NHS nurses, midwives, managers and directors pay scales for 2016/2017

Nurses and midwives in England, Scotland, Wales and Northern Ireland have received a 1% pay increase for 2016/2017 after the four UK governments accepted the recommendations of the NHS Pay Review Body (PRB).

This follows Chancellor George Osborne’s announcement in his July 2015 Budget that public sector pay would be capped at 1% for the next four years, a recommendation endorsed by the NHS Pay Review Body in March 2016.

The increase has applied to all points on the Agenda for Change pay scale from April.

Since 2010, nursing pay has fallen by at least 14% in real terms, according to the Royal College of Nursing.

Agenda for Change pay bands for NHS nurses and managers effective from 1 April 2016:

Band 1: £15,251 – £15,516

Band 2: £15,251 – £17,978

Typical job roles for this band: Clinical support worker nursing

Band 3: £16,800 – £19,655

Clinical support worker nursing (higher level), porter team leader.

Band 4: £19,217 – 22,458

Nurse associate practitioner acute, finance team leader, general office manager, admin team leader.

Band 5: £21,909 – £28,462

Nurse, midwife (entry level), theatre nurse, business administrative manager, catering manager, clinical coding officer/team leader, finance team manager, health records section manager.

Band 6: £26,302 – £35,225

Midwife, nurse specialist, nurse team leader, theatre nurse specialist, catering manager, clinical coding team manager, finance section manager, health records multi section manager, IM&T (information management and technology) analyst/technical engineer/team leader

Band 7: £31,383 – £41,373

Midwife higher level, midwife team manager, advanced nurse, nurse team manager, biomedical scientist team manager, clinical coding service manager, commissioning manager, estates manager operations/projects, finance department manager, health records department manager, healthcare scientist team manager, hotel services manager, HR team manager, IM&T section manager, improvement and development manager, information analyst advanced team manager, occupational therapist team manager, pharmacy technician team manager, physiological measurement/clinical physiology team manager, medical engineering team manager, medical physics technician section manager, procurement team manager, radiography team manager, theatre practitioner team manager

Band 8:

Range A: £40,028 – £48,034

Range B: £46,265 – £57,640

Range C: £56,104 – £68,484

Range D: £66,582 – £82,434

Midwife consultant, modern matron, nurse consultant, communications service manager, estates manager higher level operations/projects, head of procurement and supply, health records service manager, healthcare science service manager, HR manager principal, IM&T service manager, principal finance manager, professional manager (clinical, clinical technical service), professional manager improvement and development, programme manager, chief finance manager, head of estates/assistant head of estates, HR head of service, pharmacist team manager

Band 9:  £78,629 – £99,437

NHS hospital trusts boardroom pay

NHS trusts and NHS foundation trusts are free to determine their own rates of pay for their senior managers and directors.

In 2016 while median NHS salary levels flat-lined, boardroom turnover across all parts of the NHS was running at high levels, according to the annual boardroom salary survey by pay researchers e-reward.

Hospital chief executives are on average earning £172,000, substantially more than the Prime Minister (salary £142,500).

In June 2015, Health Secretary Jeremy Hunt wrote to the Chairs of all NHS trusts, foundation trusts and Clinical Commissioning Groups (CCGs) urging restraint over Very Senior Manager (VSM) pay and announced a requirement for ministers to see all proposals for VSM pay above £142,500 before appointments were confirmed. He said there should be no significant difference in the terms and conditions of senior leadership teams and those working on the front line and it was not acceptable that some senior managers should enjoy high levels of pay with year-on-year increases as a matter of course.

Hunt also announced the development of a national framework for VSM pay in the NHS, which is currently being taken forward by the Department of Health.

A significant feature of the 2016 hospital trusts salary survey is the high turnover of VSMs with an average attrition rate of around 30%. In 2012, board turnover levels were running at around 25% and were then considered substantial because they followed the initial stages of change that resulted from the newly introduced Health and Social Care Bill 2011. E-reward comments that the latest turnover levels exceed those levels and actually understate the degree of upheaval because there were also substantial numbers of directors changing roles during the last year in order to cover for their colleagues who had left.

