There was some discussions on temporary contracts and it was noted that someone who had been on temporary contracts for 52 weeks should be treated as permanent staff. This was all part of NHS Scotland's drive to reduce temporary contracts.
The Community Health Partnerships Consultation document had been sent out by M Fuller. It was pointed out that this will affect acute hospitals as well as PCTs.
It was noted that the following decisions were taken by the HR Forum on August 4:
- Provisional Protocols on Methods of Working, Referrals to the HRF, and Dispute Resolutions (around SEHD circulars, etc).
- Structures (sub groups) and division of workload into the 4 HR categories: Employment Practice, Pay Modernisation, Learning Development & Careers, and Workforce Development.
- Timetable for the production of a Workforce Strategy by the 2004 Partnership Conference (January 23). Major events scheduled for August 27 and December 11.
- Review of Occupational Health Services - process for implementation through 2 sub-groups, under auspices of OHSSIG.
- Senior Managers - establishment of revamped SM Group and new Executive Managers Sub-Group.
- New deal for Clinical Psychology Trainees (to be issued as HDL)
There were to be no other routes to the Health Minister except through the HRF.
There was some discussion on how to make effective use of the Amicus links in the Scottish Parliament. John Quigley had agreed to an Amicus meeting of MSPs with leading reps from a range of industries. It was felt that a separate meeting with NHS reps was also required.
The second staff survey would take place in October and then every two years. A self-assessment will be carried out in the intervening year.
A 1 day awareness session on AfC has been designed by Janis Millar and David Renshaw. M Fuller suggested that there should be a session in the North, West and East using the presentation developed for it. It was noted that J Millar is due to attend the Scottish NHS Committee in November.
There was discussion on the process of job evaluation. The quality of job description is vital and there were some thoughts that a person specification should also be included. The system cannot be abused, but the result can be maximised. We need to ensure that pharmacist advice is available to each matching panel.