Medical and Dental Staff

This page provides information and resources on the terms and conditions of staff employed on Medical and Dental arrangements.

National Services Scotland

This page provides information and resources on the terms and conditions of service for Medical and Dental staff within NSS including Consultants, Specialty Grade and Associate Specialists.

NHS 24

Employees with a medical or dental qualification are not remunerated under Agenda for Change.  This page provides information and resources on the terms and conditions of service for Consultants within NHS 24.  The pay, terms and conditions for medical and dental consultants in Scotland are associated with the 2007 consultant contract.  In addition the Management Steering Group website contains key documentation relating to Consultants. 

NHS Education for Scotland

Employees with a medical or dental qualification are not remunerated under Agenda for Change. This section outlines the different salary scales and review processes that may apply. If you require clarification regarding the salary arrangements for your NES post, please check your contract or contact HR Business Support.

NHS Golden Jubilee

Discussions in relation to medical pay, terms and conditions take place in a number of fora at UK, Scottish, and local level. In relation to the discussions at Scottish level the Management Steering Group forms the management side in any bi-lateral or multi-lateral pay bargaining events.

Scottish employers also work with Scottish Government Health and Social Care Directorates and the other UK Health Departments and employers from across the UK on medical pay issues. In recent years Scottish employers have significantly increased their level of involvement in medical pay issues both at Scottish and overall UK level.

Useful information on Medical and Dental terms and conditions of employment can be found on the Management Steering Group's website: https://www.msg.scot.nhs.uk/pay/medical.

Discretionary Points Process 2019-2020

We have been informed by the Scottish Government that the Discretionary Points process for 2019-2020 can restart with immediate effect, following on from the pause caused by the COVID-19 situation.  As such an email was sent to all eligible Consultants on Thursday 25 June to invite them to apply for Discretionary Points.  A letter was also sent to their home addresses. Under the "For Employee" tab below can be found the following documents, which are needed by those who apply for Discretionary Points:

  • Anonymised copy of the letter of invitation to apply for Discretionary Points;
  • Consultants’ Discretionary Points: Agreement between NHS Golden Jubilee and NHS Golden Jubilee LNC 2019/2020;
  • The documents that you need to complete if you wish to apply for Discretionary Points:
    • Appendix 1:        Cover Sheet;
    • Appendix 2:        Statement of Case; and
    • Appendix 3         Equal Opportunities Monitoring Questionnaire.

Please note that Appendix 1 is for administration purposes only, while Appendix 3 is for statistical monitoring purposes only.  Both appendices will be removed prior to the submission of your Statement of Case to the Discretionary Points Committee.

Completed applications must be sent electronically to David Wilson, Senior Medical Staffing and Workforce Information Advisor (david.wilson2@gjnh.scot.nhs.uk) to arrive no later than 11:59 pm on Friday 24 July 2020.   Applications will be acknowledged on receipt.  Eligible Consultants who do not wish to apply for Discretionary Points are asked to email David to confirm this.

Public Health Scotland

This page provides information and resources on the terms and conditions of service for Medical and Dental staff within PHS including Consultants, Specialty Grade and Associate Specialists.

The State Hospital

Discussions in relation to medical pay, terms and conditions take place in a number of fora at UK, Scottish, and local level. In relation to the discussions at Scottish level the Management Steering Group forms the management side in any bi-lateral or multi-lateral bargaining events.

Scottish employers also work with Scottish Government Health and Social Care Directorates and the other UK Health Departments and employers from across the UK on medical pay issues. In recent years Scottish employers have significantly increased their level of involvement in medical pay issues both at Scottish and overall UK level.

Useful information on Medical and Dental terms and conditions of employment can be found on the Management Steering Group website.

A chronological list of guidance issued as a result of discussion at STAC (Scottish Terms and Conditions) can be found on the STAC Website

Medical Revalidation

The primary objective of medical revalidation is to support the development of individual doctors to achieve the standards set out by the General Medical Council (GMC).

    • Medical and Dental Terms and Conditions PHS FAQsPublic Health Scotland

      General Medical and Dental Terms and Conditions FAQs

      1. Do doctors or dentists have to undertake non-emergency work out of hours and at the weekend?

      No. Changes to patterns of work must be mutually agreed through the standard job planning process.

      2. Is there a mechanism to enable employers to appoint doctors who have relevant experience to a higher incremental point?

      An employer may, in determining salary and seniority (incremental) date take into account all previous NHS service in the same (or higher) grade as well as equivalent service external to the NHS. For consultants full details are in appendix 7 of the terms and conditions.

      3. Where can information be accessed regarding salary scales?

      Medical & Dental pay scales can be obtained from the Pay and Conditions of Service circular available on HR Connect/SHOW/SG  website (and associated addendum) on HR Connect as well as from Scotland's Health on the Web (SHOW) website or the Management Steering Group (MSG) website.

