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GSTT 2005 - Agenda for Change1 AGENDA for CHANGE An Early Implementer Site Christine Warren Laboratory Manager Department of Infection Guy’s and St Thomas’

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Presentation on theme: "GSTT 2005 - Agenda for Change1 AGENDA for CHANGE An Early Implementer Site Christine Warren Laboratory Manager Department of Infection Guy’s and St Thomas’"— Presentation transcript:

1 GSTT Agenda for Change1 AGENDA for CHANGE An Early Implementer Site Christine Warren Laboratory Manager Department of Infection Guy’s and St Thomas’ NHS Foundation trust The GSTT experience – nearly there ! nearly there !

2 GSTT Agenda for Change2 Agenda for Change at GSTT  Key features  Experiences  Outcomes  Lessons and Issues

3 GSTT Agenda for Change3 Key Features Key Features Job Evaluation Scheme 16 factors, 4 – 8 levels profiles, available as a rolling programme Job Matching – matching panels examine job description and assess it against a profile Job Evaluation - Hybrid or 38 page questionnaire Consistency – checks on matching process & outcome, checks with HR, Management & Unions, do bandings look reasonable? Assimilation -manager agrees information at sign off, staff can ask for Factor levels Appeals - post holder & manager need to agree reasons, only one stage

4 GSTT Agenda for Change4 Key Features Key Features Terms & Conditions Pay Bands - 1 – 7. 8a - 8d, 9 Harmonised hours – 37.5hrs p.w. with 3yrs protection for those currently working less Leave – 3 levels, 27, 29 & 33 years depending on length of service Revision of local T & Cs – e.g. new starters Review of unsocial hours by October 2006 and on call by June 2008 – these areas are still open to discussion

5 GSTT Agenda for Change5 Key Features Knowledge Skills Framework  Fair & objective framework developed in partnership that supports career development  Will link to other frameworks - NOS etc 304  Based on 30 dimensions each with 4 level descriptors 6 6 core dimensions for every post Communication – Personal & People Development Quality – Health, Safety & Security Service improvement – Equality & Diversity specific dimensions, up to 10 for each post  Links into gateways on pay bands – April 2006 for GSTT

6 GSTT Agenda for Change6 The Experience  Staff were involved in the process  Took time to review, rewrite and up date job descriptions -truly reflecting the role Job Evaluation Scheme- matching  There was commitment from staff, unions and management  Staff agreed to Generic JDs and later in the process similar posts were grouped in Pathology

7 GSTT Agenda for Change7 The Experience Job Evaluation Scheme - matching  Post holder or representative and manager present  Clear job descriptions and person specifications with examples to qualify the factor definitions  Panel had a structured process, asking for clarification for each factor in turn Best Experience  It helps to have a scientist on the panel

8 GSTT Agenda for Change8 The Experience Job Evaluation Scheme - matching Hybrid matching- GSTT put forward the proposal for hybrid matching Full evaluation very time consuming and very searching, team of 2 or 3 people involved in completing JAQ - up to 5 variations, score the matched factors and fill in a JAQ for non-matched factors - review panel looks at results – may be matched or recommend a re-match

9 GSTT Agenda for Change9 The Experience Consistency checking- designed to review the procedure and results of matching panels and consistency of outcomes across departments by: Job Evaluation Scheme  at first - meetings of HR, management & staff side at Directorate or Service Unit level  then - meeting of line manager, HR officer & staff side rep  now - contact by between line manager, HR officer, staff side rep and AfC lead

10 GSTT Agenda for Change10 The Experience Consistency checking- by Job Evaluation Scheme  If Band outcome is agreed then the post is assimilated and post holder informed  If not reasons must be stated and a consistency meeting is held and matching outcome is reviewed  If agreement is then reached it goes to assimilation  If not, it is re-matched with new panel, and the Band outcome is final

11 GSTT Agenda for Change11 The Experience Job Evaluation Scheme Assimilation- process  Line manager signs off Band outcome  Agenda for Change statement is explained to the post holder – calculations are based on pay scales in place in June 2003, can be confusing  Number of possibilities for error - wrong incremental date - WONH supplement omitted - including ‘on call’ payments

12 GSTT Agenda for Change12 The Experience Job Evaluation Scheme Appeals - Currently at approximately 2% Stuck to process No short cuts Worked in partnership Taken new profiles onboard

13 GSTT Agenda for Change13 The Experience  Pay & Conditions forum - overarching committee with equal staff side and management representation - meets regularly Terms and Conditions  Common Interest Groups Job Evaluation Terms & Conditions Recruitment & Retention KSF

14 GSTT Agenda for Change14 The Experience Knowledge Skills Framework 27 posts in Infection  Work on a Pan Pathology basis  Take in to account new developments in career pathways  Involve staff, what are reasonable expectations for a full outline?  GSTT to have KSF in place by April 2006

15 GSTT Agenda for Change15 Outcomes Timetable…………  Early Implementation launched June 2003  Assimilation in EI sites originally set for 30 November 2003 !!!!!! DoH reset target to end of September 2005  GSTT has 3030 posts – 90% have been banded  79% of staff have been assimilated

16 GSTT Agenda for Change16 Outcomes AfC Bands in Pathology MLAs 2/3 Trainee BMS 3/4 BMS 1 5/6 BMS 2 7 BMS 3 7/8a BMS 4not finalised Clinical Scientists 7 – 8c A&C staff Band

17 GSTT Agenda for Change17 Lessons………  Partnership approach of staff, unions & management, worked well at all levels  Clear concise person specs & job descriptions with examples to qualify the factors worked best  Matching panels knew very little about Pathology!  Involve staff every step of the way, it can be very unsettling

18 GSTT Agenda for Change18 Lessons ………  Check individual Agenda for Change statements very carefully  JAQs should be a ‘team’ effort they take time but give the opportunity to fully describe the post  Get involved in meetings to discuss Terms & Conditions  Should be able to write a JD to fit a new role and have it banded appropriately

19 GSTT Agenda for Change19 …… & Issues  Trust outcomes will be different  Appropriate profiles were not available – still coming out in 2005  What pay scales to advertise during the process?  Manpower resource available for matching panels and JAQ evaluation!

20 GSTT Agenda for Change20 …… & Issues  KSF has more dimensions but fewer levels  Outlines need to be individualised to posts and specific indicators defined locally but with a pan pathology approach  Will we have to rewrite job descriptions to fit with KSF outlines?

21 GSTT Agenda for Change21 And So………  It is almost complete at GSTT  Still a number of outstanding issues with AfC nationally  What will the final picture be ???  Will it survive 50yrs like Whitley???


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