What - current salary PLUS £4,000 R & R, extra weeks holiday - FANTASTIC!!!!! The sooner this cost neutral Agenda for Change gets implemented the better!!!!UHMMMM.


Somehow, however, back in the real world - won't we just be marking time until Band 5 catches up with my current 3** salary? Still, no worse off!

What - current salary PLUS £4,000 R & R, extra weeks holiday - FANTASTIC!!!!! The sooner this cost neutral Agenda for Change gets implemented the better!!!!UHMMMM.


Somehow, however, back in the real world - won't we just be marking time until Band 5 catches up with my current 3** salary? Still, no worse off!

Am I missing something Specialist? My understanding is that we have one cost of living increment after AfC is implemented in October. After that, if pay protection applies, then no more increments until the next increment in your NEW grading exceeds the original salary you were on before AfC - if it ever does - this means that some could lose much more than one cost of living increment despite having their salary "protected".

Don't forget that those unaffected by R&R will not only move onto an equivalent band but will possibly be rewarded based on what's down on their job description not necessarily what they are actually doing i.e. what's happening now in a lot of hospitals. The point I'm making is that the AfC process may not necessarily be any "fairer" than the system we have now which is highly inconsistent to say the least - people will start scrambling for responsibilities (on paper) to boost their job profile and abuse of a pay system that's being rushed-through is bound to take place.

Pay protection, as my employer calls it, or R&R will apply until 2010. It will last for 6 years as already agreed locally with trades unions - I wonder if R&R will be a seperate issue? It's the great proportion of middle grades who're not in a position to boost their job profile who may be hit hardest.