Andy Lecomber & Phil Harrison Regional Medical Physics Department

1. A Structured Approach to the KSF in a Large Medical Physics Department Andy Lecomber & Phil Harrison Regional Medical Physics Department Royal Victoria Infirmary & Freeman Hospital Newcastle upon Tyne

2. KSF – What is it? • The Knowledge & Skills Framework • one of 3 key strands within Agenda for Change: • terms and conditions • hours of working, overtime rates, annual leave • job evaluation • equal pay for work of equal value • NHS KSF • training requirements

3. KSF - Main Purpose • defines and describes the knowledge and skills which NHS staff need to apply in their work in order to deliver quality services • forms basis of pay progression mechanism

4. PAY BANDS 9 8 Every job is evaluated & assigned to a pay band on national scale 7 6 5 4 3 2 1 Pay Structure

5. PAY BANDS 9 8 7 6 5 4 3 2 1 Pay Structure Incremental Pay Points within each Band KSF FULL OUTLINE defines the SKILLS & KNOWLEDGE required to perform that job GATEWAY KSF FOUNDATION OUTLINE defines basic SKILLS & KNOWLEDGE expected of person recently in post (6 - 12 months) GATEWAY

6. Dimensions identify broad functions 30 Dimensions 6 Core 24 Specific

7. 30 Dimensions 6 Core 24 Specific Communication 10 Health & Wellbeing Personal & People Development 3 Information & Knowledge Service Improvement Health, Safety & Security 3 Estates & Facilities Quality 8 General Equality & Diversity

8. 30 Dimensions HWB6: Assessment and treatment planning 6 Core 24 Specific Communication HWB 9 HWB10 HWB 1 HWB 2 HWB 3 HWB 4 HWB 5 HWB 6 HWB 7 HWB 8 Personal & People Development IK2: Information collection & analysis Service Improvement IK 1 IK 2 IK 3 Health, Safety & Security Quality EF 1 EF 2 EF 3 Equality & Diversity G 1 G 2 G 3 G 4 G 5 G 6 G 7 G 8 EF1: Systems, Vehicles and equipment G2: Development and innovation The ‘broad function’ angle

9. 30 Dimensions G1: Learning and development 6 Core 24 Specific Communication HWB 9 HWB10 HWB 1 HWB 2 HWB 3 HWB 4 HWB 5 HWB 6 HWB 7 HWB 8 Personal & People Development Service Improvement IK 1 IK 2 IK 3 Health, Safety & Security Quality EF 1 EF 2 EF 3 Equality & Diversity G 1 G 2 G 3 G 4 G 5 G 6 G 7 G 8 L 4 Every dimension has four levels L 3 L 2 L 1 Design, plan, implement and evaluate learning and development programmes Plan, deliver and review interventions to enable people to develop representing increasing complexity within that skill area Enable people to learn and develop Assist with learning and development activities

10. 30 Dimensions 6 Core 24 Specific L 4 Every dimension has four levels L 3 L 2 L 1 Communication HWB 9 HWB10 HWB 1 HWB 2 HWB 3 HWB 4 HWB 5 HWB 6 HWB 7 HWB 8 Personal & People Development Service Improvement IK 1 IK 2 IK 3 Health, Safety & Security Quality EF 1 EF 2 EF 3 Equality & Diversity G 1 G 2 G 3 G 4 G 5 G 6 G 7 G 8 Every level has ‘a number’ of indicators representing increasing complexity within that skill area

11. Developing a KSF Outline • Decide which Dimensions are relevant to the post • Decide what is an appropriate Level for each Dimension • Check that ALL the Indicators associated with each Dimension / Level can be met • Determine the Areas of Application most relevant to the work of the post-holder • Identify Examples of Evidence from the work of the post-holder that can be used to meet the requirements of the Indicators • Identified for post by post-holder & manager

12. Developing KSF Outlines for RMPD • ARL tasked with helping implement KSF consistently in RMPD • Developed a KSF Outline Matrix (Dimension & Level only) for all RMPD staff based on: • National Occupation Standards data for Scientific & Technical staff • ‘Approved’ NuTH Trust Outlines for Administrative & Clerical staff

13. NOS HealthCare Science Competencies • Available on DoH website • http://www.skillsforhealth.org.uk/view_framework.php?id=73 • List of 646 competencies covering all aspects of healthcare science practice • Grouped into 57 sets applicable to activities in specific areas • Each competency linked to a KSF Dimension and Level

