Employment Relations – current issues Josie Irwin Head of Employment Relations Joint reps conference 15 th June 2013

Fair pay u Small signs of economic recovery but taking too long, fragile, and prone to relapse u Inflation fell in May - 1 st time since Autumn % u Budget deficit not reducing fast enough u Pressure on public services and pay continues –1% pay cap extended for a 3 rd year u Pressure on employers outside the NHS –Local government and insurance funding decreasing –No pay increase for many u Unemployment for women rising to a 25 year high u Scotland – living wage u Ireland – Haddington Rd Agreement

Responses u NHS Pay Review Body Report 2013 –Using pay restraint to deliver savings not sustainable –Importance of staff engagement –Further evolution of AfC framework –Don’t tie our hands u Evidence 2014 –Benefits realised, equality with other NHS staff, living wage, reduce increments u Research into the economic value of nurses – New Economics Foundation

Agenda for Change u April 2013 changes – end or beginning? u Unaffordable, inflexible and wasteful terms and conditions are threatening job security and undermining the NHS’s ability to compete for services with the private sector – HSJ survey 06/13 u “The real solution is to redesign our entire old-fashioned, creaky, hospital-centred system. Flogging the workers is an excuse not to tackle the real issues.” Andrew Foster 06/13 u Wales – Chatham House discussion about possible changes, more far reaching than England u Scotland – exploits AfC flexibilities to make a difference u Section 16 – redundancy

Responses u Continue to resist the imposition of local changes to AfC u Long grass and moles!

Pensions u Working Longer Review – call for evidence –Regional stats –Local intelligence e.g. good practice, identified needs –Questions – what makes working longer harder/easier etc u NHS pension scheme contributions 2014 and what about 2015 and beyond? u Fair contribution rate for part time staff

Change, upheaval - stress pay v jobs, finances v patients u NHS England u NHS Direct and 111 u Independent sector rationalisation u Northern Ireland - ‘Transforming your care’ u Scotland – integrating health & social services u Wales - reconfiguring u Protections –Annex X –JE Health check survey –Fair Deal & extending access

Francis, respect and a voice at work u Government response to Francis –Organisations need to have a clear aspiration to create the right conditions that enable their staff to deliver high quality, effective and compassionate care. Across health and social care, organisations should be aspiring to excellence in recruitment, induction, training and appraisals for all staff and tackle any inconsistencies in good practice. There is already good evidence to show organisations that treat their staff well deliver better outcomes for patients.

Respect Poor work environment presenteesism, Ill health absenteeism Poor patient outcomes Poor staffing levels Stress Fatigue Infections

A voice at work It is everyone’s responsibility to raise concerns

A voice at work u A role for local staff sides in identifying and raising concerns –Patient records, incident forms, clinical meetings –Staff survey findings e.g. near misses, work pressures, extra hours compared with average u Stewards safety and learning reps all have a role u Learning and development e.g. Module 3 ‘Stress’ using staff survey results to escalate concerns u Facility time under increasing scrutiny u RCN qualitative research and new guidance for reps on arguing the benefits of facility time u Recruiting and retaining reps a priority

ERD - L&D new ways of working Fair pay AfC Pensions Change A voice at work Francis Health & wellbeing Reps learning and development Exchange & synergy Political economy Working lives Health policy Life! Working lives Health policy

Francis & NHS Staff Council, AfC u Across the four UK countries u Partnership and facilities – Part 1 & Annex A1 u Safe Staffing levels and Annex X u Appraisal and incremental progression –Annex W –‘in assessing an individual's performance, an organisation may consider not just whether the objectives have been achieved (or not) but also how they are achieved’ u Continuing learning and development u Health and wellbeing

In conclusion u Challenging times u Everything & nothing changes u Seeing opportunity in challenge – ‘the glass is half full’ u Pragmatism informed by principle u Making a difference to working lives of staff makes a difference for patients