       

      SAS Terms and Conditions FAQs

      1. Do the Specialty Doctor and Associate Specialist terms and conditions of service include optional or discretionary points?

      No.  The 2008 contracts incorporate optional or discretionary points into the pay scale

      2. How long should it take to progress from the bottom to the top of the Specialty Doctor or the Associate Specialist pay scales?

      The minimum length of time it should take to progress from the bottom to the top of each grade is 17 years subject to meeting incremental and threshold criteria.

      3. What are the minimum entry criteria for the Specialty Doctor grade?

      In order to be eligible to enter the Specialty Doctor grade a doctor must have: -

      • Full registration with the General Medical Council or registration with the General Dental Council;
      • A minimum of four years' post graduate training (or equivalent), two of which must be in a relevant speciality or have equivalent experience and competencies.

      Full details of the criteria are set out in Schedule 1 of the terms and conditions for Specialty Doctors

      4. Where do doctors or dentists find more details of pay progression and thresholds in the Specialty Doctor and Associate Specialist grade?

      See schedule 15 of the Specialty Doctor and Associate Specialist terms and conditions of service.

      5. Are Associate Specialist doctors on the 2008 contract able to move posts?

      No. The Associate Specialist grade was closed from 20th October 2008 so no new Associate Specialist posts were created after that date.  This will restrict the movement of Associate Specialists into other Associate Specialist posts but movement into training or application to the Specialist Register via Certificate of Eligibility for Specialist Registration CESR may be an option.

      6. Will the Associate Grade remain a separate grade until there is no one left in the grade?

      Yes.  The Associate Specialist grade will remain a separate, closed grade whilst doctors remain in that grade.

    • Medical and Dental Annual Leave and Public Holiday PHS FAQsPublic Health Scotland

      1. What is the annual leave entitlement for doctors and dentists?

      The SAS and consultant contracts have an annual leave entitlement of 6 weeks and 10 Public Holidays (see below for the exception to this).  However, in 2017, NSS agreed with the LNC to exchange 2 public holidays for 3 days annual leave.  Doctors and dentists who transferred from NSS to PHS in 2020 and who are working full time for PHS are therefore entitled to 6 weeks + 3 days annual leave (30+3) and 8 public holidays (pro rata for less than full time staff). N.B. For specialty doctors in the first 2 years of appointment to the grade, the annual leave entitlement is 25 days therefore they will have 5 weeks + 3 days (25+3) annual leave and 8 public holidays whilst working with PHS.

      2. How is the annual leave entitlement calculated for less than full time doctors or dentists?

      Annual leave and public holiday entitlement for part time doctors and dentists is calculated on a pro-rata basis to the full time entitlement.

      3. Are locum doctors or dentists entitled to annual leave?

      Locum doctors and dentists are entitled to leave at the same rate applicable to the substantive grade.  Further information for consultants is available in section 11 of the terms and conditions.

      4. If a doctor or dentist does not take all of their annual leave can they be paid for this?

      No. PHS will not ordinarily make any payment in lieu of any untaken annual leave.  However due to the pandemic untaken leave from the 2019 -2020 leave year can be paid in line with the provisions of DL(2020)9

      5. Has the pandemic impacted on Annual Leave arrangements?

      Yes – following discussions at National Level the following DL’s have been issued:

      DL(2020)9

      DL(2020)22

      DL(2021)03

      6. Can a doctor or dentist carry forward annual leave?

      The terms and conditions allow 5 days of annual leave to be carried forward in any year.  Please refer to either the Consultant Contract or the SAS Terms and Conditions.

      7. If a doctor or dentist's grade changes during the annual leave year how will this affect their leave entitlement?

      Where a doctor or dentist moves between grades carrying different leave entitlements, the leave allowance for that year will be determined on a pro rata basis.

      8. What happens if a doctor or dentist calls in sick when they are due to be or are already on annual leave?

      If a doctor or dentist falls sick during annual leave and produces a medical certificate, they will be regarded as being on sick leave from the date of the certificate.  The doctor or dentist must follow the sickness absence reporting procedure as detailed in the Once for Scotland Attendance Policy.

      9. When does the annual leave year start and finish?

      For doctors or dentists, the annual leave year normally starts on the anniversary of their appointment.

      10. What am I entitled to if I am required to work a public holiday?

      A doctor or dentist who in the course of his or her duty was required to be present in a hospital or other place of work (or in the case of a consultant to undertake complex telephone consultations) between the hours of midnight and 9 AM on a statutory or public holiday should receive a day in lieu.  For doctors or dentists required to work a public holiday, they will be paid the premium rate (time and a third) for the hours worked and given a day off in lieu.

    • Medical and Dental Appraisal and Revalidation PHS FAQsPublic Health Scotland

      1. How often do doctors or dentists need to be appraised?

      All doctors must have an annual appraisal between 1st April and 31st March.