E-reward’s survey is based on 2,300 directors and 20 board level roles in 267 NHS hospital trusts and health boards in England, Northern Ireland, Scotland and Wales, with data extracted from the most recent NHS annual reports and accounts (with year-end date 31 March 2015).

NHS hospital directors’ pay 2015:
Chief executive £172,000
Medical director £142,000
Finance director £127,000
Deputy chief executive £127,000
Operations director £112,000
Human resources director £102,000
Nursing director £112,000
Corporate affairs/governance director/trust secretary £107,000
‘Highest paid director’ earnings in all UK NHS hospitals trusts/health boards £183,700

CCG Boardroom Pay

More than half (56%) of CCGs decided to pay their two most senior directors more than the government recommended guidance levels according to the 2015 survey by When CCGs took over from primary care trusts in 2013 they were given the freedom to determine the pay levels of those they employ in their top roles.

The most recently available figures are based on data from over 2000 individuals employed by 200 CCGs, compiled by during 2015.

NHS CCG boardroom pay 2015:

Accountable officer £127,000
Chief officer £122,000
Chief finance officer £102,000
Chief operating officer £97,000
Chief clinical officer £97,000
Nursing director £82,000
‘Highest paid director’ – earnings across all CCGs (median level) £135,000
Median level of staff earnings in all CCGs £37,600
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37 Responses to “NHS nurses, midwives, managers and directors pay scales for 2016/2017”

  1. kat says:

    Any pay cuts should not be made from the front line workers pay. The over paid and unnecessary pen pushers and desk sitters who have no contact with patients and whom would not have a job in the nhs if it was not for first line workers, it is they who should have pay cuts .It’s time these people were sifted out. The real workers are those who have contact with patients who make the existence of the Health service.

  2. joshek says:

    well said kat! the problem are the jobs for paper-shufflers and meeting-loungers that have been created between 1997 and 2010. if only these would be eliminated, there would be no problem whatsoever…

  3. Gdm says:

    Sorry I find both of your posts rather insulting, as a ‘so called’ paper-shuffler for the NHS. It takes all departments and support services working together for the NHS to work effectively otherwise it would be chaos

    You will have no argument from me, that NHS front line staff are the bedrock of the NHS however you must see there been a degradation of empathy, respect and care from some front line staff. If the justification for this is lack of pay, then find a different job.

  4. jono says:

    Gdm, maybe you should go back on the front line so you see what we have to deal with on a daily basis not from seeing patients, but having to deal with the continual emails to deliver safer handling and infection control that you ‘pen pushers’ want yesterday, that only serve as a tick box exercise. We could have more time spent helping who needs it, and less time completeing what you send through. I still do not understand how a pen pusher can get payed double over front line staff at the top increment of the bands.

  5. Terry Hallworth says:

    One area that is not mentioned is the so called Not For Profit Social Enterprise or Community Interest companies that have been formed as Limited Companies from parts of the NHS. Locala CIC has seen its managing director receive a 20% pay rise whilst the nurses receive nothing. Who not profiting, the directors certainly are.

  6. Jojo says:

    It’s a team effort kat. Without those so called pen pushers your salary would not be processed and paid each month…… bet you might soon realise then that pen pushers also play an important role!!

  7. Chris says:

    Interesting to see the rift between front line staff and support staff. They are both needed. However there are in my humble opinion far too many ‘Managers’ who seem to get an awful amount of money for what !! Building there own little empires. On the flip side there are many that are front line who are work shy…who don’t know the meaning of the word ‘WORK’ They also should be weeded out, more use of the discipline code should be used in order to get the message across. I really do think that there should be a radical shake up of the entire work force…starting from the top, to see who is really needed. Instead of cutting nursing jobs and lower paid jobs…get rid of some high paid managers and make the other highly paid managers work for a living.

  8. dave says:

    Good grief. “Front line staff”- I.e. nurses, harp on as if they are working in a diamond mine in Africa.

