[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fframework-agreement-on-the-reform-of-nhs-pay-structure-for-agenda-for-change-staff--2018":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":85,"content_type_view":86,"extra_breadcrumbs":87,"body":89,"body_blocks":100,"related_pages":104},1014,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_GB","2025-07-28T15:01:08.112418+00:00","2026-04-02T12:40:05.864715+00:00","\u002Fcms\u002Fpages\u002F1014\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"United Kingdom","en-gb",{"title":20,"slug":21},"Work in UK","work-in-uk",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T17:01:08.112418+02:00","2026-04-02T14:40:06.046145+02:00",{"cba":32,"clauses":43,"details":83,"translations":84},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"framework-agreement-on-the-reform-of-nhs-pay-structure-for-agenda-for-change-staff--2018","e6f0ed10-ab1f-11ea-a01c-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Funited-kingdom\u002Fframework-agreement-on-the-reform-of-nhs-pay-structure-for-agenda-for-change-staff--2018\u002Fframework-agreement-on-the-reform-of-nhs-pay-structure-for-agenda-for-change-staff--2018\u002F","FRAMEWORK AGREEMENT ON THE REFORM OF NHS PAY STRUCTURE FOR AGENDA FOR CHANGE STAFF -2018","FRAMEWORK AGREEMENT ON THE REFORM OF NHS PAY STRUCTURE FOR AGENDA FOR CHANGE STAFF -2018 - 2018","United Kingdom - FRAMEWORK AGREEMENT ON THE REFORM OF NHS PAY STRUCTURE FOR AGENDA FOR CHANGE STAFF -2018 - 2018","FRAMEWORK AGREEMENT ON THE REFORM OF NHS PAY STRUCTURE FOR AGENDA FOR CHANGE STAFF -2018 - 2018 - Healthcare, caring services, social work",{"name":41,"data":42},"Framework_NHS agreement_27_June_2018.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>THE NHS STAFF COUNCIL WORKING IN PARTNERSHIP\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch1>FRAMEWORK AGREEMENT ON THE REFORM OF NHS PAY STRUCTURE FOR AGENDA FOR\nCHANGE STAFF -2018\u003C\u002Fh1>\n\n\u003Cp>27 June 2018\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scope and status\u003C\u002Fp>\n\n\u003Cp>i. This framework agreement is adopted by the NHS Staff Council following\nconsultation and agreement with constituent parties.\u003C\u002Fp>\n\n\u003Cp>ii. This framework is adopted following the confirmation of the relevant\nfunding received from the Department of Health and Social Care on 21 March\n2018.\u003C\u002Fp>\n\n\u003Cp>iii. It is intended that this agreement covers all NHS employers in England\nlisted in Annex 1 of the NHS Terms and Conditions of Service handbook.\u003C\u002Fp>\n\n\u003Cp>iv. This framework agreement enables partners in Scotland, Cymru\u002FWales and\nNorthern Ireland to hold discussions about whether, and how, the content of\nthis agreement is implemented, in light of the funding available in accordance\nwith the Barnett formula.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Introduction and context\u003C\u002Fp>\n\n\u003Cp>The introduction of Agenda for Change (AfC) in 2004 was a significant\nachievement; bringing together several different pay arrangements into one\noverall structure underpinned by job evaluation.\u003C\u002Fp>\n\n\u003Cp>Whilst this structure has stood the test of time, NHS trade unions and\nemployers have agreed on the need for changes to be made to modernise AfC in a\nnumber of areas. The agreement reached in England in 2013 was recognised by all\nparties as the start of a wider conversation on a refresh of AfC.\u003C\u002Fp>\n\n\u003Cp>At the November budget the Chancellor of the Exchequer reconfirmed the\nintention to end the 1 per cent basic pay policy, and announced that additional\nfunding could be made available for a multi-year pay deal for AfC staff that\nwould support productivity and recruitment and retention.\u003C\u002Fp>\n\n\u003Cp>This framework document sets out a three-year agreement covering the years\nfrom 1 April 2018 to 31 March 2021. It sets out both the pay investment that\nwill be made and the reforms that employers, NHS trade unions and the\nDepartment of Health and Social Care are agreeing to implement over the period\nof the agreement and going forward.\u003C\u002Fp>\n\n\u003Cp>The key objectives in the discussions leading to the details set out in this\nframework agreement document have been to:\u003C\u002Fp>\n\n\u003Cp>• support the attraction and recruitment of staff by increasing starting\npay in every pay band\u003C\u002Fp>\n\n\u003Cp>• support the retention of staff by increasing basic pay for the 50 per\ncent of staff who are at the top of pay bands and speeding up progression to\nthe top of the pay band\u003C\u002Fp>\n\n\u003Cp>• increase staff engagement by putting appraisal and personal development\nat the heart of pay progression, so that staff are supported to develop their\nskills and competences in each pay band and are rewarded for this. This will\nhelp ensure that all staff have the appropriate knowledge and skills they need\nto carry out their roles, so make the greatest possible contribution to patient\ncare. It will be underpinned by a commitment from employers to enhance the\nrelationship line managers have with their staff and to fully utilise an\neffective appraisal process\u003C\u002Fp>\n\n\u003Cp>• ensure that the pay system can support the growing use of\napprenticeships in the NHS.\u003C\u002Fp>\n\n\u003Cp>• ensure that the pay system is supportive of new training pathways and\nthat the health service can deliver on the aspiration to focus on ‘careers,\nnot jobs’.\u003C\u002Fp>\n\n\u003Cp>• map out future work that the NHS Staff Council will undertake to\nencourage consistency of approach to bank working (including how the service\ncan better incentivise staff to offer their own time to the bank) and to the\ndevelopment of apprenticeship routes to healthcare careers.\u003C\u002Fp>\n\n\u003Cp>• improve the health and wellbeing of NHS staff to improve levels of\nattendance in the NHS with the ambition of matching the best in the public\nsector.\u003C\u002Fp>\n\n\u003Cp>The partners have developed this agreement in full awareness of the Public\nSector Equality Duties and recognise that an equality impact assessment will\nneed to be commissioned to support this agreement.\u003C\u002Fp>\n\n\u003Cp>Details\u003C\u002Fp>\n\n\u003Ch2>1. To help the NHS attract and recruit new staff\u003C\u002Fh2>\n\n\u003Cp>1.1. Starting salaries across all pay bands will increase as outlined in\nAnnex A.\u003C\u002Fp>\n\n\u003Cp>1.2. The increases to starting salaries are achieved by the following\naction: Points which overlap with a lower pay band will be removed from the\nbottom of each current pay band, with one point being removed in 2018\u002F19, and\nfurther points being removed in 2019\u002F20.\u003C\u002Fp>\n\n\u003Cp>1.3. A new provision detailing pay for apprentices will be negotiated by the\nNHS Staff Council as a matter of priority, and added to the NHS Terms and\nConditions of Service handbook (the handbook). This will help employers find\naffordable solutions, that make maximum use of the apprenticeship levy, to\ndevelop a new, as well as existing, workforce and to increase capacity.\u003C\u002Fp>\n\n\u003Ch2>2. To help the NHS retain staff\u003C\u002Fh2>\n\n\u003Cp>2.1. The intention of the reforms to the pay structure is that by the end of\nthe three-year period - and on 1 April of each of the years covered by this\nagreement – individuals will have basic pay that is of greater value than\nunder current expectations (which are defined as a 1 per cent pay award per\nannum plus contractual increments).\u003C\u002Fp>\n\n\u003Cp>2.2. The value of the top points of each pay band will be increased by 6.5\nper cent cumulatively over the three-year period for bands 2 - 8c. The value of\nthe top pay points in bands 8d and 9 will be capped at the level of the\nincrease in value at the top of band 8c.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-STRUCINCR_trigger\">\u003Cp>The value of the top pay points for bands 2 - 8c will increase each year as\nfollows:\u003C\u002Fp>\n\n\u003Cp>• 3 per cent in 2018\u002F19.\u003C\u002Fp>\n\n\u003Cp>• 1.7 per cent in 2019\u002F20.\u003C\u002Fp>\n\n\u003Cp>• 1.67 per cent in 2020\u002F21.\u003C\u002Fp>\n\n\u003Cp>The value of the top pay points in bands 8d and 9 will be capped at the\nlevel of the increase in value at the top of band 8c.\u003C\u002Fp>\n\n\u003Cp>2.3. The effective date for pay awards will remain as 1 April in the\nrelevant year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>2.4. In 2019\u002F20 only, a cash lump sum will be made available to deliver an\nadditional 1.1 per cent to the staff employed on the top points in bands 2 –\n8c. For the staff employed on the top pay points in bands 2 – 8c on 31 March\n2019 the total in year cash value of the award on basic pay and the additional\ncash sum in 2019\u002F20 will be 2.8 per cent. The lump sum will be paid out to\nstaff in April pay and will be non-consolidated.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.5. For band 8d and 9 the cash lump sum will be capped at the value given\nto band 8c.\u003C\u002Fp>\n\n\u003Cp>2.6. Existing pay bands will be restructured and the number of pay points\nwill be reduced to 2 points for bands 2, 3, 4, 8a, 8b, 8c, 8d and 9 and 3\npoints for band 5, 6 and 7. Restructuring will be completed by 1 April 2021.\u003C\u002Fp>\n\n\u003Cp>2.7. Pay Bands 8c, 8d and 9 will continue to include an element of\nre-earnable pay. In the year after the employee has reached the top of the\nband, up to 10 per cent of basic salary will become re-earnable subject to\nperformance. This process is described in full in Annex A. Those staff on bands\n8c, 8d and 9 with reserved rights from the 2013 AfC agreement will receive\nprotection of reserved rights on a marked time basis.\u003C\u002Fp>\n\n\u003Cp>2.8. The new pay structure will enable staff in bands 2 to 7 to access the\ntop of the pay band more quickly than in the current system.