1 The NHS Knowledge and Skills Framework © Crown Copyright 2003 Agenda for Change … and its use in Development Review.

1

The NHS Knowledge and Skills

Framework

© Crown Copyright 2003

Agenda for Change

… and its use in Development Review

2

What is the NHS KSF ?

• A development tool

• Common descriptions of the knowledge and skills that need to be applied in the NHS

• Applicable and transferable across the NHS

• Feasible to implement, easy to understand

• Will be available electronically

3

Principles underpinning NHS KSF

• NHS-wide• Partnership• Development • Equity

4

The NHS KSF in context• Can be used with current and emerging

UK or national quality assured standards or competences

• Supportive of the NHS Plan and related developments (e.g. Learning Together Strategy, Skills Escalator, Lifelong Learning Framework and the wider HR strategy)

5

What will change ?

• Personal development plans for all NHS staff covered by Agenda for change

• Annual development reviews for all staff

• Planned career development

6

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 people need to develop

• It does not determine job weight or pay band

7

Structure of the NHS KSF

• 22 dimensions:

• 6 core dimensions for all posts

• 16 specific dimensions

• Each dimension has level descriptors

• Further supported by indicators

• Clear examples of application for different posts

• References to other standards, competences etc

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Core Dimensions

NHS KSF

Equality,

Diversity & Rights

Personal &

People

Developme

nt

QualityService

Development

Communication

Health, Safety & Security

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Specific Dimensions

Add

ress

ing

heal

th n

eeds

Health

promotion

Data

Processing

Health protection

Pro

ductio

n

of In

form

atio

n

Desi

gn o

f equip

ment

Biom

edical

inve

stig

atio

nApplication

of technology

Partnership

Leadership

Managem

ent

of people

Managem

ent

of re

source

s

Researc

h &

Develo

pm

en

tFacilit

ies

Healt

h

Ass

ess

ment

Logistics

CORE

10

NHS KSF Outline

Add

ress

ing

heal

th n

eeds

Leadership

Managem

ent

of re

source

s

Healt

h

Ass

ess

ment

COREPro

ductio

n

of In

form

atio

nCORE

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KSF OUTLINE

1 2 3 4 5

21 Management of Physical & Financial Resources X

19 Leadership X

13 Production and Communication of I nf ormation and Knowledge

X

8 Addressing individuals’ Health & Wellbeing Needs

X

SPE

CIF

IC

DIM

EN

SIO

NS

7 Assessment of Health & Wellbeing Needs X

6 Equality Diversity & Rights X

5 Quality X

4 Service Development X

3 Health Safety & Security X

2 Personal & People Development X

CO

RE

DIM

EN

SIO

NS

1 Communication X

Outline for Post

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Outlines forPost and IndividualKSF OUTLINE

1 2 3 4 5 21 Management of Physical & Financial Resources X

19 Leadership X

13 Production and Communication of I nformation and Knowledge

X

8 Addressing individuals’ Health & Wellbeing Needs

X SPECIFIC

DIMENSIONS

7 Assessment of Health & Wellbeing Needs X

6 Equality Diversity & Rights X

5 Quality X

4 Service Development X

3 Health Safety & Security X

2 Personal & People Development X

CORE

DIMENSIONS

1 Communication X

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How will the NHS KSF be used in Development

Review?• KSF outline for each post

• Individual’s KSF outline is compared against the fully developed outline

• Personal development plans agreed and supported

• Links to Lifelong Learning

14

Career and Pay Progression

• Designed to ensure consistency & fairness

- Agreed in partnership via the joint negotiating process.

- monitored in partnership

• Normal expectation of progression through pay bands.

• NO SURPRISES!

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Career & pay Progression (2)

• Foundation Gateway Review against subset of KSF outline- Knowledge and skills required from outset- applies no later than 12 months

• Continuous development process

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Career & Pay Progression (3)

• Second gateway consists of the full NHS KSF outline developed for that post.- Previously agreed with line manager- Expectation is to be fully developed at this stage

• Identifying potential for further achievement

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Implementation

• Current appraisal system and competences

• KSF Outlines for all posts

• Identify manager and staff groups for Development Review

• Training for all staff

• Evaluation and feedback

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Any Questions?