Checking out agenda for change

Mental Health Nursing,  Mar 2003  by Adkins, Colin

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Nearly four years ago, negotiations began on the biggest MHS grading and pay exercise ever conducted. We now know most of the answers. Colin Adkins, Amicus research and policy officer, explains the important ones

Who is covered by AfC?

All staff employed by the NHS, except senior managers and doctors and dentists.

Where are we now?

For keen observers there were, until recently, a lot of Agendas but not much Change. After three years or more and still talking, all parties had totally underestimated the scale of the task. To obtain funding, we needed to show this was part of the wider modernisation programme.

In recent months the pace accelerated. The announcement, before Christmas, of the basic package was followed in January by the announcement of the draft agreement and the issuing of the first batch of job profiles by which NHS staff will be fitted onto the new pay scales.

This has led CPNA members to ask where they fit on the new pay scales? We have been unable to answer that question, firstly for reasons of confidentiality and now for technical reasons resulting from the job evaluation exercise.

The job evaluation exercise will determine a new 'rank order' of jobs in the NHS and, therefore, of pay. Just over 400 jobs have been analysed, including many in nursing. Profiles will be created from the 'benchmark jobs'. These profiles are the means by which trusts will compare post-holders with the benchmark jobs. The profiles for a CRN and CRN team leader have been produced but are being reviewed following comments from Amicus and additional benchmarking. When this is done, Amicus will consult with the CPNA on the revised profiles.

When this is completed to our satisfaction we will place them in a recognised career path to identify whether any level of practice has not been benchmarked. We will then issue advice on the appropriateness of the profile for each job and seek further benchmarking, possibly in the Early Implementers, to replace levels missed out.

What is the knowledge and skills framework?

The NHS wants to introduce a pay system that links movement through the pay spines to j competency - the Knowledge and Skills Framework (KSF). The Government is committed to improving public sector performance by linking pay movements to performance or competence e.g. teaching.

The DOH needs to overcome scepticism because trade unions have been badly bitten in the past by such systems e.g. discretionary points. They could end up discriminating and often employers, left to their own volition, distort criteria in order to control salary bill. However many professions have competency frameworks or occupational standards but with professional practice in mind.

The agreement provides for two competency gateways to progress through the scale, the first after one year, the second higher up depending on which band you are in.

Amicus argued for a strong link between any competency framework and access to CPD: funding, time-off. This is now effectively a contractual right - a goal that your profession has been seeking for many years. However any agreement is as good as it is policed. This will be a new role for reps.

Further safeguards are:

1. It will be up to management to prove you are not able to pass through the competency gateway.

2. If policies such as personal development plans are not in place, management will not be able to stop you moving forward through the scale.

3. It will be equality-proofed.

The KSF does have the potential, if operated fairly, to allow staff to take control of the demography of their own careers.

There is job for Amicus is to push through the career ceilings, fully developing the potential for mental health nurses creating rewarding jobs and jobs that reward.

What about terms and conditions?

The objective has been to introduce a harmonised package of terms and conditions across the service as part of equal pay. This much is now clear:

1. A 37.5 hour contractual working week which will be phased in. In addition, there is clearer guidance on overtime and use of time off in lieu.

2. Annual leave is a basic of 27 days, 29 days after 5-10 years, 33 days after 10 years service. Two statutory days have been consolidated but adding the eight public holidays makes a maximum of 41 days after 10 years.

3. There will be new High Cost Living Area premiums (combining London Weighting and cost of living supplements). For inner London this will be 20 per cent of salary with a minimum of L3000 and maximum of L5000. Outer London will be 15 per cent with a minimum of L2,500 and maximum of L3500. Fringe will be five per cent, with a minimum of L750 and maximum of L1,300.

COLs payable outside London are to be converted to R & R premiums with additional resources to extend their use.

So what is happening to this year's pay round?

Provided Agenda for Change is agreed you will receive a 3.25 per cent increase in 2004, 2005 and 2006.

Next steps

1. We need to finish producing more job profiles including those for CPNs.

2. The Amicus Health Section NAC, meeting as this issue was going to press, would decide whether to recommend acceptance of Agenda for Change. The CPNA would be represented at this meeting.