Many members have contacted us regarding the absence of profiles for their own jobs. A great deal of work is going on this area which reflects a number of factors. The main one being that we have a complex task of taking about 25 salary scales with occupational groupings practising at four or five levels and fitting these onto a new salary scale that has just eight bands, all in line with the principles of equal value.
Amicus MSF is not looking for 'fixes' outside the system but for system to be fixed. Here is the latest position by each occupational group.
A profile has been produced for a Health Visitor and a Health Visitor Team Leader. We believe that there is a gap for a Community Practice Teacher (a profile has been produced with many errors) and for a specialist Health Visitor. For professional managers more generalised profiles have been produced which we are examining whether they are suitable for application in health visiting. We can see real progress in School Nursing and District Nursing and hopefully the completed and agreed profiles will be published soon. A Community Nursery Nurses has not been profiled but we hope to remedy this in one of the Early Implementers.
For Community Psychiatric Nurses we expect revised profiles very soon which we hope will improve the original drafts.
Pharmacy, Psychology, Speech and Language Therapy
We have now reached an impasse with the work to date. It reflects what we consider to be a misapplication of the factor plan (pharmacy), or reveals fault-lines in some of the key factors (psychology) or has not properly related the work done to date to the Enderby Equal Value claim (speech and language therapy). In speech and language therapy there is a gap with a post that needs to be evaluated at Band 7.
The DOH accepts some of the points we are making and has proposed a meeting between ourselves, those producing the profiles and service heads.
We believe that we are close to accepting profiles for cytology screeners, phlebotomists and medical laboratory assistants with a proviso that those undertaking higher levels of practice are separately evaluated.
For BMS staff we believe that the BMS 1 and 2 posts have been evaluated. We hope to amend and therefore complete a profile for a BMS 3. Generalised profiles have been produced for application for Professional Managers in Clinical and Technical Services. We are examining their suitability for application for Managers in Pathology.
We believe that a profile needs to be produced for a specialist BMS.
We can now consult in this area. We assert one level (B21-24) of practice is missing which can be addressed in the Early Implementers hopefully at Guys and St. Thomas.
We are seeking to develop a very broad range of profiles that cover a relatively broad career range possibly as much as from Bands 3 through to Band 8.
This process is going to separate those with clinical roles away from those with more technical roles. This process will be accelerated by state registration.
We have concerns that Agenda for Change will cut across many proposals for professional integration (e.g. audiology) and broader work on Healthcare Scientist careers. Guidelines on the suitability for application of particular profiles will be particularly needed in this area to ensure this does not happen.
There are big differences in this area. We fear that existing profiles will cause an exit from the NHS and that is why we are certain that the DoH will accept amendments or more profiles generated to clearly reflect the enhanced roles members are taking on in this area.