Integrating the KSF with regulatory requirements

SAVE ITEM
case-study

08 / 12 / 2011

The organisation

SHA region

What we did and why

How we did it

Results and next steps

Tips for other trusts

Contact details

 

The organisation

South West London and St. Georges Mental Health NHS Trust employs 2,700 staff and provides local and national mental health services to a population of about 1 million across five London boroughs. It was an early implementer for Agenda for Change and is now aiming for Foundation Trust status.

SHA region

NHS London.

What we did and why

The KSF requires staff to provide evidence that they have the appropriate knowledge and skills to fulfil their jobs as part of the development review process. Alongside this, allied health practitioners registered by the Health Professions Council (HPC) and nurses registered with Nursing and Midwifery Council also have to produce evidence of their continuing professional development (CPD).

The expectations of what was required for KSF and HPC led to anxiety in some staff about how to collect evidence and whether it could be integrated into one simplified system. This was borne out by a local audit of the trust’s allied health professional staff which showed that there was no consistency in the way staff were evidencing their learning nor could they see how to link their CPD to either the KSF outline or HPC standards.

Since 2005, the trust has supported staff with these issues by regularly commissioning reflective practice workshops and providing guidance on how to get the most out of a piece of evidence, emphasising that  the majority of evidence should come from everyday practice. Everyone received an example of the HPC CPD audit profile and the type of evidence that could be submitted.

This work was well-received and workshops have been provided across the UK.

The publication of the new simplified KSF guidance in 2010 offered a timely opportunity to look at feedback from staff and to streamline the process further. We decided to build a revised process around the appraisal cycle with the emphasis on how positive clinical supervision can be used to support staff to achieve their performance objectives and personal development plans. This made the whole process more meaningful for staff, supported life-long learning and positive supervision practice. In addition we developed simplified KSF outlines which could be used and adapted locally. The templates have been posted on the College of Occupational Therapists website.  

How we did it

We adopted the new permance and development review process (PADR) procedures set out in the new appraisal/KSF guide which included:

• simplified KSF outlines. 
• the six core dimensions
• the new management and leadership dimension where appropriate.

We also incorporated two key Health and Wellbeing (HWB) dimensions from the original KSF  relating to ‘Assessment and Care-planning’ and ‘Enablement’ as these really are the foundation of what the everyday job entails and align closely in practitioners’ eyes to the HPC standards. Summary pages for these in the same format of the simplified KSF have been developed, with an explanation of why these are important, positive indicators and warning signs.

The simplified appraisal and KSF outlines are supported by a simple record of evidence that provides an ongoing log of key CPD activities for each objective that can be mapped to the HPC standards. This reduces the burden of evidence and means that progress can be reviewed in a meaningful way in supervision as well as at appraisal.

The total package of documentation has been incorporated into the portfolio, the preceptorship record and in a sample HPC CPD audit profile that has been launched through workshops. 

The expectations for evidence of learning now have at their heart; the HPC CPD standards with the focus on improving the quality of practice and ensuring that CPD benefits patients. The system has since been extended to other AHP groups.

Results and next steps

The feedback from the local occupational therapy and physiotherapy staff is universally positive. They see that the new system is much easier to implement, is less time consuming and exhibits evidence of learning through a practice-based approach.

This positive feedback has encouraged us to continue to disseminate our work at workshops and through professional publications to AHP and wider staff groups.  Evaluation forms from both local and national workshops indicate that the training provides an effective and simple approach to finding, reporting and evidencing practice and helps staff to understand how the KSF, Preceptorship, HPC and CPD link together.

Tips for other trusts

• Reinforce the importance of the PADR process and reduce the burden of paperwork
• Translate organisational values and goals into personal objectives for staff. 
• Using relevant language encourages meaning and engagement for individual employees and reinforces how their individual contributions are instrumental to the success of the larger organisation. 
• Use supervision to discuss progress towards personal objectives releasing time during the appraisal to focus on specific development needs. 

Contact details

Jane Smith
Occupational Therapy Training Coordinator
Tel: 0208 682 6362
Email: jane.smith@swlstg-tr.nhs.uk



 


 

 

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