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18 guide-to-job-description

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  • 1. Appendix 18 PAGE 8Linda 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 profilesContents • 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:C:Documents and Settingsdes.ganderDesktopADPAppendix-18-Guide-to-Job-Description.doc 1
  • 2. Linda Marchant Competence and Capability in the New NHS ProjectWhat do I need to understand to begin the development of a competencebase 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 basedon the KSF framework Stage 1 Purpose NEW Roles Confirm role mirrors the • Ward / Department manager requirements of a patientIdentification of KSF identifies need of patient /client centred service. Look for profile using KSF group. new ways of working dimensions • Consults with named person / Look to extend skills group who advise on ‘approved across professional profiles’ at a strategic level eg boundaries and working HR Dept. boundaries i.e. not just Document - profile sheet another nurse, physiotherapist etc. Stage 2Development of Job • Use Model template1 / description overview of responsibilities Purpose / specific responsibilities Ensure consistency • Have agreement on who normally produces and /or i.e. core approves the JD. competencies. • Set context of work, what Stop proliferation of are indicators applied to Document - model template Stage 3 Agreement Agree basic demands Purpose of post, check detail, Compliance with: • Decisions on KSF subset(s) R&R, HR strategies. • Approval to recruit obtained. • Post advertised Stage 4 Purpose • Confirm subset at • Identify core job interview / induction families / roles with Recruitment community partners. Look for advantages i.e. consistent remuneration. Review of workforce Stage 5 • Test for ‘transferability profile of competencies’. • Test for transferability Monitoring i.e. Regular review of of induction/ training 10% of job descriptions standards.C:Documents and Settingsdes.ganderDesktopADPAppendix-18-Guide-to-Job-Description.doc • Stop hybrid job 2 descriptions.
  • 3. 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 Subset Gateway Subset Subset full 6 interview 18 24 months profile month at Months s 12 monthsCommunication D a -e a- ePeople and personal development E a -g adeHealth, safety and security B a -d a -dService development C a -i bcdfQuality C a–h abcdEquality diversity and rights B a-d aProduction and communication of D a-l bcinformation and knowledgePartnership C a-n aLeadership D a–n aManagement of people A a–g aResearch and development B a–g a 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. 3
  • 4. Linda Marchant Competence and Capability in the New NHS ProjectHow do I profile the role? Use the KSF to identify the dimensions for the role LEVEL DESCRIPTORS DIMENSION 1 2 3 4 51 Communication *2 People and personal * development3 Health, safety and * security4 Service development *5 Quality *6 Equality diversity and * rights7 Assessment of health and well being needs8 Addressing individual’s health and well being needs9 Improvement of health and well being needs10 Improvement of health and well being needs11 Logistics12 Data processing and management13 Production and * communication of information and knowledge14 Facilities, maintenance and management15 Design and production of equipment devices and general records16 Biomedical investigation and reporting17 Measuring monitoring and treating physiological conditions through the application of specific technologiesC:Documents and Settingsdes.ganderDesktopADPAppendix-18-Guide-to-Job-Description.doc 4
  • 5. Linda Marchant Competence and Capability in the New NHS Project18 Partnership *19 Leadership *20 Management of People *21 Management of Physical and / or financial resources22 Research and * developmentHow do I compose a Job Description?(The following is an example of the overall competences for a NHS projectworker)Job Description: Project WorkerGrade: XXXReports to: Head of EducationAccountable to: Director of HRJob 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) Personal and people Develops own and others knowledge and practice development across professional and organisational boundaries (Dimension 2, level e) Health Safety and Monitor and maintain health safety and security of self security and others in own work area (Dimension 3, level b) Service development Contribute towards the development of services (Dimension 4, level c) Quality Contribute to quality improvement (Dimension 5, level c) Equality diversity and Support peoples equality diversity and rights rights (Dimension 6, level b)C:Documents and Settingsdes.ganderDesktopADPAppendix-18-Guide-to-Job-Description.doc 5
  • 6. Linda Marchant Competence and Capability in the New NHS Project Production and Analyse, synthesise and present knowledge and communication of information about complex subjects and concepts to information and influence key decisions. (Dimension 13, level d) knowledge. Partnership Develop sustain and evaluate collaborative working with other workers, agencies and communities (Dimension 18, level c) Leadership Lead multi-agency teams and communities in the development of knowledge ideas and work practices (Dimension 19, level d) Management of people Supervise the work of a team (Dimension 20, level a) Research and Lead on a specific aspect of research and project Development development (Dimension 22, level b)C:Documents and Settingsdes.ganderDesktopADPAppendix-18-Guide-to-Job-Description.doc 6
  • 7. 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 Business Plan / requirements Targets NB Each work group profile should be patient centred Competence based KSF Job Dimensions Work Group description Profile Composed of KSF and other Competences ? Appointment Competences (Person Specification) ? Induction competences To be achieved To be achieved in first 6 / 12 / Sub set in 6 weeks- see 18 / 24 months KSF best practice Competences guide* New Full profile Personal Competences KSF Development Competences 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) C:Documents and Settingsdes.ganderDesktopADPAppendix-18-Guide-to-Job-Description.doc 7
  • 8. Linda Marchant Competence and Capability in the New NHS ProjectActivity 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 LEVEL DESCRIPTORS DIMENSION 1 2 3 4 51 Communication2 People and personal development3 Health, safety and security4 Service development5 Quality6 Equality diversity and rights7 Assessment of health and well being needs8 Addressing individuals health and well being needs9 Improvement of health and well being needs10 Protection of health and well being needs11 Logistics12 Data processing and management13 Production & communication of information and knowledge14 Facilities, maintenance and management15 Design and production of equipment devices and general records16 Biomedical investigation and reportingC:Documents and Settingsdes.ganderDesktopADPAppendix-18-Guide-to-Job-Description.doc 8
  • 9. Linda Marchant Competence and Capability in the New NHS Project17 Measuring monitoring and treating physiological conditions through the application of specific technologies18 Partnership19 Leadership20 Management of People21 Management of Physical and / or financial resources22 Research and developmentSample 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 rightsC:Documents and Settingsdes.ganderDesktopADPAppendix-18-Guide-to-Job-Description.doc 9
  • 10. Linda Marchant Competence and Capability in the New NHS Project Specific ResponsibilitiesCommunication • Demonstrate advanced verbal and non-(some examples are verbal communication skills with patients,provided to get you started) carers and staff, ensuring communication is at a level appropriate to individual understanding. • Maintain confidentiality of information. • Maintain accurate nursing records.Personal and people • Demonstrate motivation to develop owndevelopment knowledge and skills(some examples are • Achieve the competencies identified forprovided to get you started) 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.Health, safety andsecurityService developmentQualityEquality, diversity andrights(Now add any furtherdimensions below)Well done.C:Documents and Settingsdes.ganderDesktopADPAppendix-18-Guide-to-Job-Description.doc 10

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