AGENDA FOR CHANGE

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• AGENDA FOR CHANGE
• AWARENESS SESSION

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Agenda For Change Awareness Session

• Welcome, Introductions and Overview of Session
• Background to Agenda for Change
• Terms Conditions
• Job Evaluation
• Knowledge and Skills Framework
• Opportunity to ask questions
• Close
• 
  

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AGENDA FOR CHANGE

• What does Agenda for Change mean for me?
• Explaining the changes to Terms Conditions -
  pay, overtime, holidays
• Job Evaluation how the new scheme will work
• How Knowledge and Skills Framework will affect
  you

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AGENDA FOR CHANGE

• What is Agenda for Change?
• A new pay and grading system agreed in
  partnership which supports NHS service
  modernisation
• Agenda for Change covers all NHS staff (except
  doctors dentists some senior management
  positions)

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Working in Partnership
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AGENDA FOR CHANGE

• What are the key aims of Agenda for Change?
• Harmonise and rationalise the current system
• There are around 650 different grades in the NHS
  and 11 Whitley Council handbooks
• Assist new ways of working to deliver improved
  patient care
• Support lifelong learning and career progression
• Provide equal pay for work of equal value
• Improve recruitment, retention, and morale

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AGENDA FOR CHANGE

• 4 pilot sites in NHS Scotland have tested the
  Agenda for Change proposals
• West Lothian Healthcare Division
• NHS Highland
• NHS National Services Scotland (CSA)
• The Golden Jubilee National Hospital

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AGENDA FOR CHANGE
TERMS AND CONDITIONS OF SERVICE AND PAY RELATED
ISSUES
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Key Features

• New Pay Structure
• Harmonised rates for all
• - On Call supplements
• - Overtime
• New Working Hours
• Annual Leave and Bank/Public Holidays
• Recruitment and Retention premia
• Summary of Pay Related Issues

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Department of HealthJoint Statement

• New pay system will go ahead with the exception
• of unsocial hours payments.
• Band 1
• Bottom Point removed AND
• Increased by 1 point resulting in new national
  minimum wage.
• Introduction of Pay band 9 for staff who are
  evaluated above J.E. score of 720 points.
• On call arrangements available but current
  arrangements may continue during a 4 year agreed
  protection period.
• New working hours effective from 01 December
  2004.

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Pay Structure

• 2 new pay spines
• 1 for nurses and other health professions covered
  by Pay Review Bodies.
• 1 for all other staff directly employed by the
  NHS.
• Each spine will have 9 common pay bands

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On-Call Supplements
Based on the proportion of on- call periods in
the rota
Frequency Value of
Enhancement
13 or more 9.5 16 but less than
13 4.5 19 but less than 16
3 112 but less than 19 2 Less
than 112 Local agreement
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Overtime Payments
Only applicable to bands 1-7

• Harmonised single rate of time-and- a half
• for overtime.
• Except for Bank/Public Holidays which will
• be paid at double-time.

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New Working Hours
The standard working week for new full-time staff
will be 37.5 hours, this will be effective from
01 December 2004. A phased approach for current
full-time staff who do not work this number of
hours
Over 41 40.5 from implementation 39 after 1
year 37.5 after 2 years
33 4 years on
33, 2 years on 35 1 year on 37
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Annual Leave Bank/Public Holidays
Service Annual Leave Up to 5
years 27 days 5-10 years
29 days Over 10 years
33 days Plus 8 public/bank
holidays
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Recruitment Retention Premia

• Maximum 30 supplement of basic salary
• Short Term Fixed term, non-pensionable
  - resolved in foreseeable future
• Long Term is likely to continue indefinitely
  and is
• pensionable
• Reviewed on annual basis and monitored at
• national level

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Issues In Summary

• New staff 37.5 hours vs current staff working
  above or below.
• Common rate for overtime retention of staff?
• Identifying reference periods for on call and the
  effects of new payments.
• Increased annual leave and impact on service
  provision.

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Issues In Summary
Unsocial Hours

• Current Whitley Council arrangements will
  continue to be used for unsocial hours payments.
• A review will be carried out from October 2005
  and there may be further testing in Early
  Implementer sites.
• Harmonised arrangements will be effective from
  April 2006.

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Glasgow Update

• NHS Greater Glasgow Terms Conditions working
  group established.
• Local groups will be collating information on
  on-call rotas, local agreements etc.
• Linking into the national Guidance
  Interpretation Group with questions.
• Inform a frequently asked questions sheet which
  will be made available to staff.

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AGENDA FOR CHANGE NHS Job Evaluation
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AGENDA FOR CHANGE

• Job Evaluation
• is a system for comparing different jobs, even
  when they appear to be very different
• The basis for grading jobs in the new pay
  structure
• Measures jobs not people
• Does not consider employees performance this
  is covered by the Knowledge and Skills Framework

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AGENDA FOR CHANGE

• NHS Job Evaluation Scheme
• Developed in partnership
• Designed specifically for NHS jobs
• Jointly tested on NHS jobs by NHS employees
• Developed in accordance with equal value and
  equality principles and practices

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AGENDA FOR CHANGE

• Job Evaluation
• Based on the demands of jobs using 16 factors
  including
• Knowledge and Skills required for the job
• Responsibilities for patients, people, finance,
  policy
• Freedom to Act accountable for your own actions
  and those of others
• Effort physical, mental and emotional, and
  working conditions