16. A1 A2 A3 A4 A5 A6 NOS Competencies – KSF Links Level 1 Level 2 Level 3 Level 4 HWB EF IK G CORE

17. NOS HealthCare Science Competencies

18. NOS HealthCare Science Competencies

19. Linking NOS Data to RMPD Competencies applied uniformly across RMPD:

20. Linking NOS Data to RMPD Competency sets used for specific subject areas:

21. Linking NOS Data to RMPD Competency sets used for specific areas of application:

22. Linking NOS Data to RMPD Competency sets used for physiological measurement / clinical instrumentation:

23. Linking NOS Data to RMPD

24. Linking NOS Data to RMPD

27. HCS_A HCS_E HCS_H HCS_MPHYS HCS_RTP OVERALL ‘ENVELOPE’ HWB EF IK G CORE Combining Competency Sets + + + + =

28. Results of Analysis Frequency of occurrence within subject area: <10% 10-20% >20% HWB EF IK G CORE 72 Audiological Science Bioengineering 54 Bone Mineral Assess. 41 Clinical Instr. 113 39 Computing 95 Critical Care Physics 94 Diag. Rad. / Rad. Prot. Dosimetry 70 Electronics 59 Equipment Evaluation 59 Head of Dept. / Unit 78 Mech. Workshop 44 88 Mould Room 137 Nuclear Medicine Non-Ionising Radiation 65 Phys. Measurement 111 Radiotherapy Physics 126 76 Radiotherapy Tech. 54 Rehab. Engineering Training Management 45 60 Ultrasound 0 0 14 0 Number of Level 1s 9 0 0 0 0 8 28 0 28 0 7 3 0 0 7 0 0 0 Number of Level 2s 0 9 0 111 12 0 43 51 12 6 1 123 0 0 29 3 0 0 2 3 54 0 11 1 22 27 44 5 77 51 1 106 47 7 97 0 0 93 4 49 59 1 0 Number of Level 3s 10 Number of Level 4s 69 3 0 2 7 0 25 30 2 4 28 0 6 2 12 84 0 1 1 3 0 35

29. Developing a KSF Outline • Identify skills required to undertake the role described in the Job Description • Identify the appropriate Core Dimension Levels required to represent the skills work of the post • Identify the Specific Dimensions (how many?) and Levels required to represent the skills not covered by Core Dimensions

30. Bands & Specific Dimensions • Distribution of RMPD staff bands following assimilation

31. Setting Levels for Core Dimensions • Core 1 (Communications) ranges between levels 2 and 4 across all specialities, so propose: • Level 2 for posts in bands 1, 2, 3 & 4 • Level 3 for posts in bands 5, 6 & 7 • Level 4 for posts in bands 8a, 8b, 8c, 8d & 9 • Core 2 (Personal and People Development) levels have been set using the assumption that Principal and Consultant grades will have more responsibility for developing their staff than will Senior and Junior grades, so propose: • Level 2 for posts in bands 1, 2, 3 & 4 • Level 3 for posts in bands 5, 6 & 7 • Level 4 for posts in bands 8a, 8b, 8c, 8d & 9

32. Setting Levels for Core Dimensions • Core 3 (Health, Safety and Security) ranges between levels 2 and 4 across all specialities, so propose: • Level 2 for posts in bands 1, 2, 3 & 4 • Level 3 for posts in bands 5, 6 & 7 • Level 4 for posts in bands 8a, 8b, 8c, 8d & 9 • Core 4 (Service Improvement) ranges between levels 2 and 4 across all specialities, so propose: • Level 2 for posts in bands 1, 2, 3 & 4 • Level 3 for posts in bands 5, 6 & 7 • Level 4 for posts in bands 8a, 8b, 8c, 8d & 9

33. Setting Levels for Core Dimensions • Core 5 (Quality) ranges between levels 3 and 4 across all specialities, so propose: • Level 3 for posts in bands 1, 2, 3, 4, 5, 6 & 7 • Level 4 for posts in bands 8a, 8b, 8c, 8d & 9 • Core 6 (Equality and Diversity) levels have been set to the lowest values appropriate for their observance: • Level 1 for posts in bands 1, 2, 3, 4, 5, 6 & 7 • Level 2 for posts in bands 8a & 8b • Level 3 for posts in bands 8c, 8d & 9

34. Selecting Specific Dimensions • General guidance recommends ≤ 7 Specific Dimensions • NuTH AfC office advice is to have no more than 4–5 • Therefore assigned: • 5 specific dimensions for Band 9 posts • 4 specific dimensions for Band 8c & 8d posts • 3 specific dimensions for Band 8a & 8b posts • 2 specific dimensions for Band 5, 6 & 7 posts • 1 specific dimension for Band 2, 3, 4 & 5 posts

36. 30 Dimensions 6 Core 24 Specific Communication HWB 9 HWB10 HWB 1 HWB 2 HWB 3 HWB 4 HWB 5 HWB 6 HWB 7 HWB 8 Personal & People Development Service Improvement IK 1 IK 2 IK 3 Health, Safety & Security Quality EF 1 EF 2 EF 3 Equality & Diversity G 1 G 2 G 3 G 4 G 5 G 6 G 7 G 8 L 1 L 2 L 3 L 4

37. How to use the ‘KSF Tool’ • The ‘Workshop Method’… • Identify your speciality and band on the KSF Tool

41. How to use the ‘KSF Tool’ • The ‘Workshop Method’… • Identify your speciality and band on the KSF Tool • Identify the recommended Core Dimension Levels

43. How to use the ‘KSF Tool’ • The ‘Workshop Method’… • Identify your speciality and band on the KSF Tool • Identify the recommended Core Dimension Levels • Identify the number of Specific Dimensions suggested for post, and select appropriate Levels for each

44. Study each highlighted dimension to determine which 2 apply and at which level (using the Specific Dimensions Table in conjunction with the KSF Handbook)

45. Specific Dimensions Table

46. How to use the ‘KSF Tool’ • The ‘Workshop Method’ continued… • Use the KSF Handbook to check that EVERY Indicator can be achieved for each chosen Level

47. How to use the ‘KSF Tool’ • The ‘Workshop Method’ continued… • Use the KSF Handbook to check that EVERY Indicator can be achieved for each chosen Level • For each Dimension • Complete the relevant ‘Outline Detail’ form

49. How to use the ‘KSF Tool’ • The ‘Workshop Method’ continued… • Use the KSF Handbook to check that EVERY Indicator can be achieved for each chosen Level • For each Dimension:- • Complete the relevant ‘Outline Detail’ form

50. How to use the ‘KSF Tool’ • The ‘Workshop Method’ continued… • Use the KSF Handbook to check that EVERY Indicator can be achieved for each chosen Level • For each Dimension:- • Complete the relevant ‘Outline Detail’ form • Identify the ‘Areas of Application’