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Current system\u003C\u002Ftd>\n      \u003Ctd>New system\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 1\u003C\u002Ftd>\n      \u003Ctd>1 year\u003C\u002Ftd>\n      \u003Ctd>N\u002FA\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 2\u003C\u002Ftd>\n      \u003Ctd>6 years\u003C\u002Ftd>\n      \u003Ctd>2 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 3\u003C\u002Ftd>\n      \u003Ctd>6 years\u003C\u002Ftd>\n      \u003Ctd>2 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 4\u003C\u002Ftd>\n      \u003Ctd>6 years\u003C\u002Ftd>\n      \u003Ctd>3 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 5\u003C\u002Ftd>\n      \u003Ctd>7 years\u003C\u002Ftd>\n      \u003Ctd>4 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 6\u003C\u002Ftd>\n      \u003Ctd>8 years\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 7\u003C\u002Ftd>\n      \u003Ctd>8 years\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8a\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8b\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8c\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8d\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 9\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>2.9. For each pay point on each pay band, the detail of the individual\njourney for staff is detailed in Annex A.\u003C\u002Fp>\n\n\u003Cp>2.10. The new pay structure and values for each point in each of the years\n2018\u002F19, 2019\u002F20 and 2020\u002F21 is set out at Annex A.\u003C\u002Fp>\n\n\u003Cp>2.11. Paragraph 2.1 sets out the policy intention for the reforms to the pay\nstructure. In the unlikely event that transition to the reformed pay structure\nresults in this policy intention not being met, the principle of ‘no\ndetriment’ will apply to the individual(s) concerned.\u003C\u002Fp>\n\n\u003Ch2>3 To ensure the NHS is better able to recruit and retain staff in the lower\npay bands\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>3.1 A new rate of £17,460 will be introduced from 1 April 2018 as the\nminimum basic pay rate in the NHS, in order to future proof the pay structure,\nstay ahead of statutory requirements, and ensure the NHS in England retains a\ncompetitive market advantage in the jobs market for staff employed at this\nlevel.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.2 Band 1 will be uprated to this minimum pay rate with effect from 1 April\n2018. Band 1 will be closed to new entrants from 1 December 2018.\u003C\u002Fp>\n\n\u003Cp>3.3 The NHS Staff Council will agree a framework to support and encourage\nprovider organisations to upskill roles currently in band 1 to band 2 roles.\nThis exercise should be completed by 31 March 2021, in line with a process that\nwill be agreed by the NHS Staff Council.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4 Pay progression\u003C\u002Fh2>\n\n\u003Cp>4.1 A new NHS Staff Council progression framework will be put in place by 1\nApril 2019, so that within each pay band staff will be supported to make the\nbest use of their skills. The new progression framework is set out in Annex\nB.\u003C\u002Fp>\n\n\u003Cp>4.2 The new pay progression system will help ensure that all staff have the\nappropriate knowledge and skills they need to carry out their roles, and so\nmake the greatest possible contribution to patient care. It will be underpinned\nby a commitment from employers to strengthen and improve the appraisal\nprocess.\u003C\u002Fp>\n\n\u003Cp>4.3 The new pay progression system will:\u003C\u002Fp>\n\n\u003Cp>a. enable staff in bands 2 to 7 to reach the top of their pay band more\nquickly\u003C\u002Fp>\n\n\u003Cp>b. describe minimum periods of time before progression to the next pay-step\npoint\u003C\u002Fp>\n\n\u003Cp>c. not be automatic\u003C\u002Fp>\n\n\u003Cp>d. give staff the opportunity to demonstrate they have met the required\nstandards, including appraisals\u003C\u002Fp>\n\n\u003Cp>e. require line managers and staff to follow the pay-step submission process\n(described in the pay progression framework document) in order to access the\nnext pay-step point\u003C\u002Fp>\n\n\u003Cp>f. require employers to provide information to enable the NHS Staff Council\nto undertake monitoring of pay progression and re-earnable pay in relation to\nemployees with protected characteristics.\u003C\u002Fp>\n\n\u003Cp>4.4. The Staff Council will oversee the implementation of the pay\nprogression system. This will include the amendment of payroll systems from\n2018\u002F19.\u003C\u002Fp>\n\n\u003Ch2>5. To help support the service and members of NHS staff\u003C\u002Fh2>\n\n\u003Cp>5.1 The partners will work together through NHS Staff Council and social\npartnership structures to improve levels of attendance through a focus on staff\nhealth and wellbeing at a national and local level. The ambition is that\nthrough positive management of sickness absence the NHS will match the best in\nthe public sector. To identify changes that will support this ambition, a work\nprogramme will be set up to include an assessment of the principal factors\naffecting levels of attendance and a review of the current agreement on absence\nmanagement. This will include reviewing Annex 26. This will not alter the sick\npay provisions set out in Section 14 of the handbook.\u003C\u002Fp>\n\n\u003Cp>5.2 The NHS Staff Council will explore what scope there is for a collective\nframework agreement on bank and agency working, including the opportunity to\nprovide\u003C\u002Fp>\n\n\u003Cp>cost-effective incentives to encourage staff to offer their own time to\ninternal staff banks to increase capacity.\u003C\u002Fp>\n\n\u003Ch2>6. To encourage greater consistency of terms\u003C\u002Fh2>\n\n\u003Cp>6.1 Employing organisations will work in partnership with trade unions to\nintroduce local mechanisms to guarantee access to those annual leave and time\noff in lieu (TOIL) provisions set out in the NHS Terms and Conditions of\nService handbook.\u003C\u002Fp>\n\n\u003Cp>6.2 New provisions will be added to the NHS Terms and Conditions of Service\nhandbook to give staff access to consistent child bereavement Leave, enhanced\nshared parental leave (extension of statutory), and a national framework for\nbuying and selling annual leave.\u003C\u002Fp>\n\n\u003Cp>6.3 The variation in approach to payment schemes for unsocial hours will be\nreduced by taking the following steps:\u003C\u002Fp>\n\n\u003Cp>a. A new provision will be added to the handbook to open Section 2\n(maintaining round the clock services) unsocial hours payment arrangements to\nall ambulance staff. This will apply to all new entrants to the Ambulance\nService in England from 1 September 2018 and all changes of roles (including\npromotion). Existing ambulance staff will be offered a voluntary move to the\nSection 2 rates with details of how this will be offered and managed to be\nagreed via the NHS Staff Council.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>b. Section 14 (sickness absence) paragraph 4 of the NHS Terms and Conditions\nof Service handbook will be adjusted to convert the eligibility for payment of\nunsocial hours during occupational sick leave (currently available to staff on\nspine points 2-8) to a cash value (basic salary) of £18,160. New entrants to\nthe NHS, appointed with effect from 1 July 2018 onwards, will not have access\nto payment of unsocial hours during occupational sick leave. This will ensure\nthat over time, the calculation for sickness absence pay is the same for all\nstaff on the NHS terms and conditions of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c. Section 2 of the handbook will be adjusted to introduce new percentage\nrates for bands 1, 2 and 3. The new percentages will reflect the increase to\nbasic salary levels while preserving the value of the current payment tiers.\nThe percentage rates are set out at Annex A and will stay at the 2020\u002F21 rates\ngoing forward.\u003C\u002Fp>\n\n\u003Cp>6.4 In conjunction with the ongoing review of senior pay, the NHS Staff\nCouncil will explore the scope for further alignment between Agenda for Change\nand other senior NHS pay arrangements, with a view to achieving greater\ncoherence.\u003C\u002Fp>\n\n\u003Ch2>7. The role of the NHS Staff Council\u003C\u002Fh2>\n\n\u003Cp>7.1 The NHS Staff Council will retain its existing role as described in the\nNHS Terms and Conditions of Service handbook.\u003C\u002Fp>\n\n\u003Cp>7.2 In addition, the Staff Council will agree a work programme in\npartnership to monitor the implementation of the proposed deal over the\nthree-year period, and ensure all aspects of the agreement are implemented as\nintended.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>Annex A\u003C\u002Fp>\n\n\u003Cp>The new pay structure for 2018\u002F19, 2019\u002F20, & 2020\u002F21\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Current\u003C\u002Ftd>\n      \u003Ctd>Year 1\u003C\u002Ftd>\n      \u003Ctd>Year 2\u003C\u002Ftd>\n      \u003Ctd>Year 3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band\u003C\u002Ftd>\n      \u003Ctd>Years of experience\u003C\u002Ftd>\n      \u003Ctd>2017\u002F18\n\n        \u003Cp>£\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2018\u002F19\n\n        \u003Cp>£\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2019\u002F20\n\n        \u003Cp>£\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2020\u002F21\n\n        \u003Cp>£\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 1\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>15,404\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>18,005\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>15,671\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>18,005\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 2\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>15,404\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>18,005\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>15,671\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>18,005\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>16,104\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>16,536\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>16,536\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>17,524\u003C\u002Ftd>\n      \u003Ctd>17,787\u003C\u002Ftd>\n      \u003Ctd>17,983\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>18,157\u003C\u002Ftd>\n      \u003Ctd>18,702\u003C\u002Ftd>\n      \u003Ctd>19,020\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 3\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>16,968\u003C\u002Ftd>\n      \u003Ctd>17,787\u003C\u002Ftd>\n      \u003Ctd>18,813\u003C\u002Ftd>\n      \u003Ctd>19,737\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>17,524\u003C\u002Ftd>\n      \u003Ctd>17,787\u003C\u002Ftd>\n      \u003Ctd>18,813\u003C\u002Ftd>\n      \u003Ctd>19,737\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>18,157\u003C\u002Ftd>\n      \u003Ctd>18,429\u003C\u002Ftd>\n      \u003Ctd>18,813\u003C\u002Ftd>\n      \u003Ctd>19,737\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>18,333\u003C\u002Ftd>\n      \u003Ctd>18,608\u003C\u002Ftd>\n      \u003Ctd>18,813\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>18,839\u003C\u002Ftd>\n      \u003Ctd>19,122\u003C\u002Ftd>\n      \u003Ctd>19,332\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>19,409\u003C\u002Ftd>\n      \u003Ctd>19,700\u003C\u002Ftd>\n      \u003Ctd>19,917\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>19,852\u003C\u002Ftd>\n      \u003Ctd>20,448\u003C\u002Ftd>\n      \u003Ctd>20,795\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 4\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>19,409\u003C\u002Ftd>\n      \u003Ctd>20,150\u003C\u002Ftd>\n      \u003Ctd>21,089\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>19,852\u003C\u002Ftd>\n      \u003Ctd>20,150\u003C\u002Ftd>\n      \u003Ctd>21,089\u003C\u002Ftd>\n      \u003Ctd>21,892\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>20,551\u003C\u002Ftd>\n      \u003Ctd>20,859\u003C\u002Ftd>\n      \u003Ctd>21,089\u003C\u002Ftd>\n      \u003Ctd>21,892\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>21,263\u003C\u002Ftd>\n      \u003Ctd>21,582\u003C\u002Ftd>\n      \u003Ctd>21,089\u003C\u002Ftd>\n      \u003Ctd>21,892\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>21,909\u003C\u002Ftd>\n      \u003Ctd>22,238\u003C\u002Ftd>\n      \u003Ctd>21,819\u003C\u002Ftd>\n      \u003Ctd>24,157\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>22,128\u003C\u002Ftd>\n      \u003Ctd>22,460\u003C\u002Ftd>\n      \u003Ctd>22,482\u003C\u002Ftd>\n      \u003Ctd>24,157\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>22,683\u003C\u002Ftd>\n      \u003Ctd>23,363\u003C\u002Ftd>\n      \u003Ctd>22,707\u003C\u002Ftd>\n      \u003Ctd>24,157\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 5\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>22,128\u003C\u002Ftd>\n      \u003Ctd>23,023\u003C\u002Ftd>\n      \u003Ctd>23,761\u003C\u002Ftd>\n      \u003Ctd>24,157\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>22,683\u003C\u002Ftd>\n      \u003Ctd>23,023\u003C\u002Ftd>\n      \u003Ctd>24,214\u003C\u002Ftd>\n      \u003Ctd>24,907\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>23,597\u003C\u002Ftd>\n      \u003Ctd>23,951\u003C\u002Ftd>\n      \u003Ctd>24,214\u003C\u002Ftd>\n      \u003Ctd>24,907\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>24,547\u003C\u002Ftd>\n      \u003Ctd>24,915\u003C\u002Ftd>\n      \u003Ctd>24,214\u003C\u002Ftd>\n      \u003Ctd>24,907\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>25,551\u003C\u002Ftd>\n      \u003Ctd>25,934\u003C\u002Ftd>\n      \u003Ctd>26,220\u003C\u002Ftd>\n      \u003Ctd>24,907\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>26,565\u003C\u002Ftd>\n      \u003Ctd>26,963\u003C\u002Ftd>\n      \u003Ctd>26,220\u003C\u002Ftd>\n      \u003Ctd>27,416\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>27,635\u003C\u002Ftd>\n      \u003Ctd>28,050\u003C\u002Ftd>\n      \u003Ctd>27,260\u003C\u002Ftd>\n      \u003Ctd>30,615\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>28,746\u003C\u002Ftd>\n      \u003Ctd>29,608\u003C\u002Ftd>\n      \u003Ctd>28,358\u003C\u002Ftd>\n      \u003Ctd>30,615\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 6\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>26,565\u003C\u002Ftd>\n      \u003Ctd>28,050\u003C\u002Ftd>\n      \u003Ctd>30,112\u003C\u002Ftd>\n      \u003Ctd>31,365\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>27,635\u003C\u002Ftd>\n      \u003Ctd>28,050\u003C\u002Ftd>\n      \u003Ctd>30,401\u003C\u002Ftd>\n      \u003Ctd>31,365\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>28,746\u003C\u002Ftd>\n      \u003Ctd>29,177\u003C\u002Ftd>\n      \u003Ctd>30,401\u003C\u002Ftd>\n      \u003Ctd>33,176\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>29,626\u003C\u002Ftd>\n      \u003Ctd>30,070\u003C\u002Ftd>\n      \u003Ctd>30,401\u003C\u002Ftd>\n      \u003Ctd>33,176\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>30,661\u003C\u002Ftd>\n      \u003Ctd>31,121\u003C\u002Ftd>\n      \u003Ctd>32,525\u003C\u002Ftd>\n      \u003Ctd>33,176\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>31,696\u003C\u002Ftd>\n      \u003Ctd>32,171\u003C\u002Ftd>\n      \u003Ctd>32,525\u003C\u002Ftd>\n      \u003Ctd>33,779\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>32,731\u003C\u002Ftd>\n      \u003Ctd>33,222\u003C\u002Ftd>\n      \u003Ctd>32,525\u003C\u002Ftd>\n      \u003Ctd>33,779\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>33,895\u003C\u002Ftd>\n      \u003Ctd>34,403\u003C\u002Ftd>\n      \u003Ctd>33,587\u003C\u002Ftd>\n      \u003Ctd>37,890\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>35,577\u003C\u002Ftd>\n      \u003Ctd>36,644\u003C\u002Ftd>\n      \u003Ctd>37,267\u003C\u002Ftd>\n      \u003Ctd>37,890\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 7\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>31,696\u003C\u002Ftd>\n      \u003Ctd>33,222\u003C\u002Ftd>\n      \u003Ctd>37,570\u003C\u002Ftd>\n      \u003Ctd>38,890\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>32,731\u003C\u002Ftd>\n      \u003Ctd>33,222\u003C\u002Ftd>\n      \u003Ctd>37,570\u003C\u002Ftd>\n      \u003Ctd>38,890\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>33,895\u003C\u002Ftd>\n      \u003Ctd>34,403\u003C\u002Ftd>\n      \u003Ctd>37,570\u003C\u002Ftd>\n      \u003Ctd>40,894\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>35,577\u003C\u002Ftd>\n      \u003Ctd>36,111\u003C\u002Ftd>\n      \u003Ctd>37,570\u003C\u002Ftd>\n      \u003Ctd>40,894\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>36,612\u003C\u002Ftd>\n      \u003Ctd>37,161\u003C\u002Ftd>\n      \u003Ctd>38,765\u003C\u002Ftd>\n      \u003Ctd>40,894\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>37,777\u003C\u002Ftd>\n      \u003Ctd>38,344\u003C\u002Ftd>\n      \u003Ctd>38,765\u003C\u002Ftd>\n      \u003Ctd>41,723\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>39,070\u003C\u002Ftd>\n      \u003Ctd>39,656\u003C\u002Ftd>\n      \u003Ctd>40,092\u003C\u002Ftd>\n      \u003Ctd>41,723\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>40,428\u003C\u002Ftd>\n      \u003Ctd>41,034\u003C\u002Ftd>\n      \u003Ctd>41,486\u003C\u002Ftd>\n      \u003Ctd>44,503\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>41,787\u003C\u002Ftd>\n      \u003Ctd>43,041\u003C\u002Ftd>\n      \u003Ctd>43,772\u003C\u002Ftd>\n      \u003Ctd>44,503\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8A\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>40,428\u003C\u002Ftd>\n      \u003Ctd>42,414\u003C\u002Ftd>\n      \u003Ctd>44,606\u003C\u002Ftd>\n      \u003Ctd>45,753\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>41,787\u003C\u002Ftd>\n      \u003Ctd>42,414\u003C\u002Ftd>\n      \u003Ctd>44,606\u003C\u002Ftd>\n      \u003Ctd>45,753\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>43,469\u003C\u002Ftd>\n      \u003Ctd>44,121\u003C\u002Ftd>\n      \u003Ctd>44,606\u003C\u002Ftd>\n      \u003Ctd>45,753\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>45,150\u003C\u002Ftd>\n      \u003Ctd>45,827\u003C\u002Ftd>\n      \u003Ctd>46,331\u003C\u002Ftd>\n      \u003Ctd>45,753\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>47,092\u003C\u002Ftd>\n      \u003Ctd>47,798\u003C\u002Ftd>\n      \u003Ctd>48,324\u003C\u002Ftd>\n      \u003Ctd>45,753\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>48,514\u003C\u002Ftd>\n      \u003Ctd>49,969\u003C\u002Ftd>\n      \u003Ctd>50,819\u003C\u002Ftd>\n      \u003Ctd>51,668\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8B\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>47,092\u003C\u002Ftd>\n      \u003Ctd>49,242\u003C\u002Ftd>\n      \u003Ctd>52,306\u003C\u002Ftd>\n      \u003Ctd>53,168\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>48,514\u003C\u002Ftd>\n      \u003Ctd>49,242\u003C\u002Ftd>\n      \u003Ctd>52,306\u003C\u002Ftd>\n      \u003Ctd>53,168\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>50,972\u003C\u002Ftd>\n      \u003Ctd>51,737\u003C\u002Ftd>\n      \u003Ctd>52,306\u003C\u002Ftd>\n      \u003Ctd>53,168\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>53,818\u003C\u002Ftd>\n      \u003Ctd>54,625\u003C\u002Ftd>\n      \u003Ctd>55,226\u003C\u002Ftd>\n      \u003Ctd>53,168\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>56,665\u003C\u002Ftd>\n      \u003Ctd>57,515\u003C\u002Ftd>\n      \u003Ctd>58,148\u003C\u002Ftd>\n      \u003Ctd>53,168\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>58,217\u003C\u002Ftd>\n      \u003Ctd>59,964\u003C\u002Ftd>\n      \u003Ctd>60,983\u003C\u002Ftd>\n      \u003Ctd>62,001\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8C\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>56,665\u003C\u002Ftd>\n      \u003Ctd>59,090\u003C\u002Ftd>\n      \u003Ctd>61,777\u003C\u002Ftd>\n      \u003Ctd>63,751\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>58,217\u003C\u002Ftd>\n      \u003Ctd>59,090\u003C\u002Ftd>\n      \u003Ctd>61,777\u003C\u002Ftd>\n      \u003Ctd>63,751\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>60,202\u003C\u002Ftd>\n      \u003Ctd>61,105\u003C\u002Ftd>\n      \u003Ctd>61,777\u003C\u002Ftd>\n      \u003Ctd>63,751\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>63,021\u003C\u002Ftd>\n      \u003Ctd>63,966\u003C\u002Ftd>\n      \u003Ctd>64,670\u003C\u002Ftd>\n      \u003Ctd>63,751\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>67,247\u003C\u002Ftd>\n      \u003Ctd>68,256\u003C\u002Ftd>\n      \u003Ctd>69,007\u003C\u002Ftd>\n      \u003Ctd>63,751\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>69,168\u003C\u002Ftd>\n      \u003Ctd>71,243\u003C\u002Ftd>\n      \u003Ctd>72,597\u003C\u002Ftd>\n      \u003Ctd>73,664\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8D\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>67,247\u003C\u002Ftd>\n      \u003Ctd>70,206\u003C\u002Ftd>\n      \u003Ctd>73,936\u003C\u002Ftd>\n      \u003Ctd>75,914\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>69,168\u003C\u002Ftd>\n      \u003Ctd>70,206\u003C\u002Ftd>\n      \u003Ctd>73,936\u003C\u002Ftd>\n      \u003Ctd>75,914\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>72,051\u003C\u002Ftd>\n      \u003Ctd>73,132\u003C\u002Ftd>\n      \u003Ctd>73,936\u003C\u002Ftd>\n      \u003Ctd>75,914\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>75,573\u003C\u002Ftd>\n      \u003Ctd>76,707\u003C\u002Ftd>\n      \u003Ctd>77,550\u003C\u002Ftd>\n      \u003Ctd>75,914\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>79,415\u003C\u002Ftd>\n      \u003Ctd>80,606\u003C\u002Ftd>\n      \u003Ctd>81,493\u003C\u002Ftd>\n      \u003Ctd>75,914\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>83,258\u003C\u002Ftd>\n      \u003Ctd>85,333\u003C\u002Ftd>\n      \u003Ctd>86,687\u003C\u002Ftd>\n      \u003Ctd>87,754\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 9\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>79,415\u003C\u002Ftd>\n      \u003Ctd>84,507\u003C\u002Ftd>\n      \u003Ctd>89,537\u003C\u002Ftd>\n      \u003Ctd>91,004\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>83,258\u003C\u002Ftd>\n      \u003Ctd>84,507\u003C\u002Ftd>\n      \u003Ctd>89,537\u003C\u002Ftd>\n      \u003Ctd>91,004\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>87,254\u003C\u002Ftd>\n      \u003Ctd>88,563\u003C\u002Ftd>\n      \u003Ctd>89,537\u003C\u002Ftd>\n      \u003Ctd>91,004\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>91,442\u003C\u002Ftd>\n      \u003Ctd>92,814\u003C\u002Ftd>\n      \u003Ctd>93,835\u003C\u002Ftd>\n      \u003Ctd>91,004\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>95,832\u003C\u002Ftd>\n      \u003Ctd>97,269\u003C\u002Ftd>\n      \u003Ctd>98,339\u003C\u002Ftd>\n      \u003Ctd>91,004\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>100,431\u003C\u002Ftd>\n      \u003Ctd>102,506\u003C\u002Ftd>\n      \u003Ctd>103,860\u003C\u002Ftd>\n      \u003Ctd>104,927\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Individual pay journeys – 2018 to 2021\u003C\u002Fp>\n\n\u003Cp>Please note a pay calculator is available online at www.nhspay.org.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Band\u003C\u002Ftd>\n      \u003Ctd>Spine Point\u003C\u002Ftd>\n      \u003Ctd>2017\u002F18 (current)\n\n        \u003Cp>£\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2018\u002F19 (Year 1)\n\n        \u003Cp>£\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2019\u002F20 (Year 2)\n\n        \u003Cp>£\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2020\u002F21 (Year 3)\n\n        \u003Cp>£\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Earnings gain (£)\u003C\u002Ftd>\n      \u003Ctd>Earnings gain (%)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">1\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>15,404\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>18,005\u003C\u002Ftd>\n      \u003Ctd>2,601\u003C\u002Ftd>\n      \u003Ctd>16.89%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>15,671\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>18,005\u003C\u002Ftd>\n      \u003Ctd>2,334\u003C\u002Ftd>\n      \u003Ctd>14.89%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"7\">2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>15,404\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n      \u003Ctd>3,933\u003C\u002Ftd>\n      \u003Ctd>25.53%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>15,671\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n      \u003Ctd>3,666\u003C\u002Ftd>\n      \u003Ctd>23.39%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>16,104\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,652\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n      \u003Ctd>3,233\n      \u003C\u002Ftd>\n      \u003Ctd>20.08%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>16,536\u003C\u002Ftd>\n      \u003Ctd>17,460\u003C\u002Ftd>\n      \u003Ctd>17,983\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n      \u003Ctd>2,801\u003C\u002Ftd>\n      \u003Ctd>16.94%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>16,968\u003C\u002Ftd>\n      \u003Ctd>17,787\u003C\u002Ftd>\n      \u003Ctd>19,020\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n      \u003Ctd>2,369\u003C\u002Ftd>\n      \u003Ctd>13.96%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>17,524\u003C\u002Ftd>\n      \u003Ctd>18,702\u003C\u002Ftd>\n      \u003Ctd>19,020\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n      \u003Ctd>1,813\u003C\u002Ftd>\n      \u003Ctd>10.35%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>18,157\u003C\u002Ftd>\n      \u003Ctd>18,702\u003C\u002Ftd>\n      \u003Ctd>19,020\u003C\u002Ftd>\n      \u003Ctd>19,337\u003C\u002Ftd>\n      \u003Ctd>1,180\u003C\u002Ftd>\n      \u003Ctd>6.50%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"7\">3\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>16,968\u003C\u002Ftd>\n      \u003Ctd>17,787\u003C\u002Ftd>\n      \u003Ctd>18,813\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n      \u003Ctd>4,174\u003C\u002Ftd>\n      \u003Ctd>24.60%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>17,524\u003C\u002Ftd>\n      \u003Ctd>18,429\u003C\u002Ftd>\n      \u003Ctd>18,813\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n      \u003Ctd>3,618\u003C\u002Ftd>\n      \u003Ctd>20.65%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>18,157\u003C\u002Ftd>\n      \u003Ctd>18,608\u003C\u002Ftd>\n      \u003Ctd>19,332\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n      \u003Ctd>2,985\u003C\u002Ftd>\n      \u003Ctd>16.44%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>18,333\u003C\u002Ftd>\n      \u003Ctd>19,122\u003C\u002Ftd>\n      \u003Ctd>19,917\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n      \u003Ctd>2,809\u003C\u002Ftd>\n      \u003Ctd>15.32%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>18,839\u003C\u002Ftd>\n      \u003Ctd>19,700\u003C\u002Ftd>\n      \u003Ctd>20,795\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n      \u003Ctd>2,303\u003C\u002Ftd>\n      \u003Ctd>12.22%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>19,409\u003C\u002Ftd>\n      \u003Ctd>20,448\u003C\u002Ftd>\n      \u003Ctd>20,795\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n      \u003Ctd>1,733\u003C\u002Ftd>\n      \u003Ctd>8.93%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>19,852\u003C\u002Ftd>\n      \u003Ctd>20,448\u003C\u002Ftd>\n      \u003Ctd>20,795\u003C\u002Ftd>\n      \u003Ctd>21,142\u003C\u002Ftd>\n      \u003Ctd>1,290\u003C\u002Ftd>\n      \u003Ctd>6.50%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"5\">4\u003C\u002Ftd>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>19,409\u003C\u002Ftd>\n      \u003Ctd>20,448\u003C\u002Ftd>\n      \u003Ctd>21,089\u003C\u002Ftd>\n      \u003Ctd>24,157\u003C\u002Ftd>\n      \u003Ctd>4,748\u003C\u002Ftd>\n      \u003Ctd>24.46%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>19,852\u003C\u002Ftd>\n      \u003Ctd>20,150\u003C\u002Ftd>\n      \u003Ctd>21,819\u003C\u002Ftd>\n      \u003Ctd>24,157\u003C\u002Ftd>\n      \u003Ctd>4,305\u003C\u002Ftd>\n      \u003Ctd>21.69%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>20,551\u003C\u002Ftd>\n      \u003Ctd>20,859\u003C\u002Ftd>\n      \u003Ctd>22,482\u003C\u002Ftd>\n      \u003Ctd>24,157\u003C\u002Ftd>\n      \u003Ctd>3,606\u003C\u002Ftd>\n      \u003Ctd>17.55%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>21,263\u003C\u002Ftd>\n      \u003Ctd>21,582\u003C\u002Ftd>\n      \u003Ctd>22,707\u003C\u002Ftd>\n      \u003Ctd>24,157\u003C\u002Ftd>\n      \u003Ctd>2,894\u003C\u002Ftd>\n      \u003Ctd>13.61%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>21,909\u003C\u002Ftd>\n      \u003Ctd>22,460\u003C\u002Ftd>\n      \u003Ctd>23,761\u003C\u002Ftd>\n      \u003Ctd>24,157\u003C\u002Ftd>\n      \u003Ctd>2,248\u003C\u002Ftd>\n      \u003Ctd>10.26%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"6\">8d\u003C\u002Ftd>\n      \u003Ctd>45\u003C\u002Ftd>\n      \u003Ctd>67,247\u003C\u002Ftd>\n      \u003Ctd>70,206\u003C\u002Ftd>\n      \u003Ctd>73,936\u003C\u002Ftd>\n      \u003Ctd>77,863\u003C\u002Ftd>\n      \u003Ctd>10,616\u003C\u002Ftd>\n      \u003Ctd>15.79%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>46\u003C\u002Ftd>\n      \u003Ctd>69,168\u003C\u002Ftd>\n      \u003Ctd>73,132\u003C\u002Ftd>\n      \u003Ctd>77,550\u003C\u002Ftd>\n      \u003Ctd>81,821\u003C\u002Ftd>\n      \u003Ctd>12,653\u003C\u002Ftd>\n      \u003Ctd>18.29%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>47\u003C\u002Ftd>\n      \u003Ctd>72,051\u003C\u002Ftd>\n      \u003Ctd>76,707\u003C\u002Ftd>\n      \u003Ctd>81,493\u003C\u002Ftd>\n      \u003Ctd>87,754\u003C\u002Ftd>\n      \u003Ctd>15,703\u003C\u002Ftd>\n      \u003Ctd>21.79%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>48\u003C\u002Ftd>\n      \u003Ctd>75,573\u003C\u002Ftd>\n      \u003Ctd>80,606\u003C\u002Ftd>\n      \u003Ctd>86,687\u003C\u002Ftd>\n      \u003Ctd>87,754\u003C\u002Ftd>\n      \u003Ctd>12,181\u003C\u002Ftd>\n      \u003Ctd>16.12%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>49\u003C\u002Ftd>\n      \u003Ctd>79,415\u003C\u002Ftd>\n      \u003Ctd>85,333\u003C\u002Ftd>\n      \u003Ctd>86,687\u003C\u002Ftd>\n      \u003Ctd>87,754\u003C\u002Ftd>\n      \u003Ctd>8,339\u003C\u002Ftd>\n      \u003Ctd>10.50%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>50\u003C\u002Ftd>\n      \u003Ctd>83,258\u003C\u002Ftd>\n      \u003Ctd>85,333\u003C\u002Ftd>\n      \u003Ctd>86,687\u003C\u002Ftd>\n      \u003Ctd>87,754\u003C\u002Ftd>\n      \u003Ctd>4,496\u003C\u002Ftd>\n      \u003Ctd>5.40%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"6\">9\u003C\u002Ftd>\n      \u003Ctd>49\u003C\u002Ftd>\n      \u003Ctd>79,415\u003C\u002Ftd>\n      \u003Ctd>84,507\u003C\u002Ftd>\n      \u003Ctd>89,537\u003C\u002Ftd>\n      \u003Ctd>94,213\u003C\u002Ftd>\n      \u003Ctd>14,798\u003C\u002Ftd>\n      \u003Ctd>18.63%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>50\u003C\u002Ftd>\n      \u003Ctd>83,258\u003C\u002Ftd>\n      \u003Ctd>88,563\u003C\u002Ftd>\n      \u003Ctd>98,339\u003C\u002Ftd>\n      \u003Ctd>98,736\u003C\u002Ftd>\n      \u003Ctd>15,478\u003C\u002Ftd>\n      \u003Ctd>18.59%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>51\u003C\u002Ftd>\n      \u003Ctd>87,254\u003C\u002Ftd>\n      \u003Ctd>92,814\u003C\u002Ftd>\n      \u003Ctd>98,339\u003C\u002Ftd>\n      \u003Ctd>104,927\u003C\u002Ftd>\n      \u003Ctd>17,673\u003C\u002Ftd>\n      \u003Ctd>20.25%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>52\u003C\u002Ftd>\n      \u003Ctd>91,442\u003C\u002Ftd>\n      \u003Ctd>97,269\u003C\u002Ftd>\n      \u003Ctd>103,860\u003C\u002Ftd>\n      \u003Ctd>104,927\u003C\u002Ftd>\n      \u003Ctd>13,485\u003C\u002Ftd>\n      \u003Ctd>14.75%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>53\u003C\u002Ftd>\n      \u003Ctd>95,832\u003C\u002Ftd>\n      \u003Ctd>102,506\u003C\u002Ftd>\n      \u003Ctd>103,860\u003C\u002Ftd>\n      \u003Ctd>104,927\u003C\u002Ftd>\n      \u003Ctd>9,095\u003C\u002Ftd>\n      \u003Ctd>9.49%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>54\u003C\u002Ftd>\n      \u003Ctd>100,431\u003C\u002Ftd>\n      \u003Ctd>102,506\u003C\u002Ftd>\n      \u003Ctd>103,860\u003C\u002Ftd>\n      \u003Ctd>104,927\u003C\u002Ftd>\n      \u003Ctd>4,496\u003C\u002Ftd>\n      \u003Ctd>4.48%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Increases in starting salaries\u003C\u002Fp>\n\n\u003Cp>Cumulative change from current (2017\u002F18) starting salaries:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Cumulative change from 17\u002F18 (£)\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Cumulative change from 17\u002F18 (%)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Current\u003C\u002Ftd>\n      \u003Ctd>2018\u002F19\u003C\u002Ftd>\n      \u003Ctd>2019\u002F20\u003C\u002Ftd>\n      \u003Ctd>2020\u002F21\u003C\u002Ftd>\n      \u003Ctd>2018\u002F19\u003C\u002Ftd>\n      \u003Ctd>2019\u002F20\u003C\u002Ftd>\n      \u003Ctd>2020\u002F21\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 1\u003C\u002Ftd>\n      \u003Ctd>15,404\u003C\u002Ftd>\n      \u003Ctd>2,056\u003C\u002Ftd>\n      \u003Ctd>2,248\u003C\u002Ftd>\n      \u003Ctd>2,601\u003C\u002Ftd>\n      \u003Ctd>13.3%\u003C\u002Ftd>\n      \u003Ctd>14.6%\u003C\u002Ftd>\n      \u003Ctd>16.9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 2\u003C\u002Ftd>\n      \u003Ctd>15,404\u003C\u002Ftd>\n      \u003Ctd>2,056\u003C\u002Ftd>\n      \u003Ctd>2,248\u003C\u002Ftd>\n      \u003Ctd>2,601\u003C\u002Ftd>\n      \u003Ctd>13.3%\u003C\u002Ftd>\n      \u003Ctd>14.6%\u003C\u002Ftd>\n      \u003Ctd>16.9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 3\u003C\u002Ftd>\n      \u003Ctd>16,968\u003C\u002Ftd>\n      \u003Ctd>819\u003C\u002Ftd>\n      \u003Ctd>1,845\u003C\u002Ftd>\n      \u003Ctd>2,769\u003C\u002Ftd>\n      \u003Ctd>4.8%\u003C\u002Ftd>\n      \u003Ctd>10.9%\u003C\u002Ftd>\n      \u003Ctd>16.3%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 4\u003C\u002Ftd>\n      \u003Ctd>19,409\u003C\u002Ftd>\n      \u003Ctd>741\u003C\u002Ftd>\n      \u003Ctd>1,680\u003C\u002Ftd>\n      \u003Ctd>2,483\u003C\u002Ftd>\n      \u003Ctd>3.8%\u003C\u002Ftd>\n      \u003Ctd>8.7%\u003C\u002Ftd>\n      \u003Ctd>12.8%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 5\u003C\u002Ftd>\n      \u003Ctd>22,128\u003C\u002Ftd>\n      \u003Ctd>895\u003C\u002Ftd>\n      \u003Ctd>2,086\u003C\u002Ftd>\n      \u003Ctd>2,779\u003C\u002Ftd>\n      \u003Ctd>4.0%\u003C\u002Ftd>\n      \u003Ctd>9.4%\u003C\u002Ftd>\n      \u003Ctd>12.6%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 6\u003C\u002Ftd>\n      \u003Ctd>26,565\u003C\u002Ftd>\n      \u003Ctd>1,485\u003C\u002Ftd>\n      \u003Ctd>3,836\u003C\u002Ftd>\n      \u003Ctd>4,800\u003C\u002Ftd>\n      \u003Ctd>5.6%\u003C\u002Ftd>\n      \u003Ctd>14.4%\u003C\u002Ftd>\n      \u003Ctd>18.1%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 7\u003C\u002Ftd>\n      \u003Ctd>31,696\u003C\u002Ftd>\n      \u003Ctd>1,526\u003C\u002Ftd>\n      \u003Ctd>5,874\u003C\u002Ftd>\n      \u003Ctd>7,194\u003C\u002Ftd>\n      \u003Ctd>4.8%\u003C\u002Ftd>\n      \u003Ctd>18.5%\u003C\u002Ftd>\n      \u003Ctd>22.7%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8A\u003C\u002Ftd>\n      \u003Ctd>40,428\u003C\u002Ftd>\n      \u003Ctd>1,986\u003C\u002Ftd>\n      \u003Ctd>4,178\u003C\u002Ftd>\n      \u003Ctd>5,325\u003C\u002Ftd>\n      \u003Ctd>4.9%\u003C\u002Ftd>\n      \u003Ctd>10.3%\u003C\u002Ftd>\n      \u003Ctd>13.2%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8B\u003C\u002Ftd>\n      \u003Ctd>47,092\u003C\u002Ftd>\n      \u003Ctd>2,150\u003C\u002Ftd>\n      \u003Ctd>5,214\u003C\u002Ftd>\n      \u003Ctd>6,076\u003C\u002Ftd>\n      \u003Ctd>4.6%\u003C\u002Ftd>\n      \u003Ctd>11.1%\u003C\u002Ftd>\n      \u003Ctd>12.9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8C\u003C\u002Ftd>\n      \u003Ctd>56,665\u003C\u002Ftd>\n      \u003Ctd>2,425\u003C\u002Ftd>\n      \u003Ctd>5,112\u003C\u002Ftd>\n      \u003Ctd>7,086\u003C\u002Ftd>\n      \u003Ctd>4.3%\u003C\u002Ftd>\n      \u003Ctd>9.0%\u003C\u002Ftd>\n      \u003Ctd>12.5%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 8D\u003C\u002Ftd>\n      \u003Ctd>67,247\u003C\u002Ftd>\n      \u003Ctd>2,959\u003C\u002Ftd>\n      \u003Ctd>6,689\u003C\u002Ftd>\n      \u003Ctd>8,667\u003C\u002Ftd>\n      \u003Ctd>4.4%\u003C\u002Ftd>\n      \u003Ctd>9.9%\u003C\u002Ftd>\n      \u003Ctd>12.9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 9\u003C\u002Ftd>\n      \u003Ctd>79,415\u003C\u002Ftd>\n      \u003Ctd>5,092\u003C\u002Ftd>\n      \u003Ctd>10,122\u003C\u002Ftd>\n      \u003Ctd>11,589\u003C\u002Ftd>\n      \u003Ctd>6.4%\u003C\u002Ftd>\n      \u003Ctd>12.7%\u003C\u002Ftd>\n      \u003Ctd>14.6%\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Unsocial hours enhancement rates – 2018\u002F19 to 2020\u002F21\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2018\u002F19\u003C\u002Ftd>\n      \u003Ctd>2019\u002F20\u003C\u002Ftd>\n      \u003Ctd>2020\u002F21\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 1\n\n        \u003Cp>All time on Saturday (midnight to midnight) and any week day after 8\n        pm and before 6 am\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Time plus 49%\u003C\u002Ftd>\n      \u003Ctd>Time plus 48%\u003C\u002Ftd>\n      \u003Ctd>Time plus 47%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 1\n\n        \u003Cp>All time on Sundays and Public Holidays (midnight to midnight\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Time plus 97%\u003C\u002Ftd>\n      \u003Ctd>Time plus 95%\u003C\u002Ftd>\n      \u003Ctd>Time plus 94%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 2 All time on Saturday (midnight to midnight) and any week day\n        after 8 pm and before 6 am\u003C\u002Ftd>\n      \u003Ctd>Time plus 43%\u003C\u002Ftd>\n      \u003Ctd>Time plus 42%\u003C\u002Ftd>\n      \u003Ctd>Time plus 41%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 2 All time on Sundays and Public Holidays (midnight to\n      midnight\u003C\u002Ftd>\n      \u003Ctd>Time plus 85%\u003C\u002Ftd>\n      \u003Ctd>Time plus 84%\u003C\u002Ftd>\n      \u003Ctd>Time plus 83%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 3\n\n        \u003Cp>All time on Saturday (midnight to midnight) and any week day after 8\n        pm and before 6 am\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Time plus 36%\u003C\u002Ftd>\n      \u003Ctd>Time plus 35%\u003C\u002Ftd>\n      \u003Ctd>Time plus 35%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band 3\n\n        \u003Cp>All time on Sundays and Public Holidays (midnight to midnight)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Time plus 72%\u003C\u002Ftd>\n      \u003Ctd>Time plus 71%\u003C\u002Ftd>\n      \u003Ctd>Time plus 69%\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Re-earnable process for Bands 8c, 8d and 9\u003C\u002Fp>\n\n\u003Cp>Annually earned pay is already a feature of the NHS terms and conditions of\nservice for bands 8c, 8d and 9, this was introduced in 2013. Creating an\neffective link between personal accountability for performance and pay is a key\nobjective of these arrangements, building on the 2013 changes.\u003C\u002Fp>\n\n\u003Cp>The new pay progression framework will apply to bands 8c, 8d and 9, and more\ndetailed guidance will be produced to help employers achieve an effective and\nconsistent use of annually earned pay.\u003C\u002Fp>\n\n\u003Cp>In the year after the employee has reached the top of bands 8c, 8d and 9, up\nto 10 per cent of basic salary will become re-earnable. Subject to performance,\nthe employee will retain their basic salary or their salary will be reduced by\n5 per cent or 10 per cent. The employee will be able to restore their salary at\nthe end of the following year by achieving agreed levels of performance.\u003C\u002Fp>\n\n\u003Cp>Employers will put in place robust monitoring arrangements for the use of\nannually earned pay. The NHS Staff Council will also evaluate monitoring data\nto ensure the arrangements are compliant with equalities legislation.\u003C\u002Fp>\n\n\u003Cp>Employees on the top two points of these bands on 31 March 2013 have\nreserved rights to the relevant point. This reserved right will be retained on\na marked time basis. At the end of 2020\u002F21, 5 per cent of pay will become\nannually earned and then, when annual increases to the top of the band add a\nfurther 5 per cent, annually earned pay will apply to 10 per cent of basic\npay.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Annex B\u003C\u002Fp>\n\n\u003Cp>Progression within the new pay system\u003C\u002Fp>\n\n\u003Cp>Aims\u003C\u002Fp>\n\n\u003Cp>1. Patients are at the heart of everything the NHS does. The introduction of\na new pay system is an opportunity to ensure that, in a patient centred health\ncare system, staff are supported to develop and utilise the skills and\nbehaviours a modern NHS needs. This is crucial whether staff are just starting\ntheir NHS career or are long-serving and already at the top of their pay\nband.\u003C\u002Fp>\n\n\u003Cp>2. The new pay system will help ensure that all staff have the appropriate\nknowledge and skills they need to carry out their roles. This will be\nunderpinned by a commitment from employers to strengthen and improve the\nappraisal process.\u003C\u002Fp>\n\n\u003Cp>3. The NHS Management and Health Service Quality report, from Michael West\net al. found that good management of NHS staff leads to higher quality of care.\nIt states that:\u003C\u002Fp>\n\n\u003Cp>“The more engaged staff members are, the better the outcomes for patients\nand the organisation generally. Engagement can be fostered through good staff\nmanagement. Having well‐structured appraisals (where clear objectives are\nset, the appraisal is helpful in improving how to do the job, and the employee\nis left feeling valued by their employer) is particularly important”.