Latest News from the Ambulance Sector: July 2024 Update

Welcome from UNISON Health - Ambulance Occupational Group

Hello to all our members working in the ambulance sector! A lot has happened since we last updated you in March, so in this edition, we’re going to update you on:

  • The NQP 2024 survey
  • An update on the Section 2 and Annex 5 deal for same band movement
  • The 2024 UNISON Ambulance Seminar
  • Diversifying our network of stewards

If you have any questions, please get in touch at h.group@unison.co.uk or ambulance@unison.co.uk.



Complete the UNISON Newly Qualified Paramedic (NQP) 2024 Survey

If you’re a Newly Qualified Paramedic or have completed the NQP programme within the last five years, we want you to complete our ‘NQP survey 2024’ by clicking on this link

The survey should only take 5 minutes to complete and will be used to find out more about your experiences as an NQP and the issues you face at work. We will use the findings in our discussions with your employers to ensure the programme is being used as intended and identify areas for improvement.

The survey will close on 31 August. The more responses we get, the stronger our voice is when raising concerns on your behalf.

Please note, this survey is also open to non-members too, so feel free to forward the link to non-member colleagues and encourage them to join UNISON!



Ambulance Reps Come Together for 2024 Ambulance Seminar

From the 17th to the 19th of May, UNISON ambulance branches from across the UK attended our UNISON Health Ambulance Seminar 2024 at the University of Warwick.

Representatives took part in a series of engaging sessions to help shape the future work priorities of the Ambulance Occupational Group (AOG). These sessions focused on future policies impacting the NHS and the ambulance sector, race equality specific to the ambulance sector, sexual safety in the workplace, pensions and retirement age for ambulance staff, and lessons learnt from the ambulance industrial action in 2022/23.

All these sessions helped us shape the AOG workplan for the next year, which includes three main priorities:

  1. Retirement age and pensions campaign
  2. Addressing and improving race equality/representation in the ambulance sector
  3. Improving the NQP programme

We will continue to update you on any progress we make on these priority areas, as well as other relevant campaigns that will be of interest to you as a member working in the ambulance sector.



Diversifying Our Network of Ambulance Stewards

This summer, we have released an article jointly with the Association of Ambulance Chief Executives (AACE) in their Keeping P’AACE publication summer issue on ‘UNISON: RECOGNISING THE NEED TO DIVERSIFY’. You can read the article here.

We published this piece with the aim of raising awareness on how, why, and what the significance is for UNISON to champion the work of diversifying our ambulance stewards. This particularly aligns with our key priorities for the next year to focus on addressing the inequalities highlighted in the Race for Equality campaign in relation to the ambulance sector.

As well as black reps, we are also keen to recruit more women, disabled, and LGBT+ reps. If you’re interested in learning more about what these roles might entail, please contact your local UNISON branch or ambulance@unison.co.uk.

Remember, you are legally entitled to time off for your reps training and AACE is keen to support UNISON in diversifying our network of reps to better represent the ambulance workforce.



Ambulance Case Studies for Flexibilities in the NHS Pension Scheme

We want to progress our work on pensions and the retirement age by exploring different options of flexibilities within the NHS pension scheme including redeployment, stepping down, and applying for partial retirement.

We’re looking to build case studies exploring these options as we move to agree on our position as part of this campaign and ways to work with employers.

Would you, or do you know of any ambulance members who might be willing to work with us on developing a case study?

If you’re interested, please contact us by 15 August 2024!

Email us your case studies

NHS Scotland Pay Talks Update

"The STAC Staffside negotiating team met today with the Cab Sec, officials and employers as planned to start formal negotiations on NHS pay. UNISON negotiators played an active role in the discussions.

Negotiators, employers and government were met outside by around 60 UNISON members and activists from Lothian, Forth Valley and Borders NHS.

In terms of the negotiations we exchanged views with Government around the staff side claim, the pressure our members are experiencing working in the NHS and the public sector pay matrix. The staff side expressed our announce that these talks were starting 167 days after our claim had been submitted.

It was agreed to meet again on 8 August at which point TU's said that they expected to make significant progress towards the conclusion of this years pay talks."

Campaign to recognise injured ambulance service colleagues

New campaign to recognise injured ambulance service colleagues
 
A new campaign is seeking the creation of a new service medal for seriously injured emergency service workers who leave their roles before they are eligible for long service recognition.

The campaign has built momentum in recent months, and while it began with the police service it has now expanded to include UK fire and ambulance services.

The campaign also aims to secure retrospective recognition for those who have already left the service due to injury before receiving their long service award.

