Source: https://www.nhsemployers.org/tchandbook/part-2-pay/section-5-recruitment-and-retention-premia
Timestamp: 2019-09-20 18:10:04
Document Index: 184878086

Matched Legal Cases: ['art 2', 'art 1', 'art 2', 'art 3', 'art 4', 'art 5', 'art 6', 'art 7']

Section 5 Recruitment and retention premia - NHS Employers
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Section 5: Recruitment and retention premia
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5.1 A recruitment and retention premium is an addition to the pay of an individual post or specific group of posts where market pressures would otherwise prevent the employer 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.
5.2 Subject to the provisions below, NHS employers may apply a recruitment and retention premium to posts of a specific class or type. Premiums may also be applied to individual posts where the post is unique within the organisation concerned (such as the head of a department or service).
5.3 Recruitment and retention premia may also be awarded on a national basis to particular groups of staff on the recommendation of the NHS Pay Review Body (NHSPRB) where there are national recruitment and retention pressures. The Review Body must seek evidence or advice from NHS employers, staff organisations and other stakeholders in considering the case for any such payments. Where it is agreed that a recruitment and retention payment is necessary for a particular group, the level of payment should be specified or, where the underlying problem is considered to vary across the country, guidance should be given to employers on the appropriate level of payment.
5.4 Recruitment and retention premia will be supplementary payments over and above the pay that post holders receive by virtue of their position on their pay band, any high cost area supplements, or any payments for unsocial hours or on-call cover.
5.5 Recruitment and retention premia will apply to posts. Where an employee moves to a different post that does not attract a recruitment and retention premium, either within the same organisation or elsewhere in the NHS, their entitlement to any previous recruitment and retention premium will cease.
5.6 NHS employers and staff representatives, in partnership, will follow the procedure set out in Annex 10 in deciding the award of a recruitment and retention premium.
Long-term and short-term recruitment and retention premia
5.7 The body responsible for awarding a recruitment and retention premium shall determine whether to award a long-term or short-term premium.
5.8 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.
5.9 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.
5.10 Short-term recruitment and retention premia:
may be awarded on a one-off basis or for a fixed-term;
will be regularly reviewed;
may be withdrawn or have the value adjusted, subject to a notice period of six months; and
will not be pensionable or count for purposes of overtime, unsocial hours payments or any other payments linked to basic pay.
5.11 Long-term recruitment and retention premia:
will be awarded on a long-term basis;
will have their values regularly reviewed;
may be awarded to new staff at a different value to that which applies to existing staff; and
will be pensionable, and will count for the purposes of overtime, unsocial hours payments and any other payments linked to basic pay.
5.12 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.
5.13 The combined value of any nationally awarded and any locally awarded recruitment and retention premium for a given post shall not normally exceed 30 per cent of basic salary. It will be the responsibility of employers to ensure that any premia awarded locally do not normally result in payments in excess of this amount, taking into account any national awards for the posts in question. See also the provisions concerning earned autonomy in Annex 11.