\u003C\u002Fp>\n\n\u003Cp>The report’s summary concludes that:\u003C\u002Fp>\n\n\u003Cp>“The proportion of staff receiving well‐structured appraisals is related\nto patient satisfaction, patient mortality, staff absenteeism and turnover, and\nbetter performance on the Annual Health Check… By giving staff clear\ndirection, good support and treating them fairly and supportively, leaders\ncreate cultures of engagement, where dedicated NHS staff in turn can give of\ntheir best in caring for patients.”\u003C\u002Fp>\n\n\u003Cp>4. By strengthening the existing national mandatory appraisal system within\na new pay structure, and insisting on good quality appraisals between staff and\nline managers, organisations will be better placed to identify, right across\ntheir workforce, ways to improve patient care through staff learning and\ndevelopment. Effective use of appraisal will enable trusts to identify those\nstaff that would benefit from further development opportunities, and to help\ndevelop a culture of continuous learning which in turn will help improve the\npatient experience. This approach is supported in the CQC’s well led\nguidance, which states that in well led organisations, “the leadership,\nmanagement and governance of the organisation assures the delivery of\nhigh-quality and person-centered care, supports learning and innovation, and\npromotes an open and fair culture”.\u003C\u002Fp>\n\n\u003Cp>5. Getting the appraisal process right is an integral part of patient care.\nThe responsibility for patient care does not rest on individuals alone but on\nhow the entire health care team works together. Capability of line managers is\ncritical in ensuring the new pay system operates in a fair and transparent way.\nAll staff should be supported to demonstrate that they have the knowledge,\nskills, values and behaviours their organisation expects.\u003C\u002Fp>\n\n\u003Cp>6. The aim is to create a partnership approach between staff and line\nmanagers where line managers are supported to make the appraisal experience as\npositive as possible and where staff are supported to take shared\nresponsibility for showing how they meet the required standards.\u003C\u002Fp>\n\n\u003Cp>7. The new pay system is just one part of creating an NHS where staff want\nto work, where continuous learning and development is encouraged, where work\nlife balance and health and wellbeing is taken seriously, and where bullying,\nharassment, and violence are not tolerated.\u003C\u002Fp>\n\n\u003Cp>8. The new pay system seeks to:\u003C\u002Fp>\n\n\u003Cp>i. create a simple process for assessing the standards for progression\nthrough the pay band, where a manager\u002Femployee submission process needs to be\nfollowed for pay-step points to be achieved\u003C\u002Fp>\n\n\u003Cp>ii. help drive consistency across the NHS whilst allowing local flexibility\nto develop assessments against individual and\u002For organisational objectives,\nincluding values and behaviours\u003C\u002Fp>\n\n\u003Cp>iii. allow faster progression to the top of each pay band through fewer\npay-step points\u003C\u002Fp>\n\n\u003Cp>iv. provide meaningful pay increases at each pay-step point\u003C\u002Fp>\n\n\u003Cp>v. encourage staff to take responsibility for showing that they meet the\ndefined standards\u003C\u002Fp>\n\n\u003Cp>vi. ensure line managers make available to their staff the appropriate\ntraining, support and development opportunities\u003C\u002Fp>\n\n\u003Cp>vii. encourage organisations to assess staff against local values and\nbehaviours, agreed in partnership with staff side and informed by the NHS\nConstitution\u003C\u002Fp>\n\n\u003Cp>viii. ensure pay-step points are achieved only where managers are satisfied\nthat their staff have met the required standards.\u003C\u002Fp>\n\n\u003Cp>Employer and employee support\u003C\u002Fp>\n\n\u003Cp>9. Further details on how the annual appraisal process, required standards\nand progression through pay-step points should operate will be agreed in\npartnership and set out in further NHS Staff Council guidance. The partners\nwill also work closely with colleagues responsible for the Electronic Staff\nRecord to consider how existing functionality (or any new functionality) can\nbest support line managers and staff in the effective delivery of annual\nappraisals and the new pay system.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Equality analysis\u003C\u002Fp>\n\n\u003Cp>10. Local NHS organisations are required to demonstrate that they have paid\n‘due regard’ to their Public Sector Equality Duties under the Equality Act\n2010. A national equality analysis is being developed in partnership and which\nwill cover any wider changes to Agenda for Change terms and conditions of\nservice. Local organisations will be able to use the national analysis as a\nbasis for carrying out their own local equality analysis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Pay structure and pay-step points\u003C\u002Fp>\n\n\u003Cp>11. The new pay system includes fewer pay points but significant pay\nincreases on average at each pay-step point. To deliver good patient care\nwhether staff work directly with patients or not, there is an expectation that\nstandards must be met. The mandatory annual appraisal process should involve\nregular conversations between staff and their line manager to ensure the\nrequired standards are understood and additional support identified in good\ntime. The expectation is that all staff will meet the required standards and\ntherefore be able to progress.\u003C\u002Fp>\n\n\u003Cp>****\u003C\u002Fp>\n\n\u003Cp>Standards for pay progression\u003C\u002Fp>\n\n\u003Cp>13. Staff will progress to their next pay-step point in their pay band where\nthe following can be demonstrated:\u003C\u002Fp>\n\n\u003Cp>i. The appraisal process has been completed with outcomes in line with the\norganisation’s standards and no formal capability process is in place\u003C\u002Fp>\n\n\u003Cp>ii. There is no formal disciplinary action live on the staff member’s\nrecord.\u003C\u002Fp>\n\n\u003Cp>iii. Statutory and\u002For mandatory training has been completed.\u003C\u002Fp>\n\n\u003Cp>iv. For line managers only - must have completed appraisals for all their\nstaff.\u003C\u002Fp>\n\n\u003Cp>v. Any local standards, as agreed through local partnership working.\u003C\u002Fp>\n\n\u003Cp>Progressing through pay-step points\u003C\u002Fp>\n\n\u003Cp>14. The estimated time taken to reach the top of each pay band reflects the\nminimum period of time staff must remain at each pay-step point before\nprogressing to the next.\u003C\u002Fp>\n\n\u003Cp>Achieving pay-step points\u003C\u002Fp>\n\n\u003Cp>15. It is expected that employees who meet the required standards at their\npay-step date will progress to the next pay-step point.\u003C\u002Fp>\n\n\u003Cp>16. Pay-step points will be ‘closed’ on the payroll system (ESR). Line\nmanagers will initiate a meeting to review standards. Once the line manager is\nsatisfied that the required standards as assessed through their local appraisal\nprocesses have been met, the pay-step point will be ‘opened’.\u003C\u002Fp>\n\n\u003Cp>17. Although staff must have successfully completed the appraisal process to\nmove to their next pay-step point, the date of appraisal is not linked to the\npay-step point. The pay-step date is set in relation to the member of staff’s\nstart date in their pay band. Further guidance will be developed to ensure\nclarity and consistency across the service.\u003C\u002Fp>\n\n\u003Cp>The pay-step submission process\u003C\u002Fp>\n\n\u003Cp>18. The following bullet points describe the pay-step submission process:\u003C\u002Fp>\n\n\u003Cp>i. Line managers will receive notification prior to an individual’s next\npay-step date.\u003C\u002Fp>\n\n\u003Cp>ii. The staff member and line manager will meet to review whether the\nstandards have been met.\u003C\u002Fp>\n\n\u003Cp>iii. A locally determined simple form, template or checklist should be used\nto support this process, which should be signed by the line manager and the\nmember of staff.\u003C\u002Fp>\n\n\u003Cp>iv. This will then be used as the basis for confirmation of movement to the\nnext pay-step point.\u003C\u002Fp>\n\n\u003Cp>If staff do not achieve a pay-step point\u003C\u002Fp>\n\n\u003Cp>19. It is expected that staff will achieve the required standards at the\npoint of their next pay-step date. It is also expected that staff and their\nline manager should be aware of any problems in reaching the required standards\nbefore the pay-step date. This will allow time for issues to be raised and\npossible solutions found. Guidance on the circumstances when pay-step points\nare not achieved will be produced in partnership, including appeal\nprocesses.\u003C\u002Fp>\n\n\u003Cp>Roles and responsibilities\u003C\u002Fp>\n\n\u003Cp>20. Successful implementation of the new pay system depends on good working\nrelationships between NHS organisations and the NHS Staff Council, and between\nline managers and their staff, with the support of the regulator (NHS\nImprovement).\u003C\u002Fp>\n\n\u003Cp>Roles and responsibilities for each of these stakeholders are outline\nbelow:\u003C\u002Fp>\n\n\u003Cp>NHS Staff Council responsibilities\u003C\u002Fp>\n\n\u003Cp>i. Work with NHS Improvement (NHSI) to identify the required mechanisms that\nthey will use to track progress from transition through to full implementation\n(NHSI to provide progress reports to the Staff Council).\u003C\u002Fp>\n\n\u003Cp>ii. Post implementation, work with NHSI to establish ongoing monitoring and\nreporting mechanisms.\u003C\u002Fp>\n\n\u003Cp>iii. Identify, and produce guidance and advice as required.\u003C\u002Fp>\n\n\u003Cp>Organisation responsibilities\u003C\u002Fp>\n\n\u003Cp>i. Operate the agreed pay structure fairly.\u003C\u002Fp>\n\n\u003Cp>ii. Commit to staff development.\u003C\u002Fp>\n\n\u003Cp>iii. Enable staff to work safely and effectively.\u003C\u002Fp>\n\n\u003Cp>iv. Value the appraisal process and understand the importance of the line\nmanager\u002Fstaff relationship to staff development and their positive impacts on\nrecruitment and retention, staff morale and performance, and patient\nsatisfaction and safety.\u003C\u002Fp>\n\n\u003Cp>v. Operate an agreed appraisal policy with equality monitored processes and\nconsistent outcomes across the organisation.\u003C\u002Fp>\n\n\u003Cp>vi. Ensure that the pay-step submission process does not have the effect of\ndiscriminating directly or indirectly against any member of staff.\u003C\u002Fp>\n\n\u003Cp>vii. Work with NHSI to report on the initial and ongoing implementation of\nthe pay structure.