GSTT 2005 - Agenda for Change1 AGENDA for CHANGE An Early Implementer Site Christine Warren...

GSTT 2005 - Agenda for Change

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AGENDA for CHANGEAGENDA for CHANGE

An Early ImplementerSite

Christine WarrenLaboratory ManagerDepartment of InfectionGuy’s and St Thomas’ NHS Foundation trust

The GSTT experience – The GSTT experience – nearly there !nearly there !


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Agenda for Change at GSTTAgenda for Change at GSTT

Key features Experiences Outcomes Lessons and Issues


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Key FeaturesKey Features

Job Evaluation Scheme

16 factors, 4 – 8 levels250 + 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


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Key FeaturesKey FeaturesTerms & 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


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Key Features Knowledge Skills Framework

Fair & objective framework developed in partnership that supports career development Will link to other frameworks - NOS etc

Based on 3030 dimensions each with 44 level descriptors 66 core dimensions for every post Communication – Personal & People Development Quality – Health, Safety & Security Service improvement – Equality & Diversity 2424 specific dimensions, up to 1010 for each post Links into gateways on pay bands – April 2006 for

GSTT


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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


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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


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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


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The Experience

Consistency checking- designed to review the procedure and results of matching panels and consistency of outcomes across departments by:


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 email between line manager, HR officer, staff side rep and AfC lead


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The Experience

Consistency checking- by email


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


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The Experience


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


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The ExperienceJob Evaluation Scheme

Appeals - Currently at approximately 2%

• Stuck to process

• No short cuts

• Worked in partnership

• Taken new profiles onboard


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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


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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


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OutcomesTimetable…………

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


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OutcomesAfC Bands in Pathology

MLAs 2/3

Trainee BMS 3/4

BMS 1 5/6BMS 2 7BMS 3 7/8aBMS 4 not finalised

Clinical Scientists 7 – 8c

A&C staff 3 - 5

Band


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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


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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


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…… & 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!


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…… & 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?


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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???

GSTT 2005 - Agenda for Change1 AGENDA for CHANGE An Early Implementer Site Christine Warren...

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