access to less than full time working – improvements and concerns jayn ammantoola chair, national...

Access to less than full time working – Access to less than full time working – improvements and concernsimprovements and concerns

• Jayn AmmantoolaChair, National Association of Medical Personnel Specialists

Medical Personnel Specialist

Flexis – pros ‘n’ cons……..

……DifferencesDifferences

What’s Different?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.

Check ListCheck ListAction Date DoneDr contacts the Flexible Training Office at the Deanery to discuss eligibility

Flexible form is posted to the doctor

Dr discusses placement with the programme Director (SpR) and Supervising Consultant,

Draw up training programme and work plan

Dr gets Royal College educational approval, STC / University approval (SpR)

Doctors’ Hours Team looks at the provisional timetable / pattern and calculates band

The Trust may ask for further local signatures – Directorate Finance / HR Director / IWL Manager.

Recruitment documents are attached to show that the recruitment was in open competition (SHO)

Form is sent to the Flexible Training Office

A signed copy of the form is sent back to the Dr.

A copy is given to Medical Staffing for the file, Dr starts work at the Trust, signs onto payroll

After 6 weeks, Dr is monitored to check the provisional band

Repeat this check list – either 3 months before the next Trust, or 3 months before the year is up

The junior doctor…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. …

The clinical tutorThe 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.

Sorting out the rotaSorting 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?

What do the full timers doWhat do the full timers do….….

7 doctors doing a 1 in 7

non resident on call Band 2B Hybrid - Full shift and on call

Week Mon Tues Wed Thurs Fri Sat Sun

1 09.00-09.00

09.00-14.00

09.00-17.00

09.00-17.00

09.00-17.00

2 09.00-17.00

09.00- 09.00

09.00-17.00

09.00-17.00

09.00-17.00

3 09.00-17.00

09.00-17.00

09.00-09.00

09.00-17.00

09.00-17.00

4 09.00-17.00

09.00-17.00

09.00-17.00

09.00-09.00

09.00-17.00

5 09.00-17.00

09.00-17.00

09.00-17.00

09.00-17.00

09.00-09.00

6 09.00-17.00

09.00-17.00

09.00-17.00

09.00-17.00

09.00-17.00

09.00-09.00

09.00-09.00

7 09.00-17.00

09.00-17.00

09.00-17.00

09.00-17.00

09.00-17.00

Average weekly hours of duty New Deal 63.14 Target

72.00

Average weekly hours of work New Deal 50.10 Target

56.00

Average total rest weekday on call 11.00

Average total rest weekends on call 12.00

Prospective cover included? Yes

Average weekly hours EWTD 48.22 Target

58.00

Just 3 steps….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!

The banding flowchartThe banding flowchart

http://www.nhsemployers.org/PayAndConditions/doctors_in_training_including_gp_registrars.asp

What do part timers doWhat do part timers do….….

Part time only does the nights when

they have done the days Band FB


72.00


56.00





58.00


1 09.00-09.00

09.00-14.00

09.00-17.00

2 09.00-17.00

09.00- 09.00

09.00-17.00

3 09.00-17.00

09.00-17.00

09.00-09.00

4 09.00-17.00

09.00-17.00

09.00-17.00

5 09.00-17.00

09.00-17.00

09.00-17.00

6 09.00-17.00

09.00-17.00

09.00-17.00

09.00-09.00

09.00-09.00

7 09.00-17.00

09.00-17.00

09.00-17.00

FutureFuture….….

Part time does 70% of all the nights, no

matter whether on for that day or not

Band FA 1 weekend in 5


72.00


56.00





58.00


1 09.00-09.00 09.00-14.00 09.00-17.00

2 09.00-17.00 09.00- 09.00 09.00-17.00

3 09.00-17.00 09.00-17.00 09.00-09.00

4 09.00-17.00 09.00-17.00 09.00-17.00 09.00-09.00

5 09.00-17.00 09.00-17.00 09.00-17.00 09.00-09.00

6 09.00-17.00 09.00-17.00 09.00-17.00 09.00-09.00 09.00-09.00

7 09.00-17.00 09.00-17.00 09.00-17.00

8 09.00-17.00 09.00-17.00 09.00-17.00

9 09.00-17.00 09.00-17.00 09.00-17.00

10 09.00-17.00 09.00-17.00 09.00-17.00

On full shifts -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


1 8-18 8-18 8-18

2 21-10 21-10

3 8-18 8-18 8-18 8-21 8-21 8-21

4 8-18 8-21 8-18

5 8-18 8-18 8-21

6 8-18 8-18 21-10 21-10 21-10

7

8 8-18 8-18 8-18

Average weekly hours of work New Deal & EWTD 35

Night shift of 13 hours

Day shift of 10 hours

long day 13 hours


70% of 50 full time hours = 35 is F8F8 is 80% of FBP

1 in 4 full shift is a Band FA (O.5)Supplement is 50% x Basic

Basic = 0.8 x FBPSupplement = 0.5 x Basic Pay0.8 x 0.5 x FBP = 0.40 x FBP

Pay = (0.8 + 0.4) x FBP = 1.2 x FBP

MonitoringMonitoring

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.

Slot sharesSlot shares –.

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…

Week

Mon Tues Wed Th F Sat Sun

1 09.00-09.00

09.00-14.00

09.00-17.00

2 09.00-17.00

09.00- 09.00

09.00-17.00

3 09.00-17.00

09.00-17.00

09.00-09.00

4 09.00-17.00

09.00-17.00

09.00-17.00

5 09.00-17.00

09.00-17.00

09.00-17.00

6 09.00-17.00

09.00-17.00

09.00-17.00

09.00-09.00

09.00-09.00

7 09.00-17.00

09.00-17.00

09.00-17.00

M Tues Wed Th F Sat Sun

1 09.00-14.00

09.00-17.00

09.00-17.00

9-13

2 09.00- 09.00

09.00-17.00

09.00-17.00

9-13

3 09.00-17.00

09.00-09.00

09.00-17.00

9-13

4 09.00-17.00

09.00-17.00

09.00-09.00

9-13

5 09.00-17.00

09.00-17.00

09.00-17.00

09.00-09.00

6 09.00-17.00

09.00-17.00

09.00-17.00

9-13 09.00-09.00

09.00-09.00

7 09.00-17.00

09.00-17.00

09.00-17.00

9-13

60% of 50 hours full time = 30 hours = F7 so Basic pay is 0.7 x FBPSupplement for ON call = 1 in 14 with cover = FB, so that is 40% of F7,

Which is 0.4 x 0.7 = 0.28Pay = (0.7+0.28) x FBP = 0.98 x FBP

70% of 50 hours = 35 hours = F8, so basic is 0.8 x FBPSupplement is 40% of F8Which is 0.4 x 0.8 = 0.32

Pay = (0.8 + 0.32) x FBP = 1.12 x FBP

Pay protection, etcPay 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?

Final questionsFinal 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?

access to less than full time working – improvements and concerns jayn ammantoola chair, national...

Documents