The Skills and Knowledge Framework (KSF) is a competency framework designed to support personal development and professional promotion within the NHS in the UK. It applies to all staff, with the exception of board members, physicians and dentists, as they are not covered by the change agenda. When the NHS was founded in 1948, it took over the Whitley Industrial Relations System, used in the public service and local government. The system was born out of the work of J. H. Whitley in 1916 and provided a framework for compensation, conditions and conditions. The Change Programme came into force on 1 December 2004, following a consolidation between trade unions, employers and governments concerned. The National Agreement on the Programme for Change provides for the obligation to set up a system of annual development reviews and to create opportunities for the development of lifelong learning. Employees have their own staff development plan, which has been developed jointly with their superior or expert.  The text of the framework agreement obtained by the NHS Staff Committee and approved by the NHS unions is shown below.
You can also download the framework agreement as a PDF document (updated on 27 June 2018) Negotiations on a new system began in February 1999, when the White Paper on Change was published.  It aimed to address the problems of the Whitley system and stressed the need to change wages, career structures and employment conditions within the NHS. It says that any new remuneration system must provide equal pay for equivalent work. The AfC system assigns job recruitment positions to pay bands taking into account aspects of the work, such as the skills involved. B, as part of an NHS employment assessment program.  There are nine numbered wage categories that are divided into points, much like the old Whitley Council`s alphabetical salary tables. A number of national employment profiles have been adopted to help coordinate positions in the wage categories.  All employees are either adapted to a national profile or their work is evaluated on site. Theoretically, the AfC is designed to evaluate the work, not the person in it, and to ensure fairness between similar organizations in different areas.
In fact, it has been implemented in different ways and, despite supposedly stricter definitions, some points have been evaluated very differently from similar bodies elsewhere. Approximately 5% of employees have appealed their initial banding, but again, the appeal process varies from site to site. [Citation required] Recent indications indicate that London and Scotland use lower bands than elsewhere in the country. [Citation required] As part of the AfC, all employees have annual development reviews against the NHS Knowledge and Skills Framework (KSF). Normal wage growth is one point per year, but wage growth at certain “bridge” points in each wage category depends on how the person agrees with the KSF`s contour line for their contribution.
8 April 2021 BBP Admin Uncategorized
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