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Responding to the NHS Knowledge and Skills Framework

Responding to the NHS Knowledge and Skills Framework. Sue Manser Associate Director, Learning and Development. What is the KSF?. A consistent competency framework for all staff groups across the NHS to support: Personal development Career progression Service Development. Principles of KSF.

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Responding to the NHS Knowledge and Skills Framework

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  1. Responding to the NHSKnowledge and Skills Framework Sue Manser Associate Director, Learning andDevelopment Sue Manser, Associate Director of Learning and Development

  2. What is the KSF? A consistent competency framework for all staff groups across the NHS to support: • Personal development • Career progression • Service Development Sue Manser, Associate Director of Learning and Development

  3. Principles of KSF Partnership Development Equity Sue Manser, Associate Director of Learning and Development

  4. How is a KSF outline made up? Sue Manser, Associate Director of Learning and Development

  5. What does a dimension look like? • Level Descriptor • Indicators • Examples of Application • References Sue Manser, Associate Director of Learning and Development

  6. OUTLINE EXAMPLE – Staff Nurse Sue Manser, Associate Director of Learning and Development

  7. 8 7 6 5 4 3 2 1 Increments Second Gateway Development Foundation Gateway Sue Manser, Associate Director of Learning and Development

  8. Foundation (FG)/Second (SG) Gateways Sue Manser, Associate Director of Learning and Development

  9. Before Appraisal: Self Assessment & Line Manager assessment of KS achieved How will KSF Outlines be used in Appraisal? Individuals works towards PDP collecting evidence in KSF Folder in preparation for next review meeting Discuss and agree level reached and training and development needs to achieve KS Outline NO SURPRISES Complete and agree Personal Development Plan to reflect your training and development needs Sue Manser, Associate Director of Learning and Development

  10. Benefits of KSF Improved • Quality of care • Recruitment and retention • Teamwork • Equality of opportunity • Career development • Morale Sue Manser, Associate Director of Learning and Development

  11. Problems with KSF • Complexity • Consistency • Culture change • Broad banding • Timescales • Cost implications Sue Manser, Associate Director of Learning and Development

  12. GHNHSFT Response to KSF • KSF project group and project manager - Project implementation plan - Training plan - Data bases/ systems - Web site, communications, networking (sell, sell, sell…..) Sue Manser, Associate Director of Learning and Development

  13. Sue Manser, Associate Director of Learning and Development

  14. Individual and team response to KSF Resistance Enthusiasm Sue Manser, Associate Director of Learning and Development

  15. KSF and individual development • KSF outlines for all job descriptions developed and agreed in partnership • New appraisal and development review policy, guidelines and documentation • Monitoring number and quality of appraisals • Weekly / drop in awareness sessions for all • Roll out of - KSF outline and appraisal training • Learning opportunities linked to KSF dimensions and levels Sue Manser, Associate Director of Learning and Development

  16. KSF and Career Progression • KSF outlines for all posts to be readily accessible • Recognise and value transferable skills • Develop clearly defined career progression and development pathways (upwards and sideways) • Provide a range of learning opportunities linked to KSF dimensions and levels Sue Manser, Associate Director of Learning and Development

  17. KSF and talent management • Second Gateway as a trigger for ‘career coaching’ • Rapid achievement of full outline as indicator of potential ‘talent’ • Early identification of potential successors through assessment of individuals against KSF outline for post Sue Manser, Associate Director of Learning and Development

  18. KSF and service development • Increased understanding of each others roles within a team • Identify skills and knowledge gaps in teams and plan how to address these • Develop new roles based on skills and knowledge required for the job Sue Manser, Associate Director of Learning and Development

  19. Learning and development department response • focus on core Dimensions • Mapping existing training provision against dimension and levels • Identifying and fill gaps • Identifying potential demand as KSF outlines developed • Calculating and bidding for resources to meet these • Working with key stakeholders on learning and development pathways – subject focussed and staff group based Sue Manser, Associate Director of Learning and Development

  20. Potential HEI responses • Core dimensions are a theme through all provision • Map existing provision against specific dimensions & level 3-4 of core dimensions, gap analysis • Encourage students to gather evidence linked to dimensions for their existing or potential future post. • Improve transition from student to newly qualified professional by linking learning outcomes to KSF foundation gateway for posts. • Work in partnership with key stakeholders to create development pathways linked to the KSF dimensions e.g teaching and learning pathway Sue Manser, Associate Director of Learning and Development

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