Transcript No Slide Title

Introducing KSF
in a
Medical Physics Department
Hugh Wilkins
Medical Physics Department
Royal Devon & Exeter Hospital
AfC Project Structure
Communication
Terms &
Conditions
Job
Evaluation
Payroll /IT
Project Steering
Group
Training/
Knowledge Skills
Framework
Finance
Service
Modernisation
Nominated
Lead
Monitoring &
Evaluation
KSF - Main Purpose
• Provides NHS-wide framework that can
be used consistently across the service
to support:
– Personal development in post
– Career development
– Service development
– Equality and diversity
What is the NHS KSF ?
• Common descriptions of the knowledge and
skills that need to be applied in the NHS
• Applicable and transferable across the
NHS
• Simple, easy to explain and understand
• Feasible to implement
What the NHS KSF is not
• Does not seek to describe what
people are like or their attitudes
• Does not describe the exact
knowledge and skills that people
need to develop
• Does not determine job weight or pay
band (JES does this)
The NHS KSF in context
• Links with current and emerging UK or
national quality assured standards or
competencies
• Supportive of the NHS Plan and related
developments (eg Skills Escalator, Lifelong
Learning Framework and the wider HR
strategy)
• Included in development of the Electronic
Staff Record (Computerised tool for EI
sites)
e-KSF
• Web-based KSF: www.e-ksf.org
• Library (KSF Outline examples)
• Links with ESR (electronic staff record)
for annual review
(PDR – personal development review)
• Find out more at: www.e-ksfnow.org
Structure of the NHS KSF
• 30 dimensions:
– 6 core dimensions for all posts
– 24 specific dimensions
• Each dimension has 4 levels
• Level titles further supported by indicators
• Clear examples of application for different
posts
• References to other standards, competences
etc
Core Dimensions
Communication
NHS
KSF
Health,
Safety &
Security
24 Specific Dimensions
- Learning &
development
General (G) 1-8
- Development & innovation
- Procurement & commissioning
- Promotion of HWB
- Assessment & care planning
- Protection of HWB
- Enablement to address HWB needs
- Financial management
- Provision of care to meet HWB needs
- Services & project management
- Assessment & treatment planning
- People management
CORE
- Capacity & capability
- Public relations &
marketing
- Interventions & treatments
- Biomedical investigation & intervention
- Info processing
- Info collection & analysis
- Knowledge & info
resources
Information &
Knowledge (IK) 1-3
Health & Well Being
(HWB) 1-10
- Systems,
vehicles &
equipment
- Equipment & devices to meet
HWB needs
- Environments &
buildings
- Products to meet HWB
needs
- Transport & logistics
Estates & Facilities (EF) 1-3
Example of Level Descriptors
C2 Personal and People Development
Level 1
Contribute to own personal development
Level 2
Develop own skills and knowledge and
provide information to others to help their
development
Level 3
Develop oneself and contribute to the
development of others
Level 4
Develop oneself and others in area of
practice
C2 Personal & People Development,
Level 2:
Outline for Post
KSF Outline
1
2
3
CORE DIMENSIONS
1
Communication
X
2
Personal and people development
X
3
Health, safety and security
X
4
Service improvement
X
5
Quality
X
6
Equality and diversity
X
SPECIFIC DIMENSIONS
HWB6
Assessment and treatment planning
X
HWB7
Interventions and treatments
X
4
Outlines for Post and
Individual
KSF Outline
1
2
3
CORE DIMENSIONS
1
Communication
X
2
Personal and people development
X
3
Health, safety and security
X
4
Service improvement
X
5
Quality
X
6
Equality and diversity
SPECIFIC DIMENSIONS
X
HWB6
Assessment and treatment planning
X
HWB7
Interventions and treatments
X
4
KSF – What is it?
• The Knowledge & Skills Framework
• one of 3 key strands within Agenda for
Change:
– terms and conditions.
