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Introducing KSF in a Medical Physics Department. Hugh Wilkins Medical Physics Department Royal Devon & Exeter Hospital. AfC Project Structure. Communication. Terms & Conditions. Payroll /IT. Stakeholder Group. Job Evaluation. Project Steering Group. Staff Involvement.

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Introducing ksf in a medical physics department l.jpg

Introducing KSF in a Medical Physics Department

Hugh Wilkins

Medical Physics Department

Royal Devon & Exeter Hospital


Afc project structure l.jpg
AfC Project Structure

Communication

Terms &

Conditions

Payroll /IT

Stakeholder Group

Job

Evaluation

Project Steering

Group

Staff Involvement

Cross Pollination

Monitoring &

Evaluation

Training/

Knowledge Skills

Framework

Finance

Service

Modernisation

Nominated Lead


Ksf main purpose l.jpg
KSF - Main Purpose

  • Provides NHS-wide framework that can be used consistently across the service to support:

    • Personal development in post

    • Career development

    • Service development

    • Equality and diversity


What is the nhs ksf l.jpg
What is the NHS KSF ?

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

  • Applicable and transferable across the NHS

  • Simple, easy to explain and understand

  • Feasible to implement


What the nhs ksf is not l.jpg
What the NHS KSF is not

  • Does not seek to describe what people are like or their attitudes

  • Does not describe the exact knowledge and skills that people need to develop

  • Does not determine job weight or pay band (JES does this)


The nhs ksf in context l.jpg
The NHS KSF in context

  • Links with current and emerging UK or national quality assured standards or competencies

  • Supportive of the NHS Plan and related developments (eg Skills Escalator, Lifelong Learning Framework and the wider HR strategy)

  • Included in development of the Electronic Staff Record (Computerised tool for EI sites)


E ksf l.jpg
e-KSF

  • Web-based KSF: www.e-ksf.org

  • Library (KSF Outline examples)

  • Links with ESR (electronic staff record) for annual review (PDR – personal development review)

  • Find out more at: www.e-ksfnow.org


Structure of the nhs ksf l.jpg
Structure of the NHS KSF

  • 30 dimensions:

    • 6 core dimensions for all posts

    • 24 specific dimensions

  • Each dimension has 4levels

  • Level titles further supported by indicators

  • Clear examples of application for different posts

  • References to other standards, competences etc


Core dimensions l.jpg
Core Dimensions

NHS

KSF

Communication

Personal & People Development

Equality & Diversity

Service Improvement

Quality

Health,

Safety & Security


Slide10 l.jpg

CORE

24 Specific Dimensions

Health & Well Being (HWB) 1-10

- Learning & development

- Development & innovation

- Procurement & commissioning

- Financial management

- Services & project management

- People management

- Capacity & capability

- Public relations &

marketing

General (G) 1-8

- Promotion of HWB

- Assessment & care planning

- Protection of HWB

- Enablement to address HWB needs

- Provision of care to meet HWB needs

- Assessment & treatment planning

- Interventions & treatments

- Biomedical investigation & intervention

- Equipment & devices to meet HWB needs

- Products to meet HWB needs

- Info processing

- Info collection & analysis

- Knowledge & info resources

- Systems, vehicles & equipment

- Environments & buildings

- Transport & logistics

Information & Knowledge (IK) 1-3

Estates & Facilities (EF) 1-3


Example of level descriptors c2 personal and people development l.jpg
Example of Level DescriptorsC2 Personal and People Development

Level 1 Contribute to own personal development

Level 2 Develop own skills and knowledge and provide information to others to help their development

Level 3 Develop oneself and contribute to the development of others

Level 4 Develop oneself and others in area of practice





Ksf what is it l.jpg
KSF – What is it?

  • The Knowledge & Skills Framework

  • one of 3 key strands within Agenda for Change:

    • terms and conditions.

