Agenda for Change

1
Agenda for Change

• Summary Briefing and London update
• February 2004
• Mike Jackson, UNISON Regional Officer, Greater
  London Region

2
Key Elements

• Modernisation of pay in NHS
• Will cover over 1 million staff
• Doctors and most senior managers excl.
• Common Pay Spine
• Based on Job Evaluation
• Harmonised Terms Conditions
• Linked to better services to patients
• Implemented on a partnership basis

3
Overview

• Negotiations took over 3 years
• Some unions agreed (RCN, RCM, CSP)
• Others second ballots (UNISON, AMICUS)
• All agreed to 12 Early Implementer Trusts (in
  London Guys St.Thomas, SWL MHT)
• Will be national review after EI reports
• If agreed national roll out in October 2004
• Shadow Staff Council established

4
Main features - Pay

• Eight Pay Bands
• Pay points (increments) within bands
• Progression through bands normal but not
  automatic
• Gateways within bands linked to a Knowledge
  Skills Framework (KSF)

5
Main Terms Conditions

• Replaces Whitley Councils
• Harmonised Terms Conditions
• Standard Working Week of 37.5 hours
• Overtime at time and a half (Bank Hol X2)
• Unsocial Hours now a addition to pay
• On-Call also a addition to pay
• Annual Leave 27 days rising to 33 8 BHs
• Pay Protections

6
Premia

• High Cost area premia (replaces London Weighting)
  
• Inner London 20 of basic Pay with a minimum of
  3.097, maximum of 5,161
• Outer London 15 of basic pay with a minimum of
  2,581, maximum of 3,613
• COLS incorporated into these figures
• Recruitment retention premia, long term or
  short term, up to 30 addition

7
Job Evaluation

• Covers all Staff Groups Equality proofed
• Sixteen Factors Knowledge Skills,
  Responsibilities, Effort Environment
• Scores under each Factor
• Total Score determines band for job
• Jobs matched against national profiles
• Evaluated locally if no match
• Joint management/staff side panels
• All panel members trained to JEWP standard
• Appeals to different joint panel

8
Knowledge Skills Framework

• Common descriptions of Knowledge skills across
  the NHS
• KSF for all posts
• Development Review meetings
• Personal Development Plans for all staff
• Achievement of required knowledge skills allows
  progression through Gateways to top of pay
  band

9
Assimilation

• Following matching or evaluation all jobs will
  enter new band at nearest point above current
  salary.
• If pay not within the band there will be
  transitional pay points
• If total earnings lower protection applies
• Hours if less than 37.5, will increase over 3 or
  4 years to harmonised hours

10
Implementation Structures (London)

• All based upon Partnership Working
• Pan-London Reference Group (Employers/WDCs/Trade
  Unions)
• Five Sector Implementation Groups organised by
  WDCs Reps from Trust Management Staff Sides
• Trust/HA Project Boards
• Sub Groups on Job Evaluation
• KSF
• 
  Communications
• Terms
  Conditions

11
Early Implementers

• Timetable slipping end of February 2004?
• Majority of jobs now matched
• Shortage of job profiles hindered early progress
• Difficult jobs still to do (Matching and JE)
• Size of task need to create new capacity
• Difficulties with release ( Managers and TU)
• Less than 8 require protection (to date )
• Slow progress on KSF pilots
• London Weighting a big issue in SW London
• Unsocial Hours negotiations

12
Issues for Unions in London

• Need to undertake sensible preparation but not to
  compromise our ballot
• Managers trying to take control of process
• Capacity problems Branches and FTOs
• Need to keep members informed
• Need to recruit members
• Need to find new activists, trainers, panels
• London Weighting

13
Preparation (1)

• Start making partnership work now!
• Set up Project Board (flexible)
• Identify sub groups, e.g. JE, KSF, TC, Comms.
• Develop a communications strategy
• Identify Management and Staff Side resources TU
  facilities, IT and payroll capacity
• Ensure organisation has budgeted for Ag4Ch
• Identify Trainers for JE and KSF (TtT courses)
• Identify managers and TU members for panels
• Identify negotiating objectives

14
Preparation (2)

• Conduct an audit of Job Descriptions/P Specs
• Update Job Descriptions and Person Specs.
• Develop Briefing Materials
• Set up Job Evaluation and KSF awareness training
  day for Management/Staff Side
• Draw up Timetable/Project Plan
• Decide on KSF Pilots audit appraisal systems
• Set up Diversity Audit - integrate Race Equality
  Plan
• RECRUIT ORGANISE!

15
Partnership Working in London

• AFC Based on the Principle of Partnership Working
  - Joint Decision Making
• London NHS Trades Unions and NHS Employers are
  committed to partnership working in preparing for
  and implementing Agenda for Change in the
  Capital.
• Already working at Pan-London and Sector level
  now make it work in Trusts

16
Levels of Involvement

• Partnership Joint Decision Making, Trust and
  credibility
• Collaboration
• Participation
• Consultation
• Feedback mechanisms
• Information Sharing
• No involvement/Lack of Awareness
• WHERE ARE YOU?

17
Partnership a working definition

• Partnership at work is about unions, employers
  and employees creating long term positive
  relationships which focus on the future of the
  business and improving working life for
  employees.
• Source TUC Partnership Institute
• http//www.tuc.org.uk/pi/partnership.htm

18
The Benefits

• helps employers achieve sustained success through
  improved workplace morale and performance
• ensures the success of organisational change by
  ensuring that it is built on the involvement and
  participation of the workforce
• helps unions play an active role in developing
  an organisations policy and strategy
• improves union membership and organisation in
  the workplace
• Source TUC Partnership Institute

19
Some Quotes

• by involving all staff in the planning and
  delivery of service modernisation, the best years
  of the NHS are still to come - Andrew Foster,
  HRD, NHS
• My Trust has derived real dividends from
  managers and staff reps working in partnership
  Phillip Orme, Dep. Chief Executive, Southport
  Ormskirk Trust

20
Pan London Group

• Membership WDCs, Trusts and Trade Unions
• Terms of Reference
• Making recommendations to SHAs/WDCs on matters
  relating to the implementation of Agenda for
  Change in London
• Acting as a reference group on specific issues
  with pan London implications for example
  recruitment and retention premia
• Promoting communications in partnership
• Identifying opportunities for sharing learning
  and best practice
• Linking, as appropriate, with other stakeholders
  within and outside London
• Commissioning work as appropriate
• Agreed at meeting on 18 November 2003

21
Sector Implementation Groups

• London Sectors North East, North Central, North
  West, South East, South West
• Receiving reports from EIs / Preparation
• Sharing Learning and Best Practice
• Ensuring organisations work collaboratively
• Ensuring implementation within deadlines
• Monitoring impacts - e.g. Services /RR

22
Trust Project Model
23
Keep yourself updated

• www.doh.uk/agendaforchange
• www.unison.org.uk
• www.unison.org.uk/london
• www.modern.nhs.uk/agendaforchange

24
Now is the time to join UNISON

• You have a voice UNISON ballot in 2004
• You get information on how AFC works
• You get advice on what AFC means to you
• You get support in preparing for matching
• You get representation if you need to appeal
• Unionised workplaces will get the best outcomes
• Ring UNISON Direct 0845 355 0845