EL (88) P 85 : Nursing Pay: Relativities Between the New Clinical Grades and Clinical Tutors and Certain Other Senior Nurses – Department of Health and Social Security
EL (88) P 87 : Implementation of New Nursing Grading Structure
This letter from Ed Waller provides details of the changes that are needed to allocations resulting from the GP contract settlement, and the spreadsheet shows how the allocations have been adjusted for each CCG area.
This report examines the impact of the gender pay reporting regulations. It assess’ employer perceptions of the regulations and how they have responded. Based on the findings, it sets out proposals for improving gender pay reporting, and recommendations for broader
Report from Unison that highlights poor morale, unpaid overtime, a disconnect between staff and management with staff feeling undervalued. It reports a general concern with the quality of service that staff are able to give to the public they serve.
This report sets out recommendations from the Senior Salaries Review Body on the pay of senior civil servants and executive and senior managers in the Department of Health and Social Care’s arm’s length bodies. This report sets out the SSRB’s analysis of
This guidance note is intended for the use of Clinical Commissioning Groups (CCGs), to support the employment of senior managers, who undertake the roles of Chief Officer and Chief Finance Officer, following the CCG becoming a statutory body and the
Unison research considering the cases of an NHS cleaner, teaching assistant, librarian, nurse and police community support officer and their ability to afford to buy their own homes. It finds that saving money for a down payment on a property would
Policymakers consider digital skills to be a top priority for investment. They are seen as offering people greater employability and job resilience. But are all digital skills created equal? Finds that demand for those digital skills which involve non-routine tasks,
This letter provides details of the General Practice Pay Awards 2018/19.
‘Agenda for Change pay deal: context and funding for 2018/19’, explains how the Department of Health and Social Care is allocating the additional £800 million between: NHS providers non-statutory non-NHS organisations NHS England, Clinical Commissioning Groups and Commissioning Support Units
NHS Employers guide for NHS board members and it promoting the value of the NHS pension scheme. It aims to help NHS organisations to think strategically and includes tips on staff engagement as well as how to encourage membership and
Centre for Policy Studies report ooking at the pay structure of the NHS. It makes the claim that that the current system is failing both staff and patients. It recommends by introducing greater flexibility into the system, and linking pay more
This report sets out the NHSPRB’s analysis of evidence provided by relevant organisations and makes observations on the pay of NHS staff paid under Agenda for Change for 2018 to 2019. Executive Summary
Transparency can be a powerful mechanism for creating accountability and social change. Drawing on this insight, the government now requires UK employers with 250 or more employees to report their annual gender pay gap (GPG) figures on a government website that is open
Policy document from the Royal College of Nursing raising the alarm on the growing nursing workforce shortages across the UK, and their concern at the implications on patient safety. Presents a set of RCN principles which provide high-level objectives which most meaningfully represent what
The UK has a gender pay gap: within industries, within occupations, and within organisations, women tend to earn less per hour than men. A small proportion of this gap may be the result of unequal pay for the same work
The primary aim of this research is to identify the factors that influence the gender pay gap in the UK. The work uses decomposition techniques to analyse the main predictors of the gender pay gap using waves of the British
This report sets out the results from the independent survey to assess the impact of the sleep in pay crisis on the future of social care. It finds 30% of people are likely to have their services disrupted in the next year
This report provides details of NHS England’s gender pay under the requirements of the Equality Act 2010 Act (Gender Pay Gap Regulations) 2017 and details the six specific measures and the work that is being undertaken to address the gap.