You can find out more and sign up to show your support via the Ambulance Service Medal Recognition group on Facebook.

https://msg.unison.org.uk/c/1hKVFEqnV6LRD7iyx5n5wn1kYcS

The Scottish Ambulance Service’s Reduced Working Week: What You Need to Know

The Scottish Ambulance Service’s Reduced Working Week: What You Need to Know

The Scottish Ambulance Service (SAS) is committed to improving the work-life balance of its employees. In line with this commitment, SAS has announced a reduction in the working week, a move that has been eagerly anticipated and discussed extensively. This initiative has been developed in partnership with employee representatives, ensuring that the changes benefit the entire workforce.

Understanding the Reduced Working Week

The reduction in the working week is a significant step towards enhancing employee well-being and ensuring that the SAS continues to provide exceptional service to the public. The new guidelines have been carefully crafted to address various aspects of work schedules and the calculation of working hours. Here’s what you need to know:

Key Highlights of the New Guidelines

  1. Reduction in Weekly Hours: The standard working week will be reduced, providing employees with more personal time without compromising their roles and responsibilities. This reduction is aimed at reducing burnout and improving overall job satisfaction.
  2. Flexible Implementation: The reduction in hours will be implemented in a flexible manner, allowing different departments and roles to adapt according to their specific needs. This ensures that operational efficiency is maintained while offering employees the benefits of reduced hours.
  3. Equitable Adjustments: The adjustments in working hours have been agreed upon in partnership with employee representatives. This collaborative approach guarantees that the changes are fair and equitable across the board.
  4. Updated Calculation Methods: New methods for calculating working hours have been introduced. These methods ensure transparency and accuracy, making it easier for employees to understand their schedules and any changes that may occur.
  5. Comprehensive Q&A: An updated Q&A section is available to address any queries or concerns employees might have regarding the new guidelines. This resource provides detailed answers and clarifications, ensuring that everyone is well-informed about the changes.

Accessing the Updated Guidelines

For detailed information on the reduced working week and how it will be implemented, employees are encouraged to visit the SAS SharePoint site. This site will be regularly updated with the latest information, including the full guidelines and the comprehensive Q&A section.

Click here to access the SAS SharePoint site where all the information will be uploaded and updated.

What This Means for You

The reduction in the working week is a positive change aimed at fostering a healthier work environment. Employees can expect:

  • Better Work-Life Balance: More personal time to relax, recharge, and spend with family and friends.
  • Increased Job Satisfaction: A more manageable workload can lead to higher job satisfaction and morale.
  • Enhanced Well-Being: Reduced stress and burnout, contributing to better overall health and well-being.

Moving Forward

The Scottish Ambulance Service is dedicated to supporting its employees through this transition. Regular updates and open communication will be maintained to ensure that everyone is informed and any issues are promptly addressed.

We believe that this initiative will not only benefit our employees but also enhance the quality of service we provide to the public. By prioritizing the well-being of our workforce, we are building a stronger, more resilient organization.

Stay tuned for more updates and make sure to visit the SAS SharePoint site regularly for the latest information.

Together, we are paving the way for a more balanced and fulfilling work environment.The Scottish Ambulance Service’s Reduced Working Week: What You Need to Know

The Scottish Ambulance Service (SAS) is committed to improving the work-life balance of its employees. In line with this commitment, SAS has announced a reduction in the working week, a move that has been eagerly anticipated and discussed extensively. This initiative has been developed in partnership with employee representatives, ensuring that the changes benefit the entire workforce.

Recognizing Non-Nursing Job Changes in the NHS: A UNISON Initiative

Colleagues

One of the actions from our last Health Committee meeting was to develop social media materials targeting non-nursing Job Evaluation (JE). These resources are designed to assist members who are not in the nursing profession but feel that their job responsibilities have changed significantly.

Understanding the Need for Job Evaluation

The NHS has evolved significantly since the introduction of the Agenda for Change. Many roles, including those outside of nursing, have expanded in complexity and responsibility. It is crucial that these changes are recognized and that staff members are appropriately banded for their current duties.

Key Questions to Consider:

  • Feeling Overlooked? If your role has grown but your banding hasn’t, you can ask for a review of your job description.
  • Complex Tasks? Has your job become more intricate? Are you handling more responsibilities?
  • Higher-Level Duties? Is your employer expecting you to operate at a more advanced level?

Take Action Today!

If you find yourself answering “yes” to any of these questions, it’s time to take action. Contact your UNISON branch for guidance and support in initiating a job review. We are here to help you get the recognition you deserve.

Supporting Non-Nursing Staff

UNISON understands that nearly every role in our NHS has evolved since the Agenda for Change was introduced. If you believe that your job now involves higher or more complex responsibilities, speak to us about the Job Evaluation (JE) scheme.

Continued Support and Development

This campaign is just the beginning. We will continue to evolve these materials to meet the needs of our branch.

Thank you for your ongoing dedication and support. Let’s ensure that every role is valued appropriately.

By ensuring our colleagues outside the nursing profession feel supported and recognized, we reinforce the strength and unity within our NHS. Let’s take action to ensure everyone’s role is valued and appropriately recognized.