    Its the UK – its bureaucracy layered on bureaucracy, consequently “pen pushers” are needed to run it without which then vast majority of thou would be out on your ear on fixed term contracts.

    Or do you deluded keybpoard warriors honestly think you are the equivalent of a striker for man utd, or trader in an investment bank “on the front line” so you should be paid more?

    Ego of consultants, qualifications of the cleaners…nothing stopping you doing the 14 exams and 3 years training to get a senior finance post in the NHS or how about do a 5 medicine degree and qualify as a doctor? Trick is of course those exams aren’t set at a level for chimpanzees, with the entry requirements of a pulse and a work visa.

  9. Posh says:

    Being a frontline worker for many years, the issue regarding money is meniscule, the issue is standards, safety,delivery.
    With cut backs on staffing, this is imposing a huge problem, hence the above comments on pen pushers!
    This is about creating more staff on the frontline, to continue, a reputation the NHS once had.
    Even frontline staff have Bsc’s, it’s not we are less educated, it’s reducing numbers above, to divert workload.
    Increase numbers of staff to deliver the safe, care that we choose such career.
    We did not choose such role, to become a “2 minutes” I’ll be back! Have a list of jobs, as long as my arm job, then due to priority’s go back to patients, 1 hour later, as no staff available to help, or staff become available too late.
    I think I speak for 80% of nurses, working frontline.
    We tell patients to drink, we do 12 hour shifts, we have minimal time to distribute our chores, between patients.
    Therefore, money is not the issue here, it’s staffing, no money from above, then no staffing for front liners….

  10. Becky says:

    Interesting comments from all.

    I have been nursing within the NHS for 22 years, over half my life. During this time I have seen care, staffing and morale decreasing at an alarming rate. It really makes me both sad and angry. I am sick to the back teeth of the ridiculous ammount of paperwork I have to complete, when I should be spending the time with patients/care users.
    It seems that some management have no idea what goes on at the’front line’ at all, they need to have more ‘out of the office’ days and come and see for themselves what the staff have to deal with on a daily basis.
    As for qualifications, as far as I’m concerned, you don’t need a degree in nursing to be a good nurse. What you need is compassion, common sense and the ability to work hard. I can assure you, the patient doesn’t give a damn what degree you achieved, all they need to know is that you care and will do everything in your power to be their advocate.

    As for ‘pen pushers’, we need these office staff to help run things. It’s a team effort as far as I’m concerned.

  11. Catty says:

    I’m front-line worker who also does half the work back office and I have full contact with both sides, and yes they are both critical. One cannot exist without the other.

    You cant have the whole hospital just chatting to patients and not recording incidents or processing funds, might sound nice for customer care but from what I’ve seen unless all nurses and doctor’ can manage their own admin (which they mysteriously never seem to be good at despite all the great degrees and education they have achieved), then they obviously have to rely on others to do that part of the work.

  12. TJC says:

    There are so many unnecessary targets and tick box exercises that actual clinical work is massively affected. It is not the ‘pen pushers’ who create these it is the Government. The measurements used to assess effectiveness are often completely meaningless to the patient and timescales place Nurses under unnecessry stress and pressure that is completely unrelated to their ability to do their job. If I had wanted to be an administrator I wouldn’t have bothered going to University for 3 years.

  13. a consumer says:

    as a recent user of nhs services i know who i want to pick me up off the pavement, and that’s not a clipboard carrier or an investment banker.

