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

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Table 2.5: Median gross weekly pay for full time employees at adult rates, April 2009-2011 Median gross weekly pay (£) Change (%) NHSPRB remit group: April 2009 April 2010 April 2011 2009-10 2010-11 All NHSPRB employees 514 524 529 1.9 1.0 NHS nurses & midwives 590 599 606 1.6 1.1 Wider economy 18 : All employees 489 499 501 2.0 0.4 Public sector 538 554 556 3.0 0.3 Private sector 464 473 476 1.9 0.8 Professional occupations 19 697 705 712 1.2 1.0 Associate professional and technical occupations20 551 563 561 2.1 -0.4 Administrative & secretarial occupations 374 381 383 2.1 0.5 Source: ONS (Annual Survey of Hours and Earnings). 18 19 20 2.14 Median earnings for the NHSPRB remit group by UK region are shown in Figure 2.6, alongside those for all employees. Earnings of the NHSPRB remit group are highest in London, but are fairly similar in the rest of the UK. The difference in median pay for the remit group and all employees is smallest in London (0%) and highest in Northern Ireland (17.5%). Figure 2.6: Median gross weekly pay for full time employees by region, April 2011 Gross weekly pay (£) 700 600 500 400 300 200 100 0 North North Yorks & East West South East London South Wales Scotland Northern East West Humber Midlands Midlands West East Ireland UK Region NHSPRB All employees Source: OME analysis of ASHE microdata (NHSPRB); Office for National Statistics (all employees). 18 With the exception of ‘private sector’, all categories include NHSPRB staff. 19 For example teachers, solicitors, accountants, doctors and some AHPs and ST&Ts. 20 For example nurses, police officers and some AHPs and ST&Ts. 15
2.15 16 Figure 2.7 shows the distribution of earnings of our remit group in April 2011, alongside equivalent information for other employees: • • • The earnings distribution for the NHSPRB remit group is more compressed than that for all employees. The middle 50% of staff are contained in a much narrower range of earnings; The lower decile and quartile earnings for the remit group are higher than for all employees (implying a smaller proportion of “low” earners). Conversely, the upper quartile and decile are at a lower level (implying few “high” earners); The distribution of NHSPRB earnings is slightly narrower than that for the wider public sector. Figure 2.7: Earnings distributions for the NHSPRB remit group and other comparator groups, UK, April 2011 NHSPRB remit group NHSPRB remit group (all) Former NOHPRB remit group Former PNC staff NHS nurses and midwives Wider economy All employees Public sector Private sector Professional occupations Associate professional and technical occupations Administrative & secretarial occupations Lower quartile Upper quartile Lower decile Median Upper decile £0 £200 £400 £600 £800 £1,000 £1,200 £1,400 Gross weekly earnings, April 2011 Key Lower decile: 10% earn less than this amount Lower quartile: 25% earn less Median: half earn more, half less Upper quartile: 25% earn more Upper decile: 10% earn more The top and bottom 10% of the earnings distribution are not illustrated on this chart. Sources: OME analysis of ASHE microdata (NHSPRB); Office for National Statistics (wider economy). 2.16 Figure 2.8 and Table 2.6 show growth in median gross weekly pay for our remit group and other employees since 2001. Care must be taken in interpreting these figures as the skill profile and composition of the workforce may have changed over time: • • Median pay for our remit group increased by 41% over a 10-year period, compared with 33% for all employees. Median pay for our remit group also increased relative to the public and private sectors (Figure 2.8); Earnings for the remit group increased at approximately the same rate across the earnings distribution – around 41% to 44% between 2001 and 2011 – with the exception of the upper decile, which increased by nearly 54% over the 10-year period (Table 2.6). A similar pattern was seen in other sectors.
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 20 and 21: Table 2.3: Leaving and joining rate
Page 22 and 23: Distribution of Staff on Agenda for
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
Page 72 and 73: 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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UK United Kingdom VAT Value Added T
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