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:
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 !
GSTT Agenda for Change2 Agenda for Change at GSTT Key features Experiences Outcomes Lessons and Issues
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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!
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?
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???