Health bosses at a North East health trust have been awarded huge pay rises despite frontline nurses struggling to get an across the board 1% increase.
Senior members of staff at Northumberland, Tyne and Wear NHS Foundation Trust, which runs mental health services in the region, have seen their wages hike by up to 9.5% in the last two years.
Northumberland, Tyne and Wear NHS Foundation Trust is currently undergoing significant change with its Transforming Services Programme which could see as many as 169 posts reduced under radical plans to change the way that care is delivered to vulnerable patients.
Former chief executive of the trust Gillian Fairfield, who left her post at the end of March this year, saw her salary rise the most from £182,700 in 2012/13 to £200,000 in 2013/14, a boost of £17,300.
Meanwhile, Lisa Quinn, executive director of performance and assurance, and Elizabeth Latham, former director of workforce and organisational development, had pay rises of 5.5%, with both their wages jumping from £100,000 to £105,500.
Nurses’ leaders and MPs have reacted with anger as the wage boosts come at a time when not all frontline NHS staff are being given a 1% rise. While some nurses and health care assistants will still get their incremental pay increase, which rewards experience and skills learnt after a length of service, many will not be entitled to the rise.
The Government has insisted it cannot afford a general pay increase without putting frontline jobs at risk.
Glenn Turp, Royal College of Nursing Northern Regional Director said: “We are very concerned to learn that Northumberland, Tyne and Wear NHS Foundation Trust awarded such a significant pay rise to Gillian Fairfield. When it comes to pay, it seems we are seeing one rule for NHS chief executives, and another for frontline nursing staff.
“Less than half of nursing staff at the top of their pay increment will get a paltry 1% pay rise this year, following three years of pay restraint. The rest will simply get what they are contractually entitled to, if they can demonstrate they have developed their skills in the previous year.
“And we know that, once inflation is factored in, NHS salaries have in fact been cut between 8% and 12% in real terms, between the period 2010 and 2014. A band three health care assistant working on the frontline earns £16,200 a year; less than this chief executive was awarded as a pay rise in one year. It’s disgraceful and demoralising for frontline workers.”
Health chiefs have insisted that since Northumberland, Tyne and Wear became a foundation trust in December 2009, executive directors had more responsibility and this was reflected in their salaries.
Chairman of the trust, Hugh Morgan Williams, said: “When a NHS trust gains foundation trust status it acquires a significant amount of managerial and financial freedom and a degree of independence from the Department of Health.
“Individual executive directors of the organisation therefore gain more responsibility, which you would expect to be reflected in their remuneration, amongst other things, due to the complexities of responsibilities directors have to undertake.
“Northumberland, Tyne and Wear became a foundation trust on December 1, 2009, and it had been agreed to commission an external review on authorisation as a foundation trust. This review was deferred on several occasions and took place during 2013/14. There was a commitment to back date any increases to the date of achieving Foundation Trust status and this commitment has now been honoured.”
Newcastle East MP Nick Brown said pay restraint in the NHS should be the same for everyone. He added: “If exceptions are to be allowed, we should start with those who are the least well-paid. There is no excuse for breaching the public sector pay policy just for those who are already amongst the highest paid.”
Dr Fairfield now works at Pennine Acute Hospitals NHS Trust and was unavailable for comment.
Northumberland, Tyne and Wear NHS Foundation Trust’s executive directors pay
Gillian Fairfield, former chief executive
Salary 2012/13: £182,700
Salary 2013/14: £200,000
% change: 9.5
James Duncan, executive director of finance and deputy chief executive
Salary 2012/13: £125,000
Salary 2013/14: £126,250
% change: 1%
Gary O’Hare, executive director of nursing and operations
Salary 2012/13: £107,124
Salary 2013/14: £109,800
% change: 2.5
Elizabeth Latham, former director of workforce and organisational development
Salary 2012/13: £100,000
Salary 2013/14: £105,500
% change: 5.5
Lisa Quinn, executive director of performance and assurance
Salary 2012/13: £100,000
Salary 2013/14: £105,500
% change: 5.5
Lisa Crichton-Jones, acting director of workforce and organisational development
Salary 2012/13: n/a
Salary 2013/14: £105,500
% change: n/a
Source – Newcastle Journal, 17 July 2014
A North East MP has entered the row over proposed changes to mental health services that will see scores of jobs lost in the North East.
