Apologies for political content.
> First the good news. Your 'manager' is now a clinical manager
> (but not necessarily a doctor).
I think this actually means a Clinical Service Manager rather than a
clinical director.
> There is additional pay for
> work done between
> 19:00 and 07:00 - time and a third. (Didn't say it was
> wonderful news, just good). You cannot be forced to work
> outside these hours.
Not elective work, but nothing about not having scheduled sessions for
dealing with emergencies.
> More sensible appeals systems have been agreed.
Worth reading through the framework and heads of agreement if you believe
that. If you don't like your job plan you can appeal. Ultimately goes to a 3
person body who make recommendations. But the final decision on whether to
accept these recommendations lies with the trust board. I repeat: you appeal
system allows you only the right of appeal to the trust board.
>
> Now the bad news.
You missed out a couple of points, Rowley.
1. Non NHS practice (OK, most of us won't get too worked up about this): The
trust can still ban it altogether if there is a perceived conflict of
interests without having to show what this conflict of interests is.
2. Call ins out of hours are entirely unpaid beyond the first 4 hours
initially (and later beyond the first 8 hours). I accept that some people
even in A and E do less than this currently, but what's the odds that
waiting time targets will be achieved by job plans including coming in
whenever the wait gets up to 60 minutes (effective consultant provided
service and totally free to the employing trust)
3. There is no encouragement to provide a realistic job plan- if your job
plan pays you for 40 hours a week and you work 60, these extra hours are
completely unpaid- all you get is a job plan review (with a manager who has
a budget to keep to and the right of appeal to a trust board with a budget
to keep to) with the options of the hospital cutting your work load next
year, paying you more next year or doing nothing. Third option looks pretty
attractive to a budget holder.
4. 7.5% extra money available in return for 14% increase in contracted
hours. BMA reckons that with the new framework, we will stick closer to
contracted hours than at present. For reasons above, I doubt it.
Matt Dunn
Warwick
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