\u003C\u002Fp>\n\n\u003Cp>viii. Support line managers in delivering appraisals through training and\nresources, including, but not limited to, equalities training.\u003C\u002Fp>\n\n\u003Cp>ix. Enable line managers and staff to participate in the appraisal process,\nincluding, but not limited to, facilitating adequate time to prepare and have\nmeaningful discussions.\u003C\u002Fp>\n\n\u003Cp>x. Ensure staff records are kept accurately so that pay-step dates are\nshared in advance and line managers alerted to the need for discussion.\u003C\u002Fp>\n\n\u003Cp>xi. Ensure sufficient statutory\u002Fmandatory training is available and\naccessible to all staff.\u003C\u002Fp>\n\n\u003Cp>xii. Financially plan and budget on the basis that all staff are expected to\nachieve their pay-step points.\u003C\u002Fp>\n\n\u003Cp>xiii. Develop and maintain relevant policies and procedures in partnership\nwith local staff side, including a right of appeal and effective equalities\nmonitoring.\u003C\u002Fp>\n\n\u003Cp>xiv. Have a comprehensive training and development policy covering all\nstaff.\u003C\u002Fp>\n\n\u003Cp>Line manager responsibilities\u003C\u002Fp>\n\n\u003Cp>i. Carry out their role as outlined in the local annual appraisal\nprocess.\u003C\u002Fp>\n\n\u003Cp>ii. Undertake annual appraisals for all members of their team and ensure\nthey are fully completed.\u003C\u002Fp>\n\n\u003Cp>iii. Ensure that all employees have access to, and undertake\nstatutory\u002Fmandatory and any essential skills training.\u003C\u002Fp>\n\n\u003Cp>iv. Hold regular appraisal discussions with staff on the basis of ‘no\nsurprises’, so that if an individual may not be on track to reach their\npay-step point any areas for development or improvement are identified and\nremedial action taken at the earliest opportunity.\u003C\u002Fp>\n\n\u003Cp>v. Conduct an objective review of the individual’s work against the\nrequired standards as part of the annual appraisal process. This should include\nan assessment of the employee’s achievement of any personal and or\norganisational objectives, including values and behaviours.\u003C\u002Fp>\n\n\u003Cp>vi. Demonstrate they have encouraged and supported the employee to achieve\nthe standards required during each local appraisal process.\u003C\u002Fp>\n\n\u003Cp>vii. Ensure that staff understand what evidence they will need and its\nrelevance to achieving the required standards.\u003C\u002Fp>\n\n\u003Cp>viii. Review submitted evidence to demonstrate that they have met the\nrequired standards.\u003C\u002Fp>\n\n\u003Cp>ix. Undertake a meeting with the employee to review standards and follow the\npay-step submission process.\u003C\u002Fp>\n\n\u003Cp>Employee responsibilities\u003C\u002Fp>\n\n\u003Cp>i. Actively participate in the annual appraisal process, and agree with\ntheir line manager their personal and\u002For corporate objectives.\u003C\u002Fp>\n\n\u003Cp>ii. Complete the local appraisal process each year, regardless of whether or\nnot their next pay-step date is that year.\u003C\u002Fp>\n\n\u003Cp>iii. Make their line manager aware of any issues that may be preventing them\nfrom achieving their objectives.\u003C\u002Fp>\n\n\u003Cp>iv. Tell their line manager about anything that is preventing them from\nundertaking relevant training.\u003C\u002Fp>\n\n\u003Cp>v. Show through relevant evidence, where it is available, that they have met\nthe required standards and achievement of objectives in line with the local\nappraisal process.\u003C\u002Fp>\n\n\u003Cp>vi. Work with their line manager to ensure that all relevant statutory,\nmandatory and essential skills training is up to date.\u003C\u002Fp>\n\n\u003Cp>vii. Undertake a review of their standards together with their line manager,\ncompleting local documentation as part of the pay-step submission process.\u003C\u002Fp>\n\n\u003Cp>Monitoring transition and implementation\u003C\u002Fp>\n\n\u003Cp>21. To help ensure consistency in how the new national pay system is\nimplemented, the NHS Staff Council and NHSI will consider how, over the period\nof transition to full implementation, NHS organisations implement the\ncollective agreement as the partners intend. For example, feedback\u002Fevidence as\npart of the existing performance meetings between NHSI and trusts.\u003C\u002Fp>\n\n\u003Cp>22. The NHS Staff Council will work with NHSI to identify the mechanisms\nwhich will best measure and track progress and ensure that any barriers to\nimplementing the new pay system are identified and addressed as early as\npracticable. For example, NHSI will:\u003C\u002Fp>\n\n\u003Cp>i. Track progress in implementing the collective agreement from transition\nto full implementation.\u003C\u002Fp>\n\n\u003Cp>ii. Monitor organisations’ appraisal processes.\u003C\u002Fp>\n\n\u003Cp>iii. Check that appropriate learning and development needs are being\naddressed.\u003C\u002Fp>\n\n\u003Cp>iv. Ensure the new pay progression system is operating as outlined in the\nagreement.\u003C\u002Fp>\n\n\u003Cp>v. Monitor use of the Electronic Staff Record (the payroll system used by\nmost NHS organisations) to unlock pay-step points.\u003C\u002Fp>\n\n\u003Cp>vi. Ensure that NHS organisations comply with the agreement or explain why\nit has not been possible.\u003C\u002Fp>\n\n\u003Cp>vii. Work in partnership with the NHS Staff Council and provide progress\nreports to the NHS Staff Council.\u003C\u002Fp>\n\n\u003Cp>It is hoped that this approach to pay progression will help improve\nindustrial relations, prevent local disputes, and should support improvements\nin recruitment, retention, and engagement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"jobclassifaction1":44,"STRUCINCR_trigger":48,"ONCERISE_trigger":52,"PAYSCALES_trigger":56,"eqpay":60,"LOWWAGE_trigger":64,"LOWWAGE_provision":68,"sicknesspay":71,"NOCTPREM_trigger":75,"OVERTIME_trigger":79,"SUNDAY_trigger":81},{"bindId":45,"name":46,"text":47},"jobclassifaction1"," Current system New system Band 1 1 year","\n  \n  \n  \n  \n  \n    \n      \n      Current system\n      New system\n    \n    \n      Band 1\n      1 year\n      N\u002FA\n    \n    \n      Band 2\n      6 years\n      2 years\n    \n    \n      Band 3\n      6 years\n      2 years\n    \n    \n      Band 4\n      6 years\n      3 years\n    \n    \n      Band 5\n      7 years\n      4 years\n    \n    \n      Band 6\n      8 years\n      5 years\n    \n    \n      Band 7\n      8 years\n      5 years\n    \n    \n      Band 8a\n      5 years\n      5 years\n    \n    \n      Band 8b\n      5 years\n      5 years\n    \n    \n      Band 8c\n      5 years\n      5 years\n    \n    \n      Band 8d\n      5 years\n      5 years\n    \n    \n      Band 9\n      5 years\n      5 years",{"bindId":49,"name":50,"text":51},"STRUCINCR_trigger","The value of the top pay points for band","The value of the top pay points for bands 2 - 8c will increase each year as\nfollows:\n\n• 3 per cent in 2018\u002F19.\n\n• 1.7 per cent in 2019\u002F20.\n\n• 1.67 per cent in 2020\u002F21.\n\nThe value of the top pay points in bands 8d and 9 will be capped at the\nlevel of the increase in value at the top of band 8c.\n\n2.3. The effective date for pay awards will remain as 1 April in the\nrelevant year.",{"bindId":53,"name":54,"text":55},"ONCERISE_trigger","2.4. In 2019\u002F20 only, a cash lump sum wi","2.4. In 2019\u002F20 only, a cash lump sum will be made available to deliver an\nadditional 1.1 per cent to the staff employed on the top points in bands 2 –\n8c. For the staff employed on the top pay points in bands 2 – 8c on 31 March\n2019 the total in year cash value of the award on basic pay and the additional\ncash sum in 2019\u002F20 will be 2.8 per cent. The lump sum will be paid out to\nstaff in April pay and will be non-consolidated.",{"bindId":57,"name":58,"text":59},"PAYSCALES_trigger","Annex A The new pay structure for 2018\u002F1","Annex A\n\nThe new pay structure for 2018\u002F19, 2019\u002F20, & 2020\u002F21\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n    \n      \n      \n      Current\n      Year 1\n      Year 2\n      Year 3\n    \n    \n      Band\n      Years of experience\n      2017\u002F18\n\n        £\n      \n      2018\u002F19\n\n        £\n      \n      2019\u002F20\n\n        £\n      \n      2020\u002F21\n\n        £\n      \n    \n    \n      Band 1\n      1\n      15,404\n      17,460\n      17,652\n      18,005\n    \n    \n      \n      2\n      15,671\n      17,460\n      17,652\n      18,005\n    \n    \n      Band 2\n      1\n      15,404\n      17,460\n      17,652\n      18,005\n    \n    \n      \n      2\n      15,671\n      17,460\n      17,652\n      18,005\n    \n    \n      \n      3\n      16,104\n      17,460\n      17,652\n      19,337\n    \n    \n      \n      4\n      16,536\n      17,460\n      17,652\n      19,337\n    \n    \n      \n      5\n      16,536\n      17,460\n      17,652\n      19,337\n    \n    \n      \n      6\n      17,524\n      17,787\n      17,983\n      19,337\n    \n    \n      \n      7\n      18,157\n      18,702\n      19,020\n      19,337\n    \n    \n      Band 3\n      1\n      16,968\n      17,787\n      18,813\n      19,737\n    \n    \n      \n      2\n      17,524\n      17,787\n      18,813\n      19,737\n    \n    \n      \n      3\n      18,157\n      18,429\n      18,813\n      19,737\n    \n    \n      \n      4\n      18,333\n      18,608\n      18,813\n      21,142\n    \n    \n      \n      5\n      18,839\n      19,122\n      19,332\n      21,142\n    \n    \n      \n      6\n      19,409\n      19,700\n      19,917\n      21,142\n    \n    \n      \n      7\n      19,852\n      20,448\n      20,795\n      21,142\n    \n    \n      Band 4\n      1\n      19,409\n      20,150\n      21,089\n      21,142\n    \n    \n      \n      2\n      19,852\n      20,150\n      21,089\n      21,892\n    \n    \n      \n      3\n      20,551\n      20,859\n      21,089\n      21,892\n    \n    \n      \n      4\n      21,263\n      21,582\n      21,089\n      21,892\n    \n    \n      \n      5\n      21,909\n      22,238\n      21,819\n      24,157\n    \n    \n      \n      6\n      22,128\n      22,460\n      22,482\n      24,157\n    \n    \n      \n      7\n      22,683\n      23,363\n      22,707\n      24,157\n    \n    \n      Band 5\n      1\n      22,128\n      23,023\n      23,761\n      24,157\n    \n    \n      \n      2\n      22,683\n      23,023\n      24,214\n      24,907\n    \n    \n      \n      3\n      23,597\n      23,951\n      24,214\n      