RECRUITMENT AND RETENTION PREMIA POLICY
Version / 5Name of responsible (ratifying) committee / HR Policy Group
Date ratified / 01 November 2015
Document Manager (job title) / Corporate HR Manager
Date issued / 02 February 2016
Review date / 01 November 2017
Electronic location / Human Resources Policies
Related Procedural Documents / Recruitment & Selection Policy, Pay Protection Policy, Recruitment & Selection of Consultant Medical Staff Policy, Agenda
Key Words (to aid with searching) / Recruitment, Retention, Award, Premia, Review
Version Tracking
Version / Date Ratified / Brief Summary of Changes / Author5 / 01.11.15 / Review and update and inclusion of eligibility of other staff groups may be considered. / Corporate HR Manager
CONTENTS
QUICK REFERENCE GUIDE 3
1. INTRODUCTION 4
2. PURPOSE 4
3. SCOPE 4
4. DEFINITIONS 4
5. DUTIES AND RESPONSIBILITIES 4
6. PRINCIPLES 4
7. TRAINING REQUIREMENTS 6
8. REFERENCES AND ASSOCIATED DOCUMENTATION 6
9. EQUALITY IMPACT STATEMENT 6
10. MONITORING COMPLIANCE WITH PROCEDURAL DOCUMENTS 7
EQUALITY IMPACT ASSESSMENT 8
QUICK REFERENCE GUIDE
This policy is to provide management instructions and guidance relating to the application of recruitment and retention premia at Portsmouth Hospitals NHS Trust for those staff on Agenda for Change terms and conditions, and application of recruitment and retention premia for medical Consultants in accordance with Schedule 16, Terms and Conditions – Consultants (England) 2003.
For quick reference the guide below is a summary of actions required. This does not negate the need for the document author and others involved in the process to be aware of and follow the detail of this policy.
1. A recruitment and retention premia is an additional to the pay of an individual post, or specific group of posts.
2. There are two types of recruitment and retention premia: Long term recruitment and retention premia will be pensionable whilst short term recruitment and retention premia will not.
3. Recruitment and retention premia may be awarded once the following measures have been put in place:
· Posts have been advertised in local, regional, national and/or professional media
· Non pay benefits have been sufficiently developed
· Regular exit surveys had been undertaken to assess how far pay is a factor
· Consultation with neighboring employers before implementing
4. The combined value of any nationally awarded and any locally awarded recruitment and retention premia for a given post shall not normally exceed 30% of basic salary
5. Recruitment and retention premia will apply to posts, not individuals.
1. INTRODUCTION
The aim of this policy is to ensure that Portsmouth Hospitals NHS Trust remunerates all of its employees at a level at which recruitment and retention difficulties will not be encountered.
2. PURPOSE
The purpose of this policy is to provide management instructions and guidance relating to the application of recruitment and retention premia at the Trust, for those staff on Agenda for Change terms and conditions and medical Consultants in accordance with Schedule 16, Terms and Conditions - Consultants (England) 2003..
3. SCOPE
This policy applies to the application of both local and national recruitment and retention premia for those staff on Agenda for Change terms and conditions and to determine the application for recruitment and retention premia for medical Consultants in accordance with Schedule 16, Terms and Conditions - Consultants (England) 2003, within the Trust.
Other staff groups outside of these terms and conditions may be considered eligible and will be considered on a case by case basis.
‘In the event of an epidemic infection outbreak, flu pandemic or major incident, the Trust recognises that it may not be possible to adhere to all aspects of this document. In such circumstances, staff should take advice from their manager and all possible action must be taken to maintain ongoing patient and staff safety’
4. DEFINITIONS
A recruitment and retention premium (RRP) is an additional payment to the basic pay of an individual post, or specific group of posts, where market pressures would otherwise prevent the Trust from being able to recruit staff to, and retain staff in, sufficient numbers for the posts concerned at the normal salary for a job of that weight.
Any such premium will not normally exceed 30% of basic salary for the particular post.
5. DUTIES AND RESPONSIBILITIES
CSC Management Team agrees that recruitment/retention problem must be addressed by applying a premium. The Management Team will make an application to the Director of Workforce (or nominated deputy), including the monetary value deemed to be appropriate for any recruitment and retention premium.
6. PRINCIPLES
A recruitment and retention premia may be awarded on either a short term or long term basis. The application for the award of recruitment and retention premia can only be generated by CSC Management team. To ensure consistency in the application of payment of Recruitment and Retention premia, any offer must be approved by the Director of Workforce (or nominated deputy). The Director of Workforce (or nominated deptuty) will maintain a database of all recruitment and retention premia being paid within the Trust and will initiate a review of all premia on an annual basis. Recruitment and Retention premia will be considered in cases where it is proven that adjustments to non pay benefits are unlikely to improve the situation and the following conditions apply:
· Documented labour market shortages
· Salary survey data indicates that enhancement to Agenda for Change pay rates would be required to attract and retain staff
· Consistent data showing high patterns of turnover, supported by exit interview data indicating a direct link to dissatisfaction with pay levels
If the recruitment problem can be addressed most effectively only through payment of a RRP, it will be decided if the issue is likely to be resolved in the foreseeable future (in which case any premium should be short term) or whether it is likely to continue indefinitely (in which case any premium should be long term) Before consideration is given to payment of RRP to ensure retention of staff, management will ensure non-pay benefits are sufficiently developed.
RRP will apply to posts rather than to employees. When an employee moves to a different post that does not attract a RRP either within the same organisation or elsewhere in the NHS, their entitlement to any previous RRP will cease and pay protection will not apply.