Pay circular (AforC) 3/2011: amendment number 24
Part 1: Principles and Partnership
- Principles and partnership
Part 2: Pay
- Section 1: Pay structure (England)
- Section 1: Pay Structure (Wales) *1
- Section 1: Pay Structure (Scotland and Northern Ireland)
- Section 2: Maintaining round the clock services (England)
- Section 2: Maintaining round the clock services (Scotland and Northern Ireland)
- Section 2: Maintaining round the clock services (Wales)
- Section 3: Overtime payments
- Section 4: Pay in high cost areas
- Section 5: Recruitment and retention premia
- Section 6: Career progression (England)
- Section 6 Career Progression Wales
- Section 6: Career and pay progression (Scotland and Northern Ireland)
- Section 7 Payment of annual salaries
- Section 8 and 9: (unallocated)
Part 3: Terms and conditions of service
- Section 10: Hours of the working week
- Section 11: Part-time employees and employees on fixed-term contracts
- Section 12: Contractual continuity of service
- Section 13: Annual leave and general public holidays
- Section 14 Sickness absence England
- Section 14 Sickness absence Wales
- Section 14: Sickness absence (Scotland and Northern Ireland)
- Section 15: Leave and pay for new parents (England and Wales)
- Section 15 maternity leave Scotland and NI
- Section 16: Redundancy pay (England)
- Section 16: Redundancy pay (Scotland, Wales and Northern Ireland)
- Section 17: Reimbursement of travel costs
- Section 18: Subsistence allowances
- Section 19: Other terms and conditions
- Section 20: Mutually agreed resignation schemes - principles
- Section 21: Right to raise concerns in the public interest (whistleblowing)
- Section 22: Injury allowance
- Section 23 Child bereavement leave (England and Wales)
- Section 24 (Unallocated)
Part 4: Employee Relations
- Section 25: Time off and facilities for trades union representatives
- Section 26: Joint consultation machinery
- Section 27: Working time regulations
- Section 28 and 29 unallocated
Part 5: Equal opportunities
- Section 31: Recruitment, promotion and staff development
- Section 32: Dignity at work
- Section 33: Balancing work and personal life
- Section 34: Employment break scheme
- Section 35: Unallocated
- Section 36: Unallocated
- Sections: 37 to 39 (unallocated)
Part 6: Operating the system
- Section 40: National bodies and procedures
- Sections: 41 to 46 (unallocated)
Part 7: Maintenance
- Section 47: Reviews, appeals and job evaluations
Annex 1 - 3
- Annex 1: NHS Employers
- Annex 2: Pay bands and pay points on the second pay spine in England
- Annex 3: Introduction to pay bands and pay points on the second pay spine in England
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2017
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2016
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2015
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2014
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2013
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2012
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2011
- Annex 3 Pay bands and pay points on the second pay spine in England from 1 April 2010
- Annex 3: Pay bands and pay points in England from 1 April 2009
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2008
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 November 2007
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2007
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2006
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 April 2005
- Annex 3: Pay bands and pay points on the second pay spine in England from 1 October 2004
Annex 4 - 10
- Annex 4: Working or providing emergency cover outside normal hours
- Annex 5: Provisions for unsocial hours payments for ambulance staff
- Annex 6: Provisions for unsocial hours payments for ambulance staff
- Annex 7: Good practice guidance on managing working patterns
- Annex 8: High cost area payment zones
- Annex 9: High cost area supplements
- Annex 10: Local recruitment and retention premia
Annex 11 - 15
- Annex 11: Additional freedoms for NHS foundation trusts in England
- Annex 12: Motoring costs
- Annex 13: Lease vehicle policies
- Annex 14: Subsistence allowances
- Annex 15: Other terms and conditions
Annex 16 - 20
- Annex 16: Coverage of NHS Pay Review Body (NHSPRB)
- Annex 17: Classification of leads and allowances listed by staff group
- Annex 18: Withdrawal of nationally agreed recruitment and retention premia and transitional arrangements
- Annex 19: Local appeals procedures (England)
- Annex 19: Local appeals procedures (Scotland, Wales and Northern Ireland)
- Annex 20: Development of professional roles
Annex 21 - 25
- Annex 21: Arrangements for pay and banding of trainees
- Annex 22: Scotland's partnership information network policies (Scotland)
- Annex 23 Pay progression England
- Annex 23 Pay progression Wales
- Annex 24: Guidance on workforce reprofiling (England and Wales*1)
- Annex 25: Arrangements for general and public holidays over the Christmas and New Year holiday periods
Annex 26 - 29
- Annex 26: Managing sickness absences - developing local policies and procedures
- Annex 27: Principles and best practice of partnership working
- Annex 28: Guidance on frequently asked questions (FAQs) (England and Wales*1)
- Annex 28: Guidance on frequently asked questions (FAQs) (Scotland and Northern Ireland)
- Annex 29: Principles for harmonised on-call arrangements