Agenda for Change

What is it?

A Programme across the entire NHS designed to: Eliminate inconsistencies in pay Provide a Pay/Grade structure that is demonstrably equal in application Describe routes for personal & career development Develop a climate for service modernisation of the NHS
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What is it?

Undertake a comprehensive job evaluation for all identified NHS Jobs except Medical Staff and Senior Management.

As a result of the evaluation allocate all jobs to a predetermined level in an Eleven grade structure. Provide for consistency in Terms & Conditions other than basic pay:

Shift Pay, On Call allowance, Holidays Working hours.

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Where are Terms and Conditions set out?

Agenda for Change Agreement

Agenda for Change Terms & Conditions Handbook

Pay Bands

There are 9

Although band 8 is split into 4 (8A, 8B, 8C and 8D) Very few staff would ever reach band 9 (politically impossible at BPL!) Different terms and conditions on band 8 e.g. no overtime; longer notice period etc.

AfC Payscales - 2005

Pay bands Band 1 Band 8c 11,494.00 41,246.00 11,879.00 43,336.00 12,209.00 45,756.00 12,539.00 48,176.00 49,496.00 51,695.00 54,115.00 57,745.00 59,395.00 Band 2 Band 8d 11,494.00 49,496.00 11,879.00 51,695.00 12,209.00 54,115.00 12,539.00 57,745.00 12,924.00 59,395.00 13,309.00 61,870.00 13,694.00 64,894.00 14,189.00 68,194.00 14,739.00 71,494.00 Band 3 Band 9 12,044.00 59,395.00 12,539.00 61,870.00 13,144.00 64,894.00 13,694.00 68,194.00 14,189.00 71,494.00 14,739.00 74,925.00 15,069.00 78,521.00 15,509.00 82,291.00 16,004.00 86,240.00 16,389.00 Band 4 13,914.00 14,739.00 15,289.00 16,004.00 16,389.00 16,994.00 17,598.00 18,148.00 18,698.00 19,248.00 Band 5 16,389.00 17,049.00 17,598.00 18,698.00 19,248.00 19,798.00 20,458.00 21,118.00 21,723.00 22,328.00 23,208.00 Band 6 19,523.00 20,458.00 21,448.00 22,328.00 23,208.00 24,198.00 25,188.00 26,068.00 26,948.00 27,828.00 28,817.00 Band 7 22,768.00 24,198.00 25,628.00 26,948.00 27,828.00 28,817.00 30,247.00 31,127.00 32,117.00 33,217.00 34,372.00 Band 8a 31,127.00 32,117.00 33,217.00 34,372.00 35,527.00 36,957.00 38,387.00 40,036.00 41,246.00 Band 8b 35,527.00 36,957.00 38,387.00 40,036.00 41,246.00 43,336.00 45,756.00 48,176.00 49,496.00

0 1 2 3 4 5 6 7 8 9 10

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24,198.00

30,247.00

35,527.00

Pay spines

Two pay spines:

Nurses and other professional staff = pay review body Other NHS staff = NHS Staff Council (similar to Whitley) Future differences?!

Transitional Points

Used where the minimum of the new pay band is significantly higher than existing pay. Will be removed year on year Implications for pay of newly recruited staff

Process

Job matching to national profiles Job evaluation a 16 factor Job Analysis Questionnaire (JAQ) Both undertaken in partnership (a panel of 3 or 4 where staffside must be equal or in the majority)

Process

BPL experience is that:

Job matching is better for NHS standard posts like IT, Finance, Personnel Job evaluation is better for scientific and technical posts

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Process

Job evaluation

AfC Job Evaluation is unusually complex. This coupled to the weighting given to the factors has resulted in a revaluation of some of the components that have been traditionally rewarded . For example there is no value distinction between the responsibility for a 10,000 budget and a 1m budget. Similarly HR responsibility for a department with 2 people & 20 people carries no differential. This difference in weighting will alter some previously established differentials.
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Process

Identifies a number of different factors which all jobs require:Knowledge & Experience. Complexity & Judgement Responsibilities Physical Effort. Dealing with People.
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Process
Factor Knowledge Complexity People Skills Responsibilities Physical Effort Maximum Points 200 140 100 140 70

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Process

Each factor level gives a score (e.g. Freedom to Act level 1 = 5 points, level 2 = 12 points, Knowledge level 1 = 16 points) Some factors are more heavily weighted (have more points) than others (Knowledge is most heavily weighted) Total score for job gives pay band (e.g. 300 total points is in pay band 4)
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Process
Agenda for Change Job Evaluation System Factor Weightings Factor
Communication Knowledge & Experience Analytical & Judgement Planning & Organisation Physical skill Patient & Client care Policy & Serv ice Dev elopment Responsibility Finance and physical resources Responsibility HR Responsibility Information R&D Freedom to Act Physical Effort Mental Effort Emotional Effort W orking Conditions

Total Available Points

60 240 60 60 60 60

% of Total
6 24 6 6 6 6

60

60 60 60 60 60 25 25 25 25

6 6 6 6 6 2.5 2.5 2.5 2.5

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Process

The JAQ The Key document !

