Human Resources
Pay Progression Policy
Document Control Summary
New
Status:
Date:
June 2015
Policy and Procedures Committee
Date:
13th August 2015
Trust Board
Date:
24th September
2015
v 2.0
Version:
Anna Smith
Author/Owner:
Approved by:
Ratified:
Related Trust Strategy
and/or Strategic Aims
Implementation Date:
Respect – Inspire and develop our workforce
September 2015
September 2018
Review Date:
Managing performance, pay progression, Performance and
Development Conversation (PDC),
Key Words:
Associated Policy or
Standard Operating
Procedures
Pay Progression Standard Operating Procedure
Contents
1.
Introduction .............................................................................................................. 2
2.
Purpose ..................................................................................................................... 2
3.
Scope ........................................................................................................................ 2
4.
Responsibilities ........................................................................................................ 3
5.
Implementation………………………………………………………………………………3
6
Training ..................................................................................................................... 3
7
Equality Impact Assessment ................................................................................... 4
8
Monitor Compliance ................................................................................................. 4
9
References ................................................................................................................ 5
Change Control – Amendment History
Version
Dates
Amendments
V1.0
June 2015
Policy created
V2.0
August 2015
Removal of the word ‘Sub’ from Committee title
Page 1 of 6
Pay Progression Policy/August 2015
1. Introduction
The aim of this policy is to enable the Trust to recognise performance and for robust
processes to be in place that enable this to happen in a fair and equitable way.
The amendments to Agenda for Change (AfC), introduced in 2013, have been agreed by
trade unions and staff representatives at National level. These groups actively support,
encourage and promote a partnership approach to the development of the pay system.
The aim is to ensure the pay system supports NHS service modernisation and meets the
reasonable aspirations of staff.
NHS Trusts and trade unions are expected to work in partnership to agree and
implement the changes at a local level. This Policy demonstrates the partnership
approach we have with our Trade Unions and has been developed through partnership
working with our Staff Side colleagues.
2. Purpose
The core purpose of this policy is to ensure that, as an employer of choice we recognise
and reward performance through a fair and equitable process; a process which is
evidence based. Effective application of this policy will also be dependent upon building
a culture where appropriate management interventions are applied consistently and in a
timely way where there are instances of poor performance.
This further supports the guiding principle of Agenda for Change that pay progression
within pay bands should be seen as recognition for performance and will not be
unreasonably withheld for example where an individual’s Performance and Development
Conversation (PDC) has been delayed due to a manager’s absence.
3. Scope
This policy applies to all employees of the Trust regardless of their band or role and its
principles will be applied consistently across the organisation with the exception of
medical staff and new members of staff within their 6 month probationary period.
The policy emphasises the need for absolute transparency in decision making regarding
pay and the need to provide tangible evidence where an individual does not meet either
the performance or behavioural expectations of their role.
This policy demonstrates the Trust’s commitment to recognising the equitable nature of
both delivery against objectives in role and behaviour as indicators of performance and
identifies the clear link both of these have to pay progression.
Performance + Values/Behaviours = Overall evaluation
The performance management process is an important one as it can be used to
contribute to both an individual’s and organisation’s success. The diagram on page 10
illustrates the performance management process including the Trust’s PDC Timeline
which emphasises the importance of regular progress reviews and 6 monthly interim
reviews, reiterating the notion of ‘no surprises’.
Page 2 of 6
Pay Progression Policy/August 2015
This policy also details the principles to be followed when, in exceptional circumstances
appointing a new starter at a paypoint above the bottom of the band.
4. Responsibilities
4.1 Trust Board
The Board has the responsibility to oversee this policy and ensure that appropriate
processes, assurances and actions are in place to enable the Pay Progression to be
managed effectively and consistently across the Trust.
4.2 Clinical/Divisional/Service Directors
Clinical/Divisional/Service Directors have responsibility for ensuring this policy and the
appropriate processes and actions are in place for the consistent application of the Pay
Progression Policy within their areas of responsibility.
4.3 Human Resources and Organisational Development and Equality Sub-Committee
The HR&ODE Committee are responsible for ensuring that this policy is effectively and
appropriately implemented. They are also responsible for ensuring that the processes within
the policy are monitored and non-compliance is acted upon.
4.4 Human Resources Department
The Human Resources Department are responsible for advising and supporting managers to
ensure the fair and consistent application of this Policy.
4.5 Line Managers
Line managers are responsible for managing the PDC process, setting performance
expectations, managing performance and undertaking all actions they may have as a result
e.g. completing all paperwork relating to PDCs and pay in a timely manner to ensure payroll
deadlines are adhered to.
4.6 All Staff
All staff are responsible for applying their knowledge and skills and appropriate behaviours
to their role to the best of their abilities at all times. Employees are expected to participate in
an annual PDC and regular progress reviews.
All staff employed by the Trust have an obligation to abide by this policy and bring to the
Trust’s attention anything that could affect their employment, particularly the criminal records
check.
5. Implementation
The policy will be implemented through dissemination to managers within the Trust.
Communication to all staff on the new policy will be through Directorate DMT Reports.
6. Training
Managers will be briefed on the content of this policy and will be able to seek guidance
and assistant on its implementation from the HRODE Team.
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Pay Progression Policy/August 2015
7. Equality Impact Assessment
This policy has been Equality Impact Assessed; a copy of this may be obtained from the
Trust website.
8. Monitor Compliance
This policy will be reviewed every three years or before if there are legislation changes.
Aspect of
compliance or
effectiveness
being monitored
% of staff
members having
undertaken
annual PDC
Directorate
specific number
and % of staff
recommended for
pay deferment
% of staff
members
reporting
satisfaction with
the annual PDC
process which
incorporates the
Pay Progression
process
Number of
appeals raised in
respect of
recommendations
relating to
deferment pay
progression
including
reference to
demographic data
to ensure the fair
application of this
Monitoring
method
Individual/
department
responsible
for the
monitoring
Frequency
of the
monitoring
activity
Group/
Committee/
forum which
will receive the
findings/
monitoring
report
Committee/
individual
responsible for
ensuring that the
actions are
completed
DMT
Reports
HR&ODE
Cttee
Reports
Trust
Board
Reports
DMT
Reports
HR&ODE
Cttee
Reports
Trust
Board
Reports
Staff
Survey
Directorates
Monthly
HR&ODE
Committee
HR&ODE
Committee
Directorates
Monthly
HR&ODE
Committee
HR&ODE
Committee
Human
Resources
Department
Annual
HR&ODE
Committee
HR&ODE
Committee
DMT
Reports
HR&ODE
Cttee
Reports
Trust
Board
Reports
Directorates
Monthly
HR&ODE
Committee
HR&ODE
Committee
Equal Pay
Audit
E&D Lead
Annual
HR&ODE
Committee
HR&ODE
Committee
Page 4 of 6
Pay Progression Policy/August 2015
procedure
9. References
This Policy should be read in conjunction with the following:
Performance and Development Conversation (PDC) policy and manager’s guidance
Disciplinary Policy
Performance Management Policy
Managing Attendance Policy
Salary on appointment Authorisation Form
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Pay Progression Policy/August 2015
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