The offer includes a major reform of the pay system with agreement to get most staff to the top of their bands faster than under current arrangements. 15. For some staff the gain over three years is quite small. We were successful and got funding in the 2017 Budget for the reforms we have so long wanted to see. Lump-sum payments are also used to describe a bulk payment to acquire a group of items, such as a company paying one sum for the inventory of another business. This is not optional. For staff on bands 8d and 9 the non-consolidated lump sum will be the same value as that given to band 8c. This is because the Government insisted on limiting the award to staff on the highest points of the top two pay bands. A total of 14 unions - including Unison and the Royal College of Nursing (RCN) - have written to chancellor Philip Hammond calling for a 3.9 per cent pay increase for NHS staff, plus an additional consolidated lump sum of 800 pounds. We are also concerned that the overlaps between pay bands are both unfair, and risky from an equal pay point of view. During those negotiations we were faced with a list of demands that they put forward for discussion. In every case, unsocial hours earnings each year would be higher than under existing arrangements (i.e 1% increase per year). This is complicated and means that the proposed pay deal would mean different things for different people, but we believe it is worth it in order to create a fairer system for the future. If you’re a member of the 2015 scheme. In addition, the employers wanted provision in the agreement for joint partnership work at national and local to improve staff health and well-being through measures to reduce sickness levels. For some this would be worth more to them in a single year than RPI plus £800, but for some it would be less, and these total increases wrap up pay awards, reform and accelerated progression. However the deal goes further so that by March 2021 all jobs in band 1 would be altered to become band 2 roles. If your first day of retirement falls on a weekend or bank holiday, your lump sum will be paid on the first available banking day. The current arrangements for calculating HCAS remain unchanged. This is a complex three year pay deal for NHS staff that combines a cost of living pay rise with major structural reform of the NHS pay system in England. The proposed agreement would also mean that at some point before 31 March 2021 your local union reps and your employer will work together to alter band 1 job descriptions so that they become band 2 jobs. Labour's new leader Keir Starmer has made a powerful argument for giving NHS staff a pay rise. At some point before April 2021 you should have completed your move into band 2 and after two years in that band you would be eligible – through the new pay progression system linked to appraisals – to progress to the top of band 2. As a result of our negotiations with government, we have come up with a framework agreement to put to you, as members, that we believe would benefit all NHS staff. Other measurements of inflation, such as RPI, are higher, which would mean the pay offer would be below inflation. This would be done in consultation with you and your colleagues, and you would get training and support to take on any additional duties. Pension will be just under £50K per year and lump sum around £145K. NHS Pay in Wales/Cymru. But the other side comes to the table with a very different set of demands. The main difference is you will become subject to re-earnable pay after you have reached the top of the band and not before, as now. Above all it would deliver the longer-term reforms to the pay structure we have been working for since 2015, and would give staff some certainty – in increasingly uncertain times – about what will happen to their pay over the next few years. In the subsequent two years it will affect more pay points.Staff will retain their existing incremental date throughout transition. The minimum and maximum thresholds for each tier of HCAS will be uplifted by the headline top-of-band consolidated awards for each year. How long should it take for NHS pensions to award a revised pension? nhs ggc pay. When Agenda for Change was first agreed over 13 years ago it was far from perfect. For the small proportion who haven’t – and for new starters and promoted staff in the future – incremental progression would work quite differently in the future. Inflation is forecast to keep coming down over the next couple of years but we all know that these are very uncertain times for the economy, not least because the effects of EU exit are not yet known. Many of those demands were unacceptable and in the end were taken off the table. 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