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AGENDA for CHANGE. An Early Implementer Site. The GSTT experience – nearly there !. Christine Warren Laboratory Manager Department of Infection Guy’s and St Thomas’ NHS Foundation trust. Agenda for Change at GSTT. Key features. Experiences. Outcomes. Lessons and Issues.

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AGENDA for CHANGE

An Early Implementer

Site

The GSTT experience –

nearly there !

Christine Warren

Laboratory Manager

Department of Infection

Guy’s and St Thomas’ NHS Foundation trust

GSTT 2005 - Agenda for Change


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Agenda for Change at GSTT

  • Key features

  • Experiences

  • Outcomes

  • LessonsandIssues

GSTT 2005 - Agenda for Change


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Key Features

  • Job Evaluation Scheme

16 factors, 4 – 8 levels

250 + profiles, available as a rolling programme

Job Matching– matching panels examine job description and assess it against a profile

Job Evaluation - Hybrid or 38 page questionnaire

Consistency – checks on matching process & outcome, checks with HR, Management & Unions, do bandings look reasonable?

Assimilation -manager agrees information at sign off, staff can ask for Factor levels

Appeals - post holder & manager need to agree reasons, only one stage

GSTT 2005 - Agenda for Change


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Key Features

Terms & Conditions

Pay Bands - 1 – 7. 8a - 8d, 9

Harmonised hours – 37.5hrs p.w. with 3yrs protection for those currently working less

Leave – 3 levels, 27, 29 & 33 years depending on length of service

Revision of local T & Cs – e.g. new starters

Review of unsocial hours by October 2006 and on call by June 2008 – these areas are still open to discussion

GSTT 2005 - Agenda for Change


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Key Features

Knowledge Skills Framework

  • Fair & objective framework developed in partnership that

    supports career development

  • Will link to other frameworks - NOS etc

  • Based on 30 dimensions each with 4 level descriptors

  • 6core dimensions for every post

  • Communication – Personal & People Development

  • Quality – Health, Safety & Security

  • Service improvement – Equality & Diversity

  • 24 specific dimensions, up to 10for each post

  • Links into gateways on pay bands – April 2006 for GSTT

GSTT 2005 - Agenda for Change


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The Experience

Job Evaluation Scheme- matching

  • There was commitment from staff, unions

    and management

  • Staff were involved in the process

  • Took time to review, rewrite and up date job

    descriptions -truly reflecting the role

  • Staff agreed to Generic JDs and later in the

    process similar posts were grouped in Pathology

GSTT 2005 - Agenda for Change


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The Experience

Job Evaluation Scheme - matching

BestExperience

  • Post holder or representative and manager

    present

  • Clear job descriptions and person specifications

    with examples to qualify the factor definitions

  • Panel had a structured process, asking for

    clarification for each factor in turn

  • It helps to have a scientist on the panel

GSTT 2005 - Agenda for Change


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The Experience

Job Evaluation Scheme - matching

Hybrid matching- GSTT put forward the proposal for hybrid matching

  • up to 5 variations, score the matched factors

  • and fill in a JAQ for non-matched factors

- review panel looks at results – may be

matched or recommend a re-match

Full evaluation

very time consuming and very searching,

team of 2 or 3 people involved in completing

JAQ

GSTT 2005 - Agenda for Change


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The Experience

Job Evaluation Scheme

Consistency checking-

designed to review the procedure and results of matching panels and consistency of outcomes across departments by:

  • at first - meetings of HR, management &

    staff side at Directorate or Service Unit level

  • then - meeting of line manager, HR officer & staff

    side rep

  • now- contact by email between line manager,

    HR officer, staff side rep and AfC lead

GSTT 2005 - Agenda for Change


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The Experience

Job Evaluation Scheme

Consistency checking- by email

  • If Band outcome is agreed then the post is

    assimilated and post holder informed

  • If not reasons must be stated and a consistency

    meeting is held and matching outcome is reviewed

  • If agreement is then reached it goes to assimilation

  • If not, it is re-matched with new panel,and the

    Band outcome is final

GSTT 2005 - Agenda for Change


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The Experience

Job Evaluation Scheme

Assimilation- process

  • Line manager signs off Band outcome

  • Agenda for Change statement is explained to

    the post holder – calculations are based on pay

    scales in place in June 2003, can be confusing

  • Number of possibilities for error

    - wrong incremental date

    - WONH supplement omitted

    - including ‘on call’ payments

GSTT 2005 - Agenda for Change


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The Experience

Job Evaluation Scheme

Appeals - Currently at approximately 2%

  • Stuck to process

  • No short cuts

  • Worked in partnership

  • Taken new profiles onboard

GSTT 2005 - Agenda for Change


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The Experience

Terms and Conditions

  • Pay & Conditions forum

    - overarching committee with equal staff

    side and management representation

    - meets regularly

  • Common Interest Groups

  • Job Evaluation

  • Terms & Conditions

  • Recruitment & Retention

  • KSF

GSTT 2005 - Agenda for Change


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The Experience

Knowledge Skills Framework

27 posts in Infection

  • Work on a Pan Pathology basis

  • Take in to account new developments in

  • career pathways

  • Involve staff, what are reasonable

    expectations for a full outline?

  • GSTT to have KSF in place by April 2006

GSTT 2005 - Agenda for Change


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Outcomes

Timetable…………

  • Early Implementation launched June 2003

  • Assimilation in EI sites originally set for

    30 November 2003 !!!!!! DoH reset target to

    end of September 2005

  • GSTT has 3030 posts – 90% have been

    banded

  • 79% of staff have been assimilated

GSTT 2005 - Agenda for Change


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Outcomes

AfC Bands in Pathology

Band

MLAs 2/3

A&C staff 3 - 5

Trainee BMS 3/4

BMS 1 5/6

BMS 2 7

BMS 3 7/8a

BMS 4 not finalised

Clinical Scientists 7 – 8c

GSTT 2005 - Agenda for Change


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Lessons………

  • Partnership approach of staff, unions & management, worked well at all levels

  • Involve staff every step of the way, it can

    be very unsettling

  • Clear concise person specs & job descriptions

    with examples to qualify the factors worked best

  • Matching panels knew very little about Pathology!

GSTT 2005 - Agenda for Change


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Lessons ………

  • Check individual Agenda for Change statements very carefully

  • JAQs should be a ‘team’ effort they take time

  • but give the opportunity to fully describe the post

  • Get involved in meetings to discuss Terms &

    Conditions

  • Should be able to write a JD to fit a new role

    and have it banded appropriately

GSTT 2005 - Agenda for Change


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…… & Issues

  • Trust outcomes will be different

  • Manpower resource available for matching

    panels and JAQ evaluation!

  • Appropriate profiles were not available – still

    coming out in 2005

  • What pay scales to advertise during the process?

GSTT 2005 - Agenda for Change


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…… & Issues

  • KSF has more dimensions but fewer levels

  • Outlines need to be individualised to posts and

    specific indicators defined locally but with a pan

    pathology approach

  • Will we have to rewrite job descriptions to fit

    with KSF outlines?

GSTT 2005 - Agenda for Change


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And So………

  • It is almost complete at GSTT

  • Still a number of outstanding issues with

    AfC nationally

  • What will the final picture be ???

  • Will it survive 50yrs like Whitley???

GSTT 2005 - Agenda for Change


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