Andy W, Sunderland has not pulled out of Afc, also it has been told by the shadow exec that it has followed procedures correctly and if anything was over thorough!!!
By the way, we were graded Band 4!

Andy W, Sunderland has not pulled out of Afc, also it has been told by the shadow exec that it has followed procedures correctly and if anything was over thorough!!!
By the way, we were graded Band 4!

good morning everybody

stew, we have obviously been misinformed at Bradford, although we had heard this news from various sources

we have been advised that if job descriptions/ profiles are nt filled out thoroughly enough then we would lose out like sunderland, or vice versa, beef them up and do well like guys and st thomas's

ps what grade relates to band 4?

Well we are currently on MTO3** so a pay difference of approx £7000. We are also in the process of re-doing our job descriptions to try and scrape together some extra points!!! (bit sad really) Unfortunately as we have absolutely no faith in the people carrying out afc or indeed the system itself, we don't hold out much hope in improving our grade.

Stew

Didn't the Chief Executive (Ken Bremner) and somebody representing the Staff Side (Ann Clay) at Sunderland issue a joint statement stating that anyone disadvantaged by AfC would not be transferring onto the new system. I have seen this via many sources including one of the bigger unions website. I think this is what Andy W meant by pulling out.

There is a view that each individual can opt to not be covered by agenda for change if they are employed on a Trust contract i.e. if they were employed in their current job after the NHS was broken up. But this is an unsure area, no-one knows for sure. This rule was intended for senior managers on short term contracts but may have been missworded and might apply to all staff.
I do not know when you can take this opt out (if at all), it seems interesting if you can go through the process to see if you are better off then say you will stick where you are.
If you can opt out where does that lead future national pay negotiations? As these will be for AfC grades only.
My union or personnel department do not know the correct answer as to opt out.
Robert

And whatever way you look at it, no cost of living pay increase for 2 year is a pay cut.

At this moment in time our managers are rewriting our job descriptions. we will then have to agree with the content and sign them before they goto the matching panels.

will this in effect be signing to accept afc, before we see the outcome? (subject to the second ballot of course)!!

I think the position at Sunderland is that those who have lost out will not imediately be put onto the AfC terms until a review has been carried out as to why they have been down graded but all will eventualy transfer over.
With regard to advice on filling in job descriptions, the wordiing in your JD must match the wording in the Job Profile that you hope to achieve. I can imagine the managers carefully chosing the wording to match the band they want you to be on. The document 'NHS JES Factor Definitions and Factor Levels' seems to be the 'Bible' when it comes to writing job descriptions as this is what the matching panels will be using to decide on banding.

It has to be true that the final banding of each person is the result of scoring job descriptions by the matching panel. The job description is therefore all important in determining the outcome. Information coming through suggests large differences between different trusts and indeed there are differences in how medical engineering departments operate. For the right and fair banding to result the NHS Factor Definitions must be used to carefully describe fully but truthfully what each applicant does in his or her job. If there are omissions they cannot be scored. At the same time it must be concise as recommendations on length are given.