EBME Forums Forums Management Professional Issues Agenda For Change agenda for change

The R&R premium can be 30% - but you're on salary protection for 5 years (or is it 3 ?) anyway, so there's plenty of time to find another job.

There's only one way to deal with this situation and that's to get involved. make sure there is at least one Agenda for Change Rep in the EBME department. They will get the Trade Union training and be involved in the job profiling / scoring pannels in your Trust. If you know what scores the points then you know what to stress in your job description. When your job is evaluated it has to be done using an agreed job description - agreed between you and your manager - so you can have a significant input into what goes in it. The A for C Rep can help you write the job description.

What do points make ?

Points make pounds !

Hey folks,
This is of no surprise to me at all, I used to be the union rep for our area however when I heard of the "UNION's" led government policy of agenda for change which was now being foisted upon NHS staff I decided not only to withdraw my services as union rep but also to leave the Union, the whole concept of what is going on is a disgrace. The Union fully support agenda for change as they do the government so there is not much point of joining the Unions as they exist to fight this. We are all destined to be payed what the government think we are worth and as we are not nurses, what do you think that is?
They also expect us to wear Ties, another disgrace, Ban the Tie, Ban the Unions and Government interference.

We just spent our lunch hour doing our own job evaluation (as objectively as we dared !) and we came up with a band 5 score but it doesn't take a genius to see where your score can be cut back and bingo you end up in band 4. Why is there no official evaluation by now? are they too scared of telling us ?

As one of the early implementers answers to this prophet of doom are as follows.
No we have not - our matchings / evaluations have not taken place yet (see my earlier postings)
I would like to know from this "prophet" the following.
The information you give how did this happen?
was it via the matching process and if so matching to what profile?
Was it via a local evaluation process?
If this prophet is so happy with his lot then I can see no reasion why he can not share this info.

I belive that with the criteria we can only get band 4. I am hoping that the evaluation team realise this but are also aware that engineers in other areas earn far more and we would need to be in band 6. Giving band 4 would / could cause all sorts of problems for retention and attration of the right calibre of person. if those that are able, leave the NHS will not be able to fill the posts offering an even lower salary than now. I know my trust had to upgrade techs to give an attractive salary to aid recruitment as there was nil response to ads to fill long term vacancies.

As this "prophet" is being so anonymous and has not responded to any of our comments I can only assume he is a time waster.

There is no way that a experienced MTO3 can be put on a band 4.That would mean a drop in wages of approx £5K.I thought that there was something in AFC that stated that no one would lose money on this deal they would just 'tread water ' until the wages matched.

By 'treading water' until the grade we are put on catches up with where we are now, is a pay cut in my book. This will mean that we will be worse off.
The employer is implying that previously we were overpaid and they are now paying what we are worth.

I fully agree with you Col if anyone thinks that they will win out of AFC then I've got a castle in London for them to buy

The official agenda for change website at www.doh.gov.uk/agendaforchange put up an interesting new article with questions and answers this morning. It's worth a look if you are at all interested. Keep an eye out for the sentence that starts "There need be no losers". Have to go now must check a few recruitment sites before lunchtime ends.....