1.3 the provisions set out in this handbook are based on the need to ensure a fair system of pay for nhs employees which supports modernised working practices. all staff covered by this pay system will be assigned to one of these pay bands on the basis of job weight, as measured by the nhs job evaluation scheme. 1.4 to assist this process, a set of nhs jobs have been evaluated and national job profiles drawn up where the job evaluation score is agreed. in circumstances where the individual is not required to carry out the full responsibilities of the post, pay will be determined by job evaluation. all staff covered by this pay system will be assigned to one of these pay bands on the basis of job weight, as measured by the nhs job evaluation scheme. for pay bands 1 to 7, 8a and 8b this will apply to all the pay points in each pay band. staff will progress from point to point on an annual basis to the top point in their pay band or pay range, provided their performance is satisfactory and they demonstrate the agreed knowledge and skills appropriate to that part of the pay band or range. 2.3 the pay of staff working evenings, nights or weekends, on and after 1 july 2018, will be worked out in line with paragraphs 2.4 to 2.24 in this section. this will be used where it is necessary for employers to ask staff to change their shift within 24 hours of the scheduled work period. when any of these holidays falls on a saturday or sunday arrangements will need to be made to ensure that the right of staff to three public holidays in the christmas and new year holiday period is preserved. the rates shown in column 3 will be paid for all hours worked on sundays and public holidays (midnight to midnight). when any of these holidays falls on a saturday or sunday arrangements will need to be made to ensure that the right of staff to three public holidays in the christmas and new year holiday period is preserved. 2.3 the pay of staff working evenings, nights or weekends, on and after 1 april 2008, will be worked out in line with paragraphs 2.4 to 2.25 in this section. the rates shown in column 3 will be paid for all hours worked on sundays and public holidays (midnight to midnight). when any of these holidays falls on a saturday or sunday arrangements will need to be made to ensure that the right of staff to three public holidays in the christmas and new year holiday period is preserved. this can only be implemented where: 4.10 the payment of a high cost area supplement will not impinge on the ability of local nhs employers in that area, in consultation with staff representatives to award recruitment and retention premia for particular staff groups in particular localities (see section 5). 5.3 recruitment and retention premia may also be awarded on a national basis to particular groups of staff on the recommendation of the nhs pay review body (nhsprb) where there are national recruitment and retention pressures. it will provide prompts for action by individuals and their managers to update or develop their knowledge and skills, or address areas for development in the application of knowledge and skills. these will need to be consistent with the principles set out in annex 23 (england) and applied so as not to disadvantage a member of staff joining part way through the performance review cycle. it will provide prompts for action by individuals and their managers to update or develop their knowledge and skills, or address areas for development in the application of knowledge and skills. there will be a commitment from both parties to make all reasonable efforts to meet the developmental goals for the year ahead in that year and elements not completed through force of circumstance will be carried over to the following year, unless agreed otherwise. in circumstances where the individual is not required to carry out the full responsibilities of the post, pay will be determined by job evaluation. it will provide prompts for action by individuals and their managers to update or develop their knowledge and skills, or address areas for development in the application of knowledge and skills. 6.16 gateways are points on a pay band where assessment of the application of knowledge and skills necessary to progress will be made. 6.30 where a member of staff moves to another job in the nhs covered by this agreement, where the necessary arrangements to support the operation of the gateways are in place, pay progression will normally depend on demonstrating the knowledge and skills specified in the ksf outline for the post, within the first twelve months of appointment. in circumstances where the individual is not required to carry out the full responsibilities of the post, pay will be determined by job evaluation. 13.4 staff required to work or to be on-call on a general public holiday are entitled to equivalent time to be taken off in lieu at plain time rates, in addition to the appropriate payment for the duties undertaken. this section is supplemented by annex 26, which sets out a framework to support employers and staff in the management of sickness absence and in managing the risk of premature and unnecessary ill health retirements. this section is supplemented by annex 26, which sets out a framework to support employers and staff in the management of sickness absence and in managing the risk of premature and unnecessary ill health retirements. in aggregating periods of absence due to illness the following absences will be disregarded: 14.8 sick pay paid to an employee under this scheme when added to any statutory sickness, injuries or compensation benefits, including any allowances for adult or child dependants, must not exceed full pay (see paragraphs 14.4 and 14.5 in this section). this section is supplemented by annex 26, which sets out a framework to support employers and staff in the management of sickness absence and in managing the risk of premature and unnecessary ill health retirements. 