24,907\n    \n    \n      \n      4\n      24,547\n      24,915\n      24,214\n      24,907\n    \n    \n      \n      5\n      25,551\n      25,934\n      26,220\n      24,907\n    \n    \n      \n      6\n      26,565\n      26,963\n      26,220\n      27,416\n    \n    \n      \n      7\n      27,635\n      28,050\n      27,260\n      30,615\n    \n    \n      \n      8\n      28,746\n      29,608\n      28,358\n      30,615\n    \n    \n      Band 6\n      1\n      26,565\n      28,050\n      30,112\n      31,365\n    \n    \n      \n      2\n      27,635\n      28,050\n      30,401\n      31,365\n    \n    \n      \n      3\n      28,746\n      29,177\n      30,401\n      33,176\n    \n    \n      \n      4\n      29,626\n      30,070\n      30,401\n      33,176\n    \n    \n      \n      5\n      30,661\n      31,121\n      32,525\n      33,176\n    \n    \n      \n      6\n      31,696\n      32,171\n      32,525\n      33,779\n    \n    \n      \n      7\n      32,731\n      33,222\n      32,525\n      33,779\n    \n    \n      \n      8\n      33,895\n      34,403\n      33,587\n      37,890\n    \n    \n      \n      9\n      35,577\n      36,644\n      37,267\n      37,890\n    \n    \n      Band 7\n      1\n      31,696\n      33,222\n      37,570\n      38,890\n    \n    \n      \n      2\n      32,731\n      33,222\n      37,570\n      38,890\n    \n    \n      \n      3\n      33,895\n      34,403\n      37,570\n      40,894\n    \n    \n      \n      4\n      35,577\n      36,111\n      37,570\n      40,894\n    \n    \n      \n      5\n      36,612\n      37,161\n      38,765\n      40,894\n    \n    \n      \n      6\n      37,777\n      38,344\n      38,765\n      41,723\n    \n    \n      \n      7\n      39,070\n      39,656\n      40,092\n      41,723\n    \n    \n      \n      8\n      40,428\n      41,034\n      41,486\n      44,503\n    \n    \n      \n      9\n      41,787\n      43,041\n      43,772\n      44,503\n    \n    \n      Band 8A\n      1\n      40,428\n      42,414\n      44,606\n      45,753\n    \n    \n      \n      2\n      41,787\n      42,414\n      44,606\n      45,753\n    \n    \n      \n      3\n      43,469\n      44,121\n      44,606\n      45,753\n    \n    \n      \n      4\n      45,150\n      45,827\n      46,331\n      45,753\n    \n    \n      \n      5\n      47,092\n      47,798\n      48,324\n      45,753\n    \n    \n      \n      6\n      48,514\n      49,969\n      50,819\n      51,668\n    \n    \n      Band 8B\n      1\n      47,092\n      49,242\n      52,306\n      53,168\n    \n    \n      \n      2\n      48,514\n      49,242\n      52,306\n      53,168\n    \n    \n      \n      3\n      50,972\n      51,737\n      52,306\n      53,168\n    \n    \n      \n      4\n      53,818\n      54,625\n      55,226\n      53,168\n    \n    \n      \n      5\n      56,665\n      57,515\n      58,148\n      53,168\n    \n    \n      \n      6\n      58,217\n      59,964\n      60,983\n      62,001\n    \n    \n      Band 8C\n      1\n      56,665\n      59,090\n      61,777\n      63,751\n    \n    \n      \n      2\n      58,217\n      59,090\n      61,777\n      63,751\n    \n    \n      \n      3\n      60,202\n      61,105\n      61,777\n      63,751\n    \n    \n      \n      4\n      63,021\n      63,966\n      64,670\n      63,751\n    \n    \n      \n      5\n      67,247\n      68,256\n      69,007\n      63,751\n    \n    \n      \n      6\n      69,168\n      71,243\n      72,597\n      73,664\n    \n    \n      Band 8D\n      1\n      67,247\n      70,206\n      73,936\n      75,914\n    \n    \n      \n      2\n      69,168\n      70,206\n      73,936\n      75,914\n    \n    \n      \n      3\n      72,051\n      73,132\n      73,936\n      75,914\n    \n    \n      \n      4\n      75,573\n      76,707\n      77,550\n      75,914\n    \n    \n      \n      5\n      79,415\n      80,606\n      81,493\n      75,914\n    \n    \n      \n      6\n      83,258\n      85,333\n      86,687\n      87,754\n    \n    \n      Band 9\n      1\n      79,415\n      84,507\n      89,537\n      91,004\n    \n    \n      \n      2\n      83,258\n      84,507\n      89,537\n      91,004\n    \n    \n      \n      3\n      87,254\n      88,563\n      89,537\n      91,004\n    \n    \n      \n      4\n      91,442\n      92,814\n      93,835\n      91,004\n    \n    \n      \n      5\n      95,832\n      97,269\n      98,339\n      91,004\n    \n    \n      \n      6\n      100,431\n      102,506\n      103,860\n      104,927",{"bindId":61,"name":62,"text":63},"eqpay","Equality analysis 10. Local NHS organisa","Equality analysis\n\n10. Local NHS organisations are required to demonstrate that they have paid\n‘due regard’ to their Public Sector Equality Duties under the Equality Act\n2010. A national equality analysis is being developed in partnership and which\nwill cover any wider changes to Agenda for Change terms and conditions of\nservice. Local organisations will be able to use the national analysis as a\nbasis for carrying out their own local equality analysis.",{"bindId":65,"name":66,"text":67},"LOWWAGE_trigger","3.1 A new rate of £17,460 will be introd","3.1 A new rate of £17,460 will be introduced from 1 April 2018 as the\nminimum basic pay rate in the NHS, in order to future proof the pay structure,\nstay ahead of statutory requirements, and ensure the NHS in England retains a\ncompetitive market advantage in the jobs market for staff employed at this\nlevel.\n\n3.2 Band 1 will be uprated to this minimum pay rate with effect from 1 April\n2018. Band 1 will be closed to new entrants from 1 December 2018.\n\n3.3 The NHS Staff Council will agree a framework to support and encourage\nprovider organisations to upskill roles currently in band 1 to band 2 roles.\nThis exercise should be completed by 31 March 2021, in line with a process that\nwill be agreed by the NHS Staff Council.",{"bindId":69,"name":66,"text":70},"LOWWAGE_provision","3.1 A new rate of £17,460 will be introduced from 1 April 2018 as the\nminimum basic pay rate in the NHS, in order to future proof the pay structure,\nstay ahead of statutory requirements, and ensure the NHS in England retains a\ncompetitive market advantage in the jobs market for staff employed at this\nlevel.",{"bindId":72,"name":73,"text":74},"sicknesspay","b. Section 14 (sickness absence) paragra","b. Section 14 (sickness absence) paragraph 4 of the NHS Terms and Conditions\nof Service handbook will be adjusted to convert the eligibility for payment of\nunsocial hours during occupational sick leave (currently available to staff on\nspine points 2-8) to a cash value (basic salary) of £18,160. New entrants to\nthe NHS, appointed with effect from 1 July 2018 onwards, will not have access\nto payment of unsocial hours during occupational sick leave. This will ensure\nthat over time, the calculation for sickness absence pay is the same for all\nstaff on the NHS terms and conditions of service.",{"bindId":76,"name":77,"text":78},"NOCTPREM_trigger","Unsocial hours enhancement rates – 2018\u002F","Unsocial hours enhancement rates – 2018\u002F19 to 2020\u002F21\n\n\n\n\n  \n  \n  \n  \n  \n  \n    \n      \n      2018\u002F19\n      2019\u002F20\n      2020\u002F21\n    \n    \n      Band 1\n\n        All time on Saturday (midnight to midnight) and any week day after 8\n        pm and before 6 am\n      \n      Time plus 49%\n      Time plus 48%\n      Time plus 47%\n    \n    \n      Band 1\n\n        All time on Sundays and Public Holidays (midnight to midnight\n      \n      Time plus 97%\n      Time plus 95%\n      Time plus 94%\n    \n    \n      Band 2 All time on Saturday (midnight to midnight) and any week day\n        after 8 pm and before 6 am\n      Time plus 43%\n      Time plus 42%\n      Time plus 41%\n    \n    \n      Band 2 All time on Sundays and Public Holidays (midnight to\n      midnight\n      Time plus 85%\n      Time plus 84%\n      Time plus 83%\n    \n    \n      Band 3\n\n        All time on Saturday (midnight to midnight) and any week day after 8\n        pm and before 6 am\n      \n      Time plus 36%\n      Time plus 35%\n      Time plus 35%\n    \n    \n      Band 3\n\n        All time on Sundays and Public Holidays (midnight to midnight)\n      \n      Time plus 72%\n      Time plus 71%\n      Time plus 69%",{"bindId":80,"name":77,"text":78},"OVERTIME_trigger",{"bindId":82,"name":77,"text":78},"SUNDAY_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>FRAMEWORK AGREEMENT ON THE REFORM OF NHS PAY STRUCTURE FOR AGENDA FOR CHANGE STAFF -2018 - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2018-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2021-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2018-06-27\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Healthcare, caring services, social work\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-maxsicknesspayamount\">\n                Maximum for sickness pay (for 6 months): → GBP 18160\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sickjobtype\">\n                Maximum for sickness pay for: → GBP \n            \u003C\u002Fdiv>\n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → \u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → No\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \n        \n\n        \n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Years\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → GBP 17460.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 3.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2018-04\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 1 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2019-04\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 149 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 97 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 97 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[88],{"title":37,"slug":33},[90],{"type":91,"data":92},"call_to_action_body_block",{"title":93,"description":94,"variant":95,"link":96},"Compare Collective Agreements","Compare the articles of the Collective Agreements from the UK across sectors, topics and countries","dark",{"title":93,"url":97,"description":93,"rel":98,"type":99},"\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[101],{"type":91,"data":102},{"title":93,"description":94,"variant":95,"link":103},{"title":93,"url":97,"description":93,"rel":98,"type":99},[]]