I'm worried that a great deal of the medical electronics community pick up on singular points within afc without studying the official full documentation, and dont place those ideas in context with the rest of the document.
ie people are picking isolated procedures from the annexes, which dont apply to all, only to special cases that wont directly benefit from the main core of afc procedure and generic profiling.
People get a bee in their bonet from speculation or inaccurate summuries and interputations. Like the wording of an individuals job discription, well surely that will only come into play with a small number of 'specailists' who wont fit within the generic profiles. Remember your job discription is not your profile, and profile weightings are determined from a pre-written scoring table, you tick and score not write.
There will be a number of people who will need individual profiling(study of written job description), but the majority of us do occupy generic jobs (not to say they are all identical), and at first sight the agreed profiles of feb 2004 look after us very well, with allowance for brownie point jobs (mto3***)to fit in on a spine point above the generic weighted grade spine point range within a band.
With most ebme staff fitting into the statical analysis that approx 40% of NHS staff will receive a raise of over £500 and in some cases, 10% will receive £1500-£2000.
Please comment on the following generic gardings from www.dh.gov.uk
as agreed in feb 04, as they seem more generous than most seem to preceive they will be intitled to from the generic profiling:
Band 4 medcial engineer (entry level)
(is this not ato-mto1) £15-£18.5
Band 5 medcial eng tech / medical phy tech
(the profile suggests mto2) £18k-£21.5k-£23.5k
Band 6 specialist med eng tech/spec med phy tech
(profile suggest mto3 with room for mto3 upto *** to be weighted at top end of band)
band 7 med eng section manger/ med phy tech sec man. £26k-?-£34.5k
(profile suggests mto 4 weighted lower end of band and mto 5 weighted higher end of band)
all weighting scores held the profiles in centre of the band below the upper gate allowing star point jobs to fit beyond the upper gate.
It is still very important for use all to monitor are banding assignments and for the mto5 to ensuring correct grading without being timid and under valuing the indivivdual.
I urge you to read the official documentation and not to relie solely on summaries and third party interuptations.