Agenda for Change refers to a pay and conditions structure for the NHS introduced in 2004 to replace the old Whitley scales and clinical grading schemes. In this context, it aims to both harmonise and modernise pay and conditions, terms of employment and human resources policies across the NHS. It was introduced by the Government as a way of ensuring that the one million employees working in the NHS are brought within a common pay framework.
Agenda for Change affects all NHS Trust employed staff working in acute and primary care, such as district nurses and health visitors. Primary care organisations such as general practices can elect to join the scheme on a voluntary basis.
This topic looks at Agenda for Change structure, evaluation, benefits and terms and conditions and Agenda for Change in the general practice.
In terms of the 2023 pay negotiations, on 2 May 2023, the NHS Staff Council accepted the pay offer made by the Government covering the years 2022/23 and 2023/24.
The additional payments for the previous pay year (2022/23) will be paid as a non-consolidated lump sum, and the new salary rates for this year (2023/24) will take effect from 1 April 2023.
Eligible staff can expect to receive the additional 2022/23 payments and the new 2023/24 pay rates (including back pay to 1 April) as part of their pay in June 2023.
Agenda for Change (AfC) is a statutory framework for pay and conditions introduced into the NHS in 2004. Agenda for Change Structure
The AfC framework is based around a pay scale formed by jobs being grouped into bands, each with a number of pay points built into two-pay spines. Agenda for Change Pay Scales
Under Agenda for Change, jobs are evaluated and placed into bands using an agreed nationally implemented Job Matching and Evaluation scheme. How Are Jobs Evaluated?
Progression through the Agenda for Change pay points is accomplished through annual Knowledge and Skills Framework (KSF) Reviews. Pay Progression and the Knowledge and Skills Framework
Agenda for Change not only seeks to standardise pay but also Terms and Conditions. Agenda for Change Terms and Conditions
Under Agenda for Change annual leave entitlement depends on length of service. Full-time staff who have worked in excess of 10 years are entitled to 33 days annual leave. Annual Leave
Staff working in London and “fringe” areas are paid a High Cost Area Supplement. High Cost Area Supplements
Although the implementation of Agenda for Change is compulsory across the NHS, in general practice it is voluntary. Agenda for Change and General Practice
Practices that wish to adopt Agenda for Change and the Knowledge and Skills Framework should establish joint partnership arrangements locally and register interest with NHS Employers. Adopting Agenda for Change in General Practice