    • job evaluation

    • the NHS KSF and its associated development review process (together these form the basis of the career and pay progression strand)


Career and pay progression l.jpg
Career and Pay Progression

  • Designed to ensure consistency & fairness

  • Normal expectation of progression through pay bands based on applying necessary knowledge & skills to the job

  • Foundation gateway review against subset of KSF outline

  • 2nd gateway review against full KSF outline


Pay structure l.jpg

KSF OUTLINE defines the SKILLS & KNOWLEDGE required to perform that job

9

8

7

GATEWAY

KSF FOUNDATION defines basic SKILLS & KNOWLEDGE expected of person recently in post (6 - 12 months)

6

5

4

3

2

1

Pay Structure

PAY BANDS

Incremental Pay Points within each Band

GATEWAY


Pay structure18 l.jpg

KSF OUTLINE defines the SKILLS & KNOWLEDGE required to perform that job

GATEWAY

Pay Structure

PAY BANDS

Incremental Pay Points within each Band

9

8

7

6

5

4

GATEWAY

3

Progression up through Band determined by annual Development Review

2

1


Ksf outline example 1 l.jpg

Job Title: perform that job Nuclear Medicine Technologist

Dimension

Level for Post

Foundation

C1 Communications

3

2

C2 Personal & people development

3

1

C3 Health, safety & security

2

1

C4 Service improvement

2

1abcd

C5 Quality

3

2

C6 Equality & diversity

2

1

EF1 Systems, vehicles and equipment

HWB3 Protection of health & wellbeing

HWB8 Biomedical investigation & intervention

3

2

2

1

1

1

IK1 Information processing

HWB10 Products to meet health & wellbeing needs

HWB6 Assessment & treatment planning

2

3

2

1

-

1

For illustrative purposes only

KSF Outline – Example 1

Band: TBA


Ksf outline example 2 l.jpg

Job Title: perform that job Head of Nuclear Medicine

Dimension

Level for Post

Foundation

C1 Communications

4

4

C2 Personal & people development

4

3

C3 Health, safety & security

4

2

C4 Service improvement

4

3

C5 Quality

4

2

C6 Equality & diversity

3

2

HWB8 Biomedical investigation & intervention

G4 Financial management

HWB3 Protection of health & wellbeing

EF1 Systems, vehicles and equipment

2

3

4

4

3

G6 People management

HWB6 Assessment & treatment planning

IK2 Information collection and analysis

4

2

3

2

For illustrative purposes only

KSF Outline – Example 2

Band: TBA

2

2

3

2

3


Producing ksf outlines l.jpg
Producing KSF Outlines perform that job

  • Confirm job purpose

  • Select specific dimensions

  • Identify levels for core and specific dimensions

  • Compile areas of application

  • Create subset for Foundation Gateway (repeat steps 3 & 4 for FG)


Which ksf outline l.jpg
Which KSF Outline? perform that job

Stage 1 Outline Matrix

Stage 2 Outline Stage 1 + Examples of Application

Stage 3 Outline Stages 1&2 + FG subset Matrix

Stage 4 Outline Stages 1,2&3 + FG subset Examples of Application


Ksf drivers l.jpg
KSF Drivers perform that job

  • NHS Plan

  • Modernisation Agency

  • KSFDG (now KSFG)

    (KSF Development Group)

  • Under development since ~2000

  • Handbook published Oct 2004

    (version 7)


Exeter hcs cs ksf involvement l.jpg
Exeter HCS/CS KSF Involvement perform that job

  • KSFDG -> RD&E Trust, wanting HCS / CS example outline for national library / web-site

  • Concern, JE & banding context

  • Contacted IPEM, HPA representatives

  • Contacted CS colleagues:

    • Biochemists

    • Clinical Measurements

    • Molecular Genetics


Exeter hcs cs ksf developments l.jpg
Exeter HCS/CS KSF Developments perform that job

  • Departmental Workshop (-> stage 1 outlines)

  • Follow-up Workshop Feb 2005

    TH (KSFDG) working closely with small group of CSs at registration stage & line managers

    (-> stage 2 example outline)

  • Stage 2 KSF Outline

    • Draft 1

    • Draft 2

    • Draft 3

      • -> KSF national library


Nhs knowledge and skills framework guidance on developing nhs ksf outlines for healthcare science l.jpg
NHS KNOWLEDGE AND SKILLS FRAMEWORK perform that jobGUIDANCE ON DEVELOPING NHS KSF OUTLINES FOR HEALTHCARE SCIENCE

  • FHCS / KSFDG document

  • Exeter example outline included as appendix

  • ? Incorporation into CSO HCS documentation

    (Healthcare Scientists Career Framework

    Supporting Agenda for Change Documentation)


Nhs knowledge and skills framework guidance on developing nhs ksf outlines for healthcare science27 l.jpg
NHS KNOWLEDGE AND SKILLS FRAMEWORK perform that jobGUIDANCE ON DEVELOPING NHS KSF OUTLINES FOR HEALTHCARE SCIENCE

