1.1 The pay system will consist of one set of pay scales sub-divided into 9 pay bands.
1.2 Annex B details the current pay scales.
1.3 The Modernisation of Pay, Terms and Conditions Project, after agreement between the Joint Management and Staff Side Representatives agreed to use the NHS Job Evaluation Scheme as the tool for matching and evaluating local posts.
1.4 All staff covered by this agreement will, on assimilation, be assigned to one of these pay bands on the basis of job weight as measured by the NHS Job Evaluation Scheme.
1.5 To assist this process, in the UK, a set of NHS jobs have been evaluated and national job profiles drawn up where the job evaluation score is agreed. Locally staff whose jobs match these profiles will assimilate on the basis of the profile score. Jobs which do not match these profiles will be evaluated locally on a partnership basis.
1.6 The NHS Job Evaluation Handbook sets out the basis of job evaluation, which underpins the new pay system and includes the factor plan, the weighting and scoring document and a guide for matching posts locally. The process for assimilation is set out more fully in Section 46.
1.7 The 9 pay bands and their corresponding job evaluation scores are set out in Table 1. Within this structure, pay band 8 is sub-divided into 4 ranges a - d.
1.8 Within each pay band there will be a number of pay points to allow pay progression in post. Staff will progress from point to point on an annual basis to the top point in their pay band or pay range, provided their performance is satisfactory and they demonstrate the agreed knowledge and skills appropriate to that part of the pay band or range. Staff joining pay band 5, who fulfill the criteria in Annex T, as new entrants will have accelerated progression through the first 2 points in 6 monthly steps (that is, they will move up one pay point after 6 months and a further point after 12 months) providing those responsible for the relevant standards in the organisation are satisfied with their standard of practice. This 12-month period will be referred to as ‘preceptorship’.
Table 1: Pay bands and job weight
|Pay Band||Job Weight|
|1||0 – 160|
|2||161 – 215|
|3||216 – 270|
|4||271 – 325|
|5||326 – 395|
|6||396 – 465|
|7||466 – 539|
|8a||540 – 584|
|8b||585 – 629|
|8c||630 – 674|
|8d||675 – 720|
|9||721 – 765|
1.9 Section 6 sets out in more detail how the new system of career and pay progression will work and gives the details of the NHS Knowledge and Skills Framework that underpins it.
1.10 The current pay scales are set out in Annex B.
1.11 Further information on assimilation and protection arrangements is set out in Part 7, including information on:
- the process for assimilation
- the replacement of existing leads and allowances
Assimilation of salary for new starters
1.12 Staff being recruited from the NHS or outside of the UK will be assimilated using their current salary. This will then be used to place them on the MPTC scale at the next equal or higher pay point on the same band. If they are recruited to a higher band than their current band then they will go to the next point on the higher band that would afford them a pay rise, in accordance with the promotion rule section 6.37.
Assimilation of salary for agency staff
1.13 Staff being employed from an Agency will be asked to confirm their year’s service at their current band.
- If the post within the Department of Health or Social Care is for the same band then they will be placed on the spine point which equates to the same number of years. They will retain their increment date.
- If the post they are being appointed to is higher than the band they were employed at in the agency then they will go to the same point on the new band as if they had been promoted from the band below. They will take an increment date of the date they were appointed.
It is proposed to review 1.12 and 1.13 on an annual basis.
Assimilation of salary for UK Private Sector Health Care staff
1.14 Staff being employed from a Private Sector Health Care Provider (excluding Agency workers who are covered under paragraph 1.13) will be asked to provide evidence which confirms their number of year’s service at the equivalent level to the post being recruited to. Staff will then be placed on the spine point which equates to the same number of years. If the post they are being appointed to is of a higher level than the band they are/were employed in with the private sector health care provider then they will go to the bottom of the band to which they are being appointed.