NHS PHARMACEUTICAL WHITLEY COUNCIL PHARMACISTS PAY - THE NEXT STEP

Transcription

1 NHS PHARMACEUTICAL WHITLEY COUNCIL PHARMACISTS PAY - THE NEXT STEP Staff Side Claim for improvements in the pay and conditions of Healthcare Pharmacists March 2000

2 Section 1 : Introduction 1.1. The response from management side to the 1999 pay claim submitted on behalf of NHS Pharmacists was an acknowledgement of the continuing problems of recruitment and retention. Whilst a step in the right direction, the factors contributing to the recruitment and retention difficulties e.g. intense private sector competition for pharmacists, fallow year etc, require further addressing. This claim is submitted as a major instrument in addressing recruitment and retention problems in NHS Pharmacy Departments. 1.2 It should also be stated that the conclusion to the 1999 pay round created a number of additional difficulties. Staff Side wish to address some of the implementation problems separately. However we would point out that in the context of this claim, the effect of last year's settlement creates a disincentive and/or discouragement for mid-grade Pharmacists to work towards career development by accepting additional responsibilities with the erosion of differentials and negligible incremental salary increases. 1.3 The recently tabled offer to the NHS joint unions of 3.25% for 2000/2001 is not seen as an offer that will help to address the ongoing problems highlighted through the Pharmaceutical Whitley Council. Further that offer again sends a strong message that certain professional groups working in the NHS are regarded as peripheral or secondary when compared with other professional groups covered by the Pay Review Bodies. 1.4 This claim is submitted on the basis that the trade unions represented on the Pharmaceutical Whitley Council are recognised by the department for collective bargaining purposes and we would expect and anticipate that not withstanding the recent offer to the joint unions that a careful, detailed and constructive response is made to this pay claim.

3 Section 2: Background 2.1 Whilst the common indicator in relation to assessing the value of pay claims is the Retail Price Index, it is noted that in recent years, given the low levels of inflation experienced within the UK economy, that the real wage inflation is far in excess of that Retail Price Index. Current figures show that whilst during 1999 inflation peaked in January at 2.4% and the average for the year was 1.5%, average earnings rose across the whole economy from 4% in April to a peak of 6.2% in December (source Office for National Statistics). This has particular relevance for Pharmacists given the competition from the private sector. 2.2 It should also be noted that the demand for Pharmacists within the NHS is increasing with the establishment of Primary Care Groups and the importance placed on Pharmacists in terms of managing their budgets. We would refer to research completed by Rogers (et al) and reported in the British Journal of General Practice September 1999 (see Appendix 1) which confirms that employment of Pharmacists in general practices helps control prescribing costs. Indeed significant savings are made which would equate to the employment and training of two Pharmacists in the NHS. This situation is mirrored in hospitals.

4 Section 3: Recruitment and Retention 3.1 The problem of the recruitment and retention of NHS Pharmacists remains serious and last year's pay award has done little to change the situation. In fact there is evidence to suggest that recruitment and retention difficulties are increasing (See Appendix 2). 3.2 There is widespread dissatisfaction over how last year's pay award was distributed and this can be heard most vociferously from middle and higher grades whose experience and loyalty the NHS is trying to retain. 3.3 There is good evidence of difficulties in recruitment to middle and senior grade posts. Many such posts advertised in the Pharmaceutical Journal are subsequently re-advertised at higher grades or above the top point of the Pharmaceutical Whitley Council scale. These circumstances illustrate the urgent need for the modernisation of pharmacists' grading not only to bring a grading structure relevant to the present but to assist in the modernisation of the service. 3.4 It remains Staff Side's contention that the management side cannot afford to treat Pharmacists less favourably than others. It is our further contention that the case is evident given the circumstances for more favourable treatment when consideration is taken of the scale of the recruitment and retention problems and the cost implications for the NHS. 3.5 The role fulfilled by NHS Pharmacists has developed and expanded into new areas over the years yet this modernisation of service provision has not been met with corresponding reward in pay offers. 3.6 The staff side contend that it is not cost economic to ignore this since nearly all of these modern roles exert downward pressure on drug expenditure and improve the cost effectiveness and safety of patient care.

5 Section 4: The Claim 4.1 Pay: a substantial increase in pay rates across the board Staff Side would refer to the competition from both within the Sector and from the private sector Staff Side would refer to the significant awards for some Pay Review Body staff equivalent to 7% and above Staff Side would point to the rationale in the Pay Review Body Report that these awards to mid-grade Nurses and Midwives were as a consequence of changes in their duties. A similar rationale can be made for comparative graded Pharmacists Staff Side would reiterate the figures for average earnings which show over 6% increase in December Allowances: an equivalent increase in London allowances in line with this overall substantial pay increase It is noted that the principle of national negotiation of London allowances was reestablished in last year's pay round. 4.3 Emergency Duty Commitment Responsibility Allowance: a comparable increase in line with the substantial increase in salaries It is imperative to maintain the financial incentive for out of hours work to ensure sufficient staffing levels Hours of work: a reduction in working hours to 35 hours per week Staff Side again refer to a reduction in working hours as it is noted that the 39 hours Pharmacists are contracted to work is out of line with other NHS groups It is the view of Staff Side that reducing working hours is in line with and entirely consistent with goals around reducing stress, improving family friendly employment etc.

6 4.5 Support for new Pharmacists in the NHS It is acknowledged that Pharmacists acquire considerable debt whilst undertaking their University qualifications in order to obtain access into NHS pharmacy work Private sector employers have acknowledged such problems, and indeed have developed, alongside substantial salaries, a range of fringe benefits including alleviation of debt in order to attract Pharmacists into the private sector (see Boots Pharmacists Benefits Appendix 3). Staff Side are requesting that a working group be established to consider ways in which we can develop an approach to counter the private sector and make entry into NHS Pharmacy more attractive. 4.6 Grading Spine Points It is acknowledged that the impact of last year's pay claim has introduced additional problems around career progression. It is the view of staff side that this is a matter which requires urgent attention ahead of any major review on pay and in light of commitments to review grading definitions. It is the Staff Side view that the matter of existing spine points needs to be addressed with the restoration of incentive to career progression Staff Side believe this can be done by creating additional spine points at the mid and top end of the range and in doing so raising the salary levels of Pharmacists in that area It is also noted that such an initiative could provide fairer comparison with other NHS groups e.g. Clinical Psychologists.

7 Section 5: Conclusions A substantial increase in pay rates across the board An equivalent increase in London allowances A comparable increase in Emergency Duty Commitment Cover allowance A reduction in working hours to 35 per week Support for new Pharmacists in the NHS A review of grading definitions Staff Side look to a positive response from management to this claim.