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Stephen Nash Best Practice Facilitator

AfC Early Implementers ~ The Story so Far!. Stephen Nash Best Practice Facilitator. 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.

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Stephen Nash Best Practice Facilitator

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  1. AfC Early Implementers ~ The Story so Far! Stephen Nash Best Practice Facilitator

  2. Early Implementers Papworth Hospital NHS Trust North East Ambulance Service NHS Trust East Anglian Ambulance NHS Trust City Hospitals Sunderland NHS Trust James PagetHealthcare NHS Trust Aintree Hospitals NHS Trust Guy’s and St Thomas’ Hospital NHS Trust Central Cheshire NHS PCT Herefordshire NHS PCT, South West London & St George’s MH NHS Trust Avon & Wiltshire MH Partnership NHS Trust West Kent NHS & Social Care Trust

  3. Pay Modernisation - Why? Government commits sustained investment in NHS • Better services for patients • Better staff development • Fairer rewards for staff

  4. 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

  5. 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

  6. 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)

  7. 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

  8. 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)

  9. 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

  10. 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% • Total2.3% 4.2% 5.0%

  11. 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

  12. 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 • FAQ’s - briefings • Identified issues and concerns

  13. AfC Project Structure Communication Terms & Conditions Payroll /IT Stakeholder Group Job Evaluation Project Steering Group Staff Involvement Cross Pollination Monitoring & Evaluation Training/ Knowledge Skills Framework Finance Service Modernisation Nominated Lead

  14. North East & East Anglia Ambulance Services

  15. 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

  16. 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

  17. Implementation Timetable

  18. 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

  19. Finally?

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