Wansbeck MP Ian Lavery says vulnerable patients and their families are left feeling abandoned by plans to alter the way that important services are delivered in the region.
Controversial plans have been made by Northumberland, Tyne and Wear NHS Foundation Trust to close mental health wards, relocate service and develop new units.
Mr Lavery said: “I have met with a number of my constituents who use the services and they feel that they are being abandoned by the mental health trust.
“It really concerns me the planned changes that have been made. We cannot sit back and say that everything is fine because the reality is that it is not. These changes will put real and increased strain on patients and their families.
“We cannot get rid of such critical services. It would appear that these changes are being made to cut costs with patients not being the main focus.”
Under the proposals, as many as 169 frontline NHS posts will be axed and more than 90 beds reduced as more care is delivered in the community.
Each year since 2010, the trust has been required to make savings of approximately £12m while meeting the same levels of demand.
Health chiefs are adamant that the proposals will significantly improve patient care while delivering cost savings to ensure services remain viable in the long-term.
James Duncan, acting chief executive of Northumberland, Tyne and Wear NHS Foundation Trust said: “We have listened very carefully to the feedback we have received from service users, carers and our partners in recent years so that we can play our part in providing the best modern mental health services for local people, designed around their needs.
“Building on this, we have embarked on a challenging transformation programme to ensure that our services continue to be high quality, are easier to access and provide the best value for money.
“It is important to remember that the vast majority of people who use our services are supported in the community, with only about 3% needing to spend time in hospital. Alongside changes to inpatient services, we have also seen significant improvements in mental health services locally.”
Staff at the health trust have undergone a consultation process and a number of public engagement events have taken place to discuss the proposals.
It is expected that all the changes will be in place within the next two to three years.
Source – Newcastle Journal 05 May 2014
Fears have been expressed for some of the region’s most vulnerable patients after it emerged more than 150 frontline NHS posts will be cut.
As many as 169 posts at Northumberland, Tyne and Wear NHS Foundation Trust will be lost under radical plans to change the way that care is delivered to mental health patients.
Nurses are set to be the worst hit, though a total of 867 employees will be affected as staff may be required to change their place of work or undergo different shift patterns.
Plans put forward for consultation will see wards close, services relocated and the development of new units as the trust aims to reduce costs by 20% over a five-year period.
Health chiefs have insisted that the changes will significantly improve patient services, but staff and unions have raised fears over employees’ safety and future staffing levels.
Glenn Turp, regional director for the Royal College of Nursing, said: “Trust management have told us that although they are endeavouring to redeploy all of the staff who are affected by the restructuring, they can not give guarantees that all staff will be redeployed, and as a consequence they have issued ‘advance notice of redundancy forms’ affecting around 170 staff.
“The fact remains that local NHS employers are in the invidious position of having to make huge cost savings that are not deliverable without having a negative impact on patient care, frontline staffing and inpatient activity.”
Thirteen new schemes will be introduced across the region covering all aspects of mental health, including older people’s services, psychiatric intensive care and male high dependency.
Community services will be enhanced so that fewer people will require hospital admission.
It is believed that more than 90 beds will be reduced and new ways of accessing treatment introduced for those with psychosis, non-psychosis, cognitive disorders and learning disability.
A mental health nurse, who has asked not to be named, said: “A number of challenging patients who used to be managed within the hospital setting are now going to have to be cared for in the community.
“Without significant additional investment in community services and staff, this will put significant pressure on both the patients themselves, and their families who will be increasingly relied upon to provide support when NHS staff are not available.
“For those patients who do not have a supportive family network, this may put both their health and safety at risk.
“The public should be concerned about the scale and the nature of this restructuring, because it looks as if community care is being delivered on the cheap. That has implications for everyone.”
The trust is currently working with staff on the proposals and a number of public consultation events have taken place. It is expected that the changes will come into force within the next two to three years.
