the job plan review: making it work for you

©British Medical Association

Dr William HinchliffeBMA LNC Chair STSFTFebruary 2020

the job plan review:making it work for you

26 February, 2020


what is a job plan?why is job planning important? how does having a job plan help me? how to prepare for a job plan review how to negotiate a job plan that’s right

for you

the job plan review:making it work for you


part of your contract with the Trust

timetable of activities sets out no. of PAs of each type –

on-call arrangements arrangements for extra PAs agreed objectives supporting resources private & fee paying work

what is a job plan?


job plans are part of individual contracts of employment. Changes must be agreed

A ‘live document’– expectation of change

dialogue and agreement encouraged by TCS

annual Job Plan Review contractual requirement

interim Job Plan Review appropriate if change necessary during the year, e.g. workload changes significantly

contractual context


be undertaken in a spirit of collaboration and cooperation

be mutually agreed and not imposed be completed in good time with at least

annual review take account of your career

development and aspirations focus on maintaining high-quality care be transparent, fair and honest

a good job plan should :


identify how much of your time (in PAs) is spent on the different categories of work:

direct clinical care supporting professional activities additional responsibilities external duties remember premium time 1900-07001 PA = 3 hours

analysing a job plan diary


work directly relating to the prevention, diagnosis or treatment of illness

emergency duties (including emergency work carried out during or arising from on call)

ward rounds on-call arrangements outpatient activities liaison with GP’s, relatives etc clinical diagnostic workmulti-disciplinary meetings about direct

patient care administration directly related to the above

direct clinical care - examples


should be the first calculation when determining/agreeing Job Plan PAs

separate from the on-call allowance

average on-call over rota period usually used to provide average figure for emergency on-call PAs

predictable work (e.g. ward rounds whilst on call) should be programmed into DCC in Job Plan.

during Premium Time – PA ratex1.33

emergency on-call work


participation in training, medical education, CPD

formal teaching audit job planning appraisal & revalidation research clinical management and local clinical

governance

supporting professional activities -examples


“In order for NHS organisations to attract medical staff, both non-training and training grades, a culture of education and training needs to be further developed within the NHS. To ignore this would have a detrimental effect on recruitment, retention and return”.

the importance of SPA’s


26 February, 2020


In view of the uncertainty around revalidation… minimum number of SPAs allowed for this purpose should be 1.5 per week, not including annual study leave. However, a contract that includes only 1.5 SPAs and 8.5 Programmed Activities would have no time at all for other SPA work such as teaching, training, research, service development, clinical governance, contribution to management etc. It is unthinkable that a consultant could be employed with absolutely no involvement in management…”

the importance of SPA’s


based on “reasonable expectations of what might be achievable”

specific, measurable, achievable (and agreed), realistic and timed (SMART)

address areas such as: quality, activity and efficiency clinical outcomes clinical standards service objectives resource management local service objectives management of resources service development multidisciplinary team working

should be agreed on the understanding that achievement may be affected by factors outside the post holder’s control

objectives


job plan diary over a representative period

workload issues resources to support the job changes to the job to help deliver

a better quality service to patients career development ambitions

how to prepare for a job plan review


preparation plan your strategy essential outcomes desirables outcomes anticipation both parties to the discussion are

equal partners

negotiating over your job plan


mediation process – normally with the medical director

followed, if necessary, by formal appeal

BMA help and advice available

if you can’t agree…


NHS Employers and BMA joint guidance:

“A guide to consultant job planning, July 2011 v1”

“A UK Guide to Job Planning for specialty doctors and associate specialists”

British Medical Association FPC - tel: 0300 123 1233

further guidance & support


Annualising

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Medical job plan consistency committees

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Sample job plans


Don’t forget on call


preparation familiarise yourself with the JPR TCS

(BMA/NHSE websites) build the evidence – e.g. keep a diary identify your own goals and discuss common

issues with colleagues be prepared to negotiate and to “trade” to

reach agreement be prepared to account for your SPA time use the JPR process to try to effect changes

you wantmediation and appeal process to resolve

disagreement

golden rules…


Questions

26 February, 2020

the job plan review: making it work for you

Documents