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NHS Employers:
Values Based Recruitment
Values Based Recruitment
‘‘Values Based Recruitment is an approach which attracts and selects
students, trainees or employees on the basis that their individual
values and behaviours align with the values of the NHS
Constitution.”
Policy Drivers
Health Education England:
• 15 Year Strategy
• HEE Directions 2013
• The Mandate (April 2013 to March 2015):
HEE will oversee delivery of a national values based recruitment
framework and associated tools and resources by October 2014
and ensure that selection into all new NHS funded training posts
incorporates testing of value based recruitment by March 2015.
Key Reports:
• The report of the Mid Staffordshire NHS Foundation Trust Public
Inquiry (2013)
• The outcomes of the review by Professor Sir Bruce Keogh (2013)
• The Berwick Report (2013)
Fit & Proper Person Requirement
• the requirements do not make any amendment to any of the existing
employment check requirements
• Sample template available for employers to use to obtain declaration
from members of the board recruited on or after 27 November
• the requirements don't apply retrospectively, however should a
member of their board be subsequently found to meet the unfit
criteria as outlined in the guidance, then they will need to let the
CQC know
• existing appraisal processes are the most appropriate discussions to
have to seek assurance about continuing ‘fitness’ to undertake role
would happen
• responsibility to carryout due diligence will fall to providers
National VBR Programme
Project 1:
Main VBR project
(Workshops, case
studies, tools &
resources)
Recruitment into
NHS funded
education
programmes
Health Education
England National
VBR programme
Project 2:
Recruitment into
NHS Employment
Project 3:
Evaluating the
impact of recruiting
for values
NHS Employers
VBR team
Values Based
Interview training
– Employers
Values Based
Interview training
- HEIs
What are values?
The Work Psychology Group definition:
There is a complex relationship between values and other attributes
such as personality, ability and motivation.
Values are motivational goals that influence behaviour.
Values primarily impact the goals that individuals choose to
pursue (goal content) while personality traits primarily impact the
amount of effort that individuals exhibit in pursuit of those goals
(goal striving).
Personality represents behaviours that come most naturally,
whereas values reflect effort (a choice) to behave a certain way.
This is an important distinction when considering selection tools.
NHS Employment Journey – A Continuum of Values Based Employment
NHS Constitution
Recruitment
Post selection
Values Based Recruitment
(Values tested at multiple assessment points)
Attracting
Candidates
Pre-selection
Values of NHS
Constitution
marketed to
prospective
candidates
(students, trainees
and employees),
including use of
NHS Careers
Service.
Values based
short-listing
criteria.
Pre-selection
tools to assess
values.
Values Based
Environment
Values Based
Employment Systems
Selection
Post Selection
Entry into
Employment &
Beyond
Use of selection
tools, methods
and approaches
to assess values.
Evidence of
values in
education,
training,
development and
organisation
culture.
Embedding values
in organisation
processes and
continuous
learning and
professional
development.
Culture & Leadership
Education, Training & Continuous Development
Recruitment Stages
Work Psychology Groups Review
of Selection Methods
Values Based Interview Questions
− Similar to competency based interview, different focus
− Candidates provide examples of demonstrations of
behaviour consistent with values
− Lead question with ‘follow up’ probing questions
− Key criteria/’things to listen for’/indicators
− Greater focus on:
•
•
•
•
Choices made
Learning
Reflection
Reasons for behaviour
Values Based Interview Questions
• Values would be
assessed along with
usual attributes
assessed during an
AAC/ interview
• Values, competency
and experience all
scored
• Evidence (positive and
negative behavioural
indicators) would be
used in the assessment
• Follow up questions
would be heavily used
• Standardised, fair and
defensible and reliable
and valid
• 30% of the organisations
represented here today are
working with the national
project
• Many organisations are
already using VBR as part
of their AAC and have been
for many years
• Others have introduced
separate assessments e.g.
values based assessment
centres
• Many have mapped their
local values to the
dimensions in the GMC’s
Good Medical Practice
Linked Programmes
Lydia Larcum
Programme Manager
[email protected]
g
@NHSE_Lydia