Agenda for Change

1. Agenda for Change Summary Briefing and London update February 2004 Mike Jackson, UNISON Regional Officer, Greater London Region

2. Key Elements Modernisation of pay in NHS Will cover over 1 million staff Doctors and most senior managers excl. Common Pay Spine Based on Job Evaluation Harmonised Terms & Conditions Linked to better services to patients Implemented on a partnership basis

3. Overview Negotiations took over 3 years Some unions agreed (RCN, RCM, CSP) Others second ballots (UNISON, AMICUS) All agreed to 12 Early Implementer Trusts (in London Guys & St.Thomas, SWL MHT) Will be national review after EI reports If agreed national roll out in October 2004 Shadow Staff Council established

4. Main features - Pay Eight Pay Bands Pay points (increments) within bands Progression through bands normal but not automatic �Gateways� within bands linked to a Knowledge & Skills Framework (KSF)

5. Main Terms & Conditions Replaces Whitley Councils Harmonised Terms & Conditions Standard Working Week of 37.5 hours Overtime at time and a half (Bank Hol X2) Unsocial Hours � now a % addition to pay On-Call � also a % addition to pay Annual Leave 27 days rising to 33 + 8 BHs Pay Protections

6. Premia High Cost area premia (replaces London Weighting) Inner London = 20% of basic Pay with a minimum of �3.097, maximum of �5,161 Outer London = 15% of basic pay with a minimum of �2,581, maximum of �3,613 COLS incorporated into these figures Recruitment & retention premia, long term or short term, up to 30% addition

7. Job Evaluation Covers all Staff Groups � Equality proofed Sixteen Factors � Knowledge & Skills, Responsibilities, Effort & Environment Scores under each Factor Total Score determines band for job Jobs matched against national profiles Evaluated locally if no match Joint management/staff side panels All panel members trained to JEWP standard Appeals to different joint panel

8. Knowledge & Skills Framework Common descriptions of Knowledge & skills across the NHS KSF for all posts Development Review meetings Personal Development Plans for all staff Achievement of required knowledge & skills allows progression through �Gateways� to top of pay band

9. Assimilation Following matching or evaluation all jobs will enter new band at nearest point above current salary. If pay not within the band there will be transitional pay points If total earnings lower protection applies Hours if less than 37.5, will increase over 3 or 4 years to harmonised hours

10. Implementation Structures (London) All based upon Partnership Working Pan-London Reference Group (Employers/WDCs/Trade Unions) Five Sector Implementation Groups organised by WDCs � Reps from Trust Management & Staff Sides Trust/HA Project Boards Sub Groups on Job Evaluation KSF Communications Terms & Conditions

11. Early Implementers Timetable slipping � end of February 2004? Majority of jobs now matched Shortage of job profiles hindered early progress Difficult jobs still to do (Matching and JE) Size of task � need to create new capacity Difficulties with release ( Managers and TU) Less than 8% require protection (to date ) Slow progress on KSF pilots London Weighting a big issue in SW London Unsocial Hours negotiations

12. Issues for Unions in London Need to undertake sensible preparation but not to compromise our ballot Managers trying to take control of process Capacity problems � Branches and FTOs Need to keep members informed Need to recruit members Need to find new activists, trainers, panels London Weighting

13. Preparation (1) Start making partnership work now! Set up Project Board (flexible) Identify sub groups, e.g. JE, KSF, T&C, Comms. Develop a communications strategy Identify Management and Staff Side resources � TU facilities, IT and payroll capacity Ensure organisation has budgeted for Ag4Ch Identify Trainers for JE and KSF (TtT courses) Identify managers and TU members for panels Identify negotiating objectives

14. Preparation (2) Conduct an audit of Job Descriptions/P Specs Update Job Descriptions and Person Specs. Develop Briefing Materials Set up Job Evaluation and KSF awareness training day for Management/Staff Side Draw up Timetable/Project Plan Decide on KSF Pilots � audit appraisal systems Set up Diversity Audit - integrate Race Equality Plan RECRUIT & ORGANISE!

15. Partnership Working in London AFC Based on the Principle of Partnership Working - Joint Decision Making London NHS Trades Unions and NHS Employers are committed to partnership working in preparing for and implementing Agenda for Change in the Capital. Already working at Pan-London and Sector level; now make it work in Trusts

16. Levels of Involvement Partnership Joint Decision Making, Trust and credibility Collaboration Participation Consultation Feedback mechanisms Information Sharing No involvement/Lack of Awareness WHERE ARE YOU?

17. Partnership a working definition Partnership at work is about unions, employers and employees creating long term positive relationships which focus on the future of the business and improving working life for employees. Source TUC Partnership Institute http://www.tuc.org.uk/pi/partnership.htm

18. The Benefits helps employers achieve sustained success through improved workplace morale and performance ensures the success of organisational change by ensuring that it is built on the involvement and participation of the workforce helps unions play an active role in developing an organisation�s policy and strategy improves union membership and organisation in the workplace Source TUC Partnership Institute

19. Some Quotes ��by involving all staff in the planning and delivery of service modernisation, the best years of the NHS are still to come� - Andrew Foster, HRD, NHS �My Trust has derived real dividends from managers and staff reps working in partnership�� Phillip Orme, Dep. Chief Executive, Southport & Ormskirk Trust

20. Pan London Group Membership: WDCs, Trusts and Trade Unions Terms of Reference Making recommendations to SHAs/WDCs on matters relating to the implementation of Agenda for Change in London Acting as a reference group on specific issues with pan London implications for example recruitment and retention premia Promoting communications in partnership Identifying opportunities for sharing learning and best practice Linking, as appropriate, with other stakeholders within and outside London Commissioning work as appropriate Agreed at meeting on 18 November 2003

21. Sector Implementation Groups London Sectors: North East, North Central, North West, South East, South West Receiving reports from EI�s / Preparation Sharing Learning and Best Practice Ensuring organisations work collaboratively Ensuring implementation within deadlines Monitoring impacts - e.g. Services /R&R

22. Trust Project Model

23. Keep yourself updated www.doh.uk/agendaforchange www.unison.org.uk www.unison.org.uk/london www.modern.nhs.uk/agendaforchange

24. Now is the time to join UNISON You have a voice � UNISON ballot in 2004 You get information � on how AFC works You get advice � on what AFC means to you You get support � in preparing for matching You get representation � if you need to appeal Unionised workplaces will get the best outcomes Ring UNISON Direct 0845 355 0845