As part of the 2018 NHS pay deal, a new pay progression system came into effect on 1 April 2019.

In the new terms and condition of service pay structure, there are fewer pay steps within each band. This means that, although the time spent in-between pay-step (previously increments) is longer, you will reach the top of your band more quickly than before.

Staff in bands 2, 3, 4, 8a, 8b, 8c, 8d and 9 will have one pay step date as under the new structure these bands have an entry pay point and a top point.

Staff in bands 5, 6 and 7 will have two pay step dates as these bands have an entry point, an intermediate point and a top point.

To progress to your next pay step point, you must have met the following standards:

• Your appraisal process has been completed within the last 12 months and outcomes are in line with the organisation’s standards
• You are not in a formal capability process
• There is no formal disciplinary sanction live on your employment record. Live means, for example, you have been given a formal notice/warning and it has been recorded on your file for a period of time
• You have completed all required statutory and/or mandatory training
• If you are a line manager, appraisals have been completed for all your staff as required

The expectation is that all staff will meet the required standards and therefore be able to progress on their pay step date.

The pay progression framework is underpinned by the mandatory annual appraisal process and is intended to ensure that all staff within each pay band have the appropriate knowledge and skills they need to carry out their roles and so make the greatest possible contribution to patient care. Appraisals will also cover issues such as development opportunities and Trust values and behaviours.

Appraisals

As you can see from the standards above, the new pay progression system is underpinned by the annual appraisal process.

Purpose of appraisal

An appraisal is a two-way discussion between the staff member (appraisee) and their manager (appraiser) about the staff member’s role, progress towards objectives, demonstration of the Trust’s standards, accomplishments, future objectives and development needs. Protected time is given to both staff and manager to undertake the appraisal meeting. It is your responsibility to actively participate in the appraisal meeting and your manager should ensure the meeting is constructive and that you feel comfortable during the process.

Regular discussions (one-to-one meetings/catch-ups/check-ins)

You should also be having regular discussions with your manager or supervisor throughout the year. This is to allow frequent dialogue and the ability to build mutual trust between the two parties. These conversations allow ongoing discussion in relation to your achievements, progress of objectives and any areas of expectation that you may not be meeting or need support with. It is also an opportunity for you to raise any issues that you have, such as issues with work, your health and well-being, work pattern or working relationships. It is particularly important to raise any issues that you think may affect your pay progression.

The purpose of these regular discussions is to ensure that when it comes to your appraisal and any pay step review that there are no surprises.

Frequency and timing of the appraisal meeting

All staff must have an annual appraisal and it is a joint responsibility that these are undertaken and both parties actively participate. It is recommended that postponements only happen due to extreme circumstances, service needs or personal issues and, where this has occurred, the date is rebooked without delay. Your pay progression should not be delayed if a Trust issue delays your appraisal.