NHS pay increase 2022

[TabithaTiger]

www.gov.uk/government/news/nhs-staff-to-receive-pay-rise

Has anyone got any clarity on what this means for staff?

The media are reporting a 4.5% rise, with the lowest paid getting up to 9.3%.

I'm hearing elsewhere that it's not quite so straightforward as that and that the increase tapers as it goes up the bands, with those at band 9 getting 1.3%

Most of the managers in our department also have no formal managerial qualifications or experience and spend most of their time winging it. They've all been promoted from band 6 radiographers or band 7 sonographers, into a position with no training provided and are expected to just get on with it, fuck up and then learn from their own fuck ups. I don't envy any of them.

@vivainsomnia it’s simply not true to say that without managers the nhs would fail. Thinking back to when I was training. The Matrons ran the nursing side of the hospital. us Consultants ran the medical side. If a matron or consultant said jump the whole ship would jump.

Please tell me how someone monitoring our Best Practice Tariff Or coding performance etc helps improve patient care. It doesn’t. All it does is satisfy the demands placed on managers by the next layer of managers. And in turn allows them to justify their job to the next layer of managers and so on until you reach Amanda Pritchard.

whilst I wholeheartedly agree that we need non clinical staff. I would rather my secretary/ward clerks etc get paid at a band 5 rather than as a band 3 and have a band 7/8 manager instead.

That’s me and most NHS Ward Managers out there🤣 There is no management training in my trust, it’s sink or swim and support from your seniors can be good or not so much.

I hate my Ward manager post quite a lot but I’ve been qualified more than 20 years and have learned a lot about managing people and dealing with anything and everything in that time. I can do it, I just don’t love it. I’m fortunate to have good support but all the responsibility still falls to me.

The ridiculous thing is it wasn’t financially worth my while taking the promotion. The ones that do feel the benefit are those much more newly qualified who haven’t been at band 6 for too long. IMO those nurses are being promoted too quickly and they are the ones that struggle. It’s a really tough job and experience helps.

I'm sure Trusts work differently, but in ours (large Trust) the secretaries type and outcome, and organise the Consultant's private work, so they only seem to work part time for the NHS.

We do have to remind our workforce to do training and appraisals, plenty are non compliant and I'm sure that's because they prioritise seeing patients over doing training.

I'm sure if there were more clinical staff there could be less managers. But ultimately I think it makes more sense for clinicians to see patients rather than do admin and write business cases and do lots of strategic work (although of course it's important for them to be involved in that too, but probably not to lead it)

The pension issue needs to be sorted. Primary care needs better support for learning to reduce unnecessary referrals. Social care need more money/staff to get people out of hospital safely.

It says something that clinicians still don't see the value in the managers. Lack of understanding and communication in both sides maybe? Our services (T&O, ENT, Derm etc) usually have a junior ops manager (band 4/5) an ops manager (band 6) sometimes a service manager for bigger multi site services (band 7) and then a general manager (8a or 8b depending on size). For services with a budget of 10-30 mill and workforce of 200-400+ people. They are equivalent of medium to large businesses each!

Please tell me how someone monitoring our Best Practice Tariff Or coding performance etc helps improve patient care. It doesn’t
It certainly does! Wrong coding means loss of income. Loss of income means less money in individual service budget and therefore less available for clinical staff.

Best practice is about efficiencies. If applied correctly, it is supposed to mean additional income to Trust.

Take away the staff who look at clinical and financial efficiencies and toy end up with a Trust failing and potentially closing or taken over.

I agree Cocoaone, it is sad that clinical staff still have so little understanding of what non clinical staff and contribute to their essential work.

Yes @cocoaone you're spot on. The managers would also like more clinicians! In fact we spend probably 50 per cent of our time trying to attract, support, and retain clinical staff.

For reference, in my trust we have b5 admin manager, b8b general manager, b8d divisional directors.

I think this is actually a really lean structure, and it makes it very hard for people to progress up the ladder as there are insufficient development roles. This has a downstream impact on recruitment and retention. I'd love to be in @sussexsussex trust with the reported 18 grades of senior management 😃

As an 8b I have 360 staff, and a budget of 50m. My team works across two hospitals and I have four inpatient wards.

We have the opposite problem in our team- we don't have a manager! We a team of band 6 clinicians. We have some psychologists above us one of whom is the clinical lead, but no manager as such. Most other teams would have a band 7 team manager but not us 😂