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Navigating the Agenda for Change: Insights on Workforce Development in the NHS

This overview by Judy Wilson, UNISON BAOT Project Officer, delves into the Agenda for Change and its implications for NHS staff, especially within Occupational Therapy. It outlines a job evaluation system designed for fairness, introduces new national terms and conditions of employment, and highlights the Knowledge and Skills Framework (KSF) as a tool for career development. With a focus on changes in service planning, pay structures, and professional standards, this guide equips staff with the necessary knowledge to adapt and thrive in the evolving landscape of the NHS workforce.

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Navigating the Agenda for Change: Insights on Workforce Development in the NHS

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Presentation Transcript

  1. Challenge, Agenda for Change and Changing workforce Judy Wilson UNISON BAOT Project Officer

  2. What is it? • A Job Evaluation System written for the NHS and equality proofed • Common Terms and Conditions of Employment • A structure for the development of staff in the NHS : The Knowledge and Skills Framework • New national negotiating structures

  3. What does this mean for you? • Changes to the way in which you plan and organise Occupational Therapy services • New language and terminology • Impact on working with other ahp’s • Impact on Stewards structures in Health

  4. Job Evaluation • Pay and pay bands • Longer and higher but with facility to check staff progress and prevent movement to next pay point. • Fewer and less overlap at senior level • New language to evaluate jobs • Career development pathways • Impact on managers/ leads in planning services • Reviews, expectations & morale • Supporting staff in change management process • Flexibility in developing new roles and extending existing roles • Implications for profession and professional organisation

  5. Terms & Conditions 1 • Longer working week – 37.5 hours • Protection/long and short term planning • Unsocial hours payments • Negotiations of formula under way • Overtime pay – time and a half and double time on bank holidays • First time extended to OT staff – previously TOIL

  6. Terms & Conditions 2 • Gateways • 2 in each pay band. Staff pay can be affected • Preceptorship • Accelerated development in first year for newly qualified staff • Annexe T • Accelerated development from band 5 to 6 • Student Training Allowance • Ceases – how do we motivate staff to take students?

  7. Knowledge & Skills Framework • KSF outlines • Individual versus consistency/ benchmarking. • CPD requirements • Where are links with hpc to ensure ksf and cpd evidence can be interchangeable? • Courses • Pressure on training budgets – Benchmarked courses WILL be prioritised! • Code of Ethics & Professional Conduct • How does it fit with ksf? • Career structure • Whitley no longer applies – how do we describe roles and jobs in Agenda for Change. • Students • How do we ensure that they are prepared?

  8. Putting it all together • The NHS is the biggest employer of OT staff in the UK. • A job evaluation system that is equality proofed, common terms and conditions and a robust career development framework (ksf) enables new and extended roles. • How will your service respond?

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