蜜桃直播

If this sounds familiar, you蜜桃直播檙e not alone. Two thirds of our members tell us that their banding is wrong. For years, we蜜桃直播檝e called for revised national nursing role profiles, so that nursing staff are banded correctly from the outset. This should be a given.

The NHS Staff Council蜜桃直播檚 Job Evaluation Group has already reviewed and redrafted job profiles for bands 2 and 3. Employers must review the work carried out by staff at these bands to make sure they蜜桃直播檙e working at the correct band. But employers have been slow to act.

In April 2024, the NHS Staff Council蜜桃直播檚 Job Evaluation Group began consulting on new draft profiles for bands 4, 5 and 6.

Nursing has evolved considerably since Agenda for Change was introduced 20 years ago. It’s now a degree-educated, highly skilled, safety-critical role. Registered nurses have significantly developed their clinical practice. They are accountable professionals – working independently to assess, plan, provide, evaluate and lead care. They manage teams and improve the safety and quality of patient care, while promoting health and preventing ill health.

But the recognition and reward for nurses has not kept pace with the advancement of their roles.

Many nurses working in the NHS begin and end their careers on the same pay band. They grow in experience, autonomy, confidence and leadership, but are never valued for the benefits that brings. Meanwhile, midwives and paramedics automatically progress to the next pay band after preceptorship.

Job evaluation is one route to making sure nursing staff whose roles have changed over time are re-evaluated and, where appropriate, placed on a new band. But what happens when the job profiles used in job evaluation are themselves wrong? The job evaluation process falls down.

We welcome the opportunity to share our views on the draft profiles. Progress is being made but we still don’t think the profiles accurately reflect the duties of modern nursing at each band.  

As the world’s largest nursing trade union and professional body, it’s our responsibility to help fix fundamental problems like this. As the largest health care employer in the UK, NHS pay sets a standard for nursing staff in all settings. We must get this right. 

We’ve told the NHS Staff Council’s Job Evaluation Group:

With a new government in Westminster, we’re optimistic that we can fundamentally review job profiles and place every nursing professional in the right band, not just by changing words on a page but by engaging properly with what modern nursing truly is today.  

We’ll make clear to the UK Minister for Health and Social Care that this change has the potential to uplift tens of thousands of nursing staff, making a significant difference to their financial wellbeing and job satisfaction. We believe this will ultimately help stem the flow of nursing staff leaving the profession because they’re underpaid and undervalued. 

This is what nursing staff deserve, and this is what we demand. We’ll no longer accept this perpetual inequity.  

Campaigning for accurate job profiles is just one way we’re working towards fair pay for nursing. See what else we’re doing.