Salaried Primary Dental Care Services Overview of the new contract for employed dentists

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Salaried Primary Dental Care ServicesOverview of
the new contract for employed dentists

• Eric Rooney
• Lead Negotiator

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Context

• Creating the Future
• NHS employers asked to take forward specific
  elements of Creating the Future
• NHS Employers and BDA negotiated a new contract
  which dealt with these and will support
  achievement of some of the other aspects of
  Creating the Future

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Focussed on CTF proposals

• 2. Career pathway for salaried primary care
  generalists should be designed to distinctively
  acknowledge, develop and reward their crucial
  role
• 3. Salaried generalists wishing to develop
  themselves as Dentists with Special Interest
  (DwSI) should be supported through a clear
  framework of development and reward within the
  generalist career pathway
• A new single pay spine should be developed for
  all salaried primary care generalists, including
  those with a special interest
• Future career pathways for salaried primary
  care-based specialists should be designed to
  acknowledge, develop and properly reward these
  important clinicians

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Focussed on CTF proposals

• 6. Those adopting a career as a salaried primary
  care-based specialist should be rewarded
  comparably with hospital-based colleagues by
  utilising existing medical and dental specialist
  grades
• 7. Career development should be facilitated by
  the implementation of personal annual appraisal
  and Personal Development Plans linked to General
  Dental Council re-certification for all salaried
  generalists and specialists
• Leadership roles should be open to all salaried
  dentists, generalist or specialist, for defined
  periods, with an ability to return to full-time
  clinical practice

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Focussed on CTF proposals

• 13. PCTs should seek the benefits of integrating
  clinical leadership of the SPCDS with that of
  wider primary care services

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What have we produced

• An integrated package of changes which if used
  correctly should directly achieve the specific
  proposals focussed on in CTF and support the
  achievement of the other wider proposals and the
  ongoing NHS reforms
• The package

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Job Planning
Supporting
Competency
New Terms And Conditions
Appraisal and PDP
Pay Spine
Framework
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Job Planning
Supporting
Competency
New Terms And Conditions
Appraisal and PDP
Pay Spine
Framework
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Terms Conditions

• A new competitive single salary scale
• Introduction of nationally agreed process and
  standards for individual annual appraisal
• Introduction of nationally agreed process and
  standards for annual individual job planning
• Introduction of national competency framework to
  support appraisal, job planning, service quality
  development and progression within the new pay
  scale

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Terms Conditions

• Introduction of indicative training and
  development budgets of 750 per head per annum
• An increase in the working week to 37.5 hours
• Conversion of 2 statutory leave days to annual
  leave
• Equalisation of notice periods
• Consolidation of allowances
• Specific terms for Vocational Trainees

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Vocational Trainees

• Vocational Trainees will be employed on the same
  salary scale as their peers in general practice
• On completion of vocational training they move to
  point 1 of Band A
• VT section within the Terms and Conditions
  details special terms and conditions for VT
  employment

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Job Planning
Competency
Supporting
New Terms And Conditions
Appraisal and PDP
Pay Spine
Framework
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Competency Framework

• Based on review of existing competencies used or
  proposed
• Domain structure
• Clinical
• Communication
• Management and Leadership
• Professionalism
• Teaching and Training

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Foundation Training Competency Domains
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Vocational Trainee
Band A
Band B
Band C Specialist
Clinical
Professional
Communication
Management and Leadership
Teaching and Training
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Recognising Clinical Competence

• Included in the competency framework
• Included in all roles
• Recognition of the potential for appointing
  Dentist with a Special Interest (DWSI)
  (additional competencies defined in DH documents)
• Recognition of Specialist competencies as defined
  by the GDC in Band C

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Example clinical competence

• VT - Foundation
• Acquiring basic treatment planning skills
• Band A
• Plans treatment on a range of patients
• Band B
• Plans treatment where there is complex
  co-morbidity
• Band C Specialist
• As defined in specialist curriculum

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Recognising Clinical Leadership

• Included in the competency framework
• Included in all roles
• Specific management and leadership competencies
  identified for Clinical Director roles in Band C

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Example Management and Leadership

• VT - Foundation
• Acquires personal organisational skills
• Band A
• Responsible for immediate clinical environment
• Band B
• Is responsible for wider clinical environment or
  specific organisational or clinical issues
• Band C
• Takes managerial responsibility for an entire
  clinical service across multiple sites and staff
  groups

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Competencies

• Specific competency statements in each domain
  identified for each pay band.
• Demonstrated development or maintenance of
  defined competencies using agreed evidence is one
  of the dependents for pay progression

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Job Planning
Supporting
Competency
New Terms And Conditions
Appraisal and PDP
Pay Spine
Framework
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Pay Spine
Working towards competency
Achieved competency
Maintaining competency
Achieved agreed extended competency
Progression by annual appraisal and compliance
with job plan
Progression limited until Achievement of
competency
Progression dependent on Service need
and/or availability of job with higher competency
level or ECP
Local arrangements for DWSI
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Pay Spine
Working towards competency
Achieved competency
Maintaining competency
Achieved agreed extended competency
Clinical Directors and Assistant Clinical
Directors
Assistant CD
CD Standard
CD Medium
CD High
Clinical Leadership Complexity
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Pay Spine Underpinning Principles

• Competency based single pay spine
• Values comparable to other professional clinical
  groups
• Prolonged period of financial motivation
• Progression dependent on competency evidence
• First 2 points on each band to recognise
  developing competency
• A larger progression value is awarded at 3rd
  point, on successful demonstration of the
  competencies
• 4th to 6th points to recognise consolidating and
  maintaining competencies
• 7th Extended competency point equivalent to the
  first point of the next band awarded only on
  delivery of additional competencies with the
  support and agreement of the service for the
  benefit of patients

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Transitional arrangements

• Assimilation
• Back pay from Ist June 2007
• Operational timetable for the integrated
  appraisal and PDP, job planning and paypoint
  review processes

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Job Planning
Supporting
Competency
New Terms And Conditions
Appraisal and PDP
Pay Spine
Framework
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Appraisal

• Provides a mechanism for monitoring the
  development and use of competencies
• Supports pay progression and PDP
• Processes and paperwork developed from existing
  appraisal arrangements for Consultants adapted to
  align competency domain headings and following
  discussion with GDC

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Job Planning
Supporting
Competency
New Terms And Conditions
Appraisal and PDP
Pay Spine
Framework
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Job planning

• Provides a mechanism for shared clarity of
  activity between employer and employee
• Explicitly incorporates agreed objectives both
  organisational and individual
• Provides transparency of link between personal
  and organisational objectives.
• Supports and informs appraisal, pay progression
  and PDP
• Developed from Consultant job planning framework

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Job Planning
Supporting
Competency
New Terms And Conditions
Appraisal and PDP
Pay Spine
Framework
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Benefits for the NHS

• PCT Providers
• Provides PCT Providers with tools to help them
  develop services and staff in line with agreed
  service development plans negotiated with local
  commissioners
• Provides PCT providers with a more focussed,
  vibrant and well motivated staff and a good
  recruitment and retention profile
• Provides PCT providers with a framework to help
  them manage staff as they develop into
  organisations fit for the World Class
  Commissioning agenda

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Benefits for the NHS

• PCT Commissioners
• Allows PCT Commissioners to be confident that PCT
  provider arms have the flexibility if they use
  the contract well to develop and respond to local
  commissioning needs and the World Class
  Commissioning agenda