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©British Medical Association
Dr William HinchliffeBMA LNC Chair STSFTFebruary 2020
the job plan review:making it work for you
26 February, 2020
©British Medical Association
what is a job plan?why is job planning important? how does having a job plan help me? how to prepare for a job plan review how to negotiate a job plan that’s right
for you
the job plan review:making it work for you
©British Medical Association
part of your contract with the Trust
timetable of activities sets out no. of PAs of each type –
on-call arrangements arrangements for extra PAs agreed objectives supporting resources private & fee paying work
what is a job plan?
©British Medical Association
job plans are part of individual contracts of employment. Changes must be agreed
A ‘live document’– expectation of change
dialogue and agreement encouraged by TCS
annual Job Plan Review contractual requirement
interim Job Plan Review appropriate if change necessary during the year, e.g. workload changes significantly
contractual context
©British Medical Association
be undertaken in a spirit of collaboration and cooperation
be mutually agreed and not imposed be completed in good time with at least
annual review take account of your career
development and aspirations focus on maintaining high-quality care be transparent, fair and honest
a good job plan should :
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identify how much of your time (in PAs) is spent on the different categories of work:
direct clinical care supporting professional activities additional responsibilities external duties remember premium time 1900-07001 PA = 3 hours
analysing a job plan diary
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work directly relating to the prevention, diagnosis or treatment of illness
emergency duties (including emergency work carried out during or arising from on call)
ward rounds on-call arrangements outpatient activities liaison with GP’s, relatives etc clinical diagnostic workmulti-disciplinary meetings about direct
patient care administration directly related to the above
direct clinical care - examples
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should be the first calculation when determining/agreeing Job Plan PAs
separate from the on-call allowance
average on-call over rota period usually used to provide average figure for emergency on-call PAs
predictable work (e.g. ward rounds whilst on call) should be programmed into DCC in Job Plan.
during Premium Time – PA ratex1.33
emergency on-call work
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participation in training, medical education, CPD
formal teaching audit job planning appraisal & revalidation research clinical management and local clinical
governance
supporting professional activities -examples
©British Medical Association
“In order for NHS organisations to attract medical staff, both non-training and training grades, a culture of education and training needs to be further developed within the NHS. To ignore this would have a detrimental effect on recruitment, retention and return”.
the importance of SPA’s
©British Medical Association
In view of the uncertainty around revalidation… minimum number of SPAs allowed for this purpose should be 1.5 per week, not including annual study leave. However, a contract that includes only 1.5 SPAs and 8.5 Programmed Activities would have no time at all for other SPA work such as teaching, training, research, service development, clinical governance, contribution to management etc. It is unthinkable that a consultant could be employed with absolutely no involvement in management…”
the importance of SPA’s
©British Medical Association
based on “reasonable expectations of what might be achievable”
specific, measurable, achievable (and agreed), realistic and timed (SMART)
address areas such as: quality, activity and efficiency clinical outcomes clinical standards service objectives resource management local service objectives management of resources service development multidisciplinary team working
should be agreed on the understanding that achievement may be affected by factors outside the post holder’s control
objectives
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job plan diary over a representative period
workload issues resources to support the job changes to the job to help deliver
a better quality service to patients career development ambitions
how to prepare for a job plan review
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preparation plan your strategy essential outcomes desirables outcomes anticipation both parties to the discussion are
equal partners
negotiating over your job plan
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mediation process – normally with the medical director
followed, if necessary, by formal appeal
BMA help and advice available
if you can’t agree…
©British Medical Association
NHS Employers and BMA joint guidance:
“A guide to consultant job planning, July 2011 v1”
“A UK Guide to Job Planning for specialty doctors and associate specialists”
British Medical Association FPC - tel: 0300 123 1233
further guidance & support
©British Medical Association
preparation familiarise yourself with the JPR TCS
(BMA/NHSE websites) build the evidence – e.g. keep a diary identify your own goals and discuss common
issues with colleagues be prepared to negotiate and to “trade” to
reach agreement be prepared to account for your SPA time use the JPR process to try to effect changes
you wantmediation and appeal process to resolve
disagreement
golden rules…