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AGENDA FOR CHANGE

• Job Matching
• Partnership panel matches groups of jobs to
  national job profiles
• Panels may ask the job holder, manager or staff
  side rep to provide additional information
• If the job holder considers their job is
  significantly different, a review can be held
• 2nd matching panel review the job with new
  information
• Job graded on new structure

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NHS JE Scheme Banding of Posts
Your Job
Possible Match with National Profile?
Yes
No
Go to Evaluation Process
Go to Matching Process
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AGENDA FOR CHANGE

• LOCAL EVALUATION is used when there is no match
  with a national profile
• Job holder(s) completes a Job Analysis
  Questionnaire
• 2 job analysts meet the job holder and make sure
  all the information the evaluation panel need is
  available
• Partnership evaluation panel assess the job
  information against the JES rules
• The evaluation decision is checked against
  national and local jobs
• Job graded on new structure

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AGENDA FOR CHANGE

• PREPARING FOR JOB EVALUATION
• Revise your job description
• Is it up to date and agreed with your manager?
• Is there a person specification organisation
  chart available?
• Information on physical, mental and emotional
  effort and working conditions
• Guidance is available on the Pay Modernisation
  website
• www.show.scot.nhs.uk/sehd/paymodernisation

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• AGENDA FOR CHANGE
• THE KNOWLEDGE AND
• SKILLS FRAMEWORK
• What is the Knowledge and Skills Framework
  (KSF) ?
• How KSF supports Personal Development Planning
• Link to Pay and Career Progression

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• AGENDA FOR CHANGE
• What is the Knowledge and
• Skills Framework (KSF)?
• A directory of Knowledge, Skills and Competencies
  
• required for effective working in the NHS to
  ensure provision of quality service
• Developed in Partnership
• A fair and objective framework on which to base
  review and development

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KSF - Language

• KSF Outline
• Dimensions (groupings of knowledge, skills and
  competencies)
• - Core
• - Specific
• Level Descriptors
• Indicators
• Gateway Reviews - Foundation
• - Second

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AGENDA FOR CHANGE

• 6 Core dimensions common to all NHS jobs
• 24 Specific dimensions most roles will have
  between 4 and 7 in addition to Core
• Differing levels of knowledge and skill in a job
  required, recognised in Level Descriptors -
• 1, 2, 3 or 4 (basic to complex)
• Further detail given as Indicators (describes
  how knowledge and skills need to be applied)

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Core Dimensions
NHS KSF
Communication
Personal People Development
Equality, Diversity Rights
Service Development
Quality
Health, Safety Security
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Specific Dimensions
Research Development
Health Assessment
Management of resources
Addressing health needs
Management of people
Health promotion
Leadership
CORE
Health protection
Partnership
Application of technology
Logistics
Biomedical investigation
Data Processing
Production of Information
Design of equipment
Facilities
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• AGENDA FOR CHANGE
• How KSF will work
• Every agreed Job Description will also have a KSF
  Outline
• Outline based on needs of post and at level of
  knowledge and skills required when postholder is
  fully developed in post
• Developed on partnership basis

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An example of a KSF Outline - - job title?
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AGENDA FOR CHANGE

• KSF Outline details knowledge and skills required
  for the job at highest level
• For staff new in post, basic skills required
  within 12 months will be contained in a subset of
  the Outline
• Current level of knowledge and skill measured
  against agreed KSF Outline and areas identified
  and used to create a Personal Development Plan
  (PDP)

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An example of how an individual might relate to a
KSF Outline
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• Movement along the Pay Band
• Pay progression will take form of annual increase
  from one pay point to next.
• At 2 points - Gateways - decisions on pay
  progression and development.
• The Foundation Gateway - no later than 12
  months after appointment
• Second Gateway - fixed at one or two points
  before top of payband
• Movement through the gateway dependent on
  demonstrating
• appropriate level of knowledge and skill required
  at that stage
• Movement through the Gateway assumed unless
  competence is not
• demonstrated ( no surprises - i.e. issues
  addressed before Gateway Review)

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Pay Structure
Gateway
Pay Band
Incremental Pay Points
Bands
Gateway
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• AGENDA FOR CHANGE
• Developing the Personal Development Plan
• Initially PDP should focus on enabling
  individuals to develop and apply their knowledge
  and skills to meet the demands of their current
  post - as described in KSF Outline
• Shift of focus to development for longer term
  career progression will be normally be after
  post-holder has moved through second Gateway
• Development takes many forms -e.g On the Job
  , or experiential not solely formal training
  or education
• PDPs will be reviewed annually as an individual
  progresses through the Pay Band

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• AGENDA FOR CHANGE
• What can you do now?
• Look at the Knowledge and Skills Framework and
  consider
• which dimensions might apply to your role
• Consider how these might inform your PDP in
  coming year
• Consider Career aspirations and how KSF will
  support them

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• AGENDA FOR CHANGE
• In Summary - remember
• The KSF profile is about the JOB
• The PDP is about the INDIVIDUAL
• It is a joint process with joint
  accountabilities
• Movement through the Pay Band is expected until
  top of Pay Band reached
• KSF will assist in developing Knowledge
• and Skills for future roles but does NOT
  automatically guarantee Career Progression

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AGENDA FOR CHANGE

• All Change newsletter for NHSGG employees
• Agenda for Change information
• www.nhsgg.org.uk/agendaforchange
• www.show.scot.nhs.uk/sehd/paymodernisation
• Your staff side representative, trade union or
  professional body
• Your line manager and personnel department