14.11 these arrangements will be in accordance with local sickness absence procedures, established in accordance with annex 26, and will only apply where the failure to undertake the final review meeting is due to delay by the employer. 15.3 paragraphs 15.14 to 15.17 of this section set out the eligibility requirements for maternity, adoption, and shared parental leave and pay for nhs employees under the nhs occupational scheme. where occupational maternity pay has been paid in a different way, and the employee subsequently chooses to access shared parental leave and pay, the employer may need to recalculate payments to ensure that there has not been any over or underpayment of entitlements. 15.27 where an employee’s baby is born alive prematurely, the employee will be entitled to the same amount of maternity leave and pay as if their baby was born at full term. 15.42 should the adoption break down (“be disrupted”) the employee will be entitled to continue their adoption leave and receive the appropriate payment for that time. the minimum period of notice to book or amend a period of leave shall be eight weeks. 15.61 where an employee intends to return to work after a period of shared parental leave, the maximum joint entitlement of an eligible couple to occupational shared parental pay will be as set out below. if a kit /split day is worked on a day of leave in the half pay period, the employer will make arrangements to ensure the employee receives a half day of paid leave in lieu once the employee had returned to work. in such circumstances the employee’s contract will be extended to enable the practitioner to complete the agreed programme of training. the amount of annual leave and public holidays to be taken in this way, or carried over, should be discussed and agreed between the employee and employer. 15.116 employees who are not eligible for the two weeks of pay during their new parent support leave may still be entitled to statutory paternity pay subject to meeting the qualifying conditions described in the relevant legislation. 15.22 by prior agreement with the employer, occupational maternity pay may be paid in a different way, for example a combination of full pay and half pay or a fixed amount spread equally over the maternity leave period. 15.28 where an employee’s baby is born alive prematurely, the employee will be entitled to the same amount of maternity leave and pay as if her baby was born at full term. the amount of annual leave and public holidays to be taken in this way, or carried over, should be discussed and agreed between the employee and employer. 16.3 to qualify for a redundancy payment the member of staff must be an employee, working under a contract of employment for an nhs employer. the lump sum will be calculated on the basis of one month’s pay for each complete year of reckonable service, subject to a minimum of two years’ continuous service and a maximum of 24 years’ reckonable service being counted. 16.16 if, before the date of termination, an employee is offered suitable alternative employment with their own employer or with another nhs employer and that employment starts within 4 weeks of the termination date, they will not be entitled to a redundancy payment. that date will become the revised date of redundancy for the purpose of calculating any entitlement to a redundancy payment under this agreement. there is a requirement for nhs employers to pay these costs if they retire staff early in the interests of the service. their employer will pay the relevant nhs pension scheme a sum equivalent to the capitalised cost of paying the pension and lump sum early; either as one payment or in five instalments.1 16.13 this sum will be paid from the lump sum redundancy payment that otherwise would have been paid to the employee. that date will become the revised date of redundancy for the purpose of calculating any entitlement to a redundancy payment under this agreement. there is a requirement for nhs employers to pay these costs if they retire staff early on grounds of redundancy or in the interests of the service. 17.15 employees will be reimbursed for miles travelled in the performance of their duties which are in excess of the home to agreed work base return journey. reimbursement of these expenses will be subject to the rule on eligible mileage in paragraph 17.15 and table 8. 18.8 the cost of a sleeping berth (rail or boat) and meals, excluding alcoholic drinks, will be reimbursed subject to the production of vouchers. 18.14 the scope and level of any other payments will be determined by the employer, according to local needs, on a vouched basis. 20.9 it would be for an employer working in partnership with local staff side to determine the eligibility criteria for a mars. 20.14 it is important that an employee’s proposed leaving date will be subject to mutual agreement between the employer and employee.