      Appraisals for doctors are organised within each NHS Board - a doctor will normally work with the same appraiser for 3 years and then change to ensure that each doctor will benefit from input from at least 2 appraisers within each General Medical Council revalidation cycle.  

      At present there is no formal requirement for dentists to participate in appraisals however, this is expected to be formalised by the General Dental Council.  Appraisal is currently being offered on an informal basis within PHS for all dentists.

      2. How does a doctor or dentist become an appraiser?

      Appraisers are appointed by individual boards with ongoing support from the Appraisal Lead for PHS.  If any doctor or dentist is interested in becoming an appraiser, they should discuss this with the PHS Responsible Officer (for PHS this is the NSS Medical Director) or PHS Appraisal Lead.  

      Further information is available on the NHS Education for Scotland (NES) SOAR website.

      3. Are there any training sessions for appraisers?

      Yes.  All appraisers in NHS Scotland must undergo an assessed programme of training delivered by NHS Education for Scotland.

      Further information is available on the NHS Education for Scotland (NES) SOAR website.

      4. Does appraisal affect pay?

      Yes, in order to progress through the pay scale it must be demonstrated that the consultant has participated satisfactorily in the annual appraisal, job planning and objective setting process. 

      The NSS Medical Director has to sign off the appraisal paperwork as being satisfactory in order to move through the pay spine. 

      Further information is detailed in section 5.2.3 of the terms and conditions handbook.

      5. Does PHS have an appraisal policy?

      PHS does not have a specific policy on this however participation in the appraisal process is a contractual obligation.  Further information is contained within the Checking Professional Registration information available on HR Connect.

      6. What is revalidation?

      Revalidation for doctors is a mandatory requirement set by GMC and is required on a 5 yearly cycle to maintain the doctor's licence to practise.  

      At present, appraisal is an option for dentists provided as a benefit for dentists employed by PHS.  There is as yet no revalidation process managed by the GDC.

      7. How will PHS decide who will be put forward for revalidation?

      The PHS Responsible Officer is required to make recommendations for revalidation based on participation in a satisfactory appraisal and no other Fitness to Practice issues being raised.  The Responsible Officer within PHS is the NSS Medical Director.

      8. What appraisal documentation needs to be completed?

      NHS Scotland has endorsed the use of the national appraisal documentation accessed via Scottish Online Appraisal Resources (SOAR).

      PHS encourages staff to use SOAR to submit appraisal documentation however the use of the system for submission of this information is not compulsory.

      9. How does a doctor or dentist complete the appraisal documentation? 

      The requirements for doctors is detailed below however please note that for dentists the appraisal process is not obligatory however appraisal is offered on an informal basis for all dentists. 

      The individual doctor is required to complete forms 1 and 2.  If the post does not change this will only need to be checked in subsequent years.  Form 3 is the main document that needs to be completed with associated information on an annual basis.  Form 4 is completed by the appraiser and is then reviewed and, if agreed, signed off by the doctor.  Form 4 then becomes the only visible record of the appraisal.

      PHS recommends that the SOAR system is used to upload all documentation.

      10. How does a doctor or dentist set up access to SOAR?

      The SOAR website is accessed using the following link http://www.appraisal.nes.scot.nhs.uk/soar-login.aspx.  If further support is required you should contact the PHS Responsible Officer (NSS Medical Director).

      11. What are the benefits of having an appraisal?

      The benefits of the appraisal are: -

      a) To provide a confidential space to reflect on their own professional practice in line with the core elements: -

       - Maintaining and developing knowledge and skills;

       - Quality Improvement and Patient Safety;

       - Review of Significant Events;

       - Feedback from colleagues (MSF/360);

       - Feedback from patients (only applies when doctor is working directly with patients);

       - Complaints and compliments;

       - GMC Probity and Health statements.

      b) Ensure good management and development of doctors through regular feedback on performance, affirmation of a job well done, constant focus on improvement and measurement of gain.

    • Medical and Dental Expenses PHS FAQsPublic Health Scotland

      1. When is a claim out with Board Area?

      For PHS, this would be out with Scotland as we are a national organisation.

      2. What is a temporary workplace? 

      A temporary place of work, is where you have been sent to another workplace for a set period to carry out the duties which you would normally do at your contractual base.  For example, where you current base is unable to be used due to fire, break in etc and you are unable to access the building to carry out your day to day activities, you may be relocated to another base for a short period until matters are resolved.

      3. Do I need to produce receipts for all lunch and evening meals?

      No, not if you are claiming for the allowance provided i.e. £5 for lunch and £15 for evening meal. However receipts are required in circumstances where there are abnormally high expenses and the costs exceeds the allowance values. 