Any RRP for a given post shall not normally exceed 30% of basic salary. It will be the responsibility of the Trust to ensure that any premia awarded do not normally result in payments in excess of this amount, taking into account any national awards for the posts in question.
6.1 LONG-TERM AND SHORT-TERM RECRUITMENT AND RETENTION PREMIA
Short-term recruitment and retention premia will apply where the labour market conditions giving rise to recruitment and retention problems are expected to be short-term, and where the need for the premium is expected to disappear or reduce in the foreseeable future. The conditions applying to short-term recruitment and retention premia are that they:
§ may be awarded on a one-off basis or for a fixed term period;
§ will be annually reviewed;
§ may be withdrawn, or have the value adjusted, subject to a notice period of six months;
§ will not be pensionable, or count for purposes of overtime, unsocial hours payments or any other payments linked to basic pay, including sickness payments.
Long-term recruitment and retention premia will apply where the relevant labour market conditions are more deep-rooted and the need for the premium is not expected to vary significantly in the foreseeable future. The conditions applying to long-term recruitment and retention premia are that they:
§ will be awarded on a long-term basis;
§ will have their values reviewed annually;
§ may be withdrawn, or have the value adjusted, subject to a notice period of six months;
§ may be awarded to new staff at a different value to that which applies to existing staff;
§ will be pensionable, and will count for the purposes of overtime, unsocial hours payments and any other payments linked to basic pay, including sickness payments.
Both long-term and short-term recruitment and retention premia will be expressed as cash sums and will be separately identifiable from basic pay, any high cost area supplement, and any other component of pay. In exceptional circumstances the timeframe for both long term and short term premia may be either reduced or extended by local agreement.
7. TRAINING REQUIREMENTS
The Trust is committed to providing appropriate knowledge and understanding to enable this policy to be successfully implemented. Training and support will be provided to line managers on the application of this policy.
8. REFERENCES AND ASSOCIATED DOCUMENTATION
NHS Terms and Conditions of Service Handbook d Conditions – Consultants (England) 2003:
(Department of Health Terms and Conditions: Consultants (England) 2003
Recruitment and retention payments - further information See NHS Employers website www.nhsemployers.org
9. EQUALITY IMPACT STATEMENT
Portsmouth Hospitals NHS Trust is committed to ensuring that, as far as is reasonably practicable, the way we provide services to the public and the way we treat our staff reflects their individual needs and does not discriminate against individuals or groups on any grounds.
This policy has been assessed accordingly
Our valuesare the core of what Portsmouth Hospitals NHS Trust is and what we cherish. They are beliefs that manifest in the behaviours our employees display in the workplace.
Our Values were developed after listening to our staff. They bring the Trust closer to its vision to be the best hospital, providing the best care by the best people and ensure that our patients are at the centre of all we do.
We are committed to promoting a culture founded on these values which form the ‘heart’ of our Trust:
Respect and dignity
Quality of care
Working together
No waste
This policy should be read and implemented with the Trust Values in mind at all times.
Recruitment and Retention Premia Policy
Version: 5
Issue Date: 02 February 2016
Review Date: 01 November 2017 (unless requirements change) Page 8 of 9
10. MONITORING COMPLIANCE WITH PROCEDURAL DOCUMENTS
Minimum requirement to be monitored / Lead / Tool / Frequency of Report of Compliance / Reporting arrangements / Lead(s) for acting on RecommendationsAnnual review of the RRP award / Director of Workforce / Audit (reduction of turnover / impact on patient services if withdrawn) / Annual / Policy audit report to:
· HR Policy Group / Corporate HR Manager
Policy audit report to:
·
Policy audit report to:
·
This document will be monitored to ensure it is effective and to assurance compliance
Equality Impact Screening Tool
To be completed and attached to any procedural document when submitted to the appropriate committee for consideration and approval for service and policy changes/amendments.
Stage 1 - ScreeningTitle of Procedural Document: Recruitment and Retention Premia Policy
Date of Assessment
/ 01.11.15 / Responsible Department / Human ResourcesName of person completing assessment / Susie Lowe / Job Title / Corporate HR Manager
Does the policy/function affect one group less or more favourably than another on the basis of :
Yes/No / Comments
· Age / No
· Disability
Learning disability; physical disability; sensory impairment and/or mental health problems e.g. dementia / No
· Ethnic Origin (including gypsies and travellers) / No
· Gender reassignment / No
· Pregnancy or Maternity / No
· Race / No
· Sex / No
· Religion and Belief / No
· Sexual Orientation / No
If the answer to all of the above questions is NO, the EIA is complete. If YES, a full impact assessment is required: go on to stage 2, page 2
More Information can be found be following the link below
www.legislation.gov.uk/ukpga/2010/15/contents
Stage 2 – Full Impact Assessment
What is the impact / Level of Impact / Mitigating Actions
(what needs to be done to minimise / remove the impact) / Responsible Officer
Monitoring of Actions
The monitoring of actions to mitigate any impact will be undertaken at the appropriate level
Specialty Procedural Document: Specialty Governance Committee
Clinical Service Centre Procedural Document: Clinical Service Centre Governance Committee
Corporate Procedural Document: Relevant Corporate Committee
All actions will be further monitored as part of reporting schedule to the Equality and Diversity Committee
Recruitment and Retention Premia Policy
Version: 5
Issue Date: 02 February 2016
Review Date: 01 November 2017 (unless requirements change) Page 8 of 9