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

Data and Evidence Requirements
6.13 Finally, throughout this report we have emphasised that our deliberations depend
on robust and timely data and information. This is essential to enable us to assess
recruitment and retention trends over the longer term including monitoring any
emerging shortage groups. We also need to assess accurately where pay might be part
of the solution rather than wider considerations influencing recruitment (such as training
commissions and available training places) and retention factors (such as workload and
working patterns). Robust workforce and pay data will also be required to support our
forthcoming remits during 2012.
Conclusion
6.14 We have commented throughout this report on the constraints placed on our annual
remit by the four Governments’ public sector pay policies. In this context, we remain
concerned that these constraints do not allow us to consider the full range of evidence
and issues. We believe that the Review Body process adds most value when it is able
to bring independent and expert judgment to bear on all factors within our terms of
reference – including the four Governments’ economic and affordability evidence –
while maintaining the trust of all parties to do so. Our terms of reference already allow
the Governments to ask us to consider any other specific issues. The ability to make
independent judgments ensures that we maintain the confidence of NHS Employers and
the Staff Side in the process.
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