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Agenda for Change The HPA perspective

Agenda for Change The HPA perspective. Steve Harbour. Background. Matching Process went “Live” on 10 January 2005 Key Staff Stephen Daniel Jean Dove Val Player Brian Ward. Training. 4 people have been trained as trainers (2 provisional)

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Agenda for Change The HPA perspective

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  1. Agenda for ChangeThe HPA perspective Steve Harbour

  2. Background • Matching Process went “Live” on 10 January 2005 • Key Staff • Stephen Daniel • Jean Dove • Val Player • Brian Ward

  3. Training • 4 people have been trained as trainers (2 provisional) • 75 practitioners (29 staff, 46 management) have been trained • A&C 23 Scientist/Porton 16 • BMS 8 MTO 2 • Nurses 8 Senior Managers 16 • Agency 2

  4. Progress to Date • Biomedical Scientists (BMS) • % Matching = 87% • 5 6 7 8a 8b JAQ • BMS1 92 34 17 • BMS2 10 99 7 • BMS3 33 9 13 • BMS4 2 7 9

  5. Progress to Date • Medical Laboratory Assistants (MLA) • 2 3 • MLA 65 139

  6. Progress to Date • Medical Technical Officers (MTO) • 4 5 6 7 JAQ • MTO 1 3 8 2 • MTO 2 19 14 1 2 • MTO 3 1 8 6 1 • MTO 4 1 1

  7. Progress to Date • Other staff groups have commenced matching – Nurses, scientists, A&C, senior managers

  8. Consistency Checking • The outcomes should be checked for consistency against the following; • Other Matches completed by the same and other matching panels over an agreed period • Other local matches within the same occupational group and job family • Other local matches within the same pay band • National profiles for the same occupational group and pay band • “Common Sense” check

  9. Consistency Checking • Any apparent inconsistencies in matching should be referred back to the matching panel. The panel should review the match in question and answer any queries or make amendments as appropriate • Only when consistency checking is complete and any apparent inconsistencies resolved should the matching form be issued to jobholders......

  10. Review Process • If unhappy about the result, individuals or groups of staff can request a rematch with a different panel • Request has to be made within 3 months of the notification of the outcome • Fill in matching review form • No further right of appeal beyond second panel if complaint is about matching outcome • If process was flawed, then a local grievance can be initiated

  11. Issues • Inconsistency within laboratories • Inconsistency between HPA laboratories • Inconsistency between HPA laboratories and other local employers • Perception that clustering is bad for you • Lack of transparency in the consistency process • a. limited feedback to practitioners • b. failure to release original panel paperwork to individuals • c. evidence that consistency has been applied

  12. Issues • 6. Inconsistency in advice between (or within) unions • 7. Lack of informed debate about Factor 2 (KTE) levels 7 and 8b • 8. Composition of panels • a. lack of “expert” member • b. 3-person panels now the routine • 9. Review process not to start until matching exercise is complete (could be 6-9 months) • 10. New national profiles being released in middle of process

  13. Acknowledgements • Thanks to Sinead Cahill in the AFC Office for the latest • figures

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