HR Initiatives in the NHS

Roddy Wells

Improving Working Lives Agenda for Change Knowledge and Skills Framework

Improving Working Lives

Three levels Seven Standards Focus groups External Assessment

Measurement

Pledge Practice Practice Plus

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

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

Standard 3Healthy Workplace

Health and Safety Committee Incident Reporting Health and Safety Training Employee Assistance Programme

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

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

Standard 6Equality and Diversity Race Equality Schemes Subsequent Action Plans Black Minority Ethnic Leadership

Programmes

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

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

Agenda for Change(The NHS Job Evaluation Scheme)

One Million employees affected All staff except Doctors and Directors Effective from October ‘04

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

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

Job Evaluation

Developed in partnership between management and unions

Designed specifically for the NHS Uses equal value and equality principles

and practices

Knowledge and Skills

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

Responsibilities

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

Effort and Environment

Physical Effort Mental Effort Emotional Effort Working conditions

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

Panel recommendation Consistency check Assimilation Appeal if warranted but only about

process

Pay Structure

1

765432

8 Pay Band

Gateway

Gateway

IncrementalPay Points

Develo

pm

en

t

Develo

pm

en

t

2

876543

9

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

Core Dimensions – Four Levels

Communication Personal and People Development Health, Safety and Security Service Improvement Quality Equality and Diversity

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

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

Core Dimensions

NHS KSF

Equality & Diversity Personal &

People

Development

QualityService

Improvement

Communication

Health, Safety & Security

Facilit

ies

CORE

24 Specific Dimensions

NHS KSF

Health & Well-being

HWB 1-10

Estates & Facilities

EF 1-3

Information &

Knowledge

IK 1-3

General

G 1-8

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

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

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

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

KSF CycleStage 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 3

L& D by individual

supported by manager

Stage 4

Joint Evaluation of L&D

and its application