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P71 Intergrating a new hospice pay policy with a nursing competency framework
  1. Ruth Bacon,
  2. Tara Schrikker and
  3. Karen Clarke
  1. St Wilfrids Hospice, Eastbourne, UK


Introduction The hospice decided to formulate a new nursing pay structure which moved away from Agenda for Change principles and integrated an updated competency framework.


  • Create a pay policy to reflect local market conditions and respond to hospice needs whilst being flexible

  • Develop a “balanced” nursing skill mix which reflects the hospice’s needs

  • Establish core requirements for each nursing post

  • Link competence with pay

  • Develop a pay and competence framework in consultation with staff.

Method Using best practice documents, the hospice reviewed and updated existing competencies before implementation.

Registered Nurses engaged with the new process by:-

  • Attending teaching sessions on

    • Introduction to Competencies: How, What, Why and When!

    • Getting Started with your Competencies

  • Meeting with Line Managers on a 1:1 basis

A structure consisting of Foundation, Intermediary and Tenure levels of competency and pay was introduced.

Results The implementation of a competence related pay structure appears to have had a positive effect on staff engagement and motivation. Improved awareness, communication, education and support have resulted.

Staff feel more confident working at the competency level which reflects their experiences and skills.

Conclusion Having the competencies linked into Performance Development Review process enables a cycle of reflection, support, training and evaluation.

The framework encourages and supports staff to work to their potential to provide specialist palliative care and respond to organisational needs.

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