role development: methodology and examples · alignment with professional role expectations across...
TRANSCRIPT
Role Development:
methodology and examples
Anne Clarke, Regional Director Southern England
What is a new role?
Could involve:
‣ The taking on of tasks not traditionally associated with a job,
previously carried out at a different level of the Career Framework
‣ The widening of breadth of traditional jobs, including tasks previously
carried out by other roles at the same level of the Career Framework
‣ The creation of a new job, which might take on tasks previously done
by a variety of traditional jobs at different levels of the Career
Framework
5 Principles of Role Redesign/Development
1. Any change will be based on:
‣ service/service user need
‣ agreed pathways and care systems
‣ service user experience will be improved
Principles of Role Redesign/Development
2. Ensure:
‣ Clarity, accountability and safety for service users
and staff
and comply with:
‣ Relevant Governance and Human Resource
initiatives/ protocols
‣ Existing legislation
Principles of Role Redesign/Development
3. A Business Case for the change is required
This will confirm that the new or changed role:
‣ is sustainable
‣ is supported by the organisation
‣ the benefits of the change are clear
Principles of Role Redesign/Development
4. The skills, knowledge and understanding required by
the redesigned/new role are identified using:
‣ The Career Framework, in conjunction with
‣ Competence analysis
From this information, the right education, training
and assessments can be developed; and future
Continuous Professional Development can be
supported objectively.
Principles of Role Redesign/Development
5. Role development will be built on the growing
evidence and experience of good practice
Essential Steps
• Analysis of need
• Communication plan
• Safety and effectiveness
• Management, accountability and supervision
• Plan for evaluation of impact
• Education, training and development
• Cost and sustainability
Analysis of need & Communications
You need a baseline:
• To understand what you are doing now, so that you can measure
the results of any change
• So you can understand what the impact of any change might be on
other related services
• To take into account any other planned changes that might also
have an effect
• Record these points so that you have them to refer back to, they
may change!
• Who are your stakeholders? Will they change?
• We have extensive experience in developing new roles in the health sector – more than 150 examples are available on our website
• Our established role development methodology incorporates:
National Occupational Standards
Career Framework for Health
Transferable Role Templates
• This approach was developed to enable employers, commissioners and members of staff to articulate the key components of new or redesigned roles in a meaningful and comprehensive manner
SfH role development methodology
National Occupational Standards
What are National Occupational Standards (NOS)?
‣ NOS describe the skills, knowledge and understanding needed to
undertake a particular task or job to a nationally recognised level of
competence
‣ They focus on what the person needs to be able to do, as well as what
they must know and understand to work effectively
‣ They cover the key activities undertaken within the occupation in
question under all the circumstances the job holder is likely to encounter
Career Framework
What is the Career Framework?
‣ The Career framework is used alongside NOS, adding
information about the level at which the job holder is required
to function, ie level of responsibility, decision making and
critical analysis skills
What is a Transferable Role Template (TRT)?
• A TRT is a named cluster of competences and related activities,
levelled to the Career Framework, that is applicable, relevant and
replicable across different geographical locations in the UK
• A TRT may be either a subset of a job at more than one level of the
Career Framework, eg Point of Care Testing; or a whole job at one
level of the Career Framework, eg Orthopaedic Advanced Practitioner
Transferable Role Template
The TRT includes:
• Career Framework level descriptors (these describe a role in terms of
responsibility, level of decision making and critical analysis skills)
• Key functions of the role (derived from the Health Functional Map)
• Core NOS for Career Framework level
• Specific NOS for role
• Local NOS (employer specific requirements)
• Indicative learning and development package
Transferable Role Template
Career Framework Level
Includes level of responsibility, the
type of decision making and analytical
skills required in the job etc
National Occupational Standards
Describe the knowledge and
performance criteria of the activities
and tasks to be undertaken by the
job holder
Employability Skills
Includes the characteristics and
values that an individual must have
before they can do a job effectively
Factors Specific to this job
Particular qualification required, the
context of the job, the location and
timing, lines of responsibility and
accountability, etc
TRT summary
• Our approach is essentially an employer-driven partnership ie
working with you we provide expert support and guidance at each
stage
• We utilise TRTs to support effective role design and ensure rigour and
alignment with professional role expectations across organisations
• The process to develop a TRT uses a series of workshops through
which key stakeholders can help define and shape the role and work
with our experts to identify the key components for the role
Our approach
• Captures innovation
• Saves resources – reduces the time required to specify a role
• Provides development opportunities – for staff and services
• Improves dialogue – between stakeholders in health, social care and education
• Helps to ensure harmonisation of learning and development opportunities across the healthcare sector and improve partnerships with education providers
• Contributes to the development of a flexible workforce with a portable and transferable portfolio of skills and competences
• Facilitates recruitment, succession planning and career development and is applicable in all areas of the healthcare sector
Benefits of TRT approach
Tools
www.skillsforhealth.org.uk/tools
Our website contains a number of tools to support Role
Redesign/Development:
• Competence search - a search tool to help find appropriate NOS
• Health Functional Map - a tool which lists NOS in relation to
Functions, such as Communication, Health and Safety,
Assessment, Health Intervention, etc
• Roles Directory - contains examples of a number of jobs and
roles, in a template identified by Career Framework level, listing
the relevant NOS, including Person Specification, Job Description,
and Learning and Development information
• My Lists - provides an electronic store for you to make your own
lists of NOS, and compare them with other lists you may have
imported or been sent
Roles Directory
• Level 3 Generic Support Worker developed with Berkshire West Ten
(a collaboration of CCGs, Local Authorities and Trusts)
• Level 3 Frail Elderly Monitoring role developed with Western Health &
Social Care Trust in Northern Ireland
• 3 x Integrated Support Worker roles at Levels 2, 3 and 4 developed
with Humber NHS Foundation Trust
• 2 x Well-being Coordinator roles at Levels 4 and 5 developed with
East Cheshire NHS Trust and Age UK
Examples of new roles
www.skillsforhealth.org.uk
Contact