Knowledge and Skills Framework
The KSF has been subject to a number of challenges in the last 18 months from the National Audit Office report released in January 2009, entitled NHS Pay Modernisation in England: Agenda for Change. In that report it was noted that 'The potential of the Knowledge and Skills Framework has not been realised by many trusts, yet effective use of the framework is essential for maximising the benefits from Agenda for Change'. One of the recommendations in this report was that 'The Department (DH), through NHS employers and in partnership with NHS trade unions, should review the guidance for using the KSF'.
Therefore the NHS Staff Council took the decision to commission an independent review of the NHS KSF. Although the primary focus was in England, as KSF is implemented across all four countries, views and feedback would be sought from all four countries. The organisation that won the tender to do this was the Institute of Employment Studies. A KSF reference group including RCN representation has been set up to work with the Institute. A report is due early in 2010.
In addition, following on from the White Paper 'Trust Assurance and Safety- The regulation of Health Professionals in the 21st Century' and the linkage into the KSF for NHS employers, a non medical revalidation working group was established to develop key principles for non medical revalidation. The working group involves key stakeholders including the RCN, NMC, the NHS Staff Council KSF Group and the Department of Health.
At the suggestion of staff side organisations, the group has commissioned a feasibility study on the potential use of a model such as the KSF in revalidation within and outside the NHS. Staff side is of the view that information from a process such as KSF or appraisal or personal development review can provide evidence to contribute to the regulatory body's decision whether or not to revalidate but should not be relied on as the sole process informing revalidation.
A report entitled 'Principles for Re-validation' was published in October 2008, followed by a scoping exercise into KSF being used to inform re-validation in the NHS and Independent Sector. The RCN were engaged in both processes. Part of the findings of that scoping exercise was that 're-validation was seen as a disproportionate response to risk' and that 'public assurance of continuing competence is better delivered through universal application of KSF development and CPD.'
What is the KSF?
To support career progression and personal development, there is a Knowledge and Skills Framework (KSF). The KSF is linked to NHS staffs' annual development reviews and personal development plans. Each nurse will have a Personal Development Plan and their development will be checked against two gateways on the pay spine.
The aim is that all staff should:
- have clear and consistent development objectives
- be helped to develop in such a way that they can apply the knowledge and skills appropriate to their level of responsibility
- be helped to identify and develop knowledge and skills that will support their career progression.
The expectation is that most nurses will progress, as they do now, on an annual incremental basis.
The RCN has produced a number of short guidance booklets on using the KSF. The guidance should be read in conjunction with the NHS KSF handbook. [see How to access PDF files]
Information for Nursing Students - Outlining the NHS Knowledge and Skills Framework (PDF 165.9 KB)
The Knowledge and Skills Framework and appraisal guidance for members and employers outside of the NHS