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

pre-registration trainee pharmacists in the NHS. The CfWI also suggested to MAC that
the high proportion of locum pharmacists related to a lifestyle choice whereby they had
more ability to work flexibly if they wished.
4.25 The Migration Advisory Committee suggested that a recruitment and retention premia
could assist in attracting these pharmacists to NHS posts if there continued to be a
shortage.
Evidence from the Parties
The Health Departments
4.26 The Department of Health continued to believe that no national RRP is necessary for
junior pharmacists in Bands 6 and 7. The UK Government had taken actions to improve
recruitment and retention including the formation of the Pharmacists Numbers Task
and Finish Group, introduction of the Modernising Careers Programme and the flexibility
for employers to use local RRP where appropriate. The UK Government believed that
these actions continued to improve the recruitment and retention position for junior
pharmacists. In supplementary evidence, the Department highlighted the general
improvement in vacancy rates in Bands 6 and 7, against a background of stable or
increasing establishment. The Department told us that, despite concerns that the number
of posts at risk or dis-established had increased since the survey, its informal feedback
from SHA workforce planning directors indicated that the position had not changed
between May and October 2011. The Department added that retention of newly
registered pharmacists completing their training in the NHS was stable in 2010 at 65%
compared with 64% in 2009.
4.27 The WG commented that in Wales the NHS pharmacist vacancy rate was at 7% and the
NHS continued to have recruitment difficulties due to competition from the community
sector. In 2011, Band 6 pharmacists had a vacancy rate of 19.39% in Wales. Training
posts had been cut in response to the current financial climate. The Welsh Government
informed us that increasing student debt and the need to earn more money were cited as
reasons for leaving the NHS and moving to community pharmacy posts.
4.28 The SGHSCD told us that pharmacist vacancy rates in Scotland, while still higher than
other staff groups, had reduced considerably and that local RRP continued to remain an
option for health boards encountering difficulties.
4.29 The DHSSPSNI stated that there was no current evidence to support a national RRP for
Band 6 and 7 pharmacists. The vacancy situation for junior pharmacists continued to
improve because of the greater availability of the pharmacist workforce, continued supply
from the university sector, less movement in the public sector and fewer new posts being
created.
NHS Employers
4.30 NHSE told us that employers were not persuaded of the need for a pharmacists’ national
RRP. They continued to be of the view that a national approach would be unlikely to
resolve pharmacy recruitment problems or represent value for money. It would also
place additional financial pressure on NHS organisations. Employers considered that the
recruitment and retention situation of pharmacy staff had improved.
Staff Bodies
The
4.31 Staff Side advised that there continued to be a need to address shortages in the
pharmacy workforce and believed that the previous recommendation made by NHSPRB
in 2009 for a national RRP should have been implemented by the Government.
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