Role Development: methodology and examples. Anne Clarke, Regional Director Southern England

Transcription

1 Role Development: methodology and examples Anne Clarke, Regional Director Southern England

2 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

3 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

4 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

5 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

6 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.

7 Principles of Role Redesign/Development 5. Role development will be built on the growing evidence and experience of good practice

8 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

9 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?

10 SfH role development methodology 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

11 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

12 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

13 Transferable Role Template 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

14 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

15 TRT summary 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

16 Our approach 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

17 Benefits of TRT 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

18 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

19 Roles Directory

20 Examples of new roles 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

21 Contact