A spokesperson for Northumberland, Tyne and Wear NHS Foundation Trust said: “Service users, carers, the voluntary sector and our commissioners and local authorities have been involved for many months in developing our plans for mental health services across Northumberland, Tyne and Wear.
“The vast majority of our services are provided in the community with only 3% of our patients ever needing to go to hospital, yet we spend more than 50% of our resources for services on our inpatient beds.
“Our aim is to improve quality in both our inpatient and community services whilst at the same time meeting the cost savings required of us.
“In terms of our inpatient beds, the trust currently has over 650 beds and as an example, in the last three weeks we have used in the order of 470 beds each day.”
Source – Newcastle Journal 23 April 2014
Health chiefs have received pay rises of up to 17% while nurses and health care assistants experience real term cuts topping 12%, a union has revealed.
Analysis of senior executive NHS pay by the Royal College of Nursing (RCN) has shown that bosses at hospital trusts in the region were awarded salary increases averaging 10.5% between 2010 and 2013, while mid-band nurses managed a paltry 0.1%. Taking into account inflation some suffered a real terms cut of 12%.
Health Secretary Jeremy Hunt previously warned that health service employees would face a pay freeze until March 2016 and that they might not get the 1% promised for 2014 unless unions accept greater pay restraint.
Glenn Turp, regional director for the RCN northern region, said: “Frontline nurses and health care assistants have already borne the brunt of the Government’s pay restraint policy over many years. And we know that, once inflation is factored in, NHS salaries have in fact been cut between 8% and 12% in real terms, between the period 2010 and 2014.
“The Chancellor promised to deliver a 1% pay rise this year for the front line, but the Secretary of State for Health is now trying to introduce a further pay freeze until March 2016.
“This is completely unacceptable. It is particularly galling that the Government is quite happy for NHS managers to get significant pay rises, while at the same time, the front line takes another hit.
“A 1% pay increase is a perfectly reasonable and proportionate request, particularly when put in the context of the rises in senior managers’ pay. The Government needs to stop having one rule for the frontline nursing staff, and another for senior bosses.”
The RCN northern region compared the salaries of chief executives across all North East trusts for the financial year 2010-11, with the most recent financial year data available, 2012-13.
Ian Renwick, chief executive of Gateshead Health NHS Foundation Trust, received the largest pay rise of 17% as his wages jumped from £190,000 to just under £223,000.
Jim Mackey from Northumbria Healthcare NHS Foundation Trust saw his salary rise 9%, from £211,000 to £230,000.
Newcastle Hospital’s NHS Foundation Trust’s chief executive, Sir Leonard Fenwick, is paid the most at £246,000, although the trust has insisted he has had no pay rise in three years, despite the RCN suggesting he had received a 6% increase.
A spokesperson for Gateshead Health NHS Foundation Trust said: “The salaries of our chief executive and of all our executive directors are decided by an independent nominations and remuneration committee and this is to ensure they are in line with publicly available salary benchmarking information.
“As one of the country’s top performing NHS Foundation Trusts, it is important that those with ultimate accountability are remunerated appropriately so that we can retain the very best healthcare leaders in the North East NHS.”
Figures show that a mid-band 5 nurse salary in the North East increased from £23,563 in 2010/11 to just £23,589 in 2012/13, a rise of just 0.1%. In 2011-12 a pay freeze was implemented by the Government to NHS staff earning more than £21,000.
A spokesperson from Northumbria Healthcare NHS Foundation Trust said: “The remuneration of our leadership team is decided independently to make sure that salaries are in line with those of other high performing NHS organisations.
“To be clear, however, along with the rest of our staff, no director at Northumbria Healthcare has had an increase in pay since the pay freeze was implemented in 2011/12.”
Last night, the Department of Health defended its decision to limit pay rises for NHS frontline staff.
A spokesperson said: “The NHS is rightly playing its role in public sector pay restraint.
“Average pay has increased by around 1%. Despite this, many NHS staff continue to be well paid for the lifesaving work they do and the majority of staff have received additional incremental pay increases of up to 6%.
“The number of admin staff, managers and senior managers in the NHS has fallen by over 21,000. This will lead to a significant reduction in managers’ costs.”
Source – Newcastle Journal 03 Feb 2014