1. Appendix 18
PAGE 8
Linda 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 profiles
Contents
• 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:
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2. Linda Marchant Competence and Capability in the New NHS Project
What do I need to understand to begin the development of a competence
base 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 based
on the KSF framework
Stage 1 Purpose
NEW Roles Confirm role mirrors the
• Ward / Department manager requirements of a patient
Identification 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 2
Development 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.
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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
months
Communication D a -e a- e
People and personal development E a -g ade
Health, safety and security B a -d a -d
Service development C a -i bcdf
Quality C a–h abcd
Equality diversity and rights B a-d a
Production and communication of D a-l bc
information and knowledge
Partnership C a-n a
Leadership D a–n a
Management of people A a–g a
Research 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.
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4. Linda Marchant Competence and Capability in the New NHS Project
How do I profile the role? Use the KSF to identify the dimensions for the role
LEVEL DESCRIPTORS
DIMENSION 1 2 3 4 5
1 Communication *
2 People and personal *
development
3 Health, safety and *
security
4 Service development *
5 Quality *
6 Equality diversity and *
rights
7 Assessment of health
and well being needs
8 Addressing
individual’s health and
well being needs
9 Improvement of health
and well being needs
10 Improvement of health
and well being needs
11 Logistics
12 Data processing and
management
13 Production and *
communication of
information and
knowledge
14 Facilities, maintenance
and management
15 Design and production
of equipment devices
and general records
16 Biomedical
investigation and
reporting
17 Measuring monitoring
and treating
physiological
conditions through the
application of specific
technologies
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5. Linda Marchant Competence and Capability in the New NHS Project
18 Partnership *
19 Leadership *
20 Management of People *
21 Management of
Physical and / or
financial resources
22 Research and *
development
How do I compose a Job Description?
(The following is an example of the overall competences for a NHS project
worker)
Job Description: Project Worker
Grade: XXX
Reports to: Head of Education
Accountable to: Director of HR
Job 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)
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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)
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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)
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8. Linda Marchant Competence and Capability in the New NHS Project
Activity 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 5
1 Communication
2 People and personal
development
3 Health, safety and security
4 Service development
5 Quality
6 Equality diversity and rights
7 Assessment of health and well
being needs
8 Addressing individuals health
and well being needs
9 Improvement of health and well
being needs
10 Protection of health and well
being needs
11 Logistics
12 Data processing and
management
13 Production & communication of
information and knowledge
14 Facilities, maintenance and
management
15 Design and production of
equipment devices and general
records
16 Biomedical investigation and
reporting
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9. Linda Marchant Competence and Capability in the New NHS Project
17 Measuring monitoring and
treating physiological
conditions through the
application of specific
technologies
18 Partnership
19 Leadership
20 Management of People
21 Management of Physical and / or
financial resources
22 Research and development
Sample 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
rights
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10. Linda Marchant Competence and Capability in the New NHS Project
Specific Responsibilities
Communication • 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 own
development knowledge and skills
(some examples are • Achieve the competencies identified for
provided 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 and
security
Service development
Quality
Equality, diversity and
rights
(Now add any further
dimensions below)
Well done.
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