      4. What are the current Mileage Rates?

      These can be found in Appendix J of PCS(DD)(2013)01. Please see below for Standard Rates: -

      Motor cars with three or four wheels* Engine Capacity

      (cc)

      501 to 1000

      1,001 to 1,500

      1,501 to 2,000

      Over 2,000

      Up to 3,500 miles

      (p)

      37.4

      47.3

      58.3

      58.3

      3,501 – 9,000 miles

      (p)

      23.0

      28.2

      33.5

      41.0

      9,001 – 15,000 miles

      (p)

      17.8

      20.1

      22.7

      25.5

      Thereafter

      (p)

      17.8

      20.1

      22.6

      22.6

      5. What is the current Public transport mileage rate within PHS?

      PHS pay 24p per mile.

    • Medical and Dental Job Planning PHS FAQsPublic Health Scotland

      General Job Planning FAQs

      1. What is a job plan review?

      The job plan details the agreed working week including on-call for a consultant or SAS doctor as well as their objectives and the support and resources required to do the job. It is subject to annual review and can be reviewed in between times if requested by the doctor or the manager. The job plan review is a contractual requirement and its purpose is to agree the prospective working arrangements for the coming year.

      2. What are the benefits of having a job plan review?

      The benefits of the job plan review / objective setting process are that they allow the doctor or dentist and their manager to jointly:

      - Identify an individual’s future potential and appropriate professional and personal development;

      - Create flexibility, increase capacity and improve the utilisation of resources;

      - Provides the opportunity for the individual to discuss the content of their work and current workload, to identify improvements and explore alternative work practices;

      - Ensure the agreed job plan supports the service provision - Agree objectives and working arrangements for the year ahead.

      3. Can a doctor or dentist choose to annualise some of their Programmed Activities (PA)?

      Yes.  As detailed in the terms and conditions, doctors and dentists and their managers can agree the annualisation of Programmed Activities if this is mutually beneficial.  Please refer to either the Consultant Contract or the SAS Terms and Conditions.

      4. Does a doctor or dentist have to complete a diary/ use the Doctor Diary app?

      There is no obligation to complete a Diary/use the Doctor Diary app, but it is a useful tool to collect activity data to support the job planning discussions.

      5. Does a doctor or dentist have to participate in a job planning review? 

      Yes.  It is a contractual obligation outlined in the terms and conditions.  Please refer to either the Consultant Contract or the SAS Terms and Conditions.

      6. Does job planning affect a medical /dental employee’s pay?

      Yes.  The doctor or dentist must satisfactorily participate in the job planning process in order to progress through the pay scale.

      7. How is on-call remunerated?

      If the doctor or dentist is required to be on an on call rota, they will be paid an availability supplement for being on call according to the frequency and intensity of on call duties.  In addition, the doctor or dentist will be remunerated for work done whilst on call.

      8. How does a doctor or dentist calculate on call work for job planning discussions?

      All emergency work undertaken during or as a consequence of on-call will count towards the number of PAs scheduled in the job plan for direct clinical care. All emergency work that takes place at predictable times will be programmed into the working week on a prospective basis and will count towards the doctors programmed activities. The number of PAs for on-call work will be allocated on a prospective basis based on periodic assessments of the average weekly amount of work over a prior, agreed reference period. The on call workload will normally be determined following a diary exercise. For more information see schedule 6 of the SAS Terms and Conditions or section 4 of the Consultant Contract Terms and Conditions.

      9. How is time spent travelling dealt with in the T&CS?

      Where doctors or dentists are expected to spend time on more than one site during the course of a day, travelling time to and from their main base to other sites will be included as working time. Travel to and from work whilst on-call out of hours and excess travel will count as working time. Excess travel is defined as time spent travelling between home and a working site other than a doctor or dentists main place of work after deducting the time normally spent travelling between home and the main place of work.  The doctor or dentist and their employer may need to agree arrangements for dealing with more complex working days.  Travelling time between the main place of work and home or private practice premises (commuting) will not be regarded as part of working time.

       

      Consultant Job Planning FAQs

      1. Can PHS approach an individual consultant to do up to one extra Programmed Activity if they are doing private practice?

      A consultant doing private practice or additional fee paying work must notify their employer at least yearly of this activity, normally at the job plan review.  PHS can ask that a consultant who is not currently in receipt of an EPA carries out up to an extra PA (EPA) at their normal pay rate (including discretionary points) in accordance with appendix 8 of the terms and conditions.  If the EPA is declined pay progression may be affected.  If an EPA is agreed the doctor or dentist should be issued with a separate contract of employment which is normally for one year, reviewed at the job plan review and subject to 3 months notice for either the employer or employee should they wish to terminate the arrangement.  Further information is available in section 6 of the terms and conditions

      2. How many SPAs is a consultant entitled to?

      The terms and conditions state that unless otherwise agreed the number of SPAs for full-time consultants is 2.5.  For part-time consultants the minimum requirement is set out in the table in section 4.2.2 Programmed Activities of the terms and conditions.