  14. Penpushingnurse says:

    Hello. Thirty four years nhs this summer. Rgn and Rmn training in the late 70’s and early 80’s. front. Front line clinician through the 80’s an 90’s. Management role now – quite near the top of the structure. Got there partly as a result of experience, partly as a result of self funded degree and MBA qualifications. Partly because I am very good at my job – all my jobs. Has anyone noticed the change in culture in the uk over the last thirty years ? Can you imagine just what would happen if every detail was not documented ? It would be a legal minefield. Staff have changed to. As a nurse my answer was yes, not to ring the RCN because I had to move ward. My answer was yes, not “your not one of my patients today”. My answer was yes, not can I have a band 7. A great deal of my paperwork is cleaning up after things like this. Teamwork please, and respect. All levels

  15. Bob says:

    To all of the front-line miracle-workers, the auxiliaries, the clerks, doctors and cleaners…. I feel your pain. The unprecedented demand for greater accountability in everything you do must make you wonder why you joined / qualified / stay in the job. But in your hearts you must know that the frustration of form-filling isn’t going to go away. Central government want to know how every pound is spent, as does your Trust. Litigation-protection is now an essential part of any medical practitioner’s thinking, so there is a form for everything. If it wasn’t written down it never happened will be on the affidavit. Persevere and understand that it’s not the same world as when we joined…
    Regards Bob ( Police Sergeant, retired this afternoon after 32 years of being spat at on the front line)….

  16. alisha says:

    this is not fair, footballers get paid millions while we dont get decent pay. i am a nurse working with the nhs, us nursers should be getting paid much more – when the footballer gets injured we’re the ones that look after them so … our salarys should be rising instead of real terms cuts. :) .

  17. john says:

    try working in suffolk all being re-interviewed in mental health aim to decrease salarys / bands and increase /change job specs/ contracts.

  18. NikaG says:

    I find it sad to see this kind of mud slinging between NHS staff. I would like to say two things. Misconception from ‘pen pushers’ that if nurses want to be valued go get an education. All nurse education is University based, Diploma or Degree. Many go on to specialist Degrees or Masters. Further, most find a fair percentage of their day taken up with paperwork, audits and staff management. I feel therefore, the average nurse might be in a better place to comment on administration than the other way around.

    My current perception of being a ‘front line’ nurse is that it is me getting all the demands for equipment and services that have been withdrawn or cut to the bone. it is me seeing the hardship this creates for both patients and carers. It is me who is asked what we are going to do about it. We are the face of the NHS and those in management would do well to bear in mind that when you cut nurses, patients notice!

    I do however, know that we are all invaluable and all essential and this unhealthy perspective on each discipline does nothing to improve services or install faith in our patients, who are at the end of the day our paymasters.

  19. jodie says:

    frontline and admin work well together attempting to provide an excellent service, it is the drive from commissioners to reduce costs and not really consider this implies current roles are not effective. we are being reorganised, pay cuts, job profiles changed, without any thought of the expertise we provide, just how much we currently cost. Patients want high quality experienced practioners, who are committed to having a culture of working outside the box, but l will not feel inclined to do this, once my banding has lowered. In 25 years of nursing l have never taken this stance, but why do extensive research and lead clinical audits if its not going to be recognised.

  20. rodsster says:

    As I understand it there are approx 530 NHS trusts. Each has an NHS director earn+/- 150,000(median salary), or £80 million pounds minum per annum from the NHS budget. Quick bit of division take 80million divide by £25000 and you have 3180 more front line staff., which would be a good thing, for sure. Hold on, why attack the NHS directors? Well, what exactly do they contribute. Push up sales and increase profites ? No.? Keep up standards ? Not really. Make critical decisions about what should be done in the hospital? – there are rafts of managers already doing this, and with broad guidelines from the centre why have top heavy directors?

  21. Crash says:

    All paperwork is repetitive whether you’re a nurse or administrator. The point is learn the p/work and move through it quickly and efficiently. Nurses have the best jobs because they’re meaningful. I wouldnt trade my job for Sisyphus: condemned to rolling the boulder uphill but always falling back on him when he reaches the top. In other words: the quest for power, money, status is meaningless and it will not motivate you to get throigh life successfully/happily.

  22. HCA2 says:

    Is it possible that what I am reading here is exactly what the patients pick up on the wards. Why is it that so many people working in the NHS are so arrogant,unhappy, not apathetic, anti social. Dont you think is time we looked inthe mirror at ourselves or are we so out of touch with Patient Care.

