Stephen Nash

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AfC Early Implementers The Story so Far!

• Stephen Nash
• Best Practice Facilitator

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Early Implementers
Papworth Hospital NHS Trust
North East Ambulance Service NHS Trust
East Anglian Ambulance NHS Trust
City Hospitals Sunderland NHS Trust
James Paget Healthcare NHS Trust
Aintree Hospitals NHS Trust
Guys and St Thomas Hospital NHS Trust
Central Cheshire NHS PCT
Herefordshire NHS PCT,
South West London St Georges MH NHS Trust
Avon Wiltshire MH Partnership NHS Trust
West Kent NHS Social Care Trust
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Pay Modernisation - Why?

• Better services for patients
• Better staff development
• Fairer rewards for staff

• Government
• commits
• sustained
• investment
• in NHS

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Partnership

• Commitment of the parties to a relationship
  based on clear, mutually agreed objectives and
  expectations
• Making it Work
• New way of working together cultural change
• Unprecedented staff involvement
• Sheer scale of project implications (time
  resources)
• build capacity of local reps / officials
  quantity skills
• co-ordination organisation of local staff
  sides
• joint ownership of problems and solutions

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The NHS Job Evaluation Scheme

• Developed in partnership between management and
  unions
• 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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Job Evaluation What It Is

• A system for comparing different jobs
• Used for establishing relativities between jobs
• The basis for grading jobs in the new pay
  structure
• Measures jobs not people
• Based on the demands of jobs
• Involves analysing jobs under factor headings
  (e.g. Knowledge and Skills Responsibilities
  Effort)

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What is the NHS KSF ?

• Common descriptions of the knowledge and skills
  that need to be applied in the NHS
• Applicable and transferable across the NHS
• Simple, easy to explain and understand
• Feasible to implement

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The NHS KSF in context

• Links with current and emerging UK or national
  quality assured standards or competencies
• Supportive of the NHS Plan and related
  developments (eg Skills Escalator, Lifelong
  Learning Framework and the wider HR strategy)
• Included in development of the Electronic Staff
  Record (Computerised tool for EI sites)

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AFC Financial Assumptions

• Gradual increase in cost pressures as people
• step up through pay points
• 2.5 in first couple of years
• 5.9 in the long term
• Unsocial hours cost neutral - may change working
  patterns
• Only 8 will need pay protection
• Some funding allocated for Personal Development

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Testing Assumptions In EIs

• Cumulative Costs ( Pay Bill)
• Excluding Ambulance Services
• Basic Pay 2.1 3.9 4.8
• Shift Pay -0.2 -0.2 -0.3
• Harm Hours 0.2 0.3 0.3
• Harm Leave 0.2 0.2 0.2
• Overtime -0.1 -0.1 -0.1
• Appraisal 0.1 0.1 0.1
• Total 2.3 4.2 5.0

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Testing Assumptions In EIs

• Robust monitoring at point of assimilation
• Modelling for future years
• Monitoring against agreed risk factors including
• within available funding and management capacity
• only 8 on protection
• Monitoring against agreed success criteria
  including
• better recruitment and retention
• better skill mix - wider roles
• fair pay
• Crucial for success of modernisation and unions
  second ballots

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What have EI sites done so far?

• First workshop
• Setting up the project team
• Identified strands of work
• Developed a project implementation plan
• Communication with staff stakeholders
• newsletters - roadshows
• FAQs - briefings
• Identified issues and concerns

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AfC Project Structure
Communication
Terms Conditions
Payroll /IT
Stakeholder Group
Project Steering Group
Job Evaluation
Staff Involvement
Cross Pollination
Monitoring Evaluation
Training/ Knowledge Skills Framework
Finance
Service Modernisation
Nominated Lead
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North East East Anglia Ambulance Services
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What are EI sites doing now?

• In the middle of the JE process
• Introducing their KSF implementation plan
• Reviewing policies to ensure they are in line
  with AfC
• Agreeing local flexibilities within the agreement
• Further development of partnership working
• Planning for assimilation

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Current Issues

• Steep learning curve new way of working and
  understanding the philosophy of Agenda for
  Change.
• Getting to grips with the sheer scale of the
  project.
• Huge implications for time and resources.
• Forging new working relationships with
  new/existing stakeholders groups or interested
  parties.
• Developing staff confidence and trust

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Implementation Timetable
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Possible Next Steps?

• Planning - start early
• Work in partnership
• Map the workplace
• Work with managers to ensure accurate personal
  records
• types of contract / patterns of work
• aggregated service
• Ensure job descriptions person specs are upto
  date and jointly agreed
• Identification of staff to be trained in JE
• Communication strategy

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Finally?