      3. What can be included in SPA time?

      - Continuing professional development

      - Teaching and training

      - Management of doctors in training

      - Audit

      - Job Planning

      - Appraisal

      - Revalidation

      - Research

      - Contribution to service management and planning

      - Clinical governance activities

      - Any other supporting professional activities

      - Travelling time associated with these duties (in accordance with section 4.7.1)

      4. What are additional responsibilities and external duties?

      In addition to direct clinical care and SPA time doctors and dentists may agree additional responsibilities and all external duties with their employer.

      4.1 External duties cover work not directly for the NHS employer, but relevant to and in the interests of the NHS.  Examples include: -

      - Trade unions and professional association duties;

      - Undertaking assessments for NHS Education of Scotland, NHS Quality Improvement Scotland or equivalent bodies;

      - Work for the Royal Colleges or Government Departments;

      - Work for the General Medical Council or other national bodies concerned with professional regulation;

      - NHS disciplinary procedures and NHS appeals procedures

      - Travelling time associated with these duties in accordance with 4.7.1 of the TCS

      4.2 Additional responsibilities are duties of a professional nature carried out for or on behalf of the employer or Scottish government which are beyond the range of supporting professional activities normally expected of a consultant. They are:

      - Caldicott guardians

      - clinical audit leads

      - undergraduate and postgraduate deans

      - clinical governance leads

      - clinical tutors

      - regional education advisers

      - formal medical management responsibilities

      - other additional responsibilities agreed between a consultant and the employer which cannot reasonably be absorbed within the time available for supporting professional activities

      - travelling time associated with these duties in accordance with paragraph 4.7.1 of the terms and conditions

      5. What happens if a job plan cannot be agreed?

      Normally a job plan can be agreed that meets the needs of the service and the individual doctor or dentist.  Where agreement cannot be reached there is a mediation and appeal process. (section 3, paragraph 3.4 of the consultant terms and conditions).  In addition the Guidance in DL(2016)14 supports the mediation and appeal process for consultants and it is expected that the provisions would be extended to SAS doctors/dentists involved in mediation

       

      SAS Job Planning FAQs

      1. How much SPA time is a specialty doctor/dentist entitled to?

      The contract states that SDs are entitled to a minimum of 1 SPA.  The contract does not allow for pro rata SPA time for SAS doctors/dentists.

      2. What happens if a job plan cannot be agreed?

      There is provision in the terms and conditions for a one stage mediation process and an appeal as detailed in schedule five of the terms and conditions.  In addition the Guidance in DL(2016) 14 supports the mediation and appeal process for consultants and it is expected that the provisions would be extended to SAS doctors/dentists involved in mediation.

      3. Can PHS approach an individual SDAS doctor to do up to one additional programmed activity if they are undertaking private practice?

      Yes if the doctor or dentist is not already in receipt of an additional programmed activity if the additional programmed activity is declined pay progression may be impacted (more detail is contained in schedule 7 of the terms and conditions)

      4. What is SPA time used for?

      SPA time may include but is not restricted to:

      - audit

      - CPD

      - local clinical governance activities

      - training

      - formal teaching

      - appraisal

      - job planning

      - research

      5. What would constitute external duties for SAS doctors?

      External duties are those duties not included in the definition of direct clinical care, supporting professional activities and additional responsibilities. Examples of such work may be trade union duties, reasonable work for Royal colleges or government departments in the interests of the wider NHS.

      6. What would constitute additional responsibilities for SAS doctors?

      Additional responsibilities are special responsibilities within the employing organisation not undertaken by the generality of doctors which are agreed between the employer and the doctor and which cannot be absorbed in time set aside for SPA.  These could include for example being clinical manager, clinical audit lead or clinical governance lead.

    • Medical and Dental Appraisal and Revalidation NSS FAQsNational Services Scotland

      1. How often do doctors or dentists need to be appraised?

      All doctors must have an annual appraisal between 1st April and 31st March.

      Appraisals for doctors are organised within each NHS Board - a doctor will normally work with the same appraiser for 3 years and then change to ensure that each doctor will benefit from input from at least 2 appraisers within each General Medical Council revalidation cycle.  

      At present there is no formal requirement for dentists to participate in appraisals however, this is expected to be formalised by the General Dental Council.  Appraisal is currently being offered on an informal basis within NSS for all dentists.

      2. How does a doctor or dentist become an appraiser?

      Appraisers are appointed by individual boards with ongoing support from the Appraisal Lead for NSS.  If any doctor or dentist is interested in becoming an appraiser, they should discuss this with the NSS Responsible Officer (for NSS this is the NSS Medical Director) or NSS Appraisal Lead.  

      Further information is available on the NHS Education for Scotland (NES) SOAR website.

      3. Are there any training sessions for appraisers?

      Yes.  All appraisers in NHS Scotland must undergo an assessed programme of training delivered by NHS Education for Scotland.

