HR Policy
To Be Categorised
CoSO 24a
Agenda for Change
01 July 2019
01 January 0001
01 January 0001

General Note

NHS Fife acknowledges and agrees with the importance of regular and timely review of policy/procedure statements and aims to review policies within the timescales set out.

New policies/procedures will be subject to a review date of no more than 1 year from the date of first issue.

Reviewed policies/procedures will have a review date set that is relevant to the content (advised by the author) but will be no longer than 3 years.

If a policy/procedure is past its review date then the content will remain extant until such time as the policy/procedure review is complete and the new version published, or there are national policy or legislative changes.


Doc Title

Trainee Health Visitors – Annex 21


Circulation to Executive Directors Group, Divisional General Managers, Payroll Manager, HR and Management Teams for cascading to appropriate staff

Document Reference Number

CoS024a – July 2019

Content Based on Decision made by

Annex 21 of the Agenda for Change Handbook – Arrangements of Pay and Banding of Trainee Health Visitors


The purpose of this guidance is to ensure that Line Managers are aware of the process that requires to be adhered to when requesting the approval of Annex 21 in respect of Trainee Health Visitors


Queries have been raised about the correct payment arrangements of Trainee Health Visitors following the release of the new Health Visitor Job Description which became effective on 3 December 2018. Historically, different approaches have been adopted around Scotland. However, following consultation with stakeholders, including Directors of Nursing, it has been agreed by the Scottish Terms and Conditions Committee that all Boards should pay Trainee Health Visitors according to Annex 21, paragraph 2 (iii) of the Agenda for Change Handbook, meaning their pay will be 75% of the top of Band 7.

For ease of reference, the relevant provision reads as follows:

(iii) trainees who enter the NHS and undertake all their training whilst an employee. Typically, these staff develop their knowledge and skills significantly during a period of time measured in years. Given the significant change in knowledge and skills during the training period, the use of job evaluation is not appropriate. Pay should be determined as a percentage of the pay for qualified staff.

For trainees covered by paragraph 2(iii), where periods of training last for between one and four years, pay will be adjusted as follows:

  1. up to 12 months prior to completion of training: 75 per cent of the pay band maximum of the fully qualified rate;

If applying the above would result in a pay detriment for staff moving to the new arrangements on 3 December 2018, mark time pay protection should apply.

4. Should a member of staff be appointed into a new post where an Annex 21 is in place within the same job family, they should be placed accordingly on the point within the new Agenda for Change band or their existing salary should be maintained on their current Agenda for Change band, so that they are not financially disadvantaged.

5. Starting pay for any trainee must be no less than the rate of the main (adult) rate of the National Minimum Wage. Where the calculation above results in the National Minimum Wage being payable for year two and beyond, an addition to pay should be made on top of the minimum wage. The addition should be equal to the cash value of the difference between the percentages of maximum pay in the year of payment and the previous year. For example, the supplement in payment in year two would be the value of 65 per cent of pay band maximum minus 60 per cent of maximum pay for the band.

6. On assimilation to the pay band following completion of training, the trainee should enter either on the first pay point of the appropriate pay band or the next pay point above their training salary.


7. Given the standardisation of the Health Visitor trainee arrangements, it is anticipated that NHS Fife will have a generic business case and competency framework for trainee Health Visitors.

8. Line Managers are required to complete the attached form when arrangements for pay and banding of trainee Health Visitors is required to be submitted for approval on behalf of a service. This should be e-mailed to Sandra Raynor, Senior HR Administrator, together with a copy of the generic Business Case and Competency Framework.

9. The approval process will be undertaken, in partnership, upon receipt of the relevant documentation referred to in paragraph 6 above.

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