HR Initiatives in the NHS

1. HR Initiatives in the NHS Roddy Wells

2. Improving Working Lives • Agenda for Change • Knowledge and Skills Framework

3. Improving Working Lives • Three levels • Seven Standards • Focus groups • External Assessment

4. Measurement • Pledge • Practice • Practice Plus

5. Standard 1 – HR Strategy and Management • High quality HR service to all • Develop a workforce plan to support service delivery • Implement Agenda for Change • Achieve IWL Practice Plus

6. Standard 2 Flexible Working • Job Share • Term Time Only • Home working • Career/Carer Breaks • Annualised/Compressed Hours

7. Standard 3Healthy Workplace • Health and Safety Committee • Incident Reporting • Health and Safety Training • Employee Assistance Programme

8. Standard 4Communications and Staff Involvement • Staff Brief • Weekly e-mail bulletins • Intranet sites • Staff Benefits

9. Standard 5Flexible RetirementChildcare and Carers Support • Child Care Vouchers • Salary Sacrifice • Holiday Play Schemes • Support to Carers

10. Standard 6Equality and Diversity • Race Equality Schemes • Subsequent Action Plans • Black Minority Ethnic Leadership Programmes

11. Standard 7Training and Development • Individual Learning Accounts • Develop Mentoring • Management Development • Links to KSF (More later)

12. Staff Survey WORK Training and Development Flexible Working and Child Care Communication and Staff Involvement LIFE Flexible Working Healthy Working Equality and Diversity HR Strategy and Management

14. Agenda for Change(The NHS Job Evaluation Scheme) • One Million employees affected • All staff except Doctors and Directors • Effective from October ‘04

15. PAY STRUCTURE • Whole system built on Job Evaluation scheme • 16 factors covering knowledge and skills, responsibilities, effort and working conditions • Capable of rating all jobs in NHS • 500 original Benchmark jobs • Benchmark jobs used to develop pay structure

16. Job Evaluation • A system for comparing different jobs • The basis for grading jobs in a new structure • Measures jobs not people • Logical, consistent and transparent

17. Job Evaluation • Developed in partnership between management and unions • Designed specifically for the NHS • Uses equal value and equality principles and practices

18. Knowledge and Skills • Communication and Relationships • Knowledge Training and Experience • Analytical and Judgement Skills • Planning and Organisational Skills • Physical Skills

19. Responsibilities • Patient and Client Care • Policy/Service Development • Financial and Physical Resources • Human Resources • Information Resources • Research and Development • Freedom to Act

20. Effort and Environment • Physical Effort • Mental Effort • Emotional Effort • Working conditions

21. Process • Job Description • Person Specification • Matching Panel ( 3 or 4) • National profiles • Up to five variances, but not Knowledge or Freedom to Act • Scoring Matrix

22. Panel recommendation • Consistency check • Assimilation • Appeal if warranted but only about process

23. 9 8 7 8 6 7 5 6 4 5 4 3 2 3 1 2 Pay Structure Gateway Pay Band Incremental Pay Points Development Development Gateway

25. Knowledge and Skills Framework ( KSF) • Outline for every post • 6 core dimensions • 24 Specific Dimensions • Evidence

26. Core Dimensions – Four Levels • Communication • Personal and People Development • Health, Safety and Security • Service Improvement • Quality • Equality and Diversity

27. 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

28. The NHS KSF and the appraisal process • 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

29. Core Dimensions NHS KSF Communication Equality & Diversity Personal & People Development Service Improvement Quality Health, Safety & Security

30. 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

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

32. Information for Reviews • Clear links to what the individual does at work • Use what is already available (eg observations of work, records, staff supervision notes) • Same information as would be used in a good quality appraisal system

33. Gateway Reviews • Foundation gateway review against subset of full KSF outline for the post • 2nd gateway review against full KSF post outline • Build on the information gathered over time • Involve information from others (besides individuals and their managers) e.g. 360o feedback, information from colleagues

34. The NHS 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

35. KSF Cycle Stage 1 Joint review of work against the demands of the post and any agreed objectives and targets Stage 2 Jointly prepare PDP. Identify L&D needs and how these will be met. Stage 4 Joint Evaluation of L&D and its application Stage 3 L& D by individual supported by manager