NHS pay review body: twenty-sixth report 2012 - Official Documents

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Table 2.3: Leaving and joining rates to the NHS (all figures based on headcount staff) Leaving rate (%) Joining rate (%) England (year to 31 October 2011) All NHS (exc bank, trainee doctors & locums) 8.5 6.4 Qualified nursing, midwifery & health visiting 7.8 6.8 Scotland (year to 31 March 2011) All NHS (inc medical and dental) 7.1 4.3 Nursing & midwifery 5.8 3.0 Allied health professions 6.0 4.1 Other therapeutic services 8.6 8.3 Administrative services 7.4 3.8 Northern Ireland (year to 31 March 2011) All non-medical staff 5.3 3.4 Nursing & midwifery 4.3 2.3 Professional & technical 4.7 4.1 Social services 6.1 3.0 Administration & clerical 5.7 4.3 Sources: NHS Information Centre, ISD Scotland, StatsWales, and DHSSPSNI. Earnings of Our Remit Group Median Earnings in England 2.9 8 9 Figure 2.3 shows the median basic salary and total earnings per ‘worked full time equivalent’ 10 by staff group in the second quarter of 2011: • • Managers had the highest basic salary and total earnings per worked FTE, at £45,300 and £46,600 respectively. The median total earnings of the next highest earning group, qualified scientific, therapeutic and technical staff (ST&Ts) were £10,500 lower, at £36,100. Qualified ambulance staff, qualified allied health professionals (AHPs) and qualified nurses also had median total earnings in excess of £30,000; The median basic salary for qualified ambulance staff was substantially lower than total earnings, probably because of significant overtime payments11 . Qualified nurses and maintenance and works staff also had a large difference between median basic salary and total earnings. 8 Basic salary is an individual’s AfC spine point. 9 Total earnings include: hours-related pay, such as on-call, shift working and overtime; location payments such as location allowances and other local payments; recruitment and retention premia; and ‘other’ payments such as occupational absence and protected pay. 10 Earnings per worked FTE is a notional figure showing how much would be paid, on average, if all staff worked full time. It is calculated by taking the sum of earnings for a staff group, and dividing by the number of paid hours worked. Unpaid hours are not recorded on ESR. 11 Successive NHS Staff Surveys have shown that most ambulance staff regularly work overtime, and are the staff group most likely to be paid for doing so. 11
2.10 12 Figure 2.3: Basic salary and total earnings by main staff groups, England, April-June 2011 Managers Qualified ST&Ts Qualified ambulance staff Qualified AHPs Qualified nurses Maintenance & works Admin & clerical Unqualified nurses Healthcare assistants & other support staff Source: NHS Information Centre. Basic salary Total earnings £0 £10,000 £20,000 £30,000 £40,000 £50,000 Median earnings per worked FTE Table 2.4 shows recent changes in median total earnings and basic salary per worked FTE. Comparing April-June 2011 with the same period in 2010: • • 12 Managers had the largest increase in median basic salary (8.4%) , with qualified ambulance staff the only group showing a decrease (-0.4%). Managers had the largest increase in median total earnings between 2010 Q2 and 2011 Q2 (4.3%), followed by unqualified nurses and administrative and clerical staff (both 3.0%). Median total earnings decreased for qualified AHPs and qualified ambulance staff. Table 2.4: Changes in median basic salary and total earnings in England by main staff group, 2009-2011 1314 Change in median basic salary (%) 2009 Q2 – 2010 Q2 2010 Q2 – 2011 Q2 Change in median total earnings (%) 2009 Q2 – 2010 Q2 2010 Q2 – 2011 Q2 Qualified nurses 2.6 0.4 2.4 1.2 Unqualified nurses 3.1 1.2 2.6 3.0 HCAs & other support staff 3.4 4.6 3.4 2.2 Qualified AHPs 2.4 0.0 1.2 -0.3 Qualified ST&Ts 5.5 0.3 2.3 0.0 Qualified ambulance staff n/a 13 -0.4 n/a 13 -0.8 Managers n/a 14 8.4 n/a 14 4.3 Admin & clerical 2.2 1.1 3.6 3.0 Maintenance & works 2.5 3.8 0.0 0.8 Source: NHS Information Centre. 12 Part of the large apparent increase in managers’ earnings can be attributed to a compositional change in this group: compared with the previous year, there were 12% fewer managers in the sample in the earnings report (reflecting Government policy to reduce the amount the NHS spends on management), but the reduction in staff was disproportionately more in lower bands than in higher bands (for example, around -40% in Bands 4 and 5 compared with -3% in Bands 8b-9). 13 Prior to 2010 Q2, data for ambulance staff were divided into ‘London’ and ‘outside London’. From 2010 Q2 onwards, data have been combined, causing a discontinuity. 14 Prior to 2010 Q2, data for ambulance staff were divided into ‘London’ and ‘outside London’. From 2010 Q2 onwards, data have been combined, causing a discontinuity.