38 pages long. Covers all the Job Evaluation Factors When completing each section consider what the evaluators will be looking for. Important to include all aspects of your job even those that you may consider insignificant e.g. use of keyboards.
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Process

Job matching

Not very precise Assumes large numbers doing same or very similar job Not as time consuming as Job Evaluation but still requires a significant time commitment May still require a Job Evaluation (if no match)

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Process

Results can be categorised into 4 main types :

An increase in pay, An increase in pay with a Recruitment & Retention Premium Transfer to the Transitional Register ( with an increase in pay) Pay Protection.
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Process

Other outcomes:

Grade compression Change in relative position, status and differentials

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Incremental DatesFor staff assimilated or appointed to Transitional Points

Existing staff

Will retain existing incremental date (BPL didnt do this)

New employees

Will have incremental date at the anniversary of starting

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Temporary Movement into a higher pay band (Previously know as - acting -up)

Normally at minimum of new pay band or If no pay increase would result, the first pay point which would deliver an increase Usually 1 - 6 months duration

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Protection Provisions on Assimilation

Pay protection based on:- Average & combined previous earnings - Reference period - 12 weeks or 3 months

This means that staff will not receive an increase as a result of AfC and that their current pay will be frozen until general increases to the AfC scales overtake their current pay.
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Protection continued

Conditions protection based on - hours & annual leave entitlements - Prior to assimilation - After assimilation Key end date for both - 31 March 2011

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High Cost Area Allowance

High Cost Area supplements % of Basic Pay Minimum* Maximum* Inner London 20% 3,300 5,500 Outer London 15% 2,750 3,850 Fringe 5% 825 1,430 *1st April 2005 rates Payment zones defined by; PCT geographical boundaries NBS location postcodes. Post codes of essential home workers.

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Recruitment & Retention Premia [RRP]

Applied to posts in defined circumstances. For recruitment and retention issues caused by the external labour market Long or Short Term Payments will not exceed 30% A committee will decide if applicable
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Unsocial Hours & On Call

Both arrangements decoupled from AfC Certain elements of both types of arrangements will be in accordance with AfC e.g.

Sickness payments, Annual Leave entitlements & Overtime payments

Both to be reviewed by March 2006

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On Call & Unsocial Hours

On-call

option to retain existing agreements (4yrs) or transfer to AfC payment (by agreement by group)
% of basic

Frequency of On Call Payment pay

1 in 3 or more frequent 1 in 6 but less than 1 in 3 1 in 9 or more but less than 1 in 6 Between 1 in 12 or more but less than 1 in 9 Less frequent than 1 in 12

9.5% 4.5%
3.0% 2.0% By local agreement
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Unsocial hours

Enhancements (unsocial hours etc.) Existing enhancement & shift regimes continue Where none exists Nursing & Midwifery applies

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Annual Leave
Length of service Annual Leave + General Public Holidays

On appointment After 5 years service After 10 years service

27 days + 8 days 29 days + 8 days 33 days + 8 days

There will be a protection period for 5 years from 1st October 2004 for annual leave entitlements that exceed the new harmonised entitlements.
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Review & Grievance Procedures

Two new procedures often produced

AfC Grievance Procedure

AfC Review Procedure

Both normally time limited and specifically for Assimilation process

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Review continued

An appeal may be lodged on the basis of process e.g. There was not a staff side representative present at your jobs evaluation. That you feel that your job could be more accurately matched against another National Profile. An appeal can be made on on the basis that the evaluation panel did not understand some component of the job and consequently underscored 1 or more of the factors. You cannot appeal simply because you dont like the result or because you think some other job is more highly valued than yours. Finally scores can go down as well as up in a Review
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Hours of Work A standard working week of 37.5 hours excluding meals Current full time standard hours Protection arrangements Years from 01/12/04

37 hours
36.5 hours

Three years on 37 hours

Three years on 36.5 hours One year on 37 hours

36 hours
35 hours

Three years on 36 hours Two years on 37 hours

Four years on 35 hours two years on 36 hours One year on 37 hours Four years on 33 hours Two years on 35 hours One year on 37 hours

33 hours

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BPL outcomes

90% staff no loss of pay 60% staff a pay increase

From 6.95 to 8,000 but 40% no further increments

10% on pay protection (between 500 and 13,000!)

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KSF

AfC also brings a new appraisal system

Knowledge and Skills Framework Personal Development Review All pay bands have gateways (form of competency / performance pay)

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Useful Links

nbsweb/supplemental/agenda_for_change/a_to_z_ index/afc_handbook.pdf

http://www.nhsemployers.org/KeepingInTouch/pu blications_paycirculars.asp www.doh.gov.uk

www.modern.nhs.uk/agendaforchangehttp://
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Any Questions?

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