Title: Flexible Training
1 2Revised Remuneration Arrangements
- UK Flexible Working Group of COPMeD Roadshow
- 10 May 2005
- Gill Bellord Mike Beattie
- NHS Employers
3Overview
- A vision
- Some history
- What needed to change
- Practical implications
4A 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
6History Hours Worked
7History - Progress
8Current 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
9The 2000 Contract
10Addressing 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
11New Arrangements for Flexible Pay
12New 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.
13New 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.
14New 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.
15New 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.
16New 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.
17The 2005 Contract
18The 2000 Contract
19The 2005 Contract
20New 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
21New 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
22New Arrangements for Flexible Pay Ex. 1
23New 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
24New 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
25New Arrangements for Flexible Pay Ex.2
26New 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
27New 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
28New Arrangements for Flexible Pay Ex.3
29New 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
30New 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
31New 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