– job evaluation
– the NHS KSF and its associated
development review process (together
these form the basis of the career and pay
progression strand)
Career and Pay Progression
• Designed to ensure consistency & fairness
• Normal expectation of progression through
pay bands based on applying necessary
knowledge & skills to the job
• Foundation gateway review against subset of
KSF outline
• 2nd gateway review against full KSF outline
Pay Structure
PAY BANDS
9
Incremental Pay Points
within each Band
8
7
GATEWAY
6
5
4
3
2
1
GATEWAY
KSF OUTLINE defines
the SKILLS &
KNOWLEDGE required
to perform that job
KSF FOUNDATION
defines basic SKILLS &
KNOWLEDGE
expected of person
recently in post
(6 - 12 months)
Pay Structure
PAY BANDS
9
Incremental Pay Points
within each Band
8
7
KSF OUTLINE defines
the SKILLS &
KNOWLEDGE required
to perform that job
GATEWAY
6
5
4
GATEWAY
3
2
1
Progression up through Band determined by
annual Development Review
KSF Outline – Example 1
Job Title: Nuclear Medicine Technologist
Dimension
Band: TBA
Level for Post
C1
Communications
C2
Personal & people development
C3
Health, safety & security
C4
Service improvement
C5
Quality
C6
Equality & diversity
HWB3 Protection of health & wellbeing
HWB6 Assessment & treatment planning
HWB8 Biomedical investigation & intervention
HWB10 Products to meet health & wellbeing needs
EF1
Systems, vehicles and equipment
IK1
Information processing
3
3
2
2
3
2
2
2
2
2
3
3
Foundation
2
1
1
1abcd
2
1
1
1
1
1
1
For illustrative purposes only
KSF Outline – Example 2
Job Title: Head of Nuclear Medicine
Dimension
C1
C2
C3
C4
C5
C6
HWB3
HWB6
HWB8
EF1
IK2
G4
G6
Band: TBA
Level for Post
Communications
Personal & people development
Health, safety & security
Service improvement
Quality
Equality & diversity
Protection of health & wellbeing
Assessment & treatment planning
Biomedical investigation & intervention
Systems, vehicles and equipment
Information collection and analysis
Financial management
People management
4
4
4
4
4
3
4
2
2
3
3
4
4
Foundation
4
3
2
3
2
2
3
2
2
2
3
2
3
For illustrative purposes only
Producing KSF Outlines
1. Confirm job purpose
2. Select specific dimensions
3. Identify levels for core and specific
dimensions
4. Compile areas of application
5. Create subset for Foundation Gateway
(repeat steps 3 & 4 for FG)
Which KSF Outline?
Stage 1 Outline
Matrix
Stage 2 Outline
Stage 1 + Examples of Application
Stage 3 Outline
Stages 1&2 + FG subset Matrix
Stage 4 Outline
Stages 1,2&3 + FG subset
Examples of Application
KSF Drivers
•
•
•
NHS Plan
Modernisation Agency
KSFDG (now KSFG)
(KSF Development Group)
•
•
Under development since ~2000
Handbook published Oct 2004
(version 7)
Exeter HCS/CS KSF Involvement
• KSFDG -> RD&E Trust, wanting HCS / CS
example outline for national library / web-site
• Concern, JE & banding context
• Contacted IPEM, HPA representatives
• Contacted CS colleagues:
– Biochemists
– Clinical Measurements
– Molecular Genetics
Exeter HCS/CS KSF Developments
• Departmental Workshop (-> stage 1 outlines)
• Follow-up Workshop Feb 2005
TH (KSFDG) working closely with small group of CSs at
registration stage & line managers
(-> stage 2 example outline)
• Stage 2 KSF Outline
– Draft 1
– Draft 2
– Draft 3
• -> KSF national library
NHS KNOWLEDGE AND SKILLS FRAMEWORK
GUIDANCE ON DEVELOPING NHS KSF OUTLINES
FOR HEALTHCARE SCIENCE
• FHCS / KSFDG document
• Exeter example outline included as appendix
• ? Incorporation into CSO HCS documentation
(Healthcare Scientists Career Framework
Supporting Agenda for Change Documentation)
NHS KNOWLEDGE AND SKILLS FRAMEWORK
GUIDANCE ON DEVELOPING NHS KSF OUTLINES
FOR HEALTHCARE SCIENCE
• Life Sciences
• Physical Sciences & Engineering
• Physiological Sciences
Common dimensions:
–
–
–
–
–
IK1
IK2
IK3
EF1
G2
Information processing
Information collection & analysis
Knowledge & information resources
Systems, vehicles & equipment
Design & development
NHS KNOWLEDGE AND SKILLS FRAMEWORK
GUIDANCE ON DEVELOPING NHS KSF OUTLINES
FOR HEALTHCARE SCIENCE
• Physical Sciences & Engineering:
–
–
–
–
HWB3
HWB7
HWB9
EF1
Protection of health & wellbeing
Interventions & treatment
Equipment & devices to meet health & wellbeing needs
Systems, vehicles & equipment
How will the NHS KSF be used
in Development Review?
