01 / 10 / 2012 8.40am
Our evidence was gathered through a continuing programme of employer engagement with the full range of NHS organisations on their priorities for national pay and conditions of service over the last year. We have held discussions at meetings of regional human resources directors, NHS Confederation and other employer networks throughout the year. There has also been substantive discussion with the NHS Employers policy board, its medical workforce forum and with employer representatives on the NHS Staff Council and the employer representatives on the joint negotiating committees on doctors and dentists terms and conditions.
Key messages to the Doctor and Dentists Remuneration Body (DDRB)
- The current national pay and conditions arrangements are increasingly not affordable for employers in the NHS, who are faced with the task of meeting growing demand and sustaining the quality of patient care while achieving unprecedented efficiency savings of up to £20bn by March 2015.
- Restraining pay is essential to protect services and minimise job losses.
- There is no evidence from employers that any increase in the national scales is necessary for the recruitment, retention or motivation of staff.
- Recruitment and retention is generally stable or improving across the country. Where there are known recruitment challenges in the medical workforce, these cannot be addressed by adjustments to the national pay scales but need wider solutions.
- The two year pay freeze has not frozen earnings or pay costs in the NHS. Individual employees have continued to enjoy pay progression as they move through training and up incremental steps. On average, these increments result in an individual salary increase for doctors of between 3 and 8 per cent per year.
- The NHS reward package remains highly competitive and is a valuable retention and recruitment tool.
- Staff satisfaction measures, shown by the most recent NHS Staff Survey, remain generally good and, for doctors, better than other NHS staff.
- Employers are increasingly asking for the pay and conditions arrangements to be better aligned to performance and productivity and to be more responsive to local needs.
- There is no compelling evidence for differential awards for different categories of staff either locally or nationally.
- As pensions are deferred pay, planned increases to employee contributions to the NHS Pension Scheme should not be used to justify any additional increase in pay rates. This does not release any money for pay and reward at employer level.
- It is predicted that there will be an over-supply of medical graduates and the accepted need to have more doctors in General Practice and fewer in hospital services over the next 10 to 15 years suggests it is not necessary to raise national scales for hospital doctors.
- The current national pay and conditions are not effective in helping the necessary reform of services and how and where services are delivered.
- There is a compelling case for making changes to the terms and conditions contract for doctors in training and we would welcome a remit to renegotiate.
- There is a compelling case for making changes to arrangements for Clinical Excellence Awards, particularly to the local excellence awards.
A copy of the full NHS Employers’ submission to the pay review body on doctors’ and dentists’ remuneration 2013/14 is now available to download.