Agree with Bruce. New contract proposal is a pile of
camel droppings. Attended BMA roadshow to see just how
big pile was.
It's Mountainous.
Couldn't help noticing at the aforementioned roadshow
tonight how the cover of the glossy BMA contract
document looks like 'dark side of the moon' the pink
floyd album from 1973. Appropriately, there are tracks
on it called 'money' and 'time').

many people are working hard to maximise the no vote,
throught the vote-no and doctors.net website.  There
is an excellent transcript of alan milburn before the
health committee on the latter which is worth a read.
I suspect a sizeable number of very senior consultants
may vote for it as it will increase their pensions
without them having to face the consequences.
I hope a no vote will be followed (after the
inevitable media slur, which we can live with) by our
beloved government quietly renegotiating with new BMA
leaders. We should remember that they have a
overwhelimg desire to demonstrate nhs improvements
before the next election and getting consultants to
work outwith office hours is central to that plan. The
irony, of course, is that our specialty already does
programmed evening and weekend work across the board.

steve meek
currently resting


--- Bruce Finlayson <[log in to unmask]>
wrote:
> Sorry to repeat myself, but I have just re-read the
> New Contract.  herewith my further views!
>
>
>
> Bruce Finlayson
>
> The New Consultant Contract
>
>
> Having read this document thoroughly, I can only say
> how appalled I am. It seems to be almost a total
> sell-out. I can see few, if any benefits, and many
> flaws.
>
> Point by point, as set out in the framework document
> circulated by the CCSC:
>
>   1.. Job Planning
>     1.. this will be compulsory
>     2.. this will be Trust-enforceable
>     3.. it will be rigid
>     1.. pay progression will depend on achieving
> Trust-defined targets and objectives
> g) there is as yet no national framework for an
> appeals process.
>
>   1.. The Working Week
>     1.. 10 x 4 hour 'sessions' i.e. 40 hours per
> week, as opposed to the current 11 x 3.5 Notional
> Half Days. This is an increase of 3.9% in the basic
> working week.
>     2.. Variances in the number of hours worked vs.
> the contracted working week will be negotiated via
> the job plan. In my current employment, I have not
> had a new job plan for 6 years, despite frequent
> requests.
>     3..  There is little scope for flexibility
>     4.. in order to allow for so-called "Additional
> NHS Responsibilities", the Trusts have the right to
> award extra time rather than reduce the working
> week.
>     5.. When performing fee-paying work for other
> NHS organisations in the working week, the fee
> reverts to the Trust. I will never do work for the
> Ombudsman, or complaints appeals again.
>   1.. Pay Progression
>     1.. The starting salary is fixed - no
> recognition of past experience.
>     2.. No automatic progression through the pay
> scale. Progress depends on achieving
> Trust-determined targets and objectives
>     3.. Allowing the Trust first call on up to 8
> hours of your free time
>     4.. Pay increments may be deferred, at the
> discretion of the Trust
>     5.. Recruitment premia are payable for hard to
> fill posts on a one-off or timed basis.
>     6.. The Trusts may adjust the timed agreements
> on an annual basis, i.e. if the post is filled, it's
> no longer hard to fill is it?  So the Trust can
> remove the recruitment premium.
>   1.. On Call
>     1.. Programmed into the working week - Oh yeah?
>     2.. The maximum allowable for on-call work is 2
> 'sessions' per week.
>     3.. The situation may be reviewed if the on-call
> is still > 2 sessions per week, but there is no
> scope for increasing the maximum allowance.
>     4.. Availability
>       1.. There may be a "very rare need" to be
> called in outside the programmed working week (!)
>       2.. Different intensities of on-call are
> recognised - This is good
>     5.. The employers still decide on whether or not
> your on-call work is high or low intensity.
>     6.. 8% supplement for 1:4 or worse on call is
> good
>   1.. Out of Hours Work
>     1.. Working day 08.0 - 22.00 weekdays, 09.0 -
> 13.0 weekends at basic levels of pay. This is
> outrageous. What about the BMA's own stated '2 for
> 1' value of work performed 17.00 - 09.00 weekdays,
> and '3 for 1' at weekends? Also, compare this with
> the GP new contract, with the working day set
> between 08.00 - 18.00 weekdays only - no work
> weekends or bank holidays. I think this contract
> should be rejected on this alone.
>     2.. 'New provisions' to recognise the unsocial
> nature of work outside these hours.i) Why wait until
> 2004? ii) Work within these hours is unsocial.
>     3.. 3 hours recognised as 4 - i.e. 1.33%
> weighting for working between 22.0 and 08.00. This
> is insulting. What other professional or
> non-professional group would accept this?
>     4.. Trusts must ensure 'adequate rest' if
> working in the night. Totally unrealistic.
>   1.. Extra Professional Activities
> a) Permission is required to perform additional
> work. Trusts have the right to offer up to 2
> additional sessions at standard rates. If the
> consultant refuses, and goes on to perform
> additional work, the Trust may 'defer pay
> progression'.
>
> b) For the first 7 years of appointment, the Trusts
> have a right to demand 8 hours extra work; 4 hours
> thereafter. This takes the consultant to the EU max.
> 48 hour week. It is not inconceivable that Trusts
> might insist that consultants must not work more
> than this, thus effectively banning private
> practice.
>
>   1.. Private Practice
>     1.. Trusts will have the right to demand full
> disclosure of P.P. income
>
>
>   9.. Transitional Arrangements
> All existing consultants (bar those with 30 years
> seniority) will start on the same point i.e. point 5
> - £70,000 on this year's figures. This is allowing
> only 9 years of seniority.
>
> 30-year consultants will start at point 6 and get
> only 14 years seniority.
>
> Speaking for myself, I will have 13 years' seniority
> on April 1 2003:
>
> Starting basic salary £70,0000 (This year's
> comparison)
>
> Current basic salary £68,505 - a pay increase of
> 1.02% for 3.9% extra work.
>
> Salary progression - it will take 10 years to reach
> the top basic salary. If I retire at 60, I will
> never reach this salary level.
>
> There is a limit of 1 'session' allowable for
> on-call work for 2003
>
> It is not until 2004 that differential levels of
> on-call commitment are recognised.
>
> Pay awards are pegged to 3.225% per annum for 3
> years, even if inflation rises to as much as 4.725.
>
>
>
> 11) Clinical Excellence Awards
>
>
> These are still not agreed, but will be "about
> £2,000" - Discretionary Points are presently worth
> £2,745 - i.e. a reduction of 27% .
>
>   12.. Disciplinary Processes
> To be devolved to local level - i.e. further control
> to Trusts with no national appeal.
>
>
>
> Further Comments on the Annexes
>
> Annex B:
>
> Section 5.31 "Study and professional leave, with pay
> and expenses, could be granted by 3 years" - What
> does this mean?
>
>
>
> Summary:
>
> This is a coercive contract being put into the hands
> of an employer with a reputation for coercion and
> abuse of its employees.
>
> I wouldn't touch it with a bargepole, and I urge all
> consultants to reject it.
>
>
>
>
>
>


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