  • Life Sciences

  • Physical Sciences & Engineering

  • Physiological Sciences

    Common dimensions:

    • IK1 Information processing

    • IK2 Information collection & analysis

    • IK3 Knowledge & information resources

    • EF1 Systems, vehicles & equipment

    • G2 Design & development


Nhs knowledge and skills framework guidance on developing nhs ksf outlines for healthcare science28 l.jpg
NHS KNOWLEDGE AND SKILLS FRAMEWORK perform that jobGUIDANCE ON DEVELOPING NHS KSF OUTLINES FOR HEALTHCARE SCIENCE

  • Physical Sciences & Engineering:

    • HWB3 Protection of health & wellbeing

    • HWB7 Interventions & treatment

    • HWB9 Equipment & devices to meet health & wellbeing needs

    • EF1 Systems, vehicles & equipment


How will the nhs ksf be used in development review l.jpg
How will the NHS KSF be used in Development Review? perform that job

  • KSF outline for each post

  • Match individual against post outline

  • Personal development plans agreed and supported

  • Linked to Lifelong Learning


Appraisal l.jpg
Appraisal perform that job

  • Appraisal is the process of joint review of an individual’s performance & development at work, and agreement of a plan for future knowledge & skills development


The appraisal cycle l.jpg

Department Objectives perform that job

Individual Objectives

Development

Development

Formal Appraisal Review

Informal Progress Reviews

Development

The Appraisal Cycle

Organisational Objectives


Appraisal process l.jpg
Appraisal Process perform that job

  • All staff should have an annual appraisal review which includes:

    • Performance Review

    • Development Review assessment against the KSF Outline

    • Production of Personal Development Plan (PDP) using the KSF as a development tool

    • PDP should include any specific objectives that the individual needs to meet in their post


Performance development review l.jpg
Performance & Development Review perform that job

  • Performance Review

    • Focuses on the individual’s performance in the job, including any specific personal objectives

    • Performance issues must be addressed on an ongoing basis, with no surprises at appraisal

  • Development Review

    • Focuses on individual’s development of skills & knowledge

    • KSF Outline forms template for ongoing development


Initial preparation l.jpg
Initial Preparation perform that job

  • Arrange a suitable time & venue

  • Liaise with your Appraisee

    • Provide Self Assessment Form & copy of KSF Outline for their job

    • Remind appraisee to review the evidence in their personal Development Portfolio

    • Emphasise the positives of appraisal


Document preparation l.jpg
Document Preparation perform that job

  • Refer to relevant documents

    • Previous year’s appraisal records & PDP

    • Job description

    • KSF Outline for the job

  • Draft a proposed set of objectives

    • for discussion during the review


Appraisal meeting format l.jpg
Appraisal Meeting Format perform that job

  • Introductory remarks, including emphasis on confidentiality

  • Review performance against work objectives

  • Review development against the KSF Outline

    • Evidence of achievement in appraisee’s portfolio

    • Identify skills & knowledge to be developed in next period

  • Plan future objectives

  • Identify training & development needs

  • Agree future action


Follow up actions l.jpg
Follow Up Actions perform that job

  • Complete appraisal review record & PDP

    • Initially paper documents

    • Eventually an online process

  • Appraisee reviews appraisal record, can add comments & signs approval

  • Copies of documents for appraiser & appraisee

  • Carry out agreed actions

    • Ongoing monitoring, review & recognition


Managing the process 1 l.jpg
Managing the Process (1) perform that job

  • ? Top-down / Bottom-up?

  • One approach:

    • KSF Awareness sessions

    • Departmental Workshops

    • Individuals have first stab at producing draft outlines for their own posts

    • NB Line Management Structure


Slide39 l.jpg

23.09.05 perform that job

Medical Physics Organisational Chart

Director of Medical Physics

Head of Radiotherapy Physics

Head of Diagnostic Radiology Physics

Clinical Scientist(QA)

Prin. Physicist (Brachy.) 0.8wte

Prin. Physicist (QC, R/n Th.) 0.8wte

Prin. Physicist (Eqpt. Mgr.)

Clinical Scientist (Treat. Plan.)

Clinical Scientist 0.4wte

Supt.Radiographer

Clinical Scientist (Nuc. Med.) 0.5wte

Chief Clin. Technologist (RT Mld Rm)

Chief RT Clin. Tech. (Equip. Man)

Senior Technologist

Clinical Technologist

Senior X-Ray Engineer

Osteoporosis Services Mgr. 0.61wte

Specialist. Med. Phys. Technician.

