The Change Programme came into force on 1 December 2004, following a consolidation between trade unions, employers and governments concerned. The National Agreement on the Programme for Change provides for the obligation to set up a system of annual development reviews and to create opportunities for the development of lifelong learning. Employees have their own staff development plan, which has been developed jointly with their superior or expert.  Negotiations on the new remuneration system were concluded in November 2002, which led to pilot sites in Scotland at 12 Early Implementer sites in England in June 2003.  In June 2018, employers and unions announced that NHS employees in England had agreed to an agreement to reform the current change agenda system and make a three-year wage contract available.   Reforms include the removal of overlapping pay points between fluctuation margins and progressive wage growth, which no longer takes place each year.  The last year of implementation is 2020/21. The objectives were as follows:  The agenda for change, like its predecessors since at least 1974, includes additional payments, the so-called “cost-surface” supplement, which must deal with the additional costs, in particular housing, of living in London. There are three different bands: Inner London, Outer London and London Fringe. Inner London`s rate was 20% of salary in 2017, with a minimum payment of USD 4,200 and a maximum payment of 6,469 DOLLARS.
Outer London Rate was 15% of the salary and London Fringe 5%.  In 2018, the Executive Director of Kingston NHS Foundation Trust called for a “weight system” in Greater London and stated that living in Richmond was no cheaper than living in Islington and that the cost of living contributed significantly to their turnover of staff.  Agenda for Change (AfC) is the national health service`s (NHS) current rating and compensation system for NHS staff, with the exception of physicians, dentists, apprentices and certain senior managers. It has more than one million people and harmonizes their salary scales and career plans into traditionally separate wage categories, which is the most radical change since the creation of the NHS. Examples of job profiles in the nine bands are as follows:  In 2013, some changes were agreed in Agenda for Change: In March 2017, the National Health Service Pay Review (NHSPRB), the independent body that advises the government on compensation in the public health sector, advised that the 1% cap be extended for an additional year.  Enderby/Frenchay Health Authority decided in 1997 that the salary of speech therapists, mostly women, is equivalent to the highest-paid clinical psychologists, most often men.