2016 TCS: webinar for educationalists. 3 October Hosted by:

Transcription

1 2016 TCS: webinar for educationalists 3 October 2016 Hosted by: Gareth Jones Associate Director Medical Workforce Steven Lindsay - Medical Pay and Workforce Adviser

2 Why did we need change? All parties (BMA, DH, NHS) agreed that the current (New Deal) contract was no longer fit for purpose: safety: does not support safe working practices training: does not support the educational and training needs of doctors (Temple report) pay: has perverse incentives that do not recognise or effectively reward hours being worked or the intensity of work being done. A new contract needed to be introduced that was safe, fair and effective for both doctors and employers.

3 Limitations of the New Deal contract BMA and DDRB thought basic pay was too low compared with other graduates Perverse incentive: breaching EWTD limits resulted in more pay, and so safety concerns became conflated with pay disputes Significant variation of individual earnings as a trainee moved between posts and placements Did not harmonise education, training, and service needs Pay progression was based on time served, instead of performance, competence, or responsibility JDC and employers criticised broadness of delineations i.e. 41 hours paid the same as 47 hours, but elsewhere one additional hour could drastically increase pay.

4 Implementation Timeline October 2016 Transition to the new terms and conditions of service for: ST3+ in obstetrics and gynaecology training programmes. November December 2016 Transition to the new terms and conditions of service for: F1s (taking up next appointment) F2 (taking up next appointment and sharing a rota with F1s) February April 2017 All grades taking up next appointments in: Psychiatry Pathology Paediatrics Surgical trainees (under JCST) Any F2 and GP trainees at ST1/2 who share a rota with trainees above in this category. August October 2017 All remaining existing trainees; all new entrants

5 Contractual requirements in respect of training: Current 2002 New Deal contract None contract Doctor must receive a generic work schedule for the post showing the parts of the relevant training curriculum that can be achieved in post and identify the intended learning outcomes (amongst other things). Work schedules to be designed to meet education and training needs of the doctor, and service needs. Work schedule personalised in accordance with the Gold Guide and other relevant documents, according to the doctor s learning needs and opportunities in the post. Educational review discussion contractualised, should take place at least at the start and end of a placement. Contractual reporting mechanism (exception reporting) to apply to training, as well as service. Facilitation of catch up provisions made available by HEE for accelerated learning, access to mentorship, study leave funding and specially developed training, by August 2017.

6 Point to note As part of the TCS, the educational supervisor will respond to any exception reports, conduct work schedule reviews and will also have joint responsibility with the doctor for personalising their work schedule. While accountability remains with the educational supervisor, completing certain tasks can, and often needs to be, formally reassigned. This would be to the clinical supervisor.

7 Work schedules Are they job plans for juniors? No but there are similarities. They will set out the expected service commitments and relevant training opportunities required / available in the post. Each doctor will have a personalised work schedule which they will discuss at the regular meetings with their educational supervisor. These discussions may lead to a change to the work schedule.

8 The generic work schedule will: Be given to doctors with their contract and prior to starting in placement. Include the doctor s hours/on-call arrangements. Include the doctor s clinical care/service duties. Include any specific training requirements for the doctor s grade. Be the basis for their personalised work schedule.

9 The personalised work schedule will: Be agreed with doctors after commencement and updated as necessary to reflect the doctors training needs. Be agreed by the doctor and their supervisor. Set out the doctor s personal objectives in training and service delivery.

10 A completed generic work schedule

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22 Exception reporting Doctors will raise exception reports where their work schedule does not reflect the reality of what they are doing, in terms of service or training. The purpose is to ensure a work schedule remains fit for purpose, where informal discussions may have failed to resolve concerns. Exception reports give employers real time information to identify patterns and pick up any issues quickly. These should be addressed ASAP by the educational/clinical supervisor and may lead to work schedule review

23 The exception reporting process Electronic systems will allow tracking of issues and provide an audit trail useful for reporting. Ultimately, issues will be resolved as they are now, through local measures and discussions with the doctor(s) involved. The TCS provide a contractual framework for this.

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26 Resources available Terms and conditions and Pay Circular Template and sample work schedules Factsheet for educational supervisors Managing exception reports guidance Exception reporting flow charts Implementation guidance for employers Factsheet on rota rules Regularly updated FAQs More resources are available, and will continue to be added to our website.

27 Questions

28 Thank you for attending the webinar today Contact us: Website: Facebook.com/NHSEmployers