The NHS Knowledge and Skills Framework (NHS KSF)

1
The NHS Knowledge and SkillsFramework (NHS KSF)

• An Introduction to its use in development review

2
Agenda for Change

• Based on a partnership approach - 17 trade unions
  and representatives of NHS employers across all
  staff groups
• Negotiations were continued over four years to
  reach a workable agreement
• Subject to the second ballot of some staff side
  partners

3
Main Strands

• Career and Pay Progression - the Knowledge and
  Skills Framework and Development Review
• Job evaluation
• Terms and conditions

4
Pay Structure
Gateway
Pay Band
Incremental Pay Points
Development
Development
Gateway
5
NHS KSF Principles

• NHS-wide
• Partnership
• Development
• Equity

6
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

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NHS KSF - Development

• Developed by joint management and staff side
  group working in partnership
• Used existing competences to inform development
• Tested with different staff groups
• Working draft 6 was developed and tested during
  early implementation with EI, Project sites, and
  specific groups
• The revised NHS Knowledge and Skills Framework
  (NHS KSF) will be the document used at roll-out

8
The NHS KSF in Context

• Can be used with current and emerging UK and
  country-specific standards and competences
• Supportive of Plans for the NHS across the UK and
  related developments (eg lifelong learning)

9
Purpose and Design of the NHS KSF

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

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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 that people need to develop
• It does not determine job weight or pay band

11
Structure of the NHS 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
• References to national/UK quality assured
  standards, competences etc

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Core dimensions
NHS KSF
Communication
Equality Diversity
Personal People Development
Service Improvement
Quality
Health, Safety Security
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24 Specific Dimensions
NHS KSF
Health Well-being HWB 1-10
Information Knowledge IK 1-3
CORE
Estates Facilities EF 1-3
General G 1-8
Facilities
14
HWB6 Assessment and treatment planning
HWB7 Interventions and treatments
G6 People Management
CORE
CORE
A healthcare practitioner
Ik2 Information collection and analysis
15
HWB 10 Products to meet health and well-being
needs
CORE
CORE
Catering assistant
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Title of Post Catering Assistant Required for post? Level for post Level for post Level for post Level for post
NHS KSF DIMENSIONS CORE 1 2 3 4
Communication Y
Personal and People Development Y
Health, safety and security Y
Service Improvement Y
Quality Y
Equality and diversity Y
SPECIFIC DIMENSIONS
HWB10 Products to meet health and well-being needs Y
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NHS KSF DIMENSIONS Required for post? Level for post Level for post Level for post Level for post
CORE 1 2 3 4
Communication Y x
Personal and People Development Y x
Health, safety and security Y x
Service Improvement Y x
Quality Y x
Equality and diversity Y x
SPECIFIC DIMENSIONS
HWB10 Products to meet health and well-being needs Y x
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NHS KSF DIMENSIONS Required for post? Level for post Level for post Level for post Level for post
CORE 1 2 3 4
Communication Y x
Personal and People Development Y x
Health, safety and security Y x
Service Improvement Y x
Quality Y x
Equality and diversity Y x
SPECIFIC DIMENSIONS
HWB10 Products to meet health and well-being needs Y x
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Example Level Descriptors

• Core Dimension 2 Personal and people development
  
• Contribute to own personal development.
• Develop own skills and knowledge 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.

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Examples of Application
Indicators

• Level 2
• Develop own knowledge and skills
• and provide information to others to
• help their development
• Take responsibility for own personal development
  and takes an active part in learning
  opportunities.
• Offers information to otherswhere it will help
  their development and/or help them meet work
  demands.

• Offering information to
• others might include
• During induction
• During ongoing work
• When changes are being made to work practices

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Development Review Process
Joint evaluation of applied learning and
development
Individuals undertake supported learning
development
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NHS KSF is Designed to

• Identify the knowledge and skills that people
  need to apply in their post
• Help guide development
• Provide a fair and objective framework on which
  to base review
• Provides the basis of pay progression in the
  service

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Pay Structure
Gateway
Pay Band
Incremental Pay Points
Development
Development
Gateway
24
Career and Pay Progression

• Designed to ensure consistency fairness
• Normal expectation of progression within pay
  bands based on applying necessary knowledge
  skills to the job
• Foundation gateway review against subset of full
  KSF outline for the post
• 2nd gateway review against full KSF post outline
• No Surprises!

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Implementation in Organisations Will Involve...

• Thinking about fit to current appraisal system
  and competences
• Awareness and training for all staff regarding
  the new system
• Developing NHS KSF outlines for all posts
• Identifying impact on existing policies and
  procedures
• Development for all staff
• Monitoring implementation