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Challenge, Agenda for Change and Changing workforce

Challenge, Agenda for Change and Changing workforce. Judy Wilson UNISON BAOT Project Officer. What is it?. A Job Evaluation System written for the NHS and equality proofed Common Terms and Conditions of Employment

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Challenge, Agenda for Change and Changing workforce

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  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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