      Further information is available on the NHS Education for Scotland (NES) SOAR website.

      4. Does appraisal affect pay?

      Yes, in order to progress through the pay scale it must be demonstrated that the consultant has participated satisfactorily in the annual appraisal, job planning and objective setting process. 

      The NSS Medical Director has to sign off the appraisal paperwork as being satisfactory in order to move through the pay spine. 

      Further information is detailed in section 5.2.3 of the terms and conditions handbook.

      5. Does NSS have an appraisal policy?

      NSS does not have a specific policy on this however participation in the appraisal process is a contractual obligation.  Further information is contained within the Checking Professional Registration information available on HR Connect.

      6. What is revalidation?

      Revalidation for doctors is a mandatory requirement set by GMC and is required on a 5 yearly cycle to maintain the doctor's licence to practise.  

      At present, appraisal is an option for dentists provided as a benefit for dentists employed by NSS.  There is as yet no revalidation process managed by the GDC.

      7. How will NSS decide who will be put forward for revalidation?

      The NSS Responsible Officer is required to make recommendations for revalidation based on participation in a satisfactory appraisal and no other Fitness to Practice issues being raised.  The Responsible Officer within NSS is the NSS Medical Director.

      8. What appraisal documentation needs to be completed?

      NHS Scotland has endorsed the use of the national appraisal documentation accessed via Scottish Online Appraisal Resources (SOAR).

      NSS encourages staff to use SOAR to submit appraisal documentation however the use of the system for submission of this information is not compulsory.

      9. How does a doctor or dentist complete the appraisal documentation? 

      The requirements for doctors is detailed below however please note that for dentists the appraisal process is not obligatory however appraisal is offered on an informal basis for all dentists. 

      The individual doctor is required to complete forms 1 and 2.  If the post does not change this will only need to be checked in subsequent years.  Form 3 is the main document that needs to be completed with associated information on an annual basis.  Form 4 is completed by the appraiser and is then reviewed and, if agreed, signed off by the doctor.  Form 4 then becomes the only visible record of the appraisal.

      NSS recommends that the SOAR system is used to upload all documentation.

      10. How does a doctor or dentist set up access to SOAR?

      The SOAR website is accessed using the following link http://www.appraisal.nes.scot.nhs.uk/soar-login.aspx.  If further support is required you should contact the NSS Responsible Officer (NSS Medical Director).

      11. What are the benefits of having an appraisal?

      The benefits of the appraisal are: -

      a) To provide a confidential space to reflect on their own professional practice in line with the core elements: -

       - Maintaining and developing knowledge and skills;

       - Quality Improvement and Patient Safety;

       - Review of Significant Events;

       - Feedback from colleagues (MSF/360);

       - Feedback from patients (only applies when doctor is working directly with patients);

       - Complaints and compliments;

       - GMC Probity and Health statements.

      b) Ensure good management and development of doctors through regular feedback on performance, affirmation of a job well done, constant focus on improvement and measurement of gain.

    • Medical and Dental Expenses NSS FAQsNational Services Scotland

      1. When is a claim out with Board Area?

      For NSS, this would be out with Scotland as we are a National Board.

      2. What is a temporary workplace? 

      A temporary place of work, is where you have been sent to another workplace for a set period to carry out the duties which you would normally do at your contractual base. For example, where you current base is unable to be used due to fire, break in etc and you are unable to access the building to carry out your day to day activities, you may be relocated to another base for a short period until matters are resolved.

      3. Do I need to produce receipts for all lunch and evening meals?

      No, not if you are claiming for the allowance provided i.e. £5 for lunch and £15 for evening meal. However receipts are required in circumstances where there are abnormally high expenses and the costs exceeds the allowance values. 

      4. What are the current Mileage Rates?

      These can be found in Appendix J of PCS(DD)(2013)01. Please see below for Standard Rates: -

      Motor cars with three or four wheels* Engine Capacity

      (cc)

      501 to 1000

      1,001 to 1,500

      1,501 to 2,000

      Over 2,000

      Up to 3,500 miles

      (p)

      37.4

      47.3

      58.3

      58.3

      3,501 – 9,000 miles

      (p)

      23.0

      28.2

      33.5

      41.0

      9,001 – 15,000 miles

      (p)

      17.8

      20.1

      22.7

      25.5

      Thereafter

      (p)

      17.8

      20.1

      22.6

      22.6

      5. What is the current Public transport mileage rate within NSS?

      NSS pay 24p per mile.

    • Medical and Dental Terms and Conditions NSS FAQsNational Services Scotland

      1. Do doctors or dentists have to undertake non emergency work out of hours and at the weekend?

      Changes to patterns of work must be mutually agreed through the standard job planning process.

      2. Do the Specialty Doctor and Associate Specialist pay scales include optional or discretionary points?

      No.  The 2008 contracts incorporate the scale points previously used for award of optional or discretionary points into the pay scale.

