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Well, I'm happy with my job and I'm happy with the wages.
I'm now the supervisor in our Medical Electronics dept - no extra money, as band 6 is already a supervisory grade. Not that I'm moaning.
My 'additional duties' make for interesting challenges...
We will be in a postion soon when we will need to fill some vacant positions - this will be challenging for us.
We've recently taken on our very first apprentice - the saviour for our future.
The trouble is,it's becoming difficult to recruit experienced technicians with a few miles left on their clock.

Cheers
Mark

This thread appears to be heading towards 'class wars'

It's always interesting to see the arguments between NHS biomeds and their private sector equivalents over pay. The biggest problem in comparing the two is the fact that the NHS still sticks with the annual increment model. Obviously potential employees will look at the bottom of the pay band and think "I can't work for that" and also realise that that they'll have to wait (work!!) upto 8 years to get a half decent wage. Does anyone know why we (NHS) still have this weird system in place? They missed the chance to sort it out with AfC.

I think it's known as a "loyalty incentive" ... that is, an annual increment to encourage techs to hang in. And, then, after that - soldier on until they get their pension.

Otherwise, they might decide to jump ship to join the so-called private sector in the pursuit of a few more shillings a week!

Also, if "jeeps"* came in straight away at the same rates as experienced blokes, that would hardly be fair on the old sweats, would it?

Meanwhile, I don't think you can really make a fair comparison between NHS techs and "private sector equivalents", Bill. I would say that Rob1234's post made yesterday sums it all up quite well.

* Young, inexperienced, techs.

Hello Bill
For those of us who come from the Estates Officer background, the AFC incremental rise structure was a blessing. Instead of being stuck on the same grade forever, it allowed career and comparable pay progression to newcomers, as your experience and duties broadened.
I don’t think it unreasonable that new starters enter at the lowest spinal point within a band, (we all had to start somewhere). To some extent, I would agree with Geoff's observation that some people have unrealistic salary expectations. If an external potential employee has additional skills of value you can always request a "variation order" which allows appointment further up the scale.

I wouldn’t get too hung up on Agenda For Change terms and conditions, as there are moves afoot to restructure things completely by aligning incremental pay progression to behavioural criteria, (sickness absence, mandatory training etc.)

Hi Sean,
I've not come across this latest restructuring idea, do you have any more info on it?
My point was really that there should be fewer increments with a clearly defined career path, a bit like the old MPT structure? But hey that's a backward step isn't it!

The other bugbear I have with the comparison between NHS and private biomeds is that in the NHS we are required to work on a fantastic variety of equipment types and models, Whereas most private biomeds who work for major companies tend to work on a fairly narrow range of equipment. At the moment I'm engaged in rationalising our database, I estimate that we are responsible for over 3000 different types and models of medical equipment. I appreciate that we cannot be "masters of everything" but we do have to find a solution to all problems thrown at us. This is where our real worth is, if we decided that we would only work on a limited range of equipment then we would have to more than double our staff numbers. So I personally think that with the system we have (AfC) fully qualified biomends (left typo in because that's what we do?) should start at band 6.

Currently in this game in the NHS, the trainee grade is usually a Band 4,
Understanding of a range of work procedures and practices, the majority of which are non-routine, which require intermediate level theoretical knowledge. This knowledge is normally acquired through formal training or equivalent experience

The working grade is generally recognised as a Band 5.
Understanding of a range of work procedures and practices, which require expertise within a specialism or discipline, underpinned by theoretical knowledge or relevant practical experience.

A fully qualified biomed, or biomend merits a Band 6.
Specialist knowledge across the range of work procedures and practices, underpinned by theoretical knowledge or relevant practical experience

I believe its all there, in black and white in the NHS job evaluation handbook.

Bug-bear? "We Specialise in Everything"!

But you may have a point, as (thankfully) we are by no means a "major company".

I hear what you're saying, Bill, especially if a tech is working for one of the manufacturers. But sometimes the opposite is the case, especially for independent (or third-party) service providers. For instance, you must look after a lot of infusion pumps ... but how many different types? Two, or three perhaps. Whilst I (for instance) can see pumps from at least five different manufacturers staring back at me on the shelf. Coupled to that is the fact that all our guys (being what you might call greybeards) are all ex- this or that, and are therefore willing and able to have a crack at anything. And, indeed, do ... on a regular basis. That's just the sort of thing that appeals, to be honest (that is, the scope for inventiveness, and the variety).

I appreciate that this thread is about the NHS situation ... but as the Dark Side has been mentioned, let's not forget that it is also quite diverse, and generalities may not always apply!

No "Pay Bands" and such here, either. It's a question of:- here's a job if you want it. And this is how much* we pay. No increments, and no pension either. You might have better luck negotiating a more interesting "package" with one of the Big Players, of course. It all depends what a bloke is looking for.

3,000 different types? Somehow I doubt that figure, Bill. My money would go on around 800 tops.

The "real worth" of the in-house biomed is just that. In-house. Minimum response time, familiarity, continuity etc.

@Sean: seeing that you introduced this topic with a post about a perceived squeezing of pay bands, how about (for the benefit for all of us - many - outsiders) putting a salary range against each of those Bands and outline "personal specs"?

* The "going rate", in case anyone is interested (around Band 5, I should imagine). And we're still looking for "volunteers"!

Sean,
Just to pick up your points about the different grades, according to our reading of AfC we have used Annexe U to grade our trainees, who by the way are getting on very well and are an asset to our dept. Annexe U is a convoluted way of paying trainees without having to change their grade. Once qualified they go to the bottom of a Band 5. This bypasses the rigmorole of having to apply for a "new" post which would happen if we wanted to promote a band 4 to a 5.

It's just another example of how AfC is interpreted differently across the country.

Could be worse when I was working in the private sector, at the annual appraisal you'd be given a envelope with two figures the inflation rise and your performance rise if any. Now that performance rise was offically secret and not to be disclosed. Turned out it came out that one person was on £8,000 less for the same job. At least with the NHS pay scales thier published for all to see.

Geoff as I just mentioned above the pay scales in the NHS are published so the pay scales for any post would be here