English: There are two points that I think I should make. The first is that, in the thinking that lies behind the pay arrangements, that's a matter of negotiation between the Government, NHS employers, and the recognised trade union, the BMA, so, there's a range of things to take into account with that. Obviously, from the industrial side, you expect they'll want to get the very best possible deal for their members, but also there's the balancing of what the system can afford and there's what that does in terms of recruitment and retention. And there is some sensitivity about differential scales, potentially, on either side of the borders. There's a bit of divergence, obviously, at the junior end of the scale because of the contract that was imposed in England. And, actually, in our very direct engagement with the BMA and their juniors' committee, they were really clear that they thought that we'd done the right thing in not following suit. We've agreed, as part of the normal way, that we will continue to negotiate both the longer term challenges about consultants' pay, where I think it would be preferable to take a multi-nation approach, but that's something to discuss and to talk about, together with a review on the juniors' contract position here in Wales. There's certainly no agenda given to try to somehow save a small amount of money and to risk recruitment and retention, because, actually, doctors look at a much wider suite of things: they look at training, they look at excellence, the future of the services and whether they believe that that's somewhere they actually want to work. That's why we have a campaign, 'Train. Work. Live.', because all of those aspects make a difference to where a whole range of health professionals choose to locate themselves for their careers.
Welsh: Mae dau bwynt y credaf y dylwn eu gwneud. Y cyntaf yw, o ran y meddylfryd y tu ôl i'r trefniadau cyflog, mae hynny'n fater a negodir rhwng y Llywodraeth, cyflogwyr y GIG, a'r undeb llafur cydnabyddedig, Cymdeithas Feddygol Prydain, felly ceir ystod o bethau i'w hystyried gyda hynny. Yn amlwg, o'r ochr ddiwydiannol, rydych yn disgwyl y byddent yn awyddus i gael y cytundeb gorau posibl i'w haelodau, ond hefyd mae angen cydbwyso'r hyn y gall y system ei fforddio a'r hyn y mae hynny'n ei wneud o ran recriwtio a chadw staff. A cheir rhywfaint o sensitifrwydd mewn perthynas â graddfeydd gwahaniaethol o bosibl, ar bob ochr i'r ffin. Ceir ychydig o wahaniaeth, yn amlwg, ar ben iau'r raddfa oherwydd y contract a roddwyd ar waith yn Lloegr. Ac mewn gwirionedd, wrth i ni ymgysylltu'n uniongyrchol iawn â Chymdeithas Feddygol Prydain a'u pwyllgor meddygon iau, roeddent yn gwbl glir eu bod o'r farn ein bod wedi gwneud y peth iawn yn peidio â gwneud yr un peth. Rydym wedi cytuno, fel rhan o'r ffordd arferol, y byddwn yn parhau i negodi'r heriau tymor hwy o ran cyflog meddygon ymgynghorol, lle credaf y byddai'n well mabwysiadu ymagwedd amlwladol, ond mae hynny'n rhywbeth i'w drafod ac i siarad amdano, ynghyd ag adolygiad o'r sefyllfa parthed contract y meddygon iau yma yng Nghymru. Yn sicr, ni cheir agenda i geisio arbed ychydig o arian ac i beryglu'r gwaith o recriwtio a chadw staff, oherwydd mewn gwirionedd, mae meddygon yn edrych ar gyfres lawer ehangach o bethau: maent yn edrych ar hyfforddiant, maent yn edrych ar ragoriaeth, dyfodol y gwasanaethau ac a ydynt yn credu ei fod yn rhywle y maent yn dymuno gweithio ynddo mewn gwirionedd. Dyna pam fod gennym ymgyrch, 'Hyfforddi. Gweithio. Byw.', gan fod yr holl agweddau hynny'n gwneud gwahaniaeth i ble mae ystod gyfan o weithwyr iechyd proffesiynol yn dewis dilyn gyrfa.