Appendix 18 PAGE 8 Linda Marchant Competence and Capability in the New NHS Project

A guide to developing Competence-based Job descriptions

Adapted from the NHS / KSF outlines and job evaluation profiles
Contents What do I need to understand to begin the development of a competence based job description Developing a new job profile or description Activity: developing a KSF profile and a job description Subsets Profiling the role Example of a profile Using the KSF and competences for Job descriptions and development review Sample documentation:

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Linda Marchant Competence and Capability in the New NHS Project

What do I need to understand to begin the development of a competence base job description Know and have read the Knowledge and Skills Framework. Identified and agreed a profile of the role with the HR department. Considered directorate and professional targets and other influences on the role.

Considerations when developing a new job profile / description based on the KSF framework Stage 1 Identification of KSF profile using KSF dimensions
NEW Roles Ward / Department manager identifies need of patient /client group. Consults with named person / group who advise on approved profiles at a strategic level eg HR Dept. Document - profile sheet Purpose Confirm role mirrors the requirements of a patient centred service. Look for new ways of working Look to extend skills across professional boundaries and working boundaries i.e. not just another nurse, physiotherapist etc.

Stage 2 Development of Job description

Use Model template1 / overview of responsibilities / specific responsibilities Have agreement on who normally produces and /or approves the JD. Set context of work, what are indicators applied to

Purpose Ensure consistency i.e. core competencies. Stop proliferation of

Stage 3 Agreement

Document - model template

Agree basic demands of post, check detail, Decisions on subset(s) Approval to recruit obtained. Post advertised Stage 4 Recruitment Confirm subset at interview / induction

Purpose Compliance with: KSF R&R, HR strategies.

Stage 5 Monitoring

Review of workforce profile i.e. Regular review of 10% of job descriptions

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Purpose Identify core job families / roles with community partners. Look for advantages i.e. consistent remuneration. Test for transferability of competencies. Test for transferability of induction/ training standards. Stop hybrid job 2 descriptions.

Linda Marchant Competence and Capability in the New NHS Project

Identifying the Subset (s): KSF indicators identify the basic demands of a post. Dimensions Indicator full profile Subset 6 month s Subset Gateway Subset 24 months 18 interview Months at 12 months a- e ade a -d bcdf abcd a bc a a a a

Communication People and personal development Health, safety and security Service development Quality Equality diversity and rights Production and communication of information and knowledge Partnership Leadership Management of people Research and development

D E B C C B

a -e a -g a -d a -i ah a-d

D a-l C D A B a-n an ag ag

Acquiring competence is a gradual process, it is expected that full competence against the performance indicators (as in column two) will be achieved in time. Meanwhile individuals are expected to achieve competence against indicators in a measured way. A subset specifies what must be achieved against the dimensions over a period; a subset must include at least 1 indicator in each dimension.

Linda Marchant Competence and Capability in the New NHS Project

How do I profile the role? Use the KSF to identify the dimensions for the role
LEVEL DESCRIPTORS DIMENSION

1 2 3

Communication People and personal development Health, safety and security Service development Quality Equality diversity and rights Assessment of health and well being needs Addressing individuals health and well being needs Improvement of health and well being needs Improvement of health and well being needs Logistics Data processing and management Production and communication of information and knowledge Facilities, maintenance and management Design and production of equipment devices and general records Biomedical investigation and reporting Measuring monitoring and treating physiological conditions through the application of specific technologies

* * * * * *

4 5 6

7 8

9 10 11 12 13

14 15

16

17

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Linda Marchant Competence and Capability in the New NHS Project

18 19 20 21

Partnership Leadership Management of People Management of Physical and / or financial resources Research and development

* * *

22

How do I compose a Job Description?