payments will need to be consistent and transparent and reflect the needs and objectives of the organisation. 22.12 the allowance will be restricted to a period of up to 12 months per episode, subject to local absence management, return to work and rehabilitation policies. the provisions below are designed to set out a minimum national standard of leave and pay in these circumstances. 25.1 the nhs staff council is committed to the principles of partnership working and staff involvement. 25.6 it will be for the relevant trades unions to discuss and agree with the local employer an appropriate number of representatives. it is recommended that local employers provide the following facilities: 26.1 joint consultation arrangements should be set up, in agreement with employee representatives, to lay down the rules and procedures which will govern the operation of a joint consultative committee (jcc). the provisions of the working time regulations are not maximum standards and conditions which are currently in place and more favourable to staff, should not be worsened. 27.14 where staff are required to ‘sleep in’ on nhs premises for the duration of a specified period, local agreements should be made for compensatory rest. the nhs will strive to be a leader in good employment practice, able to attract and retain staff from diverse backgrounds and communities. 31.5 before any decision is made to advertise a job, nhs employers should decide that a real vacancy exists and should be clear about the requirements of the job. in all cases the process should suit the requirements of the job and be designed to bring out the best in the applicants. as part of this overall commitment, nhs organisations have a duty to provide an inclusive culture in which all staff have the right to be treated with dignity and respect at work, where bullying and harassment is not tolerated and where staff feel safe to speak out and discuss matters of concern without fear of reprisal. in all cases of bullying and harassment it will be for the recipient to define what is inappropriate or demeaning behaviour. 33.3 in order to meet the evolving needs of patients, the nhs needs to be able to attract, recruit and retain a diverse workforce. 33.21 the results should be used for regular joint review and revision where necessary of policies and procedures to ensure continuing effectiveness and equity of access. 33.35 parental leave should be applicable to any employee in the nhs who has nominated caring responsibility for a child under the age of 18. employers should have a strategic response to this issue and any policies supporting work/life balance should be agreed in partnership and should seek to balance the requirements of delivering a first-class service with the needs of employees. employers should make reference to the acas code of practice and guidance in this respect which can be found at www.acas.org.uk. 33.25 parental leave should be applicable to any employee in the nhs who has nominated caring responsibility for a child under the age of 18. 33.37 applicants for the above forms of leave should be entitled to a written explanation if the application is declined. 40.2 the nhs staff council has overall responsibility for the system of pay and conditions of service described in this handbook. the weighting of membership among the staff representatives will be a matter for them to determine. additionally, the nhs staff council will have a monitoring role in the identified areas, and where inconsistencies are emerging recommendations and advice will be given to local employers and staff representatives. the enhancement will be pensionable and count for sick pay, but will not be consolidated for purposes of overtime or any other payment. 5. the enhancement will be paid as a percentage of basic salary each month, subject to a maximum of 25 per cent for staff in pay bands 1 to 7 and 10 per cent in pay bands 8 and above. the agreement should respect the principles of this annex to ensure that the arrangements for these staff are consistent with those for other staff working outside normal hours. 6. in this case the employer and team agree that the previous shift pattern satisfactorily defines the degree of unsocial hours working necessary to provide a satisfactory level of patient care. this qualifies for a payment of 9 per cent of basic pay for working outside normal hours, in addition to the normal overtime payment for the overtime hours. 1. to ensure consistency in the application and payment of recruitment and retention premia, local employers should adhere to the following protocol. 12. the principle consistent with equal pay for work of equal value should be that where the need for a recruitment and retention premium is reduced or has ended, short-term premia should be reduced or withdrawn as soon as possible, consistent with the protection period in section 5. long-term premia should be adjusted or withdrawn for anyone offered a qualifying post after the decision to withdraw or reduce the premium has been made. if a change in the standard rate of reimbursement is produced by this procedure the rate for motor-cyclists in column 4 in table 7 in section 17 and the reserve rate will also be reviewed, in line with the provisions in section 17. 11. local partnerships should agree the circumstances in which hire facilities are to be used and the arrangements for reimbursing employees the costs they incur. nrrp currently in payment should be protected for a transitional period of two years as follows: on 1 april 2013 all payments will cease, subject to the outcome of a staff council review demonstrating evidence to support continuation of a nrrp. the local appeal panel or equivalent body may, however, consult the nhs staff council on the interpretation of this agreement before reaching a decision, and should do so where an issue of interpretation is material to the case and has not already been clarified by the council. there is no facility for this provision to operate in any other part of the pay structure. where the calculation above results in the national minimum wage being payable for year two and beyond, an addition to pay should be made on top of the minimum wage. during transition, pay points are removed from the pay structure in april 2018, april 2019, and april 2020. staff already on a pay point at the time it is to be removed will immediately move to the next available point, even where this does not coincide with their existing incremental date. 18. there should be clear responsibilities agreed for the appraisal review where an employee is on a secondment to a different role at the time of their pay step date to ensure that they are able to access their pay step point without any detriment. this will then be used as the basis for confirmation of movement to the next pay step point. this will allow time for issues to be raised and possible