Author: Royal College of NursingPublisher:
ISBN:
Category : Nursing
Languages : en
Pages : 0
Book Description
NHS Agenda for Change Pay Scales Scotland
Author: Royal College of NursingPublisher:
ISBN:
Category : Nursing
Languages : en
Pages : 0
Book Description
NHS Agenda for Change Pay Scales Scotland
Author: Royal College of NursingPublisher:
ISBN:
Category : Nursing
Languages : en
Pages : 0
Book Description
NHS Agenda for Change Pay Scales for 2012/2013
Author: Royal College of NursingPublisher:
ISBN:
Category :
Languages : en
Pages : 2
Book Description
NHS Agenda for Change Pay Scales
Author: Royal College of NursingPublisher:
ISBN:
Category :
Languages : en
Pages : 2
Book Description
NHS Agenda for Change Pay Scales
Author: Royal College of NursingPublisher:
ISBN:
Category :
Languages : en
Pages : 2
Book Description
NHS Agenda for Change Pay Scales
Author: Royal College of NursingPublisher:
ISBN:
Category :
Languages : en
Pages : 2
Book Description
NHS Agenda for Change Pay Scales
Author: Royal College of NursingPublisher:
ISBN:
Category :
Languages : en
Pages :
Book Description
NHS Agenda for Change Pay Scales
Author: Royal College of NursingPublisher:
ISBN:
Category :
Languages : en
Pages :
Book Description
The Economics of the UK Health and Social Care Labour Market
Author: Robert ElliottPublisher: Oxford University Press
ISBN: 0198883161
Category : Business & Economics
Languages : en
Pages : 273
Book Description
Three million workers delivered health and social care in the UK in 2019, accounting for a tenth of the workforce. These frontline workers were the nurses, doctors, adult care workers, and Allied Health Professions that worked in our hospitals, GP practices, and care homes. Spending on this workforce is the largest single item of cost on health and social care, with fifty percent of the current spend of a typical UK hospital going on its frontline workforce. The Economics of the UK Health and Social Care Labour Market details the size, occupational composition, geographical coverage, and growth of this workforce. Here, Robert Elliott explains why people work in frontline care and what drives the demand for these workers, details the heavy dependence of UK health and social care on foreign trained workers and explores its consequences, and considers how the labour market for frontline workers operates, how these workers' pay is set, and what has happened to it in recent years. Elliott explores the reasons for the acute shortage of some key frontline occupations and explains why economic theory is essential to understanding the way this labour market works and to constructing coherent and effective policy. Finally, the book proposes policies to improve the efficiency of this market and to resolve the problems that currently plague it.
NHS Pay Modernisation in England
Author: Great Britain. National Audit OfficePublisher: The Stationery Office
ISBN: 9780102954562
Category : Medical
Languages : en
Pages : 44
Book Description
The NHS has successfully transferred 1.1 million NHS employees on to a new simplified pay system. This was a substantial task which the NHS, in partnership with the trade unions, achieved in a short timescale. There are some examples of NHS trusts using Agenda for Change to help introduce new roles. But the Department of Health did not put enough emphasis on getting trusts to develop these new ways of working to secure the full benefits from the new pay system, so the programme is not yet achieving the intended value for money. Agenda for Change has reduced pay administration in the NHS, simplified pay negotiations and made it easier to estimate staff costs and monitor budgets. The NAO estimates that for 2007-08 the £28 billion NHS paybill is broadly similar to what it might have been if the programme had not been implemented. The Department predicted that Agenda for Change would save at least £1.3 billion by 2008-09 and productivity would increase, but it did not put in place any central monitoring arrangements to show what impact the new contract has had on productivity. The only productivity measure available for the NHS as a whole shows that productivity continued to fall when Agenda for Change was introduced, though the rate has since slowed. A key element of Agenda for Change, the Knowledge and Skills Framework, which defines the skills needed for a certain role and provides a tool for reviewing their use in the workplace, has not yet been fully implemented by many trusts. Effective use of the Framework is fundamental to achieving the full benefits of Agenda for Change.