The Change Programme was introduced in 2004, which brought together several wage agreements into a comprehensive wage structure based on employment evaluation. While their success is recognized, NHS unions and employers agreed on the need to change the agenda for change in a number of areas. The 2013 agreement was recognized by all parties as the beginning of a wider debate on updating the agenda for change. During the autumn budget (22 November 2017), the Chancellor of the Exchequer confirmed that negotiations had begun on reforming the payment agenda and the terms of change. The Chancellor confirmed the commitment to allocate additional resources to the abolition of the NHS staff salary cap, provided that negotiations reach satisfactory conclusions, in which funds would be sanitized and withheld only in exchange for productivity increases, hiring and withdrawal. The Change Programme came into force on 1 December 2004, following a consolidation between trade unions, employers and governments concerned. No changes to the injury award were agreed in the course of these discussions. 4.8 Some employees are concerned about the slight adjustments of antisocial hours in groups 1 to 3, how can we reassure them? The Skills and Knowledge Framework (KSF) is a competency framework designed to support personal development and professional promotion within the NHS in the UK. It applies to all staff, with the exception of board members, physicians and dentists, as they are not covered by the change agenda. The text of the framework agreement reached by the NHS staff committee and agreed by the NHS unions is included below.
You can also download the framework agreement as a PDF document (updated On 27 June 2018) 3.14 How does wage growth work during the three years of the agreement? Wage growth is not automatic under existing agenda agreements for change. Since 2013, employers have been able to put in place mechanisms that allow them to neglect progress if staff do not meet the required standards. Since there has been significant structural reform of wage structures over the past three years, many wage items are being eliminated. These salary points will be withdrawn in April 2018, April 2019 and April 2020. Employees who are already at a pay point at the time of the distance are immediately moved to the nearest available point, even if this does not correspond to their existing incremental date. These employees do not receive an increase in their incremental date as they have received their anticipated increase. In 2018/19, this will only be the case for those who were previously at the bottom of wages. Over the next two years, it will be more salary points. Staff members keep their existing incremental date for the entire transition. On their incremental date (if they have not already benefited from the removal of a pay point), all employees are expected to move to the next pay point to reflect their additional full year of experience. If employers have made arrangements as a result of the 2013 changes, progress can be made if staff do not meet the required standards. 4.9 The new framework agreement converts the authorization to pay antisocial hours during work leave (so far for spinal points staff 2-8) into a current value (basic wage) of USD 18,160.
Should the value of $18,160 for employees under 37.5 hours be proportional? 2.3 What will happen to incremental deadlines under the proposed agreement? Will they be changed? The framework document sets out the agreement for the three years 2018-2021. It also outlines wage investments and reforms implemented over the life of the agreement.