AGENDA for CHANGE

1. AGENDA for CHANGE An Early Implementer Site The GSTT experience – nearly there ! Christine Warren Laboratory Manager Department of Infection Guy’s and St Thomas’ NHS Foundation trust GSTT 2005 - Agenda for Change

2. Agenda for Change at GSTT • Key features • Experiences • Outcomes • LessonsandIssues GSTT 2005 - Agenda for Change

3. Key Features • Job Evaluation Scheme 16 factors, 4 – 8 levels 250 + profiles, available as a rolling programme Job Matching– matching panels examine job description and assess it against a profile Job Evaluation - Hybrid or 38 page questionnaire Consistency – checks on matching process & outcome, checks with HR, Management & Unions, do bandings look reasonable? Assimilation -manager agrees information at sign off, staff can ask for Factor levels Appeals - post holder & manager need to agree reasons, only one stage GSTT 2005 - Agenda for Change

4. Key Features Terms & Conditions Pay Bands - 1 – 7. 8a - 8d, 9 Harmonised hours – 37.5hrs p.w. with 3yrs protection for those currently working less Leave – 3 levels, 27, 29 & 33 years depending on length of service Revision of local T & Cs – e.g. new starters Review of unsocial hours by October 2006 and on call by June 2008 – these areas are still open to discussion GSTT 2005 - Agenda for Change

5. Key Features Knowledge Skills Framework • Fair & objective framework developed in partnership that supports career development • Will link to other frameworks - NOS etc • Based on 30 dimensions each with 4 level descriptors • 6core dimensions for every post • Communication – Personal & People Development • Quality – Health, Safety & Security • Service improvement – Equality & Diversity • 24 specific dimensions, up to 10for each post • Links into gateways on pay bands – April 2006 for GSTT GSTT 2005 - Agenda for Change

6. The Experience Job Evaluation Scheme- matching • There was commitment from staff, unions and management • Staff were involved in the process • Took time to review, rewrite and up date job descriptions -truly reflecting the role • Staff agreed to Generic JDs and later in the process similar posts were grouped in Pathology GSTT 2005 - Agenda for Change

7. The Experience Job Evaluation Scheme - matching BestExperience • Post holder or representative and manager present • Clear job descriptions and person specifications with examples to qualify the factor definitions • Panel had a structured process, asking for clarification for each factor in turn • It helps to have a scientist on the panel GSTT 2005 - Agenda for Change

8. The Experience Job Evaluation Scheme - matching Hybrid matching- GSTT put forward the proposal for hybrid matching • up to 5 variations, score the matched factors • and fill in a JAQ for non-matched factors - review panel looks at results – may be matched or recommend a re-match Full evaluation very time consuming and very searching, team of 2 or 3 people involved in completing JAQ GSTT 2005 - Agenda for Change

9. The Experience Job Evaluation Scheme Consistency checking- designed to review the procedure and results of matching panels and consistency of outcomes across departments by: • at first - meetings of HR, management & staff side at Directorate or Service Unit level • then - meeting of line manager, HR officer & staff side rep • now- contact by email between line manager, HR officer, staff side rep and AfC lead GSTT 2005 - Agenda for Change

10. The Experience Job Evaluation Scheme Consistency checking- by email • If Band outcome is agreed then the post is assimilated and post holder informed • If not reasons must be stated and a consistency meeting is held and matching outcome is reviewed • If agreement is then reached it goes to assimilation • If not, it is re-matched with new panel,and the Band outcome is final GSTT 2005 - Agenda for Change

11. The Experience Job Evaluation Scheme Assimilation- process • Line manager signs off Band outcome • Agenda for Change statement is explained to the post holder – calculations are based on pay scales in place in June 2003, can be confusing • Number of possibilities for error - wrong incremental date - WONH supplement omitted - including ‘on call’ payments GSTT 2005 - Agenda for Change

12. The Experience Job Evaluation Scheme Appeals - Currently at approximately 2% • Stuck to process • No short cuts • Worked in partnership • Taken new profiles onboard GSTT 2005 - Agenda for Change

13. The Experience Terms and Conditions • Pay & Conditions forum - overarching committee with equal staff side and management representation - meets regularly • Common Interest Groups • Job Evaluation • Terms & Conditions • Recruitment & Retention • KSF GSTT 2005 - Agenda for Change

14. The Experience Knowledge Skills Framework 27 posts in Infection • Work on a Pan Pathology basis • Take in to account new developments in • career pathways • Involve staff, what are reasonable expectations for a full outline? • GSTT to have KSF in place by April 2006 GSTT 2005 - Agenda for Change

15. Outcomes Timetable………… • Early Implementation launched June 2003 • Assimilation in EI sites originally set for 30 November 2003 !!!!!! DoH reset target to end of September 2005 • GSTT has 3030 posts – 90% have been banded • 79% of staff have been assimilated GSTT 2005 - Agenda for Change

16. Outcomes AfC Bands in Pathology Band MLAs 2/3 A&C staff 3 - 5 Trainee BMS 3/4 BMS 1 5/6 BMS 2 7 BMS 3 7/8a BMS 4 not finalised Clinical Scientists 7 – 8c GSTT 2005 - Agenda for Change

17. Lessons……… • Partnership approach of staff, unions & management, worked well at all levels • Involve staff every step of the way, it can be very unsettling • Clear concise person specs & job descriptions with examples to qualify the factors worked best • Matching panels knew very little about Pathology! GSTT 2005 - Agenda for Change

18. Lessons ……… • Check individual Agenda for Change statements very carefully • JAQs should be a ‘team’ effort they take time • but give the opportunity to fully describe the post • Get involved in meetings to discuss Terms & Conditions • Should be able to write a JD to fit a new role and have it banded appropriately GSTT 2005 - Agenda for Change

19. …… & Issues • Trust outcomes will be different • Manpower resource available for matching panels and JAQ evaluation! • Appropriate profiles were not available – still coming out in 2005 • What pay scales to advertise during the process? GSTT 2005 - Agenda for Change

20. …… & Issues • KSF has more dimensions but fewer levels • Outlines need to be individualised to posts and specific indicators defined locally but with a pan pathology approach • Will we have to rewrite job descriptions to fit with KSF outlines? GSTT 2005 - Agenda for Change

21. And So……… • It is almost complete at GSTT • Still a number of outstanding issues with AfC nationally • What will the final picture be ??? • Will it survive 50yrs like Whitley??? GSTT 2005 - Agenda for Change