So cynical!
For the vast majority of Biomeds, Agenda For Change did what it set out to do, recognise skills, and reward accordingly.
Don't know about Bucks Fizz (Land of make believe), a lot of guys who did the preparation/homework, and had support from their Managers celebrated with the real stuff (Champagne) at the time their bandings were approved. Proper Preparation Prevents P*** Poor Performance, and all that.

Read what has been said, your point about patients visiting Hospitals were junior bands are working on ventilators and (anaesthesia even) with adequate supervision requiring living wills doesn't stack up against statistical evidence. I haven't seen a sudden increase in mortality rates where specialist kit has been serviced by (God Forbid!), less than a "Specialist" Band 6/7 Biomed.

As has been pointed out, Band snobbery is a terrible thing and should be stamped out.

If another Trust offers a better band for a particular post, demand likewise, or vote with your feet (either way, stop complaining).

Hey, leave Chris alone.

His posts always reinforce my high opinion of NHS techs!

(easy now, Chris)

That adequate supervision's only going to work in a few Trusts that have a lot of bods who work mainly in their workshop.

It's a very slippery slope from saying we can have lower grades supervised, to just saying we can have lower grades.

If you want to stamp out Band snobbery you really should have one working band and a trainee band and not be arguing with management how the job can be dumbed down.

As an independent outsider (with no particular axe to grind), I would say that your point is a fair one, Chris. Let's see what response it evokes!

Meanwhile, with reference to the original post, it sounds to me like they are fishing for fees (subs, or whatever they're called).

When I worked for Global, two of us were assigned to Dialysis, me with all the experience another with a lot more paperwork. Guess who was being paid the most, I had a chat with Mo Powell and had the situation rectified, actually more than a chat but it worked. This is one of the reasons I hate banding-demarcation or whatever you want to call it. Pay the bloke what he is worth, on the other hand if you cannot get the pay you are looking for look for another job where you can.

That was good of you to get the bloke paid more, Neil!

Happy Days, Mate.

On the other hand, if you find yourself in a lousy spot, there may be something to be said for taking a drop in pay in order to move to another more (let's say) congenial (more interesting, less hassle, better location ... whatever) situation, as I have done on a number of occasions.

After all, there's more to life than just money, and who wants to be simply a wage slave, or consumer drone?

I was told by my mother a long time ago, "you spend most of your life at work, so you should be happy, if not find a job where you will be happy" excellent advice.
What was the main subject again?

Does the IPEM have it's own PPM system and protocols, if so would they make them freely available or do they expect fees to be paid first.

Your Mum gave you sound advice, Neil (I only wish I had heeded it myself).

Meanwhile, I think you may be on the wrong track regarding IPEM. Think "Medical Physics" and you may not be too wide of the mark. And I doubt that you'll be seeing many practical initiatives, like the ones you mention.

I could be wrong, of course. But just like the VRCT, although there are quite a few well-known IPEM members on this forum, we rarely hear from them.

No one says that a band whatever cant do the job but why should some pay peanuts compared to others in this country.

Supervision is ok in some situations but is it 100% while the person is working on a vent/anaes machine. If so then you are over staffed as you have just wasted 2 manhours for every 1.

Is it any wonder why some have problem recruiting experienced techs.

Also have the technicians been trained by the manufacturer or is it one of these cheapskate org's that train one person and ask them to tell everyone else how to fix it. If this is the case then are you not diluting the training.

Pay what they are worth or how much you would expect to get payed for doing their job you tight wads.

So much for A4C leveling the playing field.