Page 1 and 2: NHS Pay Review Body Twenty-Sixth Re
Page 3 and 4: ii © Crown copyright 2012 You may
Page 6 and 7: Contents Summary of Recommendations
Page 8 and 9: level since August 1994. We have co
Page 10 and 11: Chapter 1 - Introduction and Backgr
Page 12 and 13: in his 20 June 2011 letter that the
Page 14 and 15: 1.21 At the time of submission of t
Page 16 and 17: Chapter 2 - Recruitment, Retention
Page 18 and 19: Table 2.1: Change in NHS workforce
Page 22 and 23: Distribution of Staff on Agenda for
Page 24 and 25: Table 2.5: Median gross weekly pay
Page 26 and 27: Figure 2.8: Growth in median gross
Page 28 and 29: Figure 2.9: Estimated pension membe
Page 30 and 31: 3.4 3.5 Figure 3.1: Distribution of
Page 32 and 33: Figure 3.4: Composition of FTE staf
Page 34 and 35: Inflation 3.10 In the context of th
Page 36 and 37: 3.15 The OBR forecast in November 2
Page 38 and 39: 3.22 The Government noted that infl
Page 40 and 41: of components of CPI and RPI over t
Page 42 and 43: Table 3.1: NHS revenue since 2000/0
Page 44 and 45: 3.46 The Department added that rece
Page 46 and 47: surplus on its Departmental Expendi
Page 48 and 49: Evidence from the Parties The Healt
Page 50 and 51: 3.83 We make our assessment of the
Page 52 and 53: staff median earnings across the ec
Page 54 and 55: equired to seek evidence or advice
Page 56 and 57: 4.17 For this report, Unite initial
Page 58 and 59: Table 4.4: Staffing establishments
Page 60 and 61: pre-registration trainee pharmacist
Page 62 and 63: Proposal for a National Recruitment
Page 64 and 65: 4.47 UCATT has drawn to our attenti
Page 66 and 67: Chapter 5 - General Workforce Issue
Page 68 and 69: • • • • • • Specialist
Page 70 and 71:
5.19 The 2011 NHS Staff Survey in E
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Our Comment 5.34 From the evidence
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planning process could become fragm
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Staff Bodies 5.60 The Staff Side sa
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Chapter 6 - A Forward Look 6.1 In t
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Data and Evidence Requirements 6.13
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74 PROTECT UNTIL PUBLICATION PROTEC
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76 PROTECT UNTIL PUBLICATION 114
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80 PROTECT UNTIL PUBLICATION PROTEC
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82 Deputy First Minister & CabinetS
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Appendix B Recommended Agenda For C
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C2 C3 86 Figure C3: Composition of
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Table C4: Ambulance 88 England FTE
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Note that, in years when the number
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Table D3: HCHS Paybill per FTE (£)
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Table D7: HCHS Workforce (FTE) 1,8
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APPENDIX F Previous Reports Of The
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APPENDIX G Glossary AfC Agenda for
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