solutions found to enable the pay step point to be opened on time. 45. in the case of planned long-term paid absence such as maternity, adoption and shared parental leave the pay step review can be conducted early if this is reasonable and practical, allowing the pay step to be applied on their pay step date in their absence. i. policies will need to be consistent with the employer’s local objectives and the nhs constitution for england. local schemes for pay progression will take account of the following: (i) the ksf/other relevant competency frameworks will continue to be the basis for the annual systems of review and development for staff (ii) information on performance throughout the year will need to be taken into account in the performance appraisal and development review process, so that undue influence of experiences close to the review are avoided. in the absence of such a policy, local partnerships should seek to agree an appropriate period during which the higher rate of pay will be protected (see paragraph 19.1). it is intended that employers will amend, in partnership with local staff sides, their local policies and procedures consistent with the provisions of this agreement. 2. the agreement to work in partnership to deliver an nhs pay system which supports nhs service modernisation and meets the reasonable aspirations of staff should, therefore, be replicated at local level. agenda for change allows for previous nhs service with a different employer to be taken into account for the purpose of calculating annual leave. staff who are required to work more than 60 hours (8×7.5 hours) on general public holidays, in their personal leave year, will receive toil at plain time rate for all of the hours worked and the appropriate payment for all of the hours worked. this agreement will not affect staff on pay spine points 1 – 8. this includes staff in pay bands 1 and 2 and up to the third pay point of pay band 3. staff that are injured or contract a disease as a result of their work are also excluded. in these circumstances staff should be reimbursed to the standard rate for miles travelled. where an individual has not met their performance criteria then they will not be entitled to progress up the pay band for that given year. 2. the agreement to work in partnership to deliver an nhs pay system which supports nhs service modernisation and meets the reasonable aspirations of staff should, therefore, be replicated at local level. an employer should be able to demonstrate that it has given due consideration to any equivalent service in another country and that such consideration was part of the process in deciding whether or not to award additional annual leave in each case, as set out under section 12.2 of the nhs terms and conditions of service handbook. staff who are required to work more than 60 hours (8×7½ hours) on general public holidays, in their personal leave year, will receive toil at plain time rate for all of the hours worked and the appropriate payment for all of the hours worked. paragraph 19.1 of the handbook states “other terms and conditions not covered in this handbook will be determined locally following consultation with staff representatives with a view to reaching agreement on such terms and conditions or any changes to them (see annex 15).” in the absence of a local agreement the previous contractual arrangements for those on national contracts will apply. a member of staff is on-call when, as part of an established arrangement with their employer, they are available outside their normal working hours, either at the workplace, at home or elsewhere, to work as and when required. travel time should be paid at the rate agreed for on-call work done and local partnerships will need to identify if there is a minimum and/or maximum time claim identified. the enhancement for an individual staff member will be based on the proportion of these periods in which they are required to be on-call, as set out in paragraphs 2.37 to 2.42 below. this will be done by adjusting the payment in proportion to their part–time salary so that they receive the same payment for the same length of availability on-call as full–time staff. where employers consider this an essential arrangement to provide service cover, there should be an agreed local arrangement, at least equivalent to on-call payments, to recognise the type of cover provided.
nhs england has worked in partnership with the arthritis and musculoskeletal alliance to support the development of the national musculoskeletal improvement plans including the development of strong, cohesive, care networks as a way of encouraging local improvements in care and patient outcomes. the report reviews the benefits of physical activity both for people with musculoskeletal conditions and wider society, and provides a framework that supports a tiered approach to intervention. musculoskeletal networks of care is a partnership between nhs england and the arthritis and musculoskeletal alliance (arma).
nhs england has established the musculoskeletal workforce group with the arthritis and musculoskeletal alliance, professional organisations, and health education england. to ensure we are continuously improving outcomes and experiences for people with musculoskeletal conditions, arthritis reasearch uk, arthritis and musculoskeletal alliance and nhs england have published a recommended set of system level indicators, or metrics. we are working with the support of our national musculoskeletal (msk) networks and through the four regions to support a strong, cohesive, approach to msk improvement including networks of care as a key enabler to drive forward local improvements in msk care and patient outcomes.
find information and advice on health conditions, symptoms, healthy living, medicines and how to get help. idiopathic pulmonary fibrosis impetigo indigestion ingrown toenail inherited heart conditions insomnia iron deficiency anaemia irritable bowel introduction. the terms and conditions of service set out in this handbook apply in full to all staff directly employed by nhs organisations, nhs england, nhs england, nhs covid pass, nhs symptom checker, medical conditions.
musculoskeletal (msk) conditions affect the joints, bones and muscles, and also include rarer autoimmune diseases and back pain. people with certain medical conditions can get free nhs prescriptions if they have a valid medical exemption certificate. a medical exemption certificate:. the national nhs website has lots of useful information on self-care support and links to information on specific health conditions, from commonly occurring, nhs online, nhs covid test, nhs app, nhs covid app.
When you try to get related information on nhs conditions, you may look for related areas. nhs england, nhs covid pass, nhs symptom checker, medical conditions, nhs online, nhs covid test, nhs app, nhs covid app.