logistics
IK1
Information processing
IIK2
Information collection and analysis
[A]
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[A]
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(A)
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(A)
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(A)
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(A)
IK3
Knowledge and information resources
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[A] [A]
HWB3
Protection of health and wellbeing
[L]
[PS]
[L]
[PS]
([A]) [A]
[A]
([L]) [L]
([PS]) [PS]
[L]
[PS]
E = engineering; PS = physical sciences; L=Life sciences
[] = likely to apply only to a limited number of roles in that group
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A Broad Outline KSF
• Senior Diagnostic Imaging Physicist
– To support the development and management
of scientific aspects of the work of the
Diagnostic Radiology Physics Division in the
fields of Nuclear Medicine, Diagnostic
Radiology, Radiation Protection and nonionising Radiation.
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Core 1
Communication
Level 3
Develop and maintain
communication with people about
difficult matters and/or in difficult
situations
Core 2
Personal and people
development
Level 3
Develop oneself and contribute to
the development of others
Core 3
Health, safety and
security
Level 3
Promote, monitor and maintain
best practice in health, safety and
security
Core 4
Service improvement
Level 3
Appraise, interpret and apply
suggestions, recommendations
and directives to improve services
Core 5
Quality
Level 3
Contributing to improving quality
Core 6
Equality and diversity
Level 1
Act in ways that support equality
and value diversity
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HWB3
Protection of health
and wellbeing
Level 3
EF1
Level 3
Systems, vehicles and
equipment
Implement aspects of a protection
plan and review its effectiveness
Monitor, maintain and contribute
to the development of systems,
vehicles and equipment
IK2
Information
collection and
analysis
Level 3
Gather, analyse, interpret and
present extensive and complex
data and information
G2
Development and
innovation
Level 3
Test and review new concepts,
models, methods, practices,
products and equipment
G5
Services and project
management
Level 2
Organise specific aspects of
services and/or projects
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A detailed KSF – G2 Level 3 1/2
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Indicators:
scans the environment to identify new and emerging developments
of potential relevance to their work
appraises developments and identifies the benefits they could bring
and any potential risks
determines with others those developments that are worthy of
testing and how this can best be achieved
tests and reviews developments in a way which:
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is ethically and methodologically sound
enables a rigorous evaluation of their feasibility, benefits and risks
involves all relevant parties in the process
complies with legislation, policies and procedures
evaluates the outcomes of testing and reports them in the correct
format to the people who need them
makes recommendations to appropriate people regarding the
implementation of developments
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A detailed KSF – G2 Level 3 2/2
• Examples of application
– Development may be in the areas of
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assessment and diagnosis
health safety and security
service effectiveness
systems and equipment
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trialling innovations in the workplace
new methods of data display and calculation
design & specification of new equipment
review of relevant scientific and medical literature
continuous review & development of local procedures and guidance
processing algorithms
– Testing and reviewing might include
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Timescales
• As required for pay progression, and form part of review
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process, outlines are clearly required within one year of
assimilation
However, “No Surprises” means they are required prior
to that.
More However, you can’t start until staff are assimilated
and agreed
The pragmatic view is “start as soon as staff are
assimilated and complete within six months”
NB: DoH kludge!!! (no individual will be disadvantaged)
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Benefits of the KSF and the DRP
• Enables individuals to be clear about the knowledge and
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skills they need to apply in their posts
Enables them to access appropriate learning and
development
Shows how their work relates to the work of others in
their immediate team and beyond
Identifies the knowledge and skills they need to learn
and develop throughout their careers
Provides a structure and process for the NHS to invest in
individuals’ learning and development throughout their
working life in the NHS.
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Documents
• The NHS Knowledge and Skills Framework (NHS KSF)
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and the Development Review Process (October 2004,
274 pages): www.nhs.gov.uk
Health Informatics KSF Guidance document (August
2005)
Healthcare Scientists Career Framework Supporting
Agenda for Change Documentation (Draft, May 2005, 77
pages)
National Occupational Standards for Healthcare
(581=87+581 pages):
www.skillsforhealth.org.uk/view_framework.php?id=73
www.e-ksf.org
www.amicus-hpa.org.uk
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