Source · Select Committees · Public Accounts Committee
Recommendation 18
18
HEE acknowledged that there were global differences in nursing salaries, alongside other structural and market...
Conclusion
HEE acknowledged that there were global differences in nursing salaries, alongside other structural and market differences, with other countries having more leeway in what they can pay than the UK. More generally, NHSE&I accept that pay remains “an important 37 Prime Minister’s Office, Press Release – Prime Minister backs NHS staff with £5,000 annual payment for nursing students, December 2019; C&AG’s Report, para 11 38 Q 33; C&AG’s Report para 3.10 39 Q 39 40 Q 43 41 Q 20 42 C&AG’s Report paras 8, 2.20 43 Q 59; C&AG’s Report para 7 44 Q 55 45 Q 53 NHS nursing workforce 13 issue with regard to nurses”, and that the lack of pay rises in previous years had impacted on the retention of NHS nurses.46 In a Royal College of Nursing survey of their members, in July 2020, pay was the most common reason given for nurses to consider leaving the profession, while around three-quarters of nurses said that improved pay would make them feel more valued.47
Government Response
Not Addressed
HM Government
Not Addressed
3. 1 The government agrees with the Committee’s recommendation. Ta rget implementation date: Autumn 2021 3.2 The commitment to 50,000 more nurses is underpinned by a robust costed delivery programme which will be achieved through increased domestic recruitment (including undergraduates, postgraduates, reduced attrition, blended degrees, apprenticeships and nursing associate conversions to registered nurses), increased international recruitment and improved retention. 3.3 The latest UCAS (Universities and Colleges Admissions Service) data show a 23% increase in placed applicants to nursing and midwifery courses when compared to last year, meaning the department is likely to see more domestically trained nurses complete training in 2023. In contrast, international recruitment has been disrupted, in the short term, as a result of the COVID-19 pandemic. 3.4 The department has responded to these changes by adapting the programme to flex across workstreams, to ensure the maximum supply and the best value for money. The department will publish plans as soon as practicable, taking account of the impact of the COVID-19 pandemic on the programme. 3.5 On national pay, a three-year pay and contract reform deal was agreed in 2018 for all Agenda for Change staff increasing the starting salary for newly qualified nurses by over 12%. Outside of multi-year deals the department plan to rely on the independent NHS Pay Review Body. Pay Review Bodies consider evidence provided by multiple stakeholders including NHS trade unions, system partners and government. In making recommendations, Review Bodies consider affordability and what is needed to recruit, retain and motivate the workforce.