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Renal Unit Informatics: Professionalisation

Renal Unit Informatics: Professionalisation. Brian Derry Director of Information The Leeds Teaching Hospitals NHS Trust brian.derry@leedsth.nhs.uk. HR in the NHS Plan. Three Strands of Pay Modernisation Agenda for Change Consultant Contract GMS Contract. The present system is:.

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Renal Unit Informatics: Professionalisation

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  1. Renal Unit Informatics:Professionalisation Brian Derry Director of Information The Leeds Teaching Hospitals NHS Trust brian.derry@leedsth.nhs.uk

  2. HR in the NHS Plan Three Strands of Pay Modernisation • Agenda for Change • Consultant Contract • GMS Contract The Leeds Teaching Hospitals NHS Trust

  3. The present system is: • Too complex • Multitude of pay scales/grades & allowances • Allowances are outdated • Mix of national & local systems • Open to equal value claims • Prevents development of new roles/jobs The Leeds Teaching Hospitals NHS Trust

  4. Agenda for Change: key elements • Job Evaluation System & 9 Pay Bands • Common package of Terms & Conditions of Service • Knowledge & Skills Framework The Leeds Teaching Hospitals NHS Trust

  5. Job Evaluation & Pay Bands • 16 factors in NHS JE Scheme • Knowledge & Skills (5 factors) • Responsibilities (6 factors) • Freedom to Act (1 factor) • Effort & Environment (4 factors) • 250+ Job Profiles agreed & published The Leeds Teaching Hospitals NHS Trust

  6. Job Evaluation Factors –Knowledge & Skills • Communications & Relationship Skills • Knowledge, Training & Experience • Analytical & Judgemental Skills • Planning & Organisational Skills • Physical Skills The Leeds Teaching Hospitals NHS Trust

  7. Job Evaluation Factors – Responsibility 6. Patient / Client Care 7. Policy & Service Development 8. Financial & Physical Resources 9. Human Resources 10. Information 11. Research & Development The Leeds Teaching Hospitals NHS Trust

  8. Job Evaluation Factors Freedom to Act Factor: 12. Freedom to Act Effort & Environment Factors: 13. Physical Effort 14. Mental Effort 15.Emotional Effort 16. Working Conditions The Leeds Teaching Hospitals NHS Trust

  9. Knowledge & Skills Framework

  10. Knowledge & Skills Framework: what is it for? • Identify the knowledge & skills that people need to use in their job. • Help guide personal development • Provide a fair & objective means of reviewing personal development • Provides a basis for pay progression The Leeds Teaching Hospitals NHS Trust

  11. Joint review of individual’s work against the NHS KSF outline for the post Jointly produce Personal Development Plan - identify needs & agree goals KSF: how is it used? Joint evaluation of applied learning and development Individuals undertake supported learning & development The Leeds Teaching Hospitals NHS Trust

  12. KSF: what is in it? • 30 Dimensions – 6 core & 24 specific • 4 Levels to each dimension • Indicators to explain requirements • Examples of their application • Referenced to national quality assured standards / competencies etc. The Leeds Teaching Hospitals NHS Trust

  13. 6 Core Dimensions NHS KSF Communication Equality & Diversity Personal & People Development Service Improvement Quality Health, Safety & Security The Leeds Teaching Hospitals NHS Trust

  14. 24 Specific Dimensions NHS KSF Health & Well-being HWB 1-10 Information & Knowledge IK 1-3 CORE Estates & Facilities EF 1-3 General G 1-8 Facilities The Leeds Teaching Hospitals NHS Trust

  15. KSF: what it isn’t • Description of behaviours or attitudes • Definition of knowledge & skills • Determinant of JE Score or Pay Band The Leeds Teaching Hospitals NHS Trust

  16. Job profiles

  17. Approach Taken for Informatics Roles 1. Gather an understanding of current Profiles, industry standards (ITIL), and the process adopted by HfMA 2. Collate list of current National NHS IT Job Titles 8. Review & revise generic JP’s and address any issues JAQ’s JAQ’s JAQ’s JAQ’s Profile matrix JAQ’s GJP’s 3. Identify potential profile matrix, groupings, job families 7. Obtain feedback from JEWP on sample generic JPs Profile matrix GJP1 GJP2 4. Per profile, collect a number of Job Descriptions /JAQ’s. Aim to capture the majority of IM&T Roles JAQ’s JAQ’s 6. Build Generic Profile per profile label GJP JAQ’s JP’s JAQ’s JAQ’s Profiles JD’s 5. Assess JDs /JAQ’s , ensuring consistency of groupings against potential profiles The Leeds Teaching Hospitals NHS Trust Profile ….n

  18. Grad Level Degree + experience The Leeds Teaching Hospitals NHS Trust

  19. 10 things to know about job profiles • A profile is not a job description • Profiles describe general characteristics of jobs • Profile names are NOT job titles • There are DH rules about Knowledge, Training & Experience levels which link to Bands The Leeds Teaching Hospitals NHS Trust

  20. …10 things to know about job profiles • Freedom to Act relates to whether you are supervised or managed • Job Evaluation Handbook defines some terms specifically E.g continuous, light/moderate • Low patient/client care scores will be balanced by higher scores in e.g. information resources The Leeds Teaching Hospitals NHS Trust

  21. …10 things to know about job profiles • Even Band 8 will not score the highest levels in all 16 factors • For 14 of the 16 factors – you can be one level higher or one level lower • Profiles are developed in partnership with management and Trade Unions The Leeds Teaching Hospitals NHS Trust

  22. Further information Policy on Agenda for Change www.doh.gov.uk/agendaforchange Implementation of Agenda for Change www.modern.nhs.uk HI update www.informatics.nhs.uk/news/afc The Leeds Teaching Hospitals NHS Trust

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