(The following is an example of the overall competences for a NHS project worker) Job Description: Project Worker Grade: XXX Reports to: Head of Education Accountable to: Director of HR Job Purpose: To develop, organise and manage a project working across the health community. To develop a support structure for the project and activities associated with it. Overview of Responsibilities Communication Establish and maintain communication with various individuals and groups on complex potentially stressful topics in a range of situations (Dimension 1, level d) Develops own and others knowledge and practice across professional and organisational boundaries (Dimension 2, level e) Monitor and maintain health safety and security of self and others in own work area (Dimension 3, level b) Contribute towards the development of services (Dimension 4, level c) Contribute to quality improvement (Dimension 5, level c) Support peoples equality diversity and rights (Dimension 6, level b)

Personal and people development

Health Safety and security Service development

Quality

Equality diversity and rights

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Linda Marchant Competence and Capability in the New NHS Project

Production and communication of information and knowledge. Partnership

Analyse, synthesise and present knowledge and information about complex subjects and concepts to influence key decisions. (Dimension 13, level d)

Develop sustain and evaluate collaborative working with other workers, agencies and communities (Dimension 18, level c) Lead multi-agency teams and communities in the development of knowledge ideas and work practices (Dimension 19, level d) Supervise the work of a team (Dimension 20, level a) Lead on a specific aspect of research and project development (Dimension 22, level b)

Leadership

Management of people Research and Development

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Linda Marchant Competence and Capability in the New NHS Project

Using the KSF and Competences for Job Descriptions and Development Review Job descriptions: a KSF work group profile, professional competences and business targets influence the development of a competency based job description. The Development Review Process makes use of competences at different stages.
Professional competences / requirements NB Each work group profile should be patient centred Business Plan Targets

KSF Dimensions

Work Group Profile

Competence based Job description

Composed of KSF and other Competences

? Appointment Competences
(Person Specification)

? Induction competences
To be achieved in first 6 / 12 / 18 / 24 months

Sub set KSF Competences

To be achieved in 6 weeks- see best practice guide*

New Competences

Full profile KSF Competences

Personal Development Plan

Using competences is integral to Personal Development Planning process, which in turn feedback into the job description to make it an accurate reflection of the performance required.

* Best practice guide (put details here)

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Linda Marchant Competence and Capability in the New NHS Project

Activity Instructions Agree on the role to be discussed, the tutor will supply you with a list of activities or a job description for one or more roles. Using the KSF come to an agreement on the KSF profile for the role under discussion. Record the profile on the sheet provided and then identify the level descriptors for the role, i.e. agree whether you think a dimension is either a, b, c, d, e. To consolidate your ideas try to fill in the overview of responsibilities for the role using the dimensions and level descriptors you have identified (sample document 2). This will provide the basis for a job description. To expand this job description try to compose the specific responsibilities for the role (see sample document 2). Remember to make the statements SMART.

Sample Document 1 DIMENSION Communication People and personal development Health, safety and security Service development Quality Equality diversity and rights Assessment of health and well being needs Addressing individuals health and well being needs Improvement of health and well being needs Protection of health and well being needs Logistics Data processing and management Production & communication of information and knowledge Facilities, maintenance and management Design and production of equipment devices and general records Biomedical investigation and reporting 1 LEVEL DESCRIPTORS 2 3 4 5

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15

16

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Linda Marchant Competence and Capability in the New NHS Project

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18 19 20 21 22

Measuring monitoring and treating physiological conditions through the application of specific technologies Partnership Leadership Management of People Management of Physical and / or financial resources Research and development

Sample Document 2: Job Description: Grade: Reports to: Accountable to: Job Purpose:

Overview of Responsibilities Communication

Personal and people development Health Safety and security Service development

Quality

Equality, diversity and rights

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Linda Marchant Competence and Capability in the New NHS Project

Specific Responsibilities Communication (some examples are provided to get you started) Demonstrate advanced verbal and nonverbal communication skills with patients, carers and staff, ensuring communication is at a level appropriate to individual understanding. Maintain confidentiality of information. Maintain accurate nursing records. Demonstrate motivation to develop own knowledge and skills Achieve the competencies identified for Nursing Assistants within an agreed time frame. Recognise limitations of own competence Participate in an Individual Performance Review and assist in developing a Personal Development Plan. Produce an annual personal development plan.

Personal and people development (some examples are provided to get you started)

Health, safety and security

Service development

Quality

Equality, diversity and rights

(Now add any further dimensions below)

Well done.

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