Pay hikes for senior hospital bosses in South Tyneside have been branded “shocking and disgusting” by health union leaders.
Salaries for six executives at South Tyneside NHS Foundation Trust rose by at least £5,000 in the space of a year – between 2012/13 and last year, a shared cash boost of £50,000.
Trevor Johnston, who is head of health for the North East region for health union Unison, called for hospital bosses to limit their pay rises to the same one per cent increase being received by frontline NHS staff this year.
The trust says management pay increases were introduced because of a large increase in workload when community services in Gateshead and Sunderland became part of its remit.
Mike Robson, executive director of finance and corporate governance, saw his salary swell from between £115,000 and £120,000 to £120,000 to £125,000
Chief operating officer Helen Ray left her post in March last year but saw her final salary rise from between £105,000 to £110,000 to £115,000.
Fellow senior executives Steve Jamieson and Elaine Criddle enjoyed £5,000 pay boosts over the same period.
Trevor Johnston said:
“It is absolutely shocking and disgusting. These people have their own remuneration committee and award themselves big pay rises when frontline staff get very little.
“What conscience do they have when frontline staff got a one per cent rise for the coming year? Executives should be taking a one per cent rise as well.
“It is the frontline staff that are delivering services to patients.”
Health workers had planned to strike in January after the Government initially rejected a one per cent pay rise proposal by the NHS pay review body for England but the protest was called off to allow fresh negotiations to take place.
Glenn Turp, northern regional director for the Royal College of Nursing, says pay increases for health staff such as nurses and midwives is failing to keep up with those given to hospital management.
Mr Turp said:
“Our research showed that the amount spent on executive directors had increased by an average of six per cent, compared to a 1.6 per cent rise in earnings for nurses, midwives and health visitors.
“Nurses are continuing to feel the effects of austerity and the impact of the Government’s decision not to award them a pay increase for the last five years. Now is the time for more fairness and better pay for all NHS staff.”
Ian Frame, the trusts’s executive director of personnel and development, said:
“In July 2011, our Trust incorporated the community services from Sunderland and Gateshead into our organisation and, in doing so, doubled the size of the workforce, the operational turnover and the complexity of services provided.
“During 2012 we commissioned an external independent remuneration company, to compare the salary scales of managers who have Trust-wide responsibilities, with managers in other Trusts of comparable size and complexity. The outcome was that the existing salary scales were significantly less than our comparators.
“A revised salary scale was approved by the Trust`s Remuneration Committee (comprising Non-Executive Directors only), which accounts for the increases published in the Annual Reports, though the committee opted to phase the increases over a four year period, in order to reduce the immediatel financial impact.
“Executive director annual inflationary salary increases are directly linked to the national NHS pay awards, so they receive exactly the same inflationary increase as all other staff. Had the organisation not doubled in size and complexity, then the published increases would not have happened.
“Irrespective of the increases, South Tyneside NHS Foundation Trust chief executive and executive directors’ salaries are amongst the lowest in the North East.”
Outgoing Hospital boss Lorraine Lambert enjoyed a £25,000 pay boost in just one year – as “compensation” for withdrawing from an NHS pension scheme.
South Tyneside Hospital Foundation Trust says she had not been given a basic salary increase or bonus payment, but had received a lump sum payment after withdrawing from the NHS pension scheme.
A trust spokeswoman confirmed:
“As stated in our annual report, it was agreed that she should receive a compensatory sum equivalent to the employers’ pension contributions no longer payable due to her withdrawal from the pension scheme.
“We can confirm that this compensatory sum, which is taxable, is the sole reason for the total remuneration shifting into the higher banding and there was no additional cost to the trust.”
Mrs Lambert will retire from her role as chief executive of the trust in September.
Mrs Lambert has spent 20 years at South Tyneside District Hospital, in South Shields, with the last 18 in her current position.
Source – Shields Gazette, 13 Mar 2015
Thousands of North East workers are gearing up for one of the biggest days of industrial action in this country in years.
Teachers, firefighters, health workers, council staff and civil servants will join up with around 1.5 million colleagues nationwide in a 24-hour walk-out in a protest over pay, pensions and work conditions.
Bin collections will be suspended, council buildings including libraries will be closed and most controversially it will result in the sweeping closure of hundreds of schools across the region.
Mike McDonald, Regional Secretary of the NUT which has 20,000 members in the region, said: “Teachers are extremely reluctant to strike because of the impact on children’s education.
“However they feel that this current Government’s attacks on education will cause far more damage.
“Morale in the profession is at rock bottom, teachers are wasting hours on pointless paperwork and scores are quitting in their first years because of unmanageable workload, uncertain pay and worsening pensions.
“Children deserve teachers who are motivated, enthused and valued. Education Secretary Michael Gove would do well to engage properly with the profession and address teachers’ concerns to end this dispute.
“For teachers, performance-related pay, working until 68 for a full pension and heavy workload for 60 hours a week is unsustainable.”
The Fire Brigade Union is protesting at changes to firefighters’ pensions and a later retirement age.
Meanwhile the GMB, Unite, UNISON and the Public and Commercial Services Union are protesting over pay rates.
A pay freeze was imposed in 2010 for three years followed by a 1% increase last year and the same offer this year.
They say that represents an 18% fall in pay in real terms, back to the level of the 1990s.
Nicky Ramanandi, Unison’s Deputy Regional Convenor and a local government employee said: “The pay offer from the local government employer is derisory in the extreme.
“This year’s pay offer would see 90% of school and local government workers receive a further pay cut. The offer of a 1% pay rise if you earn £7.71 per hour or more, or if you earn below that it is slightly more to take us just above the National Minimum Wage.
“This pay offer does not keep pace with price increases and our pensions will suffer. This pay offer is nowhere near enough.”
Karen Loughlin, the union’s Regional Lead Officer on Local Government, said: “Part-time workers – mainly women and more than half the local government workforce – have been particularly hard hit, with their hourly earnings now worth the same as they were 10 years ago.
“Many low paid part-time Local Government workers need benefits and tax credits to keep their families out of poverty.
“It is deeply disturbing to hear the continuing stories of Local Government workers resorting to food banks.
“UNISON is demanding a decent pay rise in recognition of the valuable role that our members perform in delivering public services to children, young people, the elderly and vulnerable in our communities.”
A Cabinet Office spokesperson said: “The vast majority of dedicated public sector workers have not voted for this week’s strike action, so it is disappointing that the leadership of the unions are pushing for a strike that will achieve nothing and benefit no one. Union leaders are relying on mandates for action that lack authority – the National Union of Teachers is relying on a ballot run nearly two years ago.
“As part of our long-term economic plan, this Government has been taking tough decisions to address the budget deficit we inherited in 2010.
“One was to introduce pay restraint in the public sector, while protecting the lowest paid. Pay restraint protects public sector jobs, supports high-quality public services and helps put the UK’s finances back on track.”
Source – Newcastle Evening Chronicle, 08 July 2014