BMA Model Contract
From April 2004 GMS practices and PCTs employing GPs will be required to offer them the new model salaried GP contract (para 339 of new GMS contract). This contract brings employed GPs into line with other salaried doctors in the NHS.
The contract includes:
- Full time is 37.5 hours per week (this is specially important when calculating your years of pensionable service)
- 1 session of CPD per week pro rata
- Working time includes time at practice meetings, early or late on call duties and out of hours shifts where these are worked
- LMC levy to be paid by employer
- previous NHS and GP service are recognised for purposes of maternity and sick pay
- maternity and sick pay in accordance with Whitley Council terms.
PMS practices are not obliged to offer these terms but GP employed by PMS practices are advised to ask for comparable terms of employment as PMS practices should not be disadvantaged when it comes to requesting comparable financial support from PCTs.
Copies of the salaried contracts can be downloaded from here (with permission from the BMA website):
- Salaried GP employed by GMS practice (offer letter and T&Cs) Click Here (pdf)
- Salaried GP employed by PCT (offer letter and T&Cs)
Focus on salaried GPs
This provides essential guidance by the General Practitioners Committee on terms for salaried GPs.
* Focus on salaried GPs Click here (pdf)
Negotiating Your Salary
The Model contract notes that the Doctors’ and Dentists’ Review Body (DDRB) recommended salary range will apply for both GMS and PCO-employed GP’s. The minimum salary for a full-time salaried GP employed under the Model contract ranges from £51,332 to £77,462 for 2007/8. This is taken as pro-rata for those working less than full time (full time=9 notional session of 4 hours and 10 minutes per week). Employers have the flexibility to offer enhanced pay rates to aid recruitment but cannot offer less than this range in assessing the appropriate salary.
In addition, under the Model contract a salaried GP’s salary must be uplifted annually at least in line with the DDRB recommended increase. For 2007/8 the DDRB recommended an overall uplift of £1,000 for salaried GP’s on the 2006/7 figures. The GPC has published guidance to assist salaried GP’s in their salary negotiations, including possible further uplifts in pay above the minimum requirements of the Model contract.
Click here (pdf)
For common questions and answers relating to salary negotiations go to: Click Here (You will need BMA login details to access this information)
Essential guidance for any new employed GP post.
The Model contract notes that a job plan must be produced and appended to the salaried GP’s terms and conditions. The job plan is a key component of the Model contract.
The job plan produced should outline the employee’s normal duties, workload and important non-clinical roles undertaken within paid work time (such as participation in practice meetings, clinical governance, primary health care team meetings etc). An element of flexibility may be mutually agreed, for example regarding working later when busy and leaving early when not so busy and for childcare reasons. An example of what to include in the job plan is included in the GPC detailed guidance on job planning at: Click here (pdf)
In House Performance Reviews
An in-house performance review (IHPR) of salaried GPs can be valuable to both the employer and the salaried GP.
An IHPR can be defined as:
a) A process whereby the performance and achievements of the doctor are examined against standards and goals which have been explicitly agreed at the creation of a new post or at the last performance review;
b) A process to identify what areas of development the doctor needs to focus on over the next year, identifying where responsibilities lie for these goals (eg practice, individual etc); and
c) A process which may be linked to ongoing decisions about employment, pay or development of the doctor’s role within the practice.
The key differences between NHS appraisal and IHPC include:
• NHS appraisal is formative whereas IHPR is ‘summative’
• IHPR is in house whereas NHS appraisal is externally peer delivered
• The IHPC is linked to the employment situation
It is important for employers to have the opportunity to make an objective assessment of the progress, performance and value of an individual employee to an organisation particularly in the light of changing business pressure. Employers will need to ensure they are fair in this exercise and address important issues whilst observing employment law and not adversely affecting the employer-employee relationship.
Employees can use this opportunity to address ongoing factors which affect their work performance and establish mutually agreed aims for progress.
To download the guidance, please open this link: Click here (pdf)