4.2 Ambulance specific: what to do under “all role changes” in accordance with point 6.3 (a) of the framework agreement? The framework agreement on which union members were consulted. 3.14 How does wage growth work during the three years of the agreement? Wage growth is not automatic under existing agenda agreements for change. Since 2013, employers have been able to put in place mechanisms that allow them to neglect progress if staff do not meet the required standards. Since there has been significant structural reform of wage structures over the past three years, many wage items are being eliminated. These salary points will be withdrawn in April 2018, April 2019 and April 2020. Employees who are already at a pay point at the time of the distance are immediately moved to the nearest available point, even if this does not correspond to their existing incremental date. These employees do not receive an increase in their incremental date as they have received their anticipated increase. In 2018/19, this will only be the case for those who were previously at the bottom of wages. Over the next two years, it will be more salary points.
Staff members keep their existing incremental date for the entire transition. On their incremental date (if they have not already benefited from the removal of a pay point), all employees are expected to move to the next pay point to reflect their additional full year of experience. If employers have made arrangements as a result of the 2013 changes, progress can be made if staff do not meet the required standards. We are working with ESR colleagues to ensure that the system is ready and ready to support changes in pay, conditions and conditions as part of any agreement implemented. ESR assured us that the system would be prepared to pay the new employee rates in July. In 2013, an agreement was reached to allow employers to link wage growth to their assessment processes, so that they are no longer automatic. The 2018 agreement will allow all employers to switch to this system for all employees by April 2021. Establishing this link will enhance the importance of good assessments, line management and human resource development, allowing employees to become more engaged and focus more on the training and skills needed to deliver the best patient care. In 2018, the NHS staff committee agreed to reform the NHS`s salary structure over a three-year period, from April 2018 to March 2021. This reform has had the following effect: the NHS Employers` Pay Journey Tool, published in March 2018, clearly shows that wages will be affected by milestone dates.
The NHS Staff Council says Scotland, Wales and Northern Ireland would then be able to discuss “whether and how the content of this agreement will be implemented [in England]” in their respective countries. The Change Programme was introduced in 2004, which brought together several wage agreements into a comprehensive wage structure based on employment evaluation. While their success is recognized, NHS unions and employers agreed on the need to change the agenda for change in a number of areas. The 2013 agreement was recognized by all parties as the beginning of a wider debate on updating the agenda for change. During the autumn budget (22 November 2017), the Chancellor of the Exchequer confirmed that negotiations had begun on reforming the payment agenda and the terms of change. The Chancellor confirmed the commitment to allocate additional resources to the abolition of the NHS staff salary cap, provided that negotiations reach satisfactory conclusions, in which funds would be sanitized and withheld only in exchange for productivity increases, hiring and withdrawal.