Consultant Job Planning - Claire Ashley Employment Relations Delivery Manager BMA North West - RCP London
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Consultant Job Planning Claire Ashley Employment Relations Delivery Manager BMA North West 17 June, 2019 ©British Medical Association
Essentials of the 2003 contract 1. Time 2. Types of PA 3. Job Planning 4. Money 5. Private practice & Fee Paying Services 6. New contract proposals 17 June, 2019 2 ©British Medical Association
1. Time Time based on Programmed Activities Full time post defined as 10 PAs this includes any allocation for on call duties 1 PA = 4 hours in daytime 7am- 7pm weekdays 1 PA = 3 hours all other times (Premium Time) Consultants may refuse any non emergency activities outside 7am -7 pm (Schedule 3 Paragraph 6) Job Plan agreed with clinical lead Most consultants continue to do a lot more than they are paid for 17 June, 2019 3 ©British Medical Association
2. Types of PAs Direct Clinical Care – work directly on patient care, includes ward rounds, theatre sessions, OPD clinics, all administration connected with named patients Supporting Professional Activities – work underpinning patient care including teaching, audit, appraisal, research, training, clinical governance and clinical management Additional NHS responsibilities – sitting on appointment or disciplinary panels, CEA panels, not necessarily for own employer but for benefit of NHS, Caldicott Guardian, Guardian of Hours External duties – senior positions in Royal Colleges, BMA, GMC, DH working parties or negotiating groups Balance: contract states “typically” 7.5 DCC v 2.5 SPA but this is being eroded 17 June, 2019 4 ©British Medical Association
3. Job Planning Don’t have to accept more than 10 PAs Average in acute specialities is probably 11.5 PAs If you do accept more than 10 try to identify in the job plan which are the core 10 and which are additional PAs which could be dropped i.e protect your sub speciality interests On call typically valued at 1 PA but increasingly this may be unrealistic Job plans should be reviewed annually or whenever there is significant change Job plans form part of the contract and are therefore contractually binding on both parties 17 June, 2019 5 ©British Medical Association
Dr Diary | the app that supports job planning Built by doctors, for doctors ONLY FOR BMA MEMBERS Download it now at bma.org.uk/drdiary 17 June, 2019 6 ©British Medical Association
Dr Diary | the app that supports job planning
Built by doctors, for doctors
How to get started:
Watch the how-to video
17 June, 2019 7
©British Medical Association8
Top five reasons to download Dr Diary:
- easy to set up – add your employer, your job plan and
you're ready to go!
- easily evidence your workload
- works without an internet connection
- add workload whenever it suits you, via the app or
desktop tool – your activities will sync to both
- generate workload reports to take to your job plan review.
©British Medical Association4. Money Basic pay per PA @ 1/10 salary rate (pay for additional PAs the same) Progression over time through thresholds takes 19 years to reach top of scale CEA points if awarded (1-9 local awards, bronze, silver, gold, platinum: £3,016 - £77,320) On call supplements 1 in 4 or worse 8% return to work 3% deal by phone 1 in 5 – 1 in 8 5% 2% 1 in 9 or better 3% 1% 17 June, 2019 9 ©British Medical Association
Salary Structure & Pay Progression
Threshold Basic salary Period before eligibility for next threshold
1 0 £77,913 1 year
2 1 £80,352 1 year
3 2 £82,792 1 year
4 3 £85,232 1 year
5 4 £87,665 5 years
5 £87,665 4 years
6 £87,665 3 years
7 £87,665 2 years
8 £87,665 1 year
6 9 £93,459 5 years
10 £93,459 4 years
11 £99,459 3 years
12 £93,459 2 years
13 £93,459 1 year
7 14 £99,254 5 years
15 £99,254 4 years
16 £99,254 3 years
17 £99,254 2 years
18 £99,254 1 year
8 19 £105,042 -
17 June, 2019 10
©British Medical AssociationClinical Excellence Awards Settlement in 2 stages: - 1st first, for a period from April 2018 to April 2021 - 2nd from April 2021 thereafter Contractually secures CEAs going forward BMA and DHSC/NHSE aim to agree a new national performance pay scheme before April 2021. If talks fail, NHS Employers are able to locally vary scheme beyond 2021 (but must maintain funding). 17 June, 2019 11 ©British Medical Association
Local CEAs - From 2018 - 2021 Trusts must run annual awards rounds The investment ratio of new awards will be 0.3 per eligible FTE Awards rounds must be conducted in line with existing frameworks (domains, EBACs, etc.) Existing CEA awards (those granted before 2018) will be retained and will remain pensionable and consolidated New CEA awards (those granted after 2018) will be non-pensionable and non- consolidated, payable until 2021 Where national awards are withdrawn, there will be a mechanism allowing reversion to a local level award (level 7 or 8) 17 June, 2019 12 ©British Medical Association
Local CEAs - What about those without an award? From 2018 – 2021, will be a minimum of 0.3 awards per eligible FTE (up from standard 0.2) Increases likelihood of consultants receiving new awards During this period, LCEAs will be annual lump-sum payments and will be non- pensionable 17 June, 2019 13 ©British Medical Association
5. Private Practice & Fee Paying Services Code of Conduct for Private Practice No restrictions on earnings, but regular commitments must be in the job plan Additional PA to the NHS or no further pay progression Fee Paying Services – reasonable incidental Principle against double payment for Fee Paying Services Fees to Trust/minimal disruption/time shifting 17 June, 2019 14 ©British Medical Association
6. New contract proposals
Negotiations started in September 2013; stalled several times due to JD industrial action and
DDRB award
Redistribution of cash envelope to achieve better balance and to reflect new pensions
arrangements which are career average not final salary schemes
Lower starting salary and lower top salary
Shortened progression – currently 19 years; expected to be 2 salary points with progression
to maximum point after 5-6 years
17 June, 2019 15
©British Medical AssociationNew contract proposals Major issue is removal of S3P6 which will allow routine activities to be scheduled evenings and weekends If give up S3P6 need sufficient safeguards to avoid stretching services and overworking consultants Without expansion of workforce more activity at weekends will lead to less activity during the week Pressure to reduce SPA which NHSE/DHSC view as unproductive time 17 June, 2019 16 ©British Medical Association
Questions? www.bma.org.uk/consultants support@bma.org.uk 17 June, 2019 17 ©British Medical Association
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