As is the case now,pay progression will be subject to:
- Successful completion of the appraisal process
- No formal capability or disciplinary action live on record
- Statutory and/or mandatory training completed
- If you are a line manager, you must have completed appraisals for all staff within a set three month period.
Staff are expected to progress subject to meeting the above. Funding calculations have been made on the basis that everyone who is able to progress, will progress.
There is a commitment from employers working with Staff Side to strengthen and improve the appraisal process. NHS Staff Council will be monitoring pay progression and re-earnable pay to ensure there is no equality impact.
There is a 'no detriment' clause to ensure that no member of staff is worse off from the deal.
Increasing capacity and productivity
There will be a focus on improving health and wellbeing for all staff and to minimise absence through sickness.
NHS Staff Council are looking at a collective agreement for bank and agency working, including providing incentives to encourage employees to offer time to internal staff banks.
Employers will work with trade unions to introduce local mechanisms to guarantee access to annual leave and time off in lieu (TOIL) provisions set out in the NHS Terms and Conditions of Service Handbook. The Staff Council will determine national mechanisms to buy and sell leave.