1	Agenda For Change Job Evaluation & Basic Pay Pay Progression Pay in high costs areas Recruitment & Retention Premia Hours, Annual Leave & Overtime Unsocial Hours payments Protection Other Issues Next Steps
2	Why do we need a new pay system? Whitley is “broken” e.g.: Currently different scales and terms & conditions Many different Whitley councils and review bodies set pay Trust contracts System is unequal and unfair
3	Job Evaluation & Basic Pay(1) Whole system built on JE scheme 16 factors covering knowledge & skills, responsibilities, effort & working conditions Capable of rating all jobs in the NHS 500 benchmark jobs Benchmark jobs used to develop pay structure 2 parallel & identical structures, one for health professionals and one for others
4	Job Evaluation & Basic Pay (2) Annual increases in 2 ways- PRB staff or non PRB staff with pay negotiations Equal pay for equal value explicit 8 bands Jobs with common JE score in same pay band Job profiles to support assimilation- more to come- local JE where necessary JE training
5	Pay Progression Knowledge Skills Framework (KSF) linked to annual development reviews & personal development plans “normal expectation of progressing to the next highest point” but 2 gateways at which check would be made to see staff developing appropriate knowledge and skills Management capacity & fairness
6	Pay in high cost areas Proposal to replace current London & fringe allowances with harmonised system Could be extended to other high cost areas (e.g. COLS areas)
7	Recruitment & Retention Premia Provision for market supplements already exist for many groups- grade drift Supplements or RRPs permissible under Equal Value legislation but must be transparent Short term & long term RRPs National RRPs for some groups
8	Hours, Overtime & Annual Leave Arrangements vary widely currently- need for harmonisation- proposals 37.5 hour week standard rate for overtime x 1 1/2 (x2 Bank Holidays) Annual Leave 27, 29, 33 days Including statutory days In addition 8 days general public holidays
9	Unsocial Hours Employers wanted system based on pattern of work- we challenged need to address actual hours worked Pay supplements for staff working regularly before 7am & after 7pm & at weekends & bank holidays Calculated by working out average number of hours worked & paid as % of pay Similar approach to on call and stand by Sleeping in arrangement - local
10	Protection Pay protection 1 year full + 5 year mark time Includes basic, London weighting, average shift payments, leads allowances & bonus Hours & leave phased 3-7 years Leave 5 years (inc. when moving post) On Call transitional arrangements
11	Other Issues Early Implementers 12 in England June 2003 Others October 2004 Foundation Trusts- pay freedoms 3 year pay deal 10% (3.225%)M
12	The Next Steps UNISON regional & branch briefings Training packages available Special UNISON conference in April followed by individual ballot- formal consultation This briefing has been brought to you by UNISON’s Suffolk HealthCare Branch. UNISON Office, St Clements Hospital, Foxhall Road, Ipswich. IP3 8LS. Tel: 01473 329009 home