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

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planning process could become fragmented and too localised. This has the potential to lead to imbalances in supply and demand for non-medical staff, including training commissions, which would lead to the future need for effective and timely responses to recruit and retain staff. Such required responses can include expensive pay solutions. This is particularly important to us over the longer term given our remit to look at marketfacing pay in 2012. We ask the parties to keep us informed of progress and any emerging concerns. Training and Development 5.49 We note that the Department of Health set out its new education and training system under the NHS reforms in England, building on responses to the consultation and the advice of the Future Forum. This included details on the role of Health Education England (HEE) and the Local Education and Training Boards. The Department announced that HEE will provide oversight and national leadership for education and training and will be expected to demonstrate how investment in education and training reflects the strategic commissioning intentions of the NHS Commissioning Board. An Education and Training Outcomes Framework will support the delivery of clinical and public health outcomes. Health Departments 5.50 The Department of Health’s longstanding policy was to work closely with the professions and other key partners to ensure that the non-medical workforce was appropriately trained and had access to realistic and achievable career pathways. The focus for the workforce at AfC Pay Bands 1-4 was on improving training and development as a means of empowering and enabling talented and motivated staff to progress. Staff Side 5.51 Members’ surveys undertaken by staff organisations were reported by the Staff Side which concluded there were worrying findings regarding NHS staff not receiving mandatory training. Our Comment 5.52 We noted in our Twenty-Fifth Report the risks to training and development provision of devolving planning functions to local organisations in England. While the oversight by Health Education England is to be welcomed, we remain concerned about the accountability and responsibility for education and training provision as they become localised thereby, in our view, risking the appropriate level of investment and activity. Maintaining training and development will be an important contribution to service reconfigurations and achieving the appropriate skill mix. We ask that the parties keep us informed of progress when the new local arrangements are underway. Professional Registration Fees 5.53 We note Unite’s concerns that the costs of professional registration fees should be borne by the employer as professional registration is mandatory for many staff. NHSE told us that the contribution to these costs had ended as, in the employers’ view, it could not be justified on cost grounds. We consider this to be a matter for the NHS Staff Council. 6 Department of Health (January 2012) Liberating the NHS: Developing the Healthcare Workforce – From Design to Delivery. 6 , 65
Knowledge and Skills Framework (KSF) 7 5.54 We noted in our Twenty-Fifth Report that KSF is an integral part of the Agenda for Change structure. We expressed concern at the low level of staff appraisals being carried out and that the level needs to be significantly higher to ensure KSF plays its intended role within the Agenda for Change structure. In that report, we also noted that the Department and NHS Employers commissioned an independent review of KSF’s structure by the Institute for Employment Studies in 2010. The recommendations included: 66 • • • The need for a stronger link between KSF and staff appraisals; Simplification to allow greater flexibility and to meet local needs; and The need for better support for NHS organisations in delivering KSF at local levels. Information from the Parties The Health Departments 5.55 The Department of Health informed us that, following review, a new simplified version of the KSF had been launched which was hoped would increase appraisal completion rates. It added that a range of tools were available via the NHS Employers’ website to help support trusts in increasing compliance. 5.56 The WG reported that the Welsh Partnership Forum had set up a Task Group to review and refine use of the revised KSF to help support the staff performance and development review process and to drive implementation across NHS Wales. 5.57 The DHSSPSNI reiterated that, while it did not consider the KSF to be mandatory in Northern Ireland, Health and Social Care organisations (HSC) were continuing to implement the Framework in line with the national agreement and a regional group met regularly to share knowledge, good practice and monitor progress. The NHS Staff Council had endorsed new simplified guidance on KSF and employers in Northern Ireland had welcomed this development. Progress across HSC organisations was variable ranging from 45% cover to over 99% for KSF outlines and 38% of the current workforce with a completed Personal Development Review. 5.58 SGHSCD told us that implementation of the KSF in Scotland had progressed very well. At a national level 85% of staff had development reviews and PDPs completed and recorded on the electronic online tool which supports the KSF process by 31 March 2011. The 2010 NHS Staff Survey in Scotland reported a majority of staff as having meetings with their managers in the last 12 months to appraise their performance and agree a personal development plan or equivalent. The SGHSCD expected that having the KSF and eKSF fully implemented would improve staff engagement, competence and job satisfaction which would in turn lead to increased recruitment and retention. NHS Employers 5.59 NHSE informed us that the simplified guidance relating to the KSF had been broadly welcomed by employers across the service. The NHS Staff Survey results showed a continuing improvement in the percentage of staff who had an appraisal in the last 12 months – an increase of 8% to 77% of staff in 2010. 7 NHSPRB (2011), Twenty-Fifth Report, TSO (Cm 8029), paragraphs 5.30 - 5.39.
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NHS Pay Review Body Twenty-Sixth Re
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ii © Crown copyright 2012 You may
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Contents Summary of Recommendations
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level since August 1994. We have co
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Chapter 1 - Introduction and Backgr
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in his 20 June 2011 letter that the
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1.21 At the time of submission of t
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Chapter 2 - Recruitment, Retention
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Table 2.1: Change in NHS workforce
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Table 2.3: Leaving and joining rate
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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
Page 72 and 73: Our Comment 5.34 From the evidence
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
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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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