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Flexible Training

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Flexible Training. Revised Remuneration Arrangements. UK Flexible Working Group of ... proportion of the actual hours worked by full-time trainees on the same rota. ... – PowerPoint PPT presentation

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Title: Flexible Training


1
  • Flexible Training

2
Revised Remuneration Arrangements
  • UK Flexible Working Group of COPMeD Roadshow
  • 10 May 2005
  • Gill Bellord Mike Beattie
  • NHS Employers

3
Overview
  • A vision
  • Some history
  • What needed to change
  • Practical implications

4
A Vision
  • Vision is seeing what life
  • could be like,
  • while dealing with life as it is
  • (anon)

5
History - Early Schemes
  • Not seen as a mainstream career pathway
  • Flexible training schemes with defined rules
  • For example
  • PM79 (3) Senior Registrars
  • EL (91) 5 Career Registrars
  • Limited provision for PRHO and SHO

6
History Hours Worked
7
History - Progress
8
Current Problems
  • Deans were asking DH for more funding
  • The BMA was concerned about doctors remaining in
    training.
  •  Trusts were refusing to take flexible trainees
    because they are too expensive

9
The 2000 Contract
10
Addressing the Issues
  • Removing the pay obstacle to flexible training
  • Working in partnership with BMA through JNC(J)
  • Working with deaneries and medical staffing
    colleagues to arrive at practical solutions
  • 7m recurrent funding from Department of Health
  • Parallel work to look at access and monitoring

11
New Arrangements for Flexible Pay
  • The New Approach to Pay

12
New Arrangements for Flexible Pay
  • The new pay system addresses 4 key issues
  • A lack of flexibility
  • A lack of connection between pay and hours
    worked
  • A lack of equity between full- and part-time pay
    rates
  • A lack of transparency about who should fund
    what.
  • It also simplifies arrangements for
    superannuation.

13
New Arrangements for Flexible Pay
  • Current working arrangements can be very
    different to pro-rata working.
  • A pay system based on actual work done is a
    fairer solution.
  • Nevertheless, legislation specifies a pro-rata
    approach to part-time medical training to ensure
    its effectiveness and equality.
  • The new arrangements properly recognise and
    reward hours worked on a proportional basis,
    whilst still providing a basis for pro-rata pay.

14
New Arrangements for Flexible Pay
  • Where full-time trainees undertake out-of-hours
    duties, flexible trainees taking part in the same
    training arrangements should not be excluded from
    such work.
  • Where full-time trainees normally undertake
    out-of-hours duties, flexible trainees should
    also undertake these duties.
  • Flexible training cannot be different training
    it must have the same content as full-time
    training - spread over a longer timescale.
  • Service delivery is an important part of the
    education - trusts must recognise this and
    utilise flexible trainees effectively.

15
New Arrangements for Flexible Pay
  • Pay has two components basic salary and
    supplement
  • Basic salary is determined by the actual hours
    worked by the flexible trainee. This needs to be
    no more than the appropriate proportion of the
    actual hours worked by full-time trainees on the
    same rota.
  • The supplement is determined on the basis of
    frequency and proportion of out-of-hours duties.
  • The supplement is paid as a proportion of the
    basic salary determined by the actual hours
    worked.

16
New Arrangements for Flexible Pay
  • Basic salary is now related to hours worked the
    calculation of superannuation is simpler.
  • The arrangements are intended to be applicable in
    the longer term EWTD will bring most trainees
    into Band 1 in the coming few years.
  • The determination of intensity is based on a
    typical trainee doing 60 of full-time, using
    parameters derived from the Band 1 criteria.
  • If in future the typical flexible trainee works
    other than 60, the parameters can be reviewed.

17
The 2005 Contract
18
The 2000 Contract
19
The 2005 Contract
20
New Arrangements for Flexible Pay
  • Example 1
  • Flexible contracted at 60
  • Full-timer in Band 1, 1 in 8, working 47 hours a
    week
  • Flexible hours 60 of 47 28.2
  • On-call frequency 60 of 1 in 8 1 in 13.3
  • Basic pay F7 70 of full basic pay
  • Supplement FA 50 of F7

21
New Arrangements for Flexible Pay Ex.1
  • The total pay is worked out as follows
  • (in the following, full-time basic pay is shown
    as FBP)
  • Basic Pay 0.7 x FBP
  • Supplement 0.5 x Basic Pay
  • 0.5 x 0.7 x FBP 0.35 x FBP
  • Total Pay Basic Pay Supplement
  • (0.7 0.35) x FBP 1.05 x FBP

22
New Arrangements for Flexible Pay Ex. 1
23
New Arrangements for Flexible Pay
  • Example 2
  • Flexible contracted at 60
  • Full-timer in Band 1, 1 in 8, working 45 hours a
    week
  • Flexible hours 60 of 45 27
  • On-call frequency 60 of 1 in 8 1 in 13.3
  • Basic pay F6 60 of full basic pay
  • Supplement FA 50 of F6

24
New Arrangements for Flexible Pay - Ex.2
  • The total pay is worked out as follows
  • (in the following, full-time basic pay is shown
    as FBP)
  • Basic Pay 0.6 x FBP
  • Supplement 0.5 x Basic Pay
  • 0.5 x 0.6 x FBP 0.3 x FBP
  • Total Pay Basic Pay Supplement
  • (0.6 0.3) x FBP 0.9 x FBP

25
New Arrangements for Flexible Pay Ex.2
26
New Arrangements for Flexible Pay
  • Example 3
  • Flexible contracted at 50
  • Full-timer in Band 1, 1 in 8, working 47 hours a
    week
  • Flexible hours 50 of 47 23.5
  • On-call frequency 50 of 1 in 8 1 in 16
  • Basic pay F5 50 of full basic pay
  • Supplement FB 40 of F5

27
New Arrangements for Flexible Pay - Ex.3
  • The total pay is worked out as follows
  • (in the following, full-time basic pay is shown
    as FBP)
  • Basic Pay 0.5 x FBP
  • Supplement 0.4 x Basic Pay
  • 0.4 x 0.5 x FBP 0.2 x FBP
  • Total Pay Basic Pay Supplement
  • (0.5 0.2) x FBP 0.7 x FBP

28
New Arrangements for Flexible Pay Ex.3
29
New Arrangements for Flexible Pay
  • Establishing Posts
  • Agree eligibility and establish support
  • Identify/agree suitable post(s)
  • Agree work plan based on proportion of full-time
    duties
  • Use the work plan to set basic pay and supplement
  • Offer contract on this basis

30
New Arrangements for Flexible Pay
  • Establishing Posts
  • Clarifies expectation on both sides
  • If hours are longer than those agreed, pay will
    reflect it
  • Trusts can manage duties to bring hours back to
    contracted levels and thus control costs
  • Pay is protected at a minimum of the contracted
    level

31
New Arrangements for Flexible Pay
  • Pay Protection
  • Flexible trainees in post or with posts already
    agreed at transition will have their pay
    protected until the end of those posts or
    placements currently contracted for, under the
    same arrangements as full-time trainees.
  • Trainees entering new contracts after the
    transition date will have their pay protected at
    the level contracted under the new arrangements
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