Spec. Med. Phys. Tech. 0.59wte

Clin. Tech. (Mld Rm/Hot lab)

Clin. Tech. (Mld Rm) 0.81wte

Radiographer, BMD 0.42wte

Radiographer Nuc. Med. 0.8wte

RadiographerNuc. Med.

Radiographer Nuc. Med. 0.8wte

Radiographer Nuc. Med.

Part IICS Trainee

Trainee Clin. Technologist

Part ICS Trainee

Part ICS Trainee

Trainee Clin. Technologist

Nuc. Med. Nurse 0.52wte

Nuc. Med. Nurse 0.35wte

X-Ray Engineer

Osteo. Services Secretary/ Receptionist 0.59wte

Medical Physics Secretary

Nuclear Medicine Secretary

Secretarial Assistant 0.54wte

Secretarial Assistant 0.61wte

Bank Secretary to DRP


Managing the process 2 l.jpg
Managing the Process (2) perform that job

One approach (cont.):

  • Line managers meeting 19.9.05

  • LMs take greater sense of ownership

  • Fill in gaps, and aim for consistency

  • Share amongst line managers:

    • Matrix of post levels/dimensions

    • Draft Stage 2 outlines


Managing the process 3 l.jpg
Managing the Process (3) perform that job

One approach (cont.):

  • ? Common outlines for multiple staff

  • 31.10.05 Stage 1 & Stage 2 outlines

  • ? x.12.05 Stage 3 & Stage 4 outlines

  • Trust QA/Consistency Panel sign-off


Concerns about ksf l.jpg
Concerns about KSF perform that job

  • Influence on banding

    (particularly if structural change of post)

  • Paperwork involved

  • Time taken to implement

  • Availability of staff to implement

  • Training – funding to implement PDPs


Job evaluation what it is l.jpg
Job Evaluation: What It Is perform that job

  • A system for comparing different jobs

  • Used for establishing relativities between jobs

  • The basis for grading jobs in the new pay structure

  • Measures jobs not people

  • Based on the demands of jobs

  • Involves analysing jobs under factor headings (e.g. Knowledge and Skills; Responsibilities; Effort)


Slide44 l.jpg

Implementation Timetable perform that job


Ksf implementation l.jpg
KSF Implementation perform that job

  • Full implementation for all 1.3 million staff by October 2006, with all gateways fully operational.

  • Outlines and KSF Development Review therefore need to be in place by October 2005

  • KSF-style PDR mandatory from 1.10.05


Ksf implementation targets l.jpg
KSF Implementation Targets perform that job

  • 60% of outlines by end August 2005

  • 80% by end of October 2005

  • 100% by end of December 2005

    5/28 SHAs made August target

    RD&E 43% by end of August

    (Stage 1 outlines)


Websites l.jpg
WEBSITES perform that job

Modernisation Agency:

www.modern.nhs.uk/agendaforchange

Department of Health:

www.dh.gov.uk/PolicyAndGuidance/

HumanResourcesAndTraining/

ModernisingPay/AgendaForChange

Web-based KSF at: www.e-ksf.org

Find out more at: www.e-ksfnow.org


Current best web sites for modernisation agency dh ksf l.jpg
Current Best Web-sites for Modernisation Agency / DH KSF perform that job

  • www.wise.nhs.uk

    (legacy repository for selected work of the M.A.)

  • www.dh.gov.uk

    (A..Z -> AfC / KSF)


Summary l.jpg
Summary perform that job

  • KSF Outline identifies the knowledge & skills that a person needs to apply in their post

  • Basis of fair & objective appraisal reviews

  • Guide to development of knowledge & skills

  • Emphasis of appraisal is on review of ongoing knowledge & skills development


Current issues l.jpg
Current Issues perform that job

  • Steep learning curve – new way of working and understanding the philosophy of Agenda for Change.

  • Getting to grips with the sheer scale of the project.

  • Huge implications for time and resources.

  • Forging new working relationships with new/existing stakeholders groups or interested parties.

  • Developing staff confidence and trust


Pay modernisation why l.jpg
Pay Modernisation - Why? perform that job

Government

commits

sustained

investment

in NHS

  • Better services for patients

  • Better staff development

  • Fairer rewards for staff


Slide53 l.jpg

Finally? perform that job


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