Band Aid II
Some managers have expressed concern that they are under pressure to reduce the budgetary impact of AfC in their departments. Although there are justifiable worries that there is insufficient funding to reward NHS staff appropriately for the jobs that they do (not surprising as this is such a huge departure from established practice!), the principles of AfC do not support any form of manipulation of the system to achieve a specific result other than equal pay for jobs of equal value. It is in everyone’s interest to ensure that the process of job description agreement is open and representative so that matching results in appropriate banding and ultimately proper reward. Any pressure on managers to interfere with the process is inappropriate and the SoR will support any managers in resisting such pressure.
One specific question that has been raised recently regards the management of radiographers with advanced practice skills that under Whitley have been paid on a pro-rata basis for the performance of their specialist activity (eg one session per week plain film reporting paid at Senior I, rest of the week Senior II) AfC does not make provision for such pro rata payments. The SoR fully supports correct and good practice. It believes the practice by some employers to reward advanced practice on a pro rata basis in the past has been regrettable and damaging. Of course, we are aware of the pressures managers have been under that have resulted in practices such as pro rata payments becoming adopted in some centres. However, now is the opportunity to make changes for the better. If you are grappling with how to support the implementation of AfC for specific groups, please seek advice from your local representative or full time officer or from staff at HQ. AfC is the opportunity to put matters such as pro rata pay right and a united approach within the profession is essential.
Back | Top
|
