No no. The partners agreed that the underlying NHS job evaluation program would remain unchanged. Contracts are always evaluated to determine the range of wage fluctuations. The deliberations of the NHS staff committee within the scope of the revised Schedule 23 for bands 8c, 8d and 9 have been suspended. Subject to the outcome of the Executive Compensation Framework (MSV) expected by the end of the year, the deliberations of the NHS Staff Committee will resume in the new year (2020). For employees who were in office prior to April 1, 2019, the organisational wage progression procedures that prevailed prior to the wage agreement – including on pay points – will apply until March 31, 2021. The new salary maintenance provisions in Schedule 23 apply to employees who start or have promoted employment in the NHS after April 1, 2019. Further guidelines from the NHS Staff Council are expected to be adopted and published by March 2020 regarding the implementation of the 5% or 10% salary provisions, which will be recovered once the head of the group is reached. Employers should consider these staff committee guidelines before completing local policies on the operation of these provisions. Information on specific agreements for ambulance personnel, including bandage changes and work to support the ambitions of emergency and emergency care verification.
No changes to the injury award were agreed in the course of these discussions. 4.8 Some employees are concerned about the slight adjustments of antisocial hours in groups 1 to 3, how can we reassure them? It is clear that all staff must have the knowledge and skills they need to do their job. Employers remain free to use existing national KSFs or their own local managers. The Whitley NHS system has remained virtually unchanged since its launch, although there have been some changes. Yet it has been the subject of much criticism for decades. These criticisms have focused on their structure, complexity and over-concentration, due to their lack of flexibility and equivalent values. There was also concern that existing pay scales could not be easily adapted to the evolution of equal pay for work of equal value.  The Skills and Knowledge Framework (KSF) is a competency framework designed to support personal development and professional promotion within the NHS in the UK. It applies to all staff, with the exception of board members, physicians and dentists, as they are not covered by the change agenda. 2.3 What will happen to incremental deadlines under the proposed agreement? Will they be changed? HCAS will continue to base the same percentage of basic treatment as it does today.
In the event of a signature, the minimums and maximum values will be increased by the same amount as the higher salary schedules for each year of the contract. The framework agreement indicates that the NHS Pay Review Body is also invited to examine the role of HCAS.