MiP consults members on proposals for Agenda for Change in England
Thu 05 Jul 2012
NHS Employers put forward proposals for changes to the national Agenda for Change agreement.
MiP and the other health unions are consulting members about proposals put forward by NHS Employers for changes to the Agenda for Change agreement. The consultation closes at the end of July and discussions will continue in the Staff Council in September.
The proposals focus on pay progression and payment during sickness absence.
On pay progression, the proposals are to:
- Make progression through all pay points conditional on individual employees meeting locally determined performance standards
- Make pay progress at the top of each pay band non-consolidated, from the point where pay points overlap with the next pay band
- Allow employers to have local alternatives for pay arrangements for senior posts (eg spot salaries)
- End the accelerated pay progression at the bottom of band 5, bringing it into line with the rest of the pay system.
The proposal for sickness absence is to pay only basic salary inclusive of high cost area supplement, but no other allowances, such as unsocial hours payments.
These proposals would have a particular impact on MiP members, which is why we are canvassing members’ views through an online survey.
MiP strongly supports national pay and terms and conditions for its members, working both at board level and in jobs covered by Agenda for Change, and we will be seeking clarification of the proposals to allow local variations for the senior posts in Agenda for Change. Feedback we have received from employers is that they want changes negotiated nationally, and don’t want difficult decisions pushed down the line.
MiP understands the financial pressures of NHS trusts and as a union of managers knows better than anyone that managers must often take difficult decisions. We want to work in partnership with all employers as they seek to address financial pressures and take difficult decisions. And we are happy to discuss these proposals nationally.
In our view changes to the pay system are not going to provide the solution to the financial difficulties facing trusts now and in the years to come. Indeed, having fair and transparent pay systems is an essential ingredient in achieving effective staff engagement which is the only way to achieve improvements in productivity and quality needed.
We regret the early moves by some employers to consider a regional approach to setting pay and terms and conditions. Such an approach undermines the national discussions and we urge these employers to apply the brakes on their plans.
Further details of the proposals are available on the NHS Employers website