• KSF outline for each post
• Match individual against post outline
• Personal development plans agreed
and supported
• Linked to Lifelong Learning
Appraisal
• Appraisal is the process of joint review
of an individual’s performance &
development at work, and agreement of
a plan for future knowledge & skills
development
The Appraisal Cycle
Organisational Objectives
Department Objectives
Development
Formal
Appraisal
Review
Individual
Objectives
Development
Development
Informal
Progress
Reviews
Appraisal Process
• All staff should have an annual
appraisal review which includes:
– Performance Review
– Development Review assessment against
the KSF Outline
– Production of Personal Development Plan
(PDP) using the KSF as a development
tool
– PDP should include any specific objectives
that the individual needs to meet in their
post
Performance & Development
Review
• Performance Review
– Focuses on the individual’s performance in the
job, including any specific personal objectives
– Performance issues must be addressed on an
ongoing basis, with no surprises at appraisal
• Development Review
– Focuses on individual’s development of skills &
knowledge
– KSF Outline forms template for ongoing
development
Initial Preparation
• Arrange a suitable time & venue
• Liaise with your Appraisee
– Provide Self Assessment Form & copy of
KSF Outline for their job
– Remind appraisee to review the evidence
in their personal Development Portfolio
– Emphasise the positives of appraisal
Document Preparation
• Refer to relevant documents
– Previous year’s appraisal records & PDP
– Job description
– KSF Outline for the job
• Draft a proposed set of objectives
– for discussion during the review
Appraisal Meeting Format
• Introductory remarks, including emphasis on
confidentiality
• Review performance against work objectives
• Review development against the KSF Outline
– Evidence of achievement in appraisee’s portfolio
– Identify skills & knowledge to be developed in next
period
• Plan future objectives
• Identify training & development needs
• Agree future action
Follow Up Actions
• Complete appraisal review record & PDP
– Initially paper documents
– Eventually an online process
• Appraisee reviews appraisal record, can add
comments & signs approval
• Copies of documents for appraiser &
appraisee
• Carry out agreed actions
– Ongoing monitoring, review & recognition
Managing the Process (1)
• ? Top-down / Bottom-up?
• One approach:
– KSF Awareness sessions
– Departmental Workshops
– Individuals have first stab at producing
draft outlines for their own posts
– NB Line Management Structure
23.09.05
Medical Physics Organisational Chart
Director of Medical Physics
Head of Radiotherapy Physics
Prin. Physicist
(Brachy.)
0.8wte
Prin. Physicist
(QC, R/n Th.)
0.8wte
Prin. Physicist
(Eqpt. Mgr.)
Chief RT Clin. Tech.
(Equip. Man)
Specialist. Med.
Phys.
Technician.
Part II
CS Trainee
Part I
CS Trainee
Head of Diagnostic Radiology Physics
Clinical Scientist
(Treat. Plan.)
Supt.
Radiographer
Chief Clin.
Technologist (RT
Mld Rm)
Spec. Med.
Phys. Tech.
0.59wte
Part I
CS Trainee
Clinical
Scientist
0.4wte
Senior
Technologis
t
Clin. Tech.
(Mld Rm/Hot
lab)
Trainee Clin.
Technologist
Clin. Tech.
(Mld Rm)
0.81wte
Trainee Clin.
Technologist
Radiographer
Nuc. Med.
0.8wte
Secretarial
Assistant 0.61wte
Radiographer
Nuc. Med.
Nuc. Med.
Nurse 0.52wte
Medical Physics
Secretary
Clinical
Technologist
Radiographer
Nuc. Med.
Nuc. Med.
