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From Pay Reform to System Improvement

From Pay Reform to System Improvement. Agenda for Change as an enabler for Service Improvement The Knowledge and Skills Framework KSF Group of the NHS Staff Council May 2006. The NHS Knowledge and Skills Framework. Aims: Highlight implementation deliverables

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From Pay Reform to System Improvement

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  1. From Pay Reform to System Improvement Agenda for Change as an enabler for Service Improvement The Knowledge and Skills Framework KSF Group of the NHS Staff CouncilMay 2006

  2. The NHS Knowledge and Skills Framework • Aims: • Highlight implementation deliverables • Identify the benefits the KSF was designed to deliver • Understand its potential to enable service improvement • Give examples of embedding • Support you in getting the most from your investment!

  3. Implementing the KSF • Over 85% of posts now covered by KSF outlines • Over 50% of staff have received full outlines • But…. • All staff need outlines, development reviews and PDPs • KSF must be fully implemented with gateways operational by October

  4. Monitoring the KSF • AfC agreement requires equality monitoring of the KSF by all trusts • Staff Council agreed quarterly KSF monitoring of outlines, development reviews, PDPs, and Gateways • Monitoring tools and reports on • e-KSF and through NHS Employers • Next report due end of June

  5. Benefits of the KSF • The commercial world is proud of investing in its intellectual capital because it makes business sense • Examples: • Tesco • BMW • Nokia • GlaxoSmithKline • United Banks of Switzerland

  6. Implementing a Staff Development System at UBS • “In addition to improvements in workforce decision-making processes, we have demonstrated real bottom line value creation”: • Reduction of 25% in turnover giving better client retention and lower recruiting costs • 10% improvement in hiring effectiveness • Elimination of non-required training/development (20% of total spend) • Training ROI with revenue generation of 150/1 as a result of focusing on performance driven education • 15% improvement in internal sourcing of staff • Source: Tajer Pearson & Associates

  7. Implementing a Staff Development System at UBS • What’s the Business Benefit? • “This model will form the basis for combining two global businesses in a transparent manner.” Deputy CEO • “It’s like risk management for the workforce.” Global business CEO • “It’s amazing how capability findings track customer satisfaction.” Global Head IT Services • “Project will generate CHF22 million annual value creation.” • Group controller Source: Tajer Pearson & Associates

  8. KSF Benefits at East Lincs PCT • “We have chosen to embrace in full the principles of the KSF and we are now beginning to see significant benefits”: • partnership working has improved massively • improvements in recruitment & retention • appraisal rates have risen from 30% to 67% • 20% reduction in sickness absence • IWL Practice Plus validation score of 202/204 • “If you look at all key HR indicators then the KSF does have a significant part to play” • Richard Widdison, HR Director

  9. How can the KSF help deliver your business agenda? • How do you know that your staff: • understand the job required ? • have the skills to do it ? • apply those skills over time ? • flex with the needs of the service ? • earn their increments ? • The KSF is the right tool to use because it is: • agreed in partnership • universal and transferable • auditable • more objective than anything we had before • mandatory, with huge costs if not implemented!

  10. How can the KSF help deliver your business agenda? • Trusts need hard evidence for: • IWL standards • IIP Practice Plus • Standards for better health • Controls assurance • CNST • Balanced Scorecard • CEO’s equality & diversity agenda • CPLNHS • Embedding the KSF supports all these imperatives

  11. KSF Dimensions & Service Improvement • Core 4 identify how services can be improved(Service Improvement) requirement to contribute constructively to change Core for all Staff • Health and Wellbeing providing patients with information shared decision making patient choice eg Self Care (White Paper) • Core 3 patient safety(Health & Safety) health promotion protection eg MRSA • Core 5 effective use of resources(Quality) team working eg CPLNHS No need to ‘make’ the KSF fit, the fit is there!

  12. Embedding the KSF – Basic Skills • South and East Belfast Trust • Project funded through European Leonardo da Vinci programme • 6 learning and development packages linked to KSF core dimensions • e-learning products and tutor-led sessions • Available on the web by spring 2007 • North Central London WDC • Pathways to Employment Project • Literacy and numeracy pack • Based on the KSF Core dimensions

  13. Embedding the KSF - Children’s Services, Ealing A new Children with Disabilities Pathfinder Trust: • Social Services, Education & NHS staff combined • Different cultures, role demarcations, etc • New competencies defined but not integrated • Varying PDR processes • All organisations adopted the KSF • New competencies were aligned to the KSF • KSF Outlines defined the new roles required

  14. Benefits of the KSF • The KSF is not just a PDP process, it is the ‘engine room’ for organisational development, and a powerful tool for change: • “Many believe the KSF – enshrining the right to training for all staff, as well as easing career progression – could in time become the trump card in the AfC pack” • Andrew Cole – The Guardian,12 April 2006 • “The most radical part of the [AfC] reform is the Knowledge and Skills Framework. Maternity assistants now see greater opportunities for progression and people really do feel much more part of the team” • Rachel Voller, Community Midwife

  15. Embedding the KSF in Trusts • Maintain KSF Expertise • Executive Lead /Board Level Support • KSF Lead • KSF Administration • Engage Managers • Maintain partnership principles and involvement • Use the e-KSF • Electronic outlines, development review & PDP • Comprehensive reporting and monitoring suite • Electronic gateway management • Linked to ESR

  16. Next Steps….. • Good examples of your KSF implementation • How can you envisage using the KSF to maintain staff? • How can you develop your services using the KSF? • How are you going to report back to centre on KSF activity? • How are you going to develop your workforce with KSF? • What are your next steps to ensure successful implementation?

  17. Resources on the Web: • NHS Employers www.nhsemployers.org/agendaforchange • www.wise.nhs.uk/agendaforchange • Dept of Health www.dh.gov.uk • E-KSF www.e-ksf.org • E-KSF support www.e-ksfnow.org • gill.rose@nhsemployers.org

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