Framework Agreement On The Reform Of Agenda For Change

In June 2018, employers and unions announced that nhs employees in England had agreed to a deal to reform the current system of change and offer a three-year wage contract. [14] [15] Reforms include the elimination of overlapping pay points between bands and progressive wage progress that no longer takes place each year. [16] The last year of implementation is 2020/21. The deal is fully funded by the Westminster government and does not come from existing NHS funds. For members from Wales, Scotland and Northern Ireland, budgets are processed according to the Barnett formula. Negotiations on a new system began in February 1999, when the White Paper on the Agenda for Change was published. [7] The aim was to tackle the problems of the Whitley system and highlighted the need to change wages, career structures and employment conditions within the NHS. It stipulates that any new pay system must offer equal pay for work of equal value. As part of the AfC, all employees have annual development reviews according to the NHS Knowledge and Skills Framework (KSF). Normal wage growth is one point per year, but wage growth at certain “gateway” points in each salary range depends on how the person matches the KSF breakdown for their contribution. Climbing into another group has become very difficult, as the contribution should have changed significantly to be reassessed (even if the person has evolved in the intervention and has become more experienced or has taken on more responsibility, this would not be a sufficient reason to re-evaluate a contribution). Full implementation of KSF has been slow.

[4] Therefore, local staff cannot accept any changes to the national agreement. RCM Workplace Reps should try to participate in your JNCC meeting so that you can be aware of the Agenda for Change attacks on the change schedule. We have also created instructions to help members understand the salary scales in the framework agreement. Agenda for Change (AfC) is the National Health Service`s (NHS) current assessment and remuneration system for NHS employees, with the exception of doctors, dentists, apprentices and some senior managers. It covers more than a million people and harmonises their salary scales and career development agreements into traditionally separate salary categories, in the most radical change since the NHS was founded. Please note that for newly qualified midwives, the accelerated progression of the 5-6 band remains unchanged. In 2018, in England, Scotland and Wales, RCM members voted to adopt a three-year framework agreement (2018-2021) that advances salary bonuses for those who lead their group. For those who are not at the head of their group, there will be increases due to a combination of incremental progress and structural reform. The text of the framework agreement concluded by the NHS Staff Council and agreed by the NHS trade unions is set out below.

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