1 / 16

Access to less than full time working – improvements and concerns

Access to less than full time working – improvements and concerns. Jayn Ammantoola Chair, National Association of Medical Personnel Specialists Medical Personnel Specialist. Flexis – pros ‘n’ cons……. …Differences. What’s Different?. What happens now…

jerod
Download Presentation

Access to less than full time working – improvements and concerns

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. Access to less than full time working – improvements and concerns • Jayn Ammantoola Chair, National Association of Medical Personnel Specialists Medical Personnel Specialist Flexis – pros ‘n’ cons…….. …Differences

  2. What’s Different? • What happens now… • Dr Flexible arrives on the first day with no papers……. OR • Dr Flexible comes the Trust after having contacted the Flexible Dean, and has all the signatures and papers, working through a check list.

  3. Check List

  4. The junior doctor… • Must collect the signatures – applications should not take longer than 3 months to process. • They will need to find out who organises the rota patterns – HR / Medical Staffing / Directorate; • - and get the papers to them in advance. • Consultant needs to talk to Dr. • Timely return to work after maternity leave…….and 6 monthly rolling rotations. …

  5. The clinical tutor • …”education and service elements…..each component …allocated” • ..”funded at the level contracted for educational purposes” • How to designate this? • work with the doctor to organise the timetable.

  6. Sorting out the rota…. • …”identifying total hours of work, which will include out of hours….” • The agreement will include an assessment of intensity banding. • So, how to do this?

  7. What do the full timers do…. • 7 doctors doing a 1 in 7 non resident on call • Band 2B • Hybrid - Full shift and on call

  8. Just 3 steps…. • Step 1 – look at the full time pay and how much of that the flexible is doing • Step 2 – work out the supplement • Step 3 do all the sums Pay!

  9. The banding flowchart http://www.nhsemployers.org/PayAndConditions/doctors_in_training_including_gp_registrars.asp

  10. What do part timers do…. • Part time • only does the nights when they have done the days • Band FB

  11. Future…. • Part time • does 70% of all the nights, no matter whether on for that day or not • Band FA 1 weekend in 5

  12. On full shifts - • The full time doctors average 50 hours • Part time 3 ½ days • does 70% of all the nights • Band FA 1 weekend in 4 70% of 50 full time hours = 35 is F8 F8 is 80% of FBP 1 in 4 full shift is a Band FA (O.5) Supplement is 50% x Basic Basic = 0.8 x FBP Supplement = 0.5 x Basic Pay 0.8 x 0.5 x FBP = 0.40 x FBP Pay = (0.8 + 0.4) x FBP = 1.2 x FBP

  13. Monitoring • Currently, monitoring against the theoretical pattern for 7 doctors (1 in 7)with 2 flexis on slot share, checking 6 full timers, and the slot shares individually*. • Supernumerary – monitor against their individual pattern. • When to monitor – just after they start, one off monitoring…and again every 6 months….. • With 20% of workforce envisaged as flexible, additional analysis of monitoring ? • Software packages / PDAs etc to help • The normal monitoring mutual obligation applies.

  14. Dr Slot works 3 days per week M, T, W. 30 hours, FB 1 in 14 weekends Dr Share works for 3½ days a week T,W,Th,F. 36½ hours, FB 1 in 14 weekends… Slot shares –. 70% of 50 hours = 35 hours = F8, so basic is 0.8 x FBP Supplement is 40% of F8 Which is 0.4 x 0.8 = 0.32 Pay = (0.8 + 0.32) x FBP = 1.12 x FBP 60% of 50 hours full time = 30 hours = F7 so Basic pay is 0.7 x FBP Supplement for ON call = 1 in 14 with cover = FB, so that is 40% of F7, Which is 0.4 x 0.7 = 0.28 Pay = (0.7+0.28) x FBP = 0.98 x FBP

  15. Pay protection, etc • So, what happens to the trainees who are collecting signatures now? • The initial banding, worked out before starting, is the level of pay protection for those starting after the new pay start date. • Current trainees stay at their current band if it is higher, until the end of the post or placement ….is this CCST? …or just until next year?

  16. Final questions • Is it a good thing to rely on supernumerary trainees for rota compliance? • Access to flexible training is resource limited.. • Numbers of flexible trainees will double in the next 3-5 years…aim to increase the numbers over 5 years to 20% of trainees within all educational contracts… a trust with 50 / 100 / 300 junior doctors….(10, 20, 60) • Last – does payroll know?

More Related