NHS Leadership and Management framework launched
The Department of Health and Social Care has published the new NHS staff standards, including the first national NHS staff standard on line management and the new NHS Leadership and Management Framework.
The NHS Leadership and Management Framework consists of 3 elements:
- A leadership and management code – this sets out the principles and behaviours expected of every manager and leader within our health and care system.
- A national, consistent set of standards – the essential competencies for all clinical and non-clinical NHS leaders and managers at every level.
- Self-assessment tool– support to enable evaluation against the expected standards of managers. This will support a clearer understanding of strengths and development areas for appraisals.
Future development plans for the framework include modular online learning and a 360° feedback tool to help leaders and managers meet the expected standards and competencies in the framework.
Download Framework Overview presentation
How to use the framework
Each organisation will introduce the framework in a way that works locally. If you are unsure how this is being implemented in your organisation, please contact your Training and Development team or check your organisation’s intranet.
To get started, you can:
- Identify your leadership and management Stage
- Complete the self-assessment tool (if you have not already done so, you will need to create an NHS Leadership Academy Profile to access this)
You can access the self-assessment through the framework microsite. Once completed, your report will be available to you. We recommend that you review your report with your line manager or appraiser to help shape your Personal Development Plan (PDP) for the next 12 months.
To support this, you can use the Reflective Log. This can help you:
- reflect on your self-assessment
- record learning and development activities
- track your progress over time
Using the Reflective Log is optional. It does not replace your organisation’s appraisal process, but it can help you prepare for development conversations and support your ongoing learning.
The Reflective Log is available here:
What does this mean for NHS organisations?
NHS organisations and boards are asked to begin implementation by embedding the framework into local people strategies, policies, training, appraisal and recruitment, and by aligning existing leadership and management development offers to the new standards. This should include mapping current provision and identifying gaps.
The framework will also support delivery of the NHS staff standards which are reflected in the National Oversight Framework and should therefore form part of local assurance of management quality, staff experience and improvement.
Organisations should support all leaders and managers to complete the self-assessment and undertake development (including on-the-job learning) aimed at achieving their level’s required competencies. Boards should monitor local completion and use the data to understand development needs across their organisation.
What does this mean for NHS managers and leaders?
During 2026, all NHS leaders and managers should use the framework as a practical starting point for reflection, development and improvement.
By the end of quarter 4, every manager and leader should self-assess against the framework stage that is relevant to their level, discuss the outcomes with their line manager, and agree a focused development plan. All senior managers should also use the 360-degree feedback tool to inform that conversation.
The NHS leadership competency framework for board members remains in place for 2026/27 for the purpose of Fit and Proper Persons Test assessment at board level. It will be updated from 2027/28 onwards, to ensure the both competency frameworks align.
NHS College of Leadership and Management
The NHS College of Leadership and Management will be the national home for NHS leadership, management and talent excellence. Building on the foundations established through the NHS Leadership Academy, professional bodies and existing leadership communities, the college will help strengthen professional identity, support learning and career development, improve talent management, and provide a recognised quality mark for leadership and management excellence. The college exists to support the NHS by helping current and future NHS leaders and managers from all backgrounds to ‘step in, step onwards and step up’ – from aspiring first-time managers to executive leaders, in both clinical and non-clinical roles.
During 2026/27, the college will introduce a range of development opportunities and support, including online learning aligned to the new Leadership and Management Framework, a new 360° feedback tool, a national development curriculum, strengthened talent management arrangements, and refreshed leadership and management programmes. These will be developed in partnership and will be accessible to leaders and managers working across all parts of the health service.
The college will also work with partners to support the development of diverse boards and executive teams, enabling organisations to create the conditions for sustained improvement. A new national attraction campaign, launching this week, will help build a strong and diverse pipeline of NHS non-executive directors, supporting effective governance across the service.