      3. How is time spent travelling dealt with in the consultant contract?

      Where doctors or dentists are expected to spend time on more than one site during the course of a day, travelling time to and from their main base to other sites will be included as working time.

      Travel to and from work whilst on-call out of hours and excess travel will count as working time.

      Excess travel is defined as time spent travelling between home and a working site other than a doctor or dentists main place of work after deducting the time normally spent travelling between home and the main place of work.  The doctor or dentist and their employer may need to agree arrangements for dealing with more complex working days.  Travelling time between the main place of work and home or private practice premises will not be regarded as part of working time.

      4. How long should it take to progress from the bottom to the top of the Specialty Doctor or the Associate Specialist pay scales?

      The minimum length of time it should take to progress from the bottom to the top of each grade is 17 years subject to meeting incremental and threshold criteria.

      5. If a doctor or dentist didn't move to the new contract at the time of implementation but decided to do so at a later date, how will they transfer onto the new contract and will they have pay protection if necessary?

      Moving to the new contract after the implementation date should not be a problem, subject to agreeing a new job plan.  Transfer should take place based on the basic salary the doctor or dentist is receiving under their current contract.  The employer should transfer doctors or dentists onto the new contract on the next highest basic salary above the current basic salary.  The incremental date will be the anniversary of the date of transfer.  If the doctor or dentist's current salary exceeds the salary offered on transfer, pay protection arrangements will apply.

      Subject to the work contracted for in the new contract being of the same time and nature as the work carried out under the previous national contract and terms and conditions of service, then any remuneration paid under that contract / terms and condition of service will be protected, subject to hour and intensity remaining the same.

      Protection will be applied at mark time of the value or payments on the last day on which you were paid under the previous terms and conditions.

      6. Is there a mechanism to enable employers to appoint doctors who have relevant experience to a higher incremental point?

      For new appointees to Specialty Doctor, employers may appoint a doctor with relevant non NHS or NHS experience at an appropriate level.

      7. What are external duties in the context of the consultant contract?

      Other external duties comprises work not directly for the NHS employer, but relevant to and in the interests of the NHS.  Examples include: -

       - Trade unions and professional association duties;

       - Undertaking assessments for NHS Education of Scotland, NHS Quality Improvement Scotland or equivalent bodies;

       - Work for the Royal Colleges or Government Departments;

       - Work for the General Medical Council or other national bodies concerned with professional regulation;

       - NHS disciplinary procedures and NHS appeals procedures.

       - Travelling time associated with these duties in accordance with 4.7.1 of the terms and conditions.

      8. What are the minimum entry criteria for the Specialty Doctor grade?

      In order to be eligible to enter the Specialty Doctor grade a doctor must have: -

       - Full registration with the General Medical Council or registration with the General Dental Council;

       - A minimum of four years' post graduate training (or equivalent), two of which must be in a relevant speciality or have equivalent experience and competencies.

      Full details of the criteria are set out in Schedule 1 of the terms and conditions for Specialty Doctors.

      9. What other policies can be accessed that will provide information relating to terms and conditions?

      All NSS policies can be accessed via HR Connect (for HR policies) and geNSS (for corporate policies).

      10. Where can information be accessed regarding salary scales?

      Medical & Dental pay scales can be obtained from the Pay and Conditions of Service circular PCS(DD)2017/1 (and associated addendum) on HR Connect as well as from Scotland's Health on the Web (SHOW) website or the Management Steering Group (MSG) website.

      11. Where do doctors or dentists find more details of pay progression and thresholds in the Specialty Doctor and Associate Specialist grade?

      See schedule 15 of the Specialty Doctor and new Associate Specialist terms and conditions of service along with the Progression Tables in Annex A of the Pay and conditions of Service Circular PCS(DD)2017/1 (and associated addendum) which is available on HR Connect.

      12. Are Associate Specialist doctors on the 2008 contract able to move posts?

      No. The Associate Specialist grade was closed from 20th October 2008 so no new Associate Specialist posts were created after that date.  This will restrict the movement of Associate Specialists into other Associate Specialist posts but movement into training or application to the Specialist Register via the Postgraduate Medical Education and Training Board (PMETB) may be an option.

      13. Will doctors or dentists be expected to work at locations other than their principal place of work?

      The principal place of work for doctors or dentists will be as set out in their contract. 

      Any requests to work elsewhere will be subject to mutual agreement as part of the job planning process.

      Travel time between the principal place of work and other sites will be included as working time and expenses will be payable.

      14. Will the Associate Grade remain a separate grade until there is no one left in the grade?

      Yes.  The Associate Specialist grade will remain a separate, closed grade whilst doctors remain in that grade.