    I couldn’t give a damn whether your a Pen Pusher, Care Assistant, Nurse etc If you don’t come to work to make a difference to patients lives ndthe only health service int UK well……..

    Resign tomorrow and change your career. Staff feel this negativity, Patients feel this negativity and you are the cause of the dissatisfaction in the NHS today.

  23. Britbabe says:

    I became a registered nurse in 1965 and a registered midwife 18/12 later. Practiced both in the UK, and Africa. Trained for one further year to become a Theatre Nurse. Returned to Africa, Hong Kong, using all three qualifications. Went on to Canada, Ireland and ended up in the USA where I have worked in the operating room for the past 20 years. I see reflected in all of your comments exactly what is occurring in the USA. Maybe it is the same everywhere. Nevertheless I look at the growth in the NHS and I am proud of it. The population in the UK has a life span longer by 1 1/2 years than the US where universal healthcare does not exist. You must be doing something right. So despite the problems, and I do believe that you have an axe to grind, you have the privilege of working in one of the best systems in the world. Just keep doing your best.

  24. Suzie says:

    I think the answer lies away back in 1948. The NHS was a great idea, however, they did not think ahead, about the increase in population, people living longer due to better medicines and research into diseases. We need to educate children from a young age on better health, keeping active and common sense. I see patients every day coming into the surgery with minor illnesses that could be dealt with by a visit to the Pharmacy. I feel health education and encouraging healthy lifestyles from a young age is the answer.

  25. Beckie says:

    Of course it’s a team effort guys, but does anyone really deserve £200000 a year in a public sector job!! I mean what in gods name do they do with it? And don’t forget the expenses some people seem to take fore granted. I’ve become a nurse as I actually want to help people, I’d feel dreadful telling people I earns that kind of money in the NHS I have trouble getting gloves that fit!

  26. TheGoodDoc says:

    GDM this is a load of bull. Mid Staffs? One of the problems was the MANAGERS…PEN PUSHERS…were too target focussed. Some front line staff were and are not as good as they should be, but managers are no better.

    Gdm says:

    September 19, 2012 at 10:02 pm

    Sorry I find both of your posts rather insulting, as a ’so called’ paper-shuffler for the NHS. It takes all departments and support services working together for the NHS to work effectively otherwise it would be chaos

    You will have no argument from me, that NHS front line staff are the bedrock of the NHS however you must see there been a degradation of empathy, respect and care from some front line staff. If the justification for this is lack of pay, then find a different job.

  27. Reality says:

    How do the “frontline” keyboard warriors respond to the fact that nurses and consultants alike regularly refuse to do overtime via NHS means yet push the managers to pay them as “premium” (pay!!) agency staff? The latest enemy from within appears to be surgeons / consultants getting together to form surgical groups to charge high levels for performing extra lists to keep waiting times down at rates just below what they know the private health companies would charge. The of course know these rates due to their sacred private work they already do. Of course if they don’t get their way the local MSP may hear about it!! You have all been listening to the politicians for too long. The whole country is feeling it at the moment….we just have to dig deep and stick together.

  28. disillusioned says:

    Qualified SRN/RGN 1976 – retired as a CNS in 2001 after a career in T&O. Training hospital 1000 bedded DGH. Medical records run by one person for whole hospital… in an age where there were no computers. Recently visited training hospital and was surprised to discover medical records was now staffed with 70 people who each used a computer while patient bed numbers had been reduced to 350.

    If the work output of the one person responsible for medical records in 1976 is anything to go by, there are now 69 people overstaffing the medical records department. Efficiency is the word we hear a great deal these days. I wonder how efficient the current medical records depart is when comparisons are made with the system that existed when I trained as a nurse.

  29. Pen-pusher. says:

    Its really sad to see the horrible reputation that NHS Managers have, and is a sign of the culture that has developed in some areas of the NHS. I have been both a ‘Front Line’ worker and a ‘Pen pusher’. Everyone is ‘managing’ something, front line workers are managing their caseload, the patient expectations and balancing the daily clinical risk. The ‘pen pushers’ are trying to keep everything else moving so that when front line staff come to work there are the basic resources to do the job. Both are vital roles and it is only right that the workforce in all areas is reviewed intermittantly as ward establishements and office establishments have a a habit of growing unchecked over the years. This doesn’t have to be done in a malicious or vindictive way, but all staff should be asking routlinely ‘do we still need that?’ and ‘what could we do a bit differently’ and the pen-pushers should be relying on clinical staff’s expert knowledge to find this out.

    Maybe i’m lucky, i work in a Hospital where senior nurses are managers, senior physio’s are also managers, and our board member are doctors and nurses, there are also a healthy mix of managers too. The divide doesn’t need to exisist, but both groups have to work togeather to reduce it.

    For those disgunteled staff (and i’m looking to the first 2 posters) who whine about ‘managers’, be proactive, take the bull by the horns, ask to see your manager, or your managers manager, ask what forums there are in your place of work for staff feedback, staff suggestions. Ask why you never see your managers, or executives walking around the ward, and if they do ask them if they like what they see.

    Have a chat with senior staff regarding your concerns and request construtive feedback. If your managers refuse to talk to you, or don’t respond, take action, but i’ll bet you’ve never asked them in the first place.

    Or you can just sit back and whine. Who do you think recruits the staff and process’s the paperwork for that? who trawls though the payroll each month to ensure everyone gets paid correctly? who responds to the patients complainst writing draft upon draft? who decides if there are enough clinics for patients to be seen in? Who speaks to suppliers to ensure we’re getting the best deal on syringes, bedpans, computers and micropore? …. in most places its the penpushers.

    I’m a pen-pusher, i speak to clinical staff every single day. Sadly i only speak to patients once every few weeks. I get to work at 7am, i leave at 5pm. I work 2-3hrs at home every evening. I’m on call one in 4 weekends and 2 evenings a week to help troubleshoot problems that are stopping clincial staff getting on with what they should be doing, and this week i’ve covering the role of 5 people today due to sickness and annual leave. But i ‘ll still get paid the same as if they were all here and i still, for the most part, thoroughly enjoy my job.

    Yes, no one has vommited on me in years, and i’ve not had to tell a relative their loved one has died for some time now, nor have i had to spend a nightshift with a confused patient who won’t settle for the night for fear of them falling out of bed, i’ve not wipped an ass other than my own for a while, and i’ve not felt the pressure of being late with the 6pm drug round because i’ve been busy collecting a patient from theatre for years. But don’t always assume other people have it easier that you, because that says more about you than it does about them.

    Pen pusher.

  30. kalpana says:

    I have gone through all the comments of all grade of nurses who thinks their own job is more important it is very true but as nursing profession is increasing our standard itself and it is the back bone of the health industry now. so being the matrons and the nursing directors have the responsibility to manage not only the manpower but they have to fulfill certain norms to meet their hospital to the accredations for the national or international level for that purpose they require some data’s about the quality care which their own hospital gives to patient. these works can be done by the incharge of the ward or the statistic department of the office of the hospital.because for each and every work rendered we should have written evidence for legal point of view also also for proper systemic work or care renderd to the patient.we both administration and clinical nurses are utmost important together we can make a difference .unity will give us strength but division will break us .so unite and have respect for each other and love each other.byeb

  31. Tina says:

    The N.H.S. needs to be stripped down and rebuilt. There ARE too many managers not a debateable issue!.Doctors should NOT be ripping off taxpayers on taking overinflated salaries (employed by NHS on private contracts) doctors should not be incentivised by money to treat certain ilnesses and ignore others. There is a hugh increase in admin and H.R.personnel who in my experience are there for the benefit of managers they are NOT supportive of the workforce. The policies they continually spew out are verbally mangled statements that are telling you you have no chance of getting a fair hearing but we will give you a process to take your frustration out on so when we tell you that the processes have been exhausted “You Lose” company and managers can continue to treat you like cr*p. There is institutional bullying and irregular implementation of policies between different managers. There an unchecked and adversarial relationships and intimidation from trained managers against untrained staff. Untrained staff are allowed to be told they are not worth their pay grade and should be band 1 There is no support for support staff to become trained nurses.

  32. nhs no 1 says:

    I am proud to be part of the NHS that is world renowned. What I am saddened about is the continuum of overseas nurses who do not settle and take most of the limited manpower/resource/accommodation/ monies available to the existing established nurses to train them and then up and leave usually in clusters and leaving the wards with more agency nurses more costs. Recently whilst on duty nurse I have learnt now that existing staff want to reduce their contracted hours so they can work as agency nurses else where. I will not start on the loss of experience of these nurses who need to have a wage that supports a mortgages and pay off their loans and have food on the table.When are we going to wake up that trying to suppress the 1% battle/carrot we are losing the footing that the NHS stands on.

  33. Stuart .jones says:

    my question is if the union especially rcn are so powerless they should move a side or stop talking the talk and do some walk they have come under criticism in a number of whistle blowers investigations for knowing the are issues yet sat on theirs hand so stop fighting each other and look for one Union that represents all nurses as in Australia

  34. Dinin says:

    I have been in the NHS for 30 years and I can clearly recount the differences from when I started as a student nurse in 1985 but I am not going to there is no point.I am so deflated with the NHS the poor care my terminally ill father has experienced but it’s the tick boxes ,the lack of staff the top heavy management structure.I have been a midwife for most of my career.I am lucky I can retire at 55 and that is what I am going to do.I am taking all that experience with me and I am not the only one like that.Something has to give otherwise there will be no NHS.

  35. A nobody says:

    What a sad world we live in. We are all to blame for allowing this to happen as human beings. Shame that people no longer respect each other. I didn’t read all the posts as could quite imagine what most are saying. What we all have to realise is that we are all to blame them from the top to them down the bottom, what makes anyone of us different? Blaming each other will not resolve anything.Respect to those that have earnt it through hard work and commitment,and respect to those that choose to stay where they are On the front line. The nhs will be a failure of its own success no matter how much you argue what’s right or wrong. Nobody’s perfect, I think work ethics have changed over the years we are all becoming more selfish and it’s about time we stood together, regardless of age, colour, race, class, etc.

  36. gobsmacked says:

    Firstly I would just like to say! WOW if this is a cross section of professionalism within the NHS then lord help us!

    Patient centred care was the reason I came into the profession and it is still the reason why I stay in it. Nursing is what it has always been……..a calling…

    I do not look at the service through rose coloured glasses by any shape or form, I understand the issues faced by professional care givers every shift and I do empathise.

    However I also see that until each and everyone of us takes responsibility to improve our service, until everyone sees the true value of what we are trying to do, no significant change will occur.

    Regardless of role or band we can all play our part to make our workforce feel valued, we can all play our part in eradicating negativity in the workplace. Two simple things that improve morale and prevent staff from disengaging.

    Venting has its place and can be healthy at times, but as professionals it is also about looking for solutions, otherwise it is better described as whinging. Since when did we become that?

    If you have lost your compassion because you have become embroiled in the political machinery then maybe you need to take a step back and take stock of whether you are doing the right job.

    We should be looking at what we have and how best we could be making that work well for our patients
    Constantly bemoaning rules, staffing, resources, etc doesn’t fix the situation it just feeds into it especially when so many become involved in debating it you could probably measure the hours lost to the debates in significant totals.

    you only need to look at how demoralised NHS staff are currently, to be able to see the after effects of years of negativity. That negativity has been nurtured by individuals who lack the vision, drive and motivation to do their utmost to provide the best care possible for our patient, and then deflect attention away from the deficit by pointing the finger at others or blaming lack of resources.

    Really guys this needs to stop and we need to go back to what we are good at!
    Delivering a high standard of basic nursing care.

  37. […] and it is clear to see why. The starting wage for a nurse working in the United Kingdom is between £14,294,00 and 15,013.00 and although the typical wage for a nurse living in London is higher at […]

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