Leadership drop-in: monthly conversations with NHS NWLA – frequently asked questions
This summary consolidates the recurring questions raised during our Leadership drop-in: monthly conversations with NHS NWLA sessions. We hope this provides a single reference point for colleagues implementing the NHS Leadership and Management Framework.
NHS Leadership and Management Framework
What is the NHS Leadership and Management Framework?
The framework provides a consistent, evidence-based approach to leadership and management development across the NHS. It includes a code, standards and a self-assessment tool. A 360 feedback tool and supporting development content is expected to be published later in the year.
Please visit the NHS Leadership and Management Framework website for more information. There is also a useful webinar hosted by Do OD featuring national colleagues and a walk-through of the tool.
Is the NHS Leadership and Management Framework mandatory?
The framework is not currently mandated for all NHS organisations. It is considered national good practice and organisations are encouraged to adopt it. The framework also underpins the NHS staff standards; performance against the standards will be measured within the NHS Oversight Framework.
Executive appraisal arrangements are expected to align with stage 4 of the framework from 2027/28.
When should organisations begin implementing the framework?
Work can commence now and has already started at some sites – a phased and manageable approach is recommended, allowing organisations to align the framework with existing leadership and development activity.
What implementation support is available?
Support currently includes:
- Framework guidance.
- Personas and role profiles.
- Communications toolkits.
- Community of practice support (via the national socialisation group or via our regional drop-in).
- NHS Future resources.
- Development resources and future e-learning content.
Framework stages and self-assessment
How are framework stages defined?
The framework is organised around five stages:
- Fundamentals.
- Stage 1 – first line managers.
- Stage 2 – middle managers.
- Stage 3 – senior managers.
- Stage 4 – executive leaders and board members.
Each stage is based on leadership responsibility rather than pay band.
How do individuals know which stage to complete?
Individuals select the stage themselves and can use the supporting personas, role profiles and stage descriptions to guide their selection. They can change stages if they believe another level is more appropriate.
How long does the self-assessment take?
The estimated completion time is approximately 30–45 minutes. The recommended frequency is annually. Organisations may also use it following leadership development activity or as part of mid-year development conversations.
Is the self-assessment digital?
Yes. The assessment is completed online and generates an automated report.
How should self-assessment results be interpreted?
Results should be used as part of a broader development discussion and considered alongside appraisal and performance conversations, rather than being viewed in isolation.
Are framework stages linked to Agenda for Change bands?
No. Nationally, the framework has not been mapped to specific pay bands because leadership roles vary significantly across NHS organisations. Organisations may choose to create local mappings if helpful.
Self-assessment reporting and organisational data
Can organisations access self-assessment data?
Yes. Organisations can request access to reporting data through the national reporting team. Data shared will be anonymised and GDPR compliant.
What reporting information will be available?
Reporting is expected to include:
- Participation data.
- Leadership capability trends.
- Learning needs analysis.
- Aggregated organisational insights.
- Regional and national benchmarking data (when available).
Can organisations undertake learning needs analysis using the data?
Yes. One of the primary purposes of organisational reporting is to help organisations identify leadership development priorities and tailor local development offers.
Will benchmarking between organisations be available?
Yes. Benchmarking functionality is planned to enable comparison at organisational, regional and national levels.
Will data be available by protected characteristic?
Yes. Subject to sufficient sample sizes, reporting is expected to support analysis by demographics such as gender and ethnicity.
Executive and board-level leadership
Who should complete stage 4?
Stage 4 is intended for executive directors, non-executive directors and board Members operating at the most senior organisational level.
Are executive leaders expected to complete the self-assessment?
Yes. Executive leaders are expected to self-assess against stage 4 competencies.
What is happening to the existing NHS leadership competency framework for board members?
The current NHS leadership competency framework for board members remains in place during 2026/27. National teams intend to align future board standards with the NHS Leadership and Management Framework. Executive appraisal and self-assessment arrangements are expected to align with stage 4 from 2027/28.
Standard appraisal framework
Will there be a national appraisal template?
No. Organisations are expected to align existing appraisal processes with the principles of the standard appraisal framework rather than adopt a single national template.
What is the current status of the standard appraisal framework?
The framework remains under development nationally. Appraisal principles are being tested with systems and stakeholders before publication of supporting guidance and materials.
When will the appraisal framework be implemented?
No confirmed implementation timeline has been published. Updates continue to be shared through national and regional engagement sessions.
How can organisations contribute feedback?
National teams have invited feedback through engagement events and formal consultation opportunities regarding appraisal principles and supporting materials.
NHS Staff Standards and people management
Are the NHS staff standards mandatory?
Yes. The NHS staff standards are expected to be mandatory and are distinct from the NHS Leadership and Management Framework.
What areas do the staff standards cover?
The standards focus on:
- Health and wellbeing.
- Effective line management.
- Flexible working.
- Violence prevention.
- Sexual safety.
- Tackling racism.
How does the NHS Leadership and Management Framework relate to the expectations of line managers guidance?
National teams are working to ensure alignment between the NHS Leadership and Management Framework and the expectations of line managers guidance. Future staff standards and associated development resources are expected to complement and, where appropriate, supersede elements of the existing guidance.
Healthcare Leadership Model (HLM) and future 360 tools
What is happening to the HLM 360 tool?
The Healthcare Leadership Model (HLM) 360 tool is scheduled to close during 2026. Organisations should plan usage of any remaining credits accordingly.
Can existing HLM credits still be used?
Yes. Existing credits remain valid during the transition period and may be used for ongoing development activity and facilitator training.
Is HLM facilitator training still valuable?
Yes. The skills developed through facilitator training are transferable and expected to remain relevant for future 360 feedback tools and leadership development activities.
Will there be a replacement 360 tool?
Yes. A new leadership 360 tool is being developed as part of the broader NHS Leadership and Management Framework offer.
Will organisations be expected to use the new 360 tool?
Use of a 360 assessment is considered good practice. Organisations can determine how best to incorporate the tool within local leadership development arrangements.
Will existing HLM facilitators receive transition support?
National colleagues are exploring transition arrangements and training resources to support current HLM facilitators moving to the new tool.
Leadership development programmes and resources
How do existing NHS Leadership Academy programmes align with the framework?
National leadership programmes are being reviewed and progressively aligned to the NHS Leadership and Management Framework. Some programmes already align closely, whilst others will be redesigned to incorporate additional management capabilities.
Will there be e-learning linked to the framework?
Yes. A national suite of modular e-learning resources is in development and is expected to be available online to support leadership and management development across all stages.
Will there be communications and implementation resources for organisations?
Yes. National communications toolkits and supporting resources have been developed to help organisations socialise and implement the framework locally.