       

    • Medical and Dental Annual Leave and Public Holiday NSS FAQsNational Services Scotland

      1. What is the annual leave entitlement for doctors and dentists?

      In 2017, NSS agreed with medical and dental staff to exchange 2 public holidays for 3 days annual leave

      Doctors and dentists working full time for NSS are therefore entitled to 33 days annual leave (30+3) and 8 public holidays.  For specialty doctors in the first 2 years of appointment to the grade, the annual leave entitlement is 25 days therefore they will have 28 days (25+3) annual leave and 8 public holidays whilst working with NSS.

      For specialty doctors in the first 2 years of appointment to the grade, the annual leave entitlement is 25 days therefore they will have 28 days leave (25+3) and 8 public holidays whilst working with NSS.

      2. How is the annual leave entitlement calculated for part time doctors or dentists?

      Annual leave and public holiday entitlement is the same for part time and full time doctors and dentists and will be calculated on a pro-rata basis.

      3. Are locum doctors or dentists entitled to annual leave?

      Locum doctors and dentists are entitled to leave at the same rate applicable to the substantive grade.  

      Further information is available in section 11 of the terms and conditions.

      4. If a doctor or dentist does not take all of their annual leave can they be paid for this?

      NSS will not ordinarily make any payment in lieu of any untaken annual leave.  Please note that in 2017, NSS agreed with the BMA Local Negotiating Committee (LNC) to exchange 2 public holidays for 3 days additional annual leave

      5. Can a doctor or dentist carry forward annual leave?

      The terms and conditions allow up to 5 days of annual leave to be carried forward.  NSS has agreed a statement about this with the BMA Local Negotiating Committee. 

      6. If a doctor or dentist's grade changes during the annual leave year how will this affect their leave entitlement?

      Where a doctor or dentist moves between grades carrying different leave entitlements, the leave allowance for that year will be determined on a pro rata basis.

      7. What happens if a doctor or dentist calls in sick when they are due to be or are already on annual leave?

      If a doctor or dentist falls sick during annual leave and produces a medical certificate, they will be regarded as being on sick leave from the date of the certificate.  The doctor or dentist must follow the sickness absence reporting procedure as detailed in the Attendance Policy.

      8. When does the annual leave year start and finish?

      For doctors or dentists, the annual leave year normally starts on the anniversary of their appointment to NSS.

    • Medical and Dental Job Planning NSS FAQsNational Services Scotland

      1. What are the benefits of having a job plan review?

      The benefits of the job plan review / objective setting process are that they allow the doctor or dentist and their manager to jointly:

      - Identify an individuals future potential and appropriate professional and personal development;

      - Create flexibility, increase capacity and improve the utilisation of resources;

      - Provides the opportunity for the individual to discuss the content of their work, identify improvements and explore alternative work practices;

      - Ensure line managers and staff focus on maximising performances and potential in all areas of work;

      - Agree objectives and job content for the year ahead.

      2. Can a doctor or dentist choose to annualise some of their Programmed Activities (PA)?

      Yes.  As detailed in the terms and conditions, doctors and dentists and their managers can agree the annualisation of Programmed Activities if this is mutually beneficial.

      3. Can NSS approach an individual doctor or dentist to do an additional Programmed Activity if they are doing private practice?

      A consultant doing private practice or additional fee paying work must notify their employer at least yearly of this activity, normally at the job plan review.  NSS can request the consultant to carry out an extra PA (EPA) at their normal pay rate (including discretionary points) in accordance with appendix 8 of the terms and conditions.  If the EPA is declined pay progression may be affected.

      If an EPA is agreed the doctor or dentist should be issued with a separate contract of employment which is normally for one year, reviewed at the job plan review and subject to 3 months notice for either the employer or employee should they wish to terminate the arrangement.  Please note this does not apply to those doctors doing private practice who are already working in excess of their contractual PA's.

      Further information is available in section 6 of the terms and conditions.

      4. Does a doctor or dentist have to complete the BMA diary?

      There is no obligation to complete the BMA diary but it is a useful tool used to collect activity data to support the job planning discussions.

      5. Does a doctor or dentist have to participate in a job planning review? 

      Yes.  It is a contractual obligation outlined in the terms and conditions.

      6. Does job planning affect a medical and dental employee’s pay?

      Yes.  The doctor or dentist must participate in the job planning process in order to progress through the pay scale.

      7. How does a doctor or dentist calculate on call work for job planning discussions?

      If the doctor or dentist is required to be on an on call rota, they will be paid an availability supplement for being on call according to the frequency and intensity of on call duties.  In addition the doctor or dentist will be remunerated for work done whilst on call.

      Unpredictable emergency work arising from on call duties will also be treated as counting towards the number of Programmed Activities which they are contracted for.  The doctor or dentist and NSS will need to assess, on a prospective basis, the number of Programmed Activities that represent the average weekly volume of unpredictable emergency work, which will be based on an assessment of the average weekly amount of work over