The Knowledge and Skills Framework

Introduction

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All NHS Staff need to be aware of the KSF (Knowledge & Skills Framework) as it is designed to form the basis of the development review process You will need to complete and sign the questionnaire included with this CD-Rom and ask your Manager to provide a counter-signature Please forward the completed form to: Human Resources (CD-Rom Questionnaire), Elms, Tatchbury Mount, Calmore, Southampton S040 2RZ

KSF Awareness •

Objectives -

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To understand the aims of the KSF ie

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The KSF ensures the link between pay, skills and knowledge

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The KSF is linked to annual development reviews and personal development plans

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The KSF provides a clearer system for career progression

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

Pay Structure

9 8 7 6 5 4 3 Pay Band 1 Second Gateway Incremental Pay Points Foundation Gateway

Relationship between the KSF and other competences

KNOWLEDGE AND SKILLS FRAMEWORK NATIONAL STANDARDS/ COMPS NATIONAL OCCUPATIONAL STANDARDS LOCAL COMPETENCES REGULATORY BODY COMPETENCES

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Purpose and Design of the KSF

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

What the 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

Structure of the 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

Core Dimensions

Communication KSF Health, Safety & Security

24 Specific Dimensions

Information & Knowledge IK 1-3 Health & Well-being HWB 1-10 Estates & Facilities EF 1-3 General G 1-8

Example of Level Descriptors

Core 2 : Personal and People Development Level Descriptors:-

1 2 3 4 Contribute to own personal development Develop oneself and provide information to others to help their development Develop oneself and contribute to the development of others Develop oneself and others in an area of practice.

Core 2 Personal & People Development, Level 2:

Examples of Indicators: Application

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 others when it will help their development and/or help them to meet work demands Offering information to others might include: • During induction • During ongoing work • When changes are being made to work practices

The 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

Development Review Process

Joint review of individual’s work against the KSF outline for the post Joint evaluation of applied learning and development Jointly produce Personal Development Plan - identify needs & agree goals Individuals undertake supported learning & development

Appraisal and Development Review

• Development review focuses on the individual’s development whereas appraisal focuses on the individual’s performance in the job including any specific personal objectives • Appraisal should be seen as one part of the development review process i.e. can be added to development review

Principles of Development Review

• KSF will support development for all staff • Development is personal - linked to own needs against the requirements of the post • KSF will be used at recruitment, induction, and throughout individuals’ working lives

The KSF & Personal Development

• 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 • To help maintain an individual’s skills • To guide staff through career progression

The

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

Implementation Imperatives

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

Agenda for Change & The KSF

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Useful website addresses: For advice on both A4C and KSF visit: www.modern.nhs.uk/workforce/agendaforchange

> KSF

Frequently Asked Questions www.hr.hantspt.nhs.uk/ksf or www.training.hantspt.nhs.uk

For more information on e-ksf, visit www.e-ksf.org