Nurse 0.35wte
Senior
X-Ray
Engineer
Radiographer
Nuc. Med.
0.8wte
Osteoporosis
Services Mgr.
0.61wte
Radiographer,
BMD 0.42wte
X-Ray Engineer
Osteo. Services
Secretary/ Receptionist
0.59wte
Nuclear
Medicine
Secretary
Bank Secretary
to DRP
Clinical Scientist
(QA)
Clinical Scientist
(Nuc. Med.)
0.5wte
Secretarial
Assistant
0.54wte
Managing the Process (2)
One approach (cont.):
– Line managers meeting 19.9.05
– LMs take greater sense of ownership
– Fill in gaps, and aim for consistency
– Share amongst line managers:
• Matrix of post levels/dimensions
• Draft Stage 2 outlines
Managing the Process (3)
One approach (cont.):
– ? Common outlines for multiple staff
– 31.10.05 Stage 1 & Stage 2 outlines
– ? x.12.05 Stage 3 & Stage 4 outlines
– Trust QA/Consistency Panel sign-off
Concerns about KSF
• Influence on banding
(particularly if structural change of post)
•
•
•
•
Paperwork involved
Time taken to implement
Availability of staff to implement
Training – funding to implement PDPs
Job Evaluation: What It Is
• A system for comparing different jobs
• Used for establishing relativities between
jobs
• The basis for grading jobs in the new pay
structure
• Measures jobs not people
• Based on the demands of jobs
• Involves analysing jobs under factor
headings (e.g. Knowledge and Skills;
Responsibilities; Effort)
Implementation Timetable
Early Implementers
Jan-03 Draft agreement
Feb-03 EIs started work
Jun-03 Effective date
Jul-03
Sep-03
Dec-03 Pay bands & conditions implemented
Jan-04
Mar-04
Aug-04 KSF stage 1 implemented
Oct-04
Apr-05 KSF fully implemented
Oct-06
Wider NHS
StHAs national meeting
Learning networks established
First materials on web
Initial geographical seminars
Supported seminar programmes commence
JE skills training commences
Effective date
Pay bands & conditions implemented
KSF stage 1 implementation
KSF fully implemented
KSF Implementation
• Full implementation for all 1.3 million
staff by October 2006, with all gateways
fully operational.
• Outlines and KSF Development Review
therefore need to be in place by
October 2005
• KSF-style PDR mandatory from 1.10.05
KSF Implementation Targets
• 60% of outlines by end August 2005
• 80% by end of October 2005
• 100% by end of December 2005
5/28 SHAs made August target
RD&E 43% by end of August
(Stage 1 outlines)
WEBSITES
Modernisation Agency:
www.modern.nhs.uk/agendaforchange
Department of Health:
www.dh.gov.uk/PolicyAndGuidance/
HumanResourcesAndTraining/
ModernisingPay/AgendaForChange
Web-based KSF at: www.e-ksf.org
Find out more at: www.e-ksfnow.org
Current Best Web-sites for
Modernisation Agency / DH KSF
• www.wise.nhs.uk
(legacy repository for selected work of the M.A.)
• www.dh.gov.uk
(A..Z -> AfC / KSF)
Summary
• KSF Outline identifies the knowledge & skills
that a person needs to apply in their post
• Basis of fair & objective appraisal reviews
• Guide to development of knowledge & skills
• Emphasis of appraisal is on review of
ongoing knowledge & skills development
Current Issues
• Steep learning curve – new way of working and
understanding the philosophy of Agenda for
Change.
• Getting to grips with the sheer scale of the
project.
• Huge implications for time and resources.
• Forging new working relationships with
new/existing stakeholders groups or interested
parties.
• Developing staff confidence and trust
Summary
• Plenty of work for everyone
• Huge & unprecedented requirement for staff
involvement
• Need to look beyond the formal Staff Side
• Staff Side need to manage staff involvement
• Need shared view of what partnership means in the
EI
• Staff will only get most out of this if staff side pull
together
• Shared ownership of problems
• Shared ownership of solutions
30
Pay Modernisation - Why?
Government
commits
sustained
investment
in NHS
• Better
services for
patients
• Better staff
development
• Fairer
rewards for
staff
Finally?