Our partnership agreement has it that we all had immediate parity; all NHS 
income is pooled; all PP stuff, including assistentships etc,  goes to the 
person doing it as long as it does not interfere with the practice; PGEA goes 
to the person, but is compulsory; we don't have personal lists; we keep our 
own seniority- I disagree with this but not so much to make  a big stand 
against it. We are also about to introduce flexible hours/surgeries/working, 
join a COOP (so reduce our expenditure on deputising), reduce routine home 
visiting, take long weekends every 3 week each, work fewer saturday am's, 
increase practice income and net profit, 13 week sabbaticals every 3 years  
and increase holiday to 35 (or more with agreement) days per year!!!!!!! I am 
very lucky to have 2 partners who are not bound to tradition and will change 
if they perceive a problem, not just keep moaning about it.

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From: 	[log in to unmask] on behalf of Mary Hawking
Sent: 	15 February 1998 08:09
To: 	[log in to unmask]
Subject: 	Re: Parity deals

In message <[log in to unmask]>, Paul Caldwell
<[log in to unmask]> writes
>sorry, no, misunderstanding. all partners must have equal pay from the start 
>of a partnership.
Is this the start of a new partnership - i.e. when the new partner
joins?
There has been a good deal of discussion about the workload of new
partners -
I have been  a Senior Partner ( and previously the Managing Partner
since  July 1989.. ) since July 1996, and have experienced a few new
partners.
Could we define what constitutes "equal pay" - and also "equal work"?

-are you including things which would not be paid without the individual
partners' positions/contributions? eg. Seniority and PGEA?
-are you including external positions such as Clinical Assistantships,
medicals etc done in "company time" - when another partner will be
covering the routine work of the practice? What do you do if a partner
works in a halfday, works on annual leave, or does sessions for a
deputising service? *even* gets a fee for being on the LMC - in company
time?  ;->>>> 
-what about PMA reports?
-do you operate an "own list" policy? and if so, how do you give the
incoming partner an adequate workload, without tempting them to take
their list and setup a practice opposite yours?
-dos work include non-clinical duties - like dealing with the basics:
Finance, Staff, Premises; HA(s), sons of MAAG, complaints, training etc.
How do you balance the demands of management ant patient care - and
place an appropriate value on them?
*What* extra activities are of sufficient benefit to the practice to be
covered *particularly* if they attract little or no finance?
Mary

PS as a senior partner, the *last* thing I need is a junior partner with
a chip on it's (just trying not to be sexist! ;->>) shoulder ... in the
long run, I'm hoping to be working harmoniously with the new partner for
a long time.... or at anyrate until I take early retirement ;->>

Mary Hawking Kingsbury Court Surgery Church Street Dunstable LU5 4RS
tel:01582 663218 (surgery)fax:01582 476488 (surgery)
Member of British Healthcare Internet Association
Dunstable and Houghton Regis Locality Commisssioning Pilot





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