Today I am updating the House on work under way to improve the working lives of NHS staff.
The 2023 Agenda for Change (AfC) pay deal, agreed between the previous Government and the NHS Staff Council, included 10 commitments to look at issues that impact NHS staff. Some of these commitments have already been fulfilled; however, five of the commitments involved representatives from the Department, the NHS Staff Council, NHS Employers and NHS England working collaboratively to produce recommendations for Government to consider.
These five commitments included: identifying ways to support the fair and consistent application of the NHS job evaluation scheme (JES), ways to improve nurse career progression, options to tackle violence and aggression against NHS staff, ways to reduce agency spend through the NHS terms and conditions, and options to improve support for newly qualified healthcare registrants.
I have now carefully considered each of the 37 recommend- ations that have been made, in the context of the extremely challenging fiscal situation and other departmental priorities.
The NHS should always be a great place to work, regardless of job role or location. Staff should be free from fear of violence, aggression or discrimination and I know that the Minister for Secondary Care, my hon. Friend the Member for Bristol South (Karin Smyth), looks forward to working closely with colleagues in the Social Partnership Forum to implement all the recommendations to better protect staff from the risk of violent behaviour. This includes encouraging a reporting culture where all incidents of violence and aggression are reported, the consistent collection of data, and developing a standard approach to post-incident support for all staff that are impacted.
Supporting career progression for our nurses is another important aspect of this work. As a result of these recommendations, our ethnic minority and internationally educated nurses should receive better and more consistent support for their career progression through six-monthly career reviews and more consistent recognition of their overseas experience. In combination, all the recommendations will have a positive impact on the experience of our highly valued nursing staff.
I wanted to take this opportunity to particularly highlight the importance of accurate and consistent application of the NHS job evaluation scheme (JES). Staff should expect to be paid correctly for the work that they are asked to deliver by their employer, as is their contractual right. That is why I am particularly pleased to be accepting the package of recommendations relating to improving local job evaluation practice.
The NHS JES underpins the AfC contract as the mechanism for determining the pay bands for all posts under the NHS terms and conditions (Agenda for Change). It is the responsibility of each NHS employer to comply with the Equality Act 2010 which mandates equal pay for work of equal value.
All NHS organisations should have the necessary resources and skills in place to be confident that they are correctly and robustly applying the NHS JES; however, we know this is not the case. While I know there are some areas where this is working well, this is not consistent across all organisations. I want to be clear that my expectation is that the NHS JES is applied correctly and robustly throughout the whole of the NHS, underpinned by partnership working between employers and trade unions at a local level, to ensure that all staff are paid correctly for the work they are asked to deliver.
Further information and guidance will be developed with the NHS Staff Council to support local partnerships to apply the NHS JES correctly.
These recommendations will restore confidence in the NHS JES and build essential capacity to enable proper application of the scheme. With the roll-out of a new national job evaluation software solution, we are seeking to monitor banding outcomes and improve efficiency by making the current administrative functions easier and more consistent, which will in turn reduce administrative costs locally.
Next steps
I have now instructed officials to work with NHS England, the NHS Staff Council, the Social Partnership Forum and NHS Employers to agree an implementation plan to phase the delivery of the non-pay measures over the next two years. This will minimise the potential impact on resource across the system.
This Government have ambitious plans for the NHS, and we are getting the health service back on its feet through our plan for change, delivering over 2 million extra appointments and cutting hospital waiting lists. A vital part of these plans is to improve the working lives of our NHS staff, and that is why we are announcing this support package to tackle violence and improve career progression opportunities for staff. We recognise that NHS productivity can be impacted by poor workplace experience for staff, which we are addressing through these measures. We are in the process of developing a 10-year health plan and a refreshed long-term workforce plan to set this out comprehensively. This work will ensure that we not only have the right people in the right places to deliver the care patients need, but also that the NHS is a great place to work for our staff.
I am incredibly grateful to all those involved who worked so hard to produce these recommendations.
I will continue to keep Parliament updated on the progress of this work.
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