A Revised KSF for Nottingham University Hospitals NHS Trust (NUH)

SAVE ITEM
case-study

23 / 02 / 2012

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

NUH is one of the largest acute teaching trusts in country.  It is made up of Queen’s Medical Centre, Nottingham City Hospital and Ropewalk House, a facility in Nottingham city centre where hearing services are based. The trust provides acute and specialist services to 2.5 million people within Nottingham and surrounding communities from its three sites. NUH has an annual budget of £722 million of public sector funding and employs over 13,000 staff, making it one of the city’s biggest employers.

SHA region

East Midlands

What we did and why

While we already had a robust appraisal system that focused on performance and development, our aim was for all staff to have annual reviews. We also acknowledged the work that had been done in 2010 to simplify the KSF, giving employers and staff a more flexible, adaptable tool to support the appraisal process.

In addition, we were in the process of launching a series of values and behaviours that were intended to be the core of ‘the way we do things here at NUH’.
The approach taken was in two stages:
Stage 1 – the KSF was mapped to the trust’s new values and behaviours, and then incorporated into existing appraisal system in the revised format.
Stage 2 - standardised generic post outlines were developed for pay bands.

How we did it

The revised KSF and the generic post outlines were adopted for all posts within the trust.  While we acknowledged that the generic outlines would not meet the requirements for every role, these were the most common levels for jobs in each respective band. There is also an opportunity to amend the levels of criteria, provided the sum of the levels does not exceed the maximum agreed for each role. Additionally we:
• mapped the  KSF core dimensions to our new  values and behaviours to enable one set of solid messages, which were then written into our new appraisal policy
• launched a new training course, inviting 2,000 managers to attend. This ensured the embedded approach to KSF was cascaded across the organisation in a positive and consistent way.
We had also developed the trust’s values and behaviours (‘we are here for you’), and these are now incorporated into the revised KSF.

The revised KSF was agreed and completed in partnership with union colleagues from across the trust.

Results and next steps

The KSF was successfully mapped and embedded  into our values and behaviours, which is an essential part of the annual appraisal review. Our values and behaviours are now being mapped into all the courses we run, which in turn means KSF is being mapped into all that we do.
We will review the process in phases. In phase 1, a central panel will assess the corporate induction topics to see whether they are sufficiently mapped. Further phases will review statutory and mandatory topics, manager courses and role-related training.

Tips for other trusts

• Embed the revised KSF into all that you do.
• Make it part of everyday life and not another task to add to the list.

Contact details

Julie.McCarthy@nuh.nhs.uk Management Development Lead
Pauline.Stones@nuh.nhs.uk HR Manager
Keith.Miller@nuh.nhs.uk Union Colleague
Maisie.Lafond@nuh.nhs.uk Union Colleague



 

 

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