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Pay Progression Toolkit

To help us give the best possible care and services, whatever our role, it is important that we understand what is expected of us, how our contribution helps the organisatin achieve its aims and that we are rewarded for not doing the right things well and not just because we have had another year in post.

The new pay system introduced in 2018 helps ensure that all staff have the appropriate knowledge and skills they need to carry out their roles - it allows faster progression to the top of the pay bands through fewer pay step points and is underpinned by annual appraisals and ongoing conversations between all staff and managers about performance and develoment.   

The revised NHS Wales Progression Policy outlines the process including:

  • who does what and when?
  • agreeing the rating
  • decisions to delay a pay step
  • dealing with disagreement
  • Band 8c/d and 9 roles 
  • absence from work when a pay step is due

To support the process leaflets have been developed describing the Pay Progression process (flow chart), providing an overview for managers and staff, and explaining the transition process and when individuals are affected - click on the links or the images to view them:
 

Pay progression guide Pay Progression process Pay Progression transition

 

It is essential that managers record the outcome of the pay progression discussion on ESR - if they don't then the employee will not move onto the next pay step.   Guidance on how to record the discussion on ESR is available here.

NB*  if the pay step was initially deferred because not all of the standards were met, but the manager and employee have met again and agreed that the requirements have now been satisfied and the pay step can be awarded, ESR must be updated but payroll must also be contacted and asked to apply the increase as this will not happen automatically.

 

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