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MODERNISING PAY IN THE U nited K ingdom N ational H ealth S ervice

MODERNISING PAY IN THE U nited K ingdom N ational H ealth S ervice. Conference on Equal Pay for Work of Equal Value 5th October 2001. BACKGROUND - GENDER. More than 1 million employees Vast majority female Historical high degree of gender segregation

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MODERNISING PAY IN THE U nited K ingdom N ational H ealth S ervice

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  1. MODERNISING PAY IN THE United KingdomNational Health Service • Conference on Equal Pay for Work of Equal Value • 5th October 2001

  2. BACKGROUND - GENDER • More than 1 million employees • Vast majority female • Historical high degree of gender segregation • Some traditionally male groups becoming more mixed e.g. doctors, pharmacists, Clinical Psychologists • Few predominantly male groups e.g. maintenance, medical physics, clinical sciences

  3. BACKGROUND –COLLECTIVE BARGAINING • > 20 separate collective bargaining groups, since 1948 • General Whitley Council + Whitley Councils for each group • Pay Review Bodies since early 1980s for doctors, nurses & midwives, physios etc • Trust level pay bargaining since early 1990s - limited impact • National bargaining restored from1997

  4. IMPACT OF EQUAL PAY ACT • 1200 Speech & Language Therapists submitted claims in 1987 • Initial legal arguments – to 1995 • 20 ‘test cases’ selected • 3 Industrial Tribunal Hearings, 1997-8, in favour of Speech & Language Therapists • Settlement negotiations: • Remaining 500 Equal Value assessments • Back pay compensation • New ‘interim’ grading & pay structure

  5. AGENDA FOR CHANGE • Changing health technology • Need for more flexible work organisation • Pay (structure) modernisation: • Single Job Evaluation system for ALL jobs • 3 pay spines (doctors; healthcare; rest) • Pay Review Body for spines 1 & 2

  6. PAY MODERNISATION • Central negotiating group (Joint Steering Group) • 4 working groups: • Job Evaluation Working Party (JEWP) • Pay & career progression group • Terms & conditions group • Implementation group

  7. JOB EVALUATION • Job Evaluation Working Party 1: • Drew up criteria for a fair & non-discriminatory JE system for the Health Service • Test evaluated job set using 6 JE schemes with view to ‘kitemarking’ suitable schemes • Found they all gave different answers & concluded that a tailor-made scheme was needed

  8. JOB EVALUATION • Job Evaluation Working Party 2: • Drew up a list of factors • Tested these against info for 100 jobs • Drafted factor level definitions • Tested these on 150 jobs • Refined draft factor plan & re-tested • Considered weighting options

  9. JOB EVALUATION FACTORS • Knowledge & Skills: • Communication & Relationship Skills • Knowledge, Training, Experience • Analytical & Judgemental Skills • Planning & Organisational Skills • Physical Skills

  10. JOB EVALUATION FACTORS • Responsibilities • Patient/Client Care • Policy/Service Development & Implementation • Financial & Physical Resources • Human Resources • Information Resources • Research & Development • Freedom to Act

  11. JOB EVALUATION FACTORS • Effort • Physical Effort • Mental Effort • Emotional Effort • Working Environment

  12. JOB EVALUATION • National benchmark jobs, to: • Give consistent framework across National Health Service • Facilitate local implementation • Phase 1 (April to July 2001): • Commonly found jobs • Sample jobs from non-standard groups • Phase 2 (August to October 2001) • ‘Trainee’ posts • Omissions from Phase 1

  13. Job Evaluation Working Party – CONTINUING WORK • National benchmark profiles • Computerisation • Revamp job analyst training programme • Work with ‘early implementer’ trusts

  14. JSG – FUTURE JE WORK • Weighting & scoring systems • Grade boundaries • Grading/pay structure(s) • Implementation

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