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Average NHS pay up one per cent last year and nearly nine per cent in four years

September 19, 2013: NHS staff in England take home an estimated average annual pay packet of just over £29,543 - a rise of one per cent on last year and of almost nine per cent on four years ago, new figures show.

*HSCIC must be cited as the source of these figures

The average basic wage for a full time NHS worker in England was £29,543 for the 12 months to June 2013, according to the Health and Social Care Information Centre (HSCIC). This is 1.0 per cent more than in the 12 months to June 2012 and 8.6 per cent more than in the 12 months to June 2009 (the first year of this reporting time series).

By individual staff group, senior managers saw the largest percentage pay increase in the last year while health visitors saw a slight decrease according to today's report, which considers the earnings of the 1.18 million staff working in NHS hospital and community services in England (excluding GP surgeries).

The figures show that, considering mean annual basic pay per Full Time Equivalent (FTE)3 for the major NHS staff groups in the 12 months to June 2013:

Doctors (including consultants and registrars, but excluding locums and GPs), earned £58,813, a 1.4 per cent increase on 2012 and a 5.5 per cent increase on 2009. Within this staff group:

  • Hospital practitioners and clinical assistants saw the largest percentage increase on 2012 at 1.4 per cent (to £66,437) while both the registrar and consultant groups saw the smallest increases at 0.5 per cent (to £37,243 for registrars and to £87,584 for consultants).
  • "Other medical and dental staff" saw the biggest increase on 2009 at 10.3 per cent (to £63,120) while "other doctors in training" saw the smallest increase at 1.0 per cent (to £26,056).

Qualified nurses including midwives and health visitors earned £30,619, a 0.6 per cent increase on 2012 and a 7.5 per cent increase on 2009. Within this staff group:

  • School nurses saw the largest percentage increase on 2012 at 1.6 per cent (to £32,613) while health visitors saw the largest reduction with a fall of 0.3 per cent (to £34,284).
  • School nurses saw the largest percentage increase on 2009 at 8.4 per cent while health visitors saw the smallest rise at 4.0 per cent.

Infrastructure support staff6 earned £27,565, a 1.4 per cent increase on 2012 and a 10.4 per cent increase on 2009. Within this staff group:

  • Senior managers saw the largest percentage increase on 2012 at 1.8 per cent (to £75,759) while central functions staff saw the smallest increase at 1.3 per cent (to £24,701)
  • Senior managers saw the largest percentage increase on 2009 (12.9 per cent) while "hotel, property and estates staff" saw the smallest increase a 9.9 per cent rise to £17,184.

The report also shows:

  • Qualified ambulance staff earned £26,622, a 0.9 per cent increase on 2012 and a 6.4 per cent increase on 2009.
  • Qualified scientific, therapeutic and technical staff earned £34,499, a 0.3 per cent increase on 2012 and a 6.4 per cent increase on 2009.
  • Clinical support staff earned £19,262, a 0.9 per cent increase on 2012 and a 10.1 per cent increase on 2009.

The report is at: http://www.hscic.gov.uk/pubs/staffearntojun13

ENDS


Notes to editors

  1. The Health and Social Care Information Centre (HSCIC) was established on April 1 2013 as an Executive Non Departmental Public Body. The trusted source of authoritative data and information relating to health and care, HSCIC plays a fundamental role in driving better care, better services and better outcomes for patients. It supports the delivery of IT infrastructure, information systems and standards to ensure information flows efficiently and securely across the health and social care system to improve patient outcomes. Its work includes publishing more than 130 statistical publications annually; providing a range of specialist data services; managing informatics projects and programmes and developing and assuring national systems against appropriate contractual, clinical safety and information standards.
  2. This is the 4th quarterly publication in a new "experimental statistics" series. "Experimental statistics" are new official statistics that are undergoing evaluation. A key part of the "Experimental statistics" label is user engagement in the evaluation of those statistics. The HSCIC invites readers to comment on this publication, which will help inform the next report. Comments may be sent to enquiries@hscic.gov.uk.
  3. All figures are based on an estimated Mean Annual Basic pay per FTE, which is the mean amount of basic pay paid per 1 Full-Time Equivalent post in a 12 month period for the specified staff group.
  4. The figures reflect the average pay of those in the staff group in each 12 month period, and are therefore affected by the rise due to natural pay progression through the incremental pay scale within each Agenda for Change Band and by the pay of those joiners and leavers within the 12 month period, as well as by changes in individuals' pay. For example figures will be affected by changes to the composition of staff group samples in different 12 month periods - such as working hours and seniority of joiners and leavers. Although a two year pay freeze came into effect in April 2011 for NHS staff (with those on pay below £21,000 given a £250 increase each year), some workers for example will have moved up to the next incremental pay scale within their Agenda for Change band within a 12 month period.
  5. The Agenda for Change system allocates NHS posts to set pay bands, using the Job Evaluation Scheme. Staff are placed in one of nine pay bands on the basis of their knowledge, responsibility, skills and effort needed for the job. The assessment of each post, using the Job Evaluation Scheme (JES), determines the correct pay band for each post, and as a result, the correct basic pay. Within each pay band, there are a number of pay points.  As staff successfully develop their skills and knowledge, they progress in annual increments up to the maximum of their pay band. At two defined "gateway points" on each pay band, pay progression is based on them demonstrating the applied knowledge and skills for that job. 
  6. NHS infrastructure support includes the following sub groups; managers and senior managers, central functions (such as personnel, finance, IT, legal services and library services), and hotel, property and estates (such as laundry, catering, caretakers and domestic services).
  7. For media enquires please call 0845 257 6990 or contact media@hscic.gov
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