NHS PAY MODERNISATION - AGENDA FOR CHANGE

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1 NHS PAY MODERNISATION - AGENDA FOR CHANGE Ian Stead Director Pay Modernisation NHS Wales

2 Pay Modernisation Headlines Negotiations successfully concluded November 2002 Staff organisations voted to accept Biggest and most radical pay modernisation ever Covers England, N. Ireland, Scotland and Wales Twelve Early Implementer sites from June 2003 National rollout October 2004

3 Job Evaluation Purpose designed for the NHS Consists of sixteen factors covering knowledge, skills, responsibilities, physical, mental and emotional effort Gives existing and new jobs a score Score allocates job to one of eight pay bands Completely different jobs of equal weight will be on the same pay band

4 Job Evaluation (2) 400+ national profiles produced to aid assimilation More due to be issued shortly Most common jobs will be profiled Some may need to be assessed for accurate assimilation A few may need local evaluation

5 The Pay Bands in Detail at 2002/03 rates Band Minimum Maximum 1 10,100 11, ,800 13, ,450 14, ,550 17, ,000 22, ,300 27, ,500 32,300 8A 31,250 37,500 8B 36,400 45,000 8C 43,800 54,000 8D 52,500 65,000

6 Pay Progression Each band has several pay points Progression through a pay band is expected but not automatic Progression linked to acquisition and demonstration of skills and knowledge based on KSF Easy design of new jobs and reward for those who take on new roles

7 Knowledge and Skills Framework Indicates knowledge and skills needed for each post Annual development reviews and personal development plans Better links between education, development and career and pay progression Gateways after one year and near the top of each band

8 Recruitment and Retention Premia Long term RRP - pensionable, will be taken into account when calculating work outside normal hours payments List of national RRPs for initial implementation Short term RRP - will not be pensionable, will usually be time limited

9 Work Outside Normal Hours Average Hours worked Supplement as % of salary Bands 1-7 Band 8 Up to 5 By local agreement More than 5, up to 9 9% 9% More than 9, up to 13 13% 10% More than 13, up to 17 17% 10% More than 17, up to 21 21% 10% More than 21 25% 10% On Call payments between 2% and 9.5% of basic pay

10 Annual Leave On appointment: 27 days + 8 general public holidays 5 years: After 10 years: Pro rata in year one 29 days + 8 general public holidays 33 days + 8 general public holidays

11 Other conditions 37.5 hour working week introduced gradually Overtime payable at time and a half, double time bank holidays Shifts paid on sliding scale based on proportion of hours outside Monday to Friday 7am to 7pm On-call based on frequency of rota

12 Assimilation and Protection Pay - protection for staff earning above the Agenda for Change maximum Special transitional points during assimilation Working Hours - gradual transition to 37.5 hours for staff currently working shorter and longer hours Annual Leave - five years protection

13 Implementation in Wales Pay Modernisation team being established Partnership Forum sub-group Project Board to be established Key skills training for JE, KSF etc autumn onwards Best practice teams, sharing etc

14 Implementation in Wales (2) Link to UK implementation group Web page on HOWIS JE matching training KSF workshop Implementation leads workshop JE matching awareness tba Financial support

15 Trust Implementation Start to plan now Establish project team Partnership based Identify executive lead Identify trainers Identify service modernisation issues Attend events

16 Trust Implementation (2) Update job descriptions to match actual duties Assess appraisal system Communication strategy Involve payroll Evaluation criteria to be circulated

17 Emerging themes from EI sites Different models Partnership is crucial JE priority for assimilation KSF next major step, OK until Oct 2006 Link to wider modernisation agenda crucial Communication crucial

18 Emerging themes from EI sites (2) Shortage of job profiles Closeness of match debate e.g. mental health posts Time off issue for managers and reps Access to training

19 Summary Fairer pay Harmonised terms and conditions Greater scope to create new jobs Major investment for reform Better patient care More information can be found at: