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
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:|
|Deputy chief executive||£127,000|
|Human resources director||£102,000|
|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 e-reward.co.uk. 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 e-reward.co.uk during 2015.
NHS CCG boardroom pay 2015:
|Chief finance officer||£102,000|
|Chief operating officer||£97,000|
|Chief clinical officer||£97,000|
|‘Highest paid director’ – earnings across all CCGs (median level)||£135,000|
|Median level of staff earnings in all CCGs||£37,600|