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

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staff median earnings across the economy, and prevailing economic and labour market circumstances. We recommend an uplift of £250 to Agenda for Change spine points 1 to 15 from 1 April 2012. 43
Chapter 4 – High Cost Area Supplements and Recruitment and Retention Premia Introduction 4.1 44 The Secretary of State’s remit letter confirmed that the Department of Health would provide evidence, as necessary, on high cost area supplements (HCAS) and recruitment and retention premia (RRP). Our role under the Agenda for Change (AfC) Agreement requires us to consider any new cases for HCAS and national RRP. High Cost Area Supplements 4.2 4.3 Our terms of reference state that we should have regard to regional/local variations in labour markets and their effects on the recruitment and retention of staff. Under AfC, high cost area supplements are in place for Inner London, Outer London and the Fringe with the supplement values based on a percentage of individuals’ salary, with a minimum and maximum cash payment. The percentages, minima and maxima depend on the area, with Inner London attracting the highest supplement and the Fringe areas of London the lowest. There was no evidence presented on HCAS for this report and therefore we make no recommendations for any new supplements. National Recruitment and Retention Premia 4.4 4.5 In evidence for this report, we received an application for a national RRP from the Union of Construction, Allied Trades and Technicians (UCATT) relating to building craft workers. We also received information from Unite relating to pharmacists for whom we highlighted some ongoing concerns in our Twenty-Fifth Report1 . In addition, the Royal College of Midwives asked us to keep newly qualified midwives under review for a national RRP. We review the evidence for each of these in later sections of this chapter. However, to ensure that the parties can present robust future evidence in support of any case for a national RRP, we summarise the provisions of the AfC Agreement and our approach as set out in our recent reports2 . AfC Agreement 4.6 3 The AfC Agreement provides for the operation of recruitment and retention premia designed to address labour market difficulties affecting specific occupational groups but applying to posts and not to individuals. Section 5 of the NHS Terms and Conditions Handbook states that RRP apply where market pressures would otherwise prevent the employer from being able to recruit staff to and retain staff in sufficient numbers for the posts concerned. The AfC Agreement allows premia to be awarded on a national basis to particular groups on our recommendation where there are national recruitment and retention pressures. The level of payment should be specified or, where the underlying problem is considered to vary across the country, guidance should be given to employers on the appropriate level of payment. In making such recommendations we are 1 NHSPRB (2011), Twenty-Fifth Report, TSO (Cm 8029), paragraph 4.44. 2 NHSPRB (2011), Twenty-Fifth Report, TSO (Cm 8029), paragraphs 4.4 – 4.8. 3 Section 5 and Annex R of NHS Staff Council NHS Terms and Conditions of Service Handbook (Amendment Number 24), Pay Circular (AforC) 3/2011.
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 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 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
Page 74 and 75: planning process could become fragm
Page 76 and 77: Staff Bodies 5.60 The Staff Side sa
Page 78 and 79: Chapter 6 - A Forward Look 6.1 In t
Page 80: Data and Evidence Requirements 6.13
Page 83 and 84: 74 PROTECT UNTIL PUBLICATION PROTEC
Page 85 and 86: 76 PROTECT UNTIL PUBLICATION 114
Page 89 and 90: 80 PROTECT UNTIL PUBLICATION PROTEC
Page 91 and 92: 82 Deputy First Minister & CabinetS
Page 93 and 94: Appendix B Recommended Agenda For C
Page 95 and 96: C2 C3 86 Figure C3: Composition of
Page 97 and 98: Table C4: Ambulance 88 England FTE
Page 99 and 100: Note that, in years when the number
Page 101 and 102: Table D3: HCHS Paybill per FTE (£)
Page 103 and 104:
Table D7: HCHS Workforce (FTE) 1,8
Page 105 and 106:
APPENDIX F Previous Reports Of The
Page 107 and 108:
APPENDIX G Glossary AfC Agenda for
Page 109 and 110:
UK United Kingdom VAT Value Added T
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