KNOWLEDGE AND SKILLS FRAMEWORK - NHS Employers

KNOWLEDGE AND SKILLS FRAMEWORKKSF REVIEW AND PAY GATEWAY POLICY PRINCIPLES1 INTRODUCTIONNHS employees covered by Agenda for Change should have an annual KSFdevelopment review during which their skills, knowledge and development needs arediscussed using the KSF post outline for their post. At two points on each pay bandthe annual KSF review and pay progression are linked. These points are known aspay gateways.This document provides a brief overview of the key principles established in theAgenda for Change Agreement that govern the operation of pay gateways and paygateway policies produced by NHS organisations. The principles have been agreedby the national KSF Group and the NHS Staff Council and emphasise the governingprinciples set out in the Agenda for Change Agreement.No new principles are introduced and this brief sets them out clearly to assist localGateway and KSF policy development and operation, in order to ensure synergybetween local policies and the national agreement.Further essential information and detail is available from ‘The NHS Knowledge andSkills Framework (NHS KSF) and the Development Review Process’. (DoH 2004).2 POLICY PRINCIPLESThe policy principles apply to all staff. No exception or exclusion should be made forany characteristic such as age, disability, ethnic origin, gender, religion/belief orsexual orientation.1. Partnership working should operate at all times during the implementationand operation of the KSF.2. The expectation is that the employee will progress through the gateways,and gateways are therefore always open unless specific issues relatingonly to the KSF and KSF development review prevent progression.3. Gateways are operational only in relation to the KSF outline anddevelopment review process. The KSF and KSF language shouldtherefore be used in local policies. Pay progression cannot be deferred atgateway reviews for any other purpose.4. The KSF is based on a system of ‘no surprises’. Pay progression cannotbe deferred unless there has been prior discussion with the individualhighlighting concerns regarding the knowledge and skills the individualneeds to develop. This should be recorded and the individual givensupported development opportunities to achieve the necessarydevelopment.5. If absence is foreseen/planned then agreed arrangements should be putin place to build this into the KSF plan and gateway reviews.

6. An NHS employee is only required to have two gateway reviews perpayband, this means that if staff move employer or post and remain onthe same band they will not be required to go though a gateway they havealready passed through.3 KSF OUTLINES AND KSF REVIEWThe NHS Knowledge and Skills Framework (NHS KSF) is a developmental toolwhich is designed to provide the basis for career and pay progression within andthrough the Agenda for Change pay bands.The main purpose of the development review is to look at the way in which anindividual member of staff is developing in relation to:• The duties and responsibilities of their post and current agreed objectives.• The application of knowledge and skills within the workplace.• The consequent development needs of the individual member of staff.4 PAY GATEWAYSThe Knowledge and Skills Framework (KSF) provides for pay gateways at two pointsin each pay band where decisions are taken about an individual’s pay progression. Atthese points an assessment of the post holder’s application of the knowledge andskills set out in the KSF outline for the post is necessary in order to progress up thepay scale. The two gateway points are the foundation gateway and the secondgateway. Between the two pay gateways there is no link between the annual KSFreview process and pay progression.The first (foundation)gateway review is undertaken after 12 months in a new payband. To progress to the next pay point on the band the post holder is required todemonstrate that they are applying the basic knowledge and skills set out in the KSFfoundation outline for their post.At the second pay gateway which occurs when the post holder reaches a set paypoint near the end of the band, they are required to demonstrate that they areapplying the knowledge and skills set out in the full post outline.Progression through pay gateways is expected to be the normal practice. Defermentcan only take place where it is agreed that the individual is not able to demonstratethe application of the required knowledge and skill as set out in the KSF outline at agateway point.In cases where the organisation has failed to provide the necessary agreed support,and it is agreed the post holder requires further development to meet all therequirements of the post outline, pay progression will not be deferred. The postholder will however be required to develop to meet the requirements of the KSFoutline through an agreed development plan. In such cases the outcome of thegateway review should be recorded as outcome ‘3’ as set out in the ‘KSF MonitoringGuidance’ (Staff Council Executive, December 05)Foundation Gateway

The foundation gateway applies twelve months after appointment to a newpay band regardless of the pay point to which the person is appointed. (KSFhandbook page 16).The review will be based upon the agreed subset of the full KSF outline forthe post.Second or Final GatewayThe position of the second gateway varies between pay bands as follows:Pay BandPosition of Gateway1 Before final point2-4 Before first of the last two points5-7 Before first of last three points8, ranges A-D Before final point9 Before final pointEach post should have an NHS KSF outline comprising a foundation subset that setsout the basic knowledge and skills required for the post and the full post outline thatsets out the full range of knowledge and skills required to be applied by the postholder to successfully do their job.5 MONITORINGUnderpinning the KSF pay gateway process is the principle of equity and fairness forall staff regardless of working arrangements, patterns of employment or hours, age,disability, ethnic origin, gender, religion/belief or sexual orientation. Equity andprevention of discrimination is a central element of the Agenda for ChangeAgreement and of the equality legislation.To support this, all NHS organisations should take part in the national monitoring ofpay progression through the gateways and use of the associated developmentreviews. This will cover staff by age, disability, ethnic origin, gender, religion/belief orsexual orientation, part-time or full-time working.Employers and staff representatives in partnership will use the results of themonitoring exercise to ensure best practice is being followed. The information willalso be used by the NHS Staff Council to ensure the equity of the system andprovide support to employers and local staff representatives.SOURCE OF THE POLICY PRINCIPLESThese policy principles are an integral part of the Agenda for Change Agreement.The principles are drawn from the three key documents that govern theimplementation and operation of the Agenda for Change Agreement regarding theKSF and review process. The documents are:1. The NHS Knowledge and Skills Framework (NHS KSF) and theDevelopment Review Process. DoH 2004

2. Agenda for Change: NHS Terms and Conditions of Service HandbookDoH 20053. Agenda for Change Agreement: DoH 2004