It's apparent to me that each SHA and associated trusts have their own spin on JDs, the AfC matching process, protection, etc, etc. The whole process probably depends upon local conditions affecting the workforce, local finances, trust management style and how HR chooses to apply the process. So fair pay for a fair days work depends upon where you work I think and even whether local management is willing to adapt individuals job-roles to match certain profiles prior to AfC in order to keep a core of staff post AfC. This is my perception based on what I read, what I see and what I hear and how I intrpret it in the absence of anything that contradicts it.
