Session 4

The NHS KSF and Development Review

Outcomes of session 4

• Understand the links between development review and appraisal

• Explain how the NHS KSF is used in the development process

• Explain how a KSF post outline is applied to individuals’ development

• Explain how matching an individual to their KSF post outline reveals their learning needs and strengths

Outcomes of session 4 - cont:

• Evaluate the effectiveness of a development review process between an individual and their manager

• Identify the issues that might occur when using development reviews with different groups of staff and ways of addressing these issues

• Practise with a role play of the development review process

NHS KSF principles - a reminder

• NHS-wide

• Partnership

• Development

• Equity

Links to PDP/appraisal processes

• All staff will have annual development reviews, which will include appraisal, assessment against the KSF and the production of a PDP using the KSF as a development tool. (Agenda for Change agreement ch.6)

• PDPs should include, among other things, any specific objectives that the individual needs to meet in their post (eg organisational objectives, tasks/targets)

Appraisal and Development Review

• Development review focuses on the individual’s development whereas appraisal focuses on the individual’s performance in the job including any specific personal objectives

• Appraisal should be seen as one part of the development review process i.e. can be added to development review

Appraisal links - possible issues

• Nature of the appraisal process in the organisation – performance or development focus

• Linking development review processes to business planning processes across the organisation

• Ensuring that managers do not confuse disciplinary and development aspects – principle of ‘no surprises’

Jointly produce Personal Development Plan

- identify needs& agree goals

Joint review of individual’s work against the NHS

KSF outline for the post

Joint evaluation of applied

learning and development

Individuals undertake supported

learning & development

The NHS KSF and development review

Stage 1 - reviewing individuals against post outlines• Joint responsibility between individual and their manager

• Based on manager’s ongoing reviews throughout the year and the individual self-assessment

• Against the KSF outline for the post and any previous PDP for the individual

• Constructive feedback on the individual’s work

• Any issues must have been discussed prior to the formal review meeting so there are no surprises

Stage 2 - Personal Development Planning• Outcome of the planning stage of the review process

• Primary focus is to enable individuals to effectively meet the demands of the post + organisational and personal interest in development

• Commitment by both to achieving the details in the time period – realism!

• Identification of learning needs, goals and preferred ways of learning

Stage 3 - Learning and development• Crucial for developing individuals’ knowledge and skills,

and applying knowledge and skills and for personal development

• Wide range of learning and development opportunities

• Off-job learning with others

• Off-job learning on one’s own

• On-job learning and development

• Linked to availability and needs

• Equity and fairness

Stage 4 - Evaluating learning

• Important for individual reflection and application to work

• Helps the organisation to ensure that learning and development is effective

• Links back to reviewing progress and next stage of development

Exercises

• Video – to critique

• Group work on identifying issues and how to address them

• Role play of development review process with examples

Trigger Video:Trigger Video:Development ReviewDevelopment Review