It is today reported that Unions have questioned why bosses have had above-inflation rises when ordinary workers have had much lower rises.
It is quoted that top managers in England's NHS Trust's received average pay rises of nearly 7% in 2008-09, compared with a less than 3% granted to nurses. In fact Income Data Services report that 380 Trusts found that Chief Executives earned seven times more than the average nurse.
The argument in defence is that NHS Trust's are immensely complicated organisations to run, with budgets of millions of pounds which require the experience and expertise of the senior managers in those roles.
However, statistics such as these do cause concern in relation to the message this is providing to frontline NHS staff who are not similarly rewarded, particularly in terms of the motivational aspects and when promoting recruitment.
Indeed as a clinical negligence solicitor (where failed frontline care resulting in negligence towards the patient is a daily reality) it would be refreshing to hear that the public purse is being utilised for at least, equally, rewarding those long term, highly experienced and skilled staff who care for and manage the treatment of patient's on a day to day basis, on a par with those who manage the NHS budget.
Where NHS Trust's are staffed with skilled, correctly remunerated frontline staff, who in themselves feel comfortable that their salaries reflect the hard work they carry out on a day to day basis, this must impact on patient experience in a positive way.
To me, it appears that public funds are not focussed in the correct areas, and it is hoped this will be addressed sooner rather than later.
By clinical negligence solicitor, Sonia Marshall
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