EBME Forums Forums Management Professional Issues Agenda For Change Agenda for change. Status report on Profiles

As RL quite rightly states no one wrong.
We are all entitled to our own opinion.
As for me, we arent on A4C scales yet and no one
has made me an offer of what point I will be on.
In the mean time I may just mellow out and consider what anger management courses to go on.
Trust I,ll not be alone though.

I think there's another side to all this.

The people we have in post - who have probably been doing the job for years and know the hospital equipment and the clinical staff - will lose out in the long term, so are likely to leave. The job profiles ask for a degree or HND at anything above entry level grade. This raises two problems ; -
1) A degree is a measure of mental ability (for want of a better phrase) and I've had the misfortune to work with people with degrees who didn't know one end of a screwdriver from the other - and could put a bike chain back on, never mind repair a piece of medical equipment !
2) What calibre of degree person are we going to attract at the salary levels we are offering ?

So the people we get in to replace the experienced, valuable technicians and/or engineers who leave, will need several years experience under their belt if they are ever to be as useful to the hospital. Because these profiles have been set nationally, the only way out of the pay trap is out of the NHS - so we really are losing the people we can least afford to let go.

What a good system !

Hey Huw, the Expats are begining to label this site "Whinging pom.com"
Any idea why?

You don't have to read it - or respond to it. Some would say you're encouraging it.....

I disagree

EH

In the short term we should have pay protection, so I honestly doubt that many would leave. The reality is that the companies don't pay that much differently to the NHS (I've worked for both).

I think that the whole issue of R&R is geographical and also will be particularly relevant to specialities (eg renal). I also think that it will be a recruitment rather than retention tool. When people leave (retirement etc) the natural tendency is to try and replace them with someone with experience, and this is especially true of small departments who don't have the resources or time to train a newbie. The only way to achieve this is to offer a sweetener i.e. the R&R premium.

The other interesting item for those in London is the London weighting (or whatever they call it). Under AfC it will be anywhere between £3k and £5k for inner London. I wonder how they will explain offering different rates to different groups - I mean how is it more expensive for one but not the other. It happens now - nurses get more than MTO's. (No, I don't begrudge them it, but HEY!)

...nah! The days of DCPB are long gone. If anything, Medical Physics is way too loose a term to descibe us. We don't do scanning here, cos we are the Bio-engineering Section! Hence our presence on this forum! Don't you ever get tired of docs calling and asking for scan reports?

Exitwound, are you trying to say that DCPB isn't the center of the universe anymore? Now that will raise a few eyebrows!!.

Has anyone tried to rewrite their job descriptions based on the job profiles issued.

Yes.

Steve