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.....and that's probably why there have been amendments to the Clinical Scientists trainees' grades under AfC to allow them to start on Band 6, I think. Be great if someone involved could verify that since I'm not 100% certain about the details.

Hi Richard
There was a post recently advertised here that was for a Clinical Engineering student post leading to an MSc that was Band 6.

Cheers - there were recent changes to the AfC handbook that reflect changes to the policy on employing graduates/postgraduate in Clinical Sciences training posts. The CS profession has been "moaning" about issues relating to trainees' grading for a while. I see no reason why, if there were R&R problems relating to training posts that starting grades couldn't be altered to reflect entrants training, experience during vocational training, i.e. placements, and qualifications.

Sorry, Richard, but I'm going to have to disagree with you there, Mate. Conventional wisdom has it that there are two basic motivators. Namely, "threat" and "reward" (also known as the carrot and the stick). But my own studies and experiences lead me to believe that there is a third, higher, motivator than can be appealed to. This is loyalty. Yes, another old-fashioned notion to some, no doubt. But they are wrong. When the chips are down, or if you are looking for true excellence in your team, loyalty is the way to get those goals achieved.

So, how do we reach this happy state of affairs? We promote loyalty to the leader, to the group, or better yet, the ideal. But it's mainly about leadership. If the leader is found wanting in some regard, then we all know what happens!

OK, you're thinking that all this is easy in, for instance, a military environment, where those aspiring to join the team have to undergo the ordeals of selection, initiation, special training etc. But similar "bonding" techniques can be used in the civilian arena also. There's your first clue.

And its not about money, either, believe me. You have to appeal to the higher ideals if you aspire to build the A-Team. Basically, they have to want to do it! There's your second clue. If you want more, you'll need to read my book!

Group hugging is the sort of thing presented on outward bound courses for personnel officers when they feel good about themselves having sailed a boat or climbed a hill whilst they're cold & hungry.

Employees' goodwill is the currency in the NHS, not loyalty, since loyalty is rarely rewarded - those who provide goodwill don't expect reward - it's much cheaper to encourage and doesn't have to work both ways.

Well done, Richard, I see that you're getting the idea! Nothing wrong with Outward Bound, you know. Nor the Duke of Edinburgh's for that matter. Done yours yet?

Lets say I have other priorities. I know what loyalty and commitment is without having to be taught it by going on an adventure.

Richard & Geoff
Goodwill and dedication to the job, and in a way a sense of loyalty, are good attributes to have from a team; particularly if everyone gets on well together. This can also be helped by socialising occasionally as well (more of the pub variety rather than the outward bound weekend!!!).
However, all of this can be undermined if there is no respect for each other, and that respect must be earned.

I agree that attributes such as loyalty, commitment, goodwill, dedication and motivation are all very important to the job, but all these things will immediately hit zero if someone receives a substantial AFC pay cut, as many of our colleagues around the country seem to have done.

Give in a bit easily, don't you Mate?