Of all the correspondence we receive from members, the majority is from dissatisfied salaried GPs.
It's not that they don't like the job or the patients or the staff - its because, for want of a better word - they're being exploited by their employers. We're not suggesting here for one minute that their employers are necessarily wicked or greedy or nasty - it could be that they've just not thought matters through; a conspiracy of ignorance perhaps. After all, general practice isn't renowned for the cutting-edge management of its personnel.
Then again, us sessional GPs aren't necessarily renowned for our negotiating skills. So it's a wonder then that any of us ever end up with the ideal employment contract.
And that's why the NASGP is now advising any GP taking up a salaried GP post - and every practice who's employing a salaried GP - to use the Model Terms and Conditions of Service for a Salaried GP that were negotiated and ratified by the NHS Confederation and the BMA. This contract is the bare minimum within which any salaried GP should be employed, and so we advise that if you're a GP looking for a salaried post you must insist on it.
Why is the New Model Contract worth asking for?
Because amongst other things it includes:
- An entitlement to one session of CPD per week for full time (and pro rata for part time)
- Paid time for practice meetings
- Whitley council pay for sick and maternity pay
- Recognition of all previous NHS work experience as "continuous" for the purpose of these entitlements
- Some employers are refusing to recognise previous NHS service as continuous so you must ensure that the contract you sign has an agreed date from which you are considered to have started in the NHS (usually when you started working unless you have taken large breaks)
- Ensure that you agree some form of annual pay rise, including seniority, as there is no provision for this in the contract and the current recommended pay range does not include a "ladder" which you can climb up automatically (unlike salaried hospital doctors).
- Check any amendments suggested by your employer with your local BMA Industrial Relations Officer.
Frequently Asked Questions
- BNF | How do I get one?
- Data Protection Act | Do I need to register?
- Equipment | What should GPs carry around with them?
- Employment status – long-term | HMRC, NHS pension and employee status
- Maternity | What are my rights?
- Mileage | Can I charge practices for travel time?
- Private work | How should this be charged?
- GP publications | How do I get them all?
- Registration | Do I need to prove my Hepatitis B status?
- Registration | How often do I need a DBS check?
- Salaried GP | BMA Salaried GP Contract – does my practice have to use it?
- Salaried GP | What are the tax-allowable mileage expenses
- Training | Basic life support BLS – how often should I do it?
- Training | Information governance – how often should I do it?
- Training | Safeguarding children – how often do I need training?
- Training | Safeguarding adults – how often do I need training?