Agenda For Change Pay Agreement
The Change Programme came into force on 1 December 2004, following a consolidation between trade unions, employers and governments concerned. Read the details of the 2018 framework agreement for the current three-year employment contract. The second year of the agreement began on April 1, 2019. The NHS General Terms of Sale Manual has been updated to reflect the latest changes agreed by the NHS Staff Committee. The staff committee also released a document at a glance to understand what to pay in the second year of the agreement. The Whitley NHS system has remained virtually unchanged since its launch, although there have been some changes. Yet it has been the subject of much criticism for decades. These criticisms have focused on their structure, complexity and over-concentration, due to their lack of flexibility and equivalent values. There was also concern that existing pay scales could not be easily adapted to the evolution of equal pay for work of equal value.  Under the AfC, all employees have annual development reviews against the NHS Knowledge and Skills Framework (KSF). Normal wage growth is one point per year, but wage growth at certain “bridge” points in each wage category depends on how the person agrees with the KSF`s contour line for their contribution.
Switching to another volume became very difficult because the position would have to have changed a lot to be reclassified (even if the person moved into the post office, became more experienced or took on more responsibilities, this would not be considered a good reason to re-elect). Full implementation of KSF has been slow.  The framework agreement on which union members were consulted. Information on specific agreements for ambulance personnel, including bandage changes and work to support the ambitions of emergency and emergency care verification. Negotiations on a new system began in February 1999, when the white paper on the agenda for change was published.  It aimed to address the problems of the Whitley system and stressed the need to change wages, career structures and employment conditions within the NHS. It says that any new remuneration system must provide equal pay for equivalent work. The National Agreement on the Programme for Change provides for the obligation to set up a system of annual development reviews and to create opportunities for the development of lifelong learning. Employees have their own staff development plan, which has been developed jointly with their superior or expert.  Agenda for Change (AfC) is the national health service`s (NHS) current rating and compensation system for NHS staff, with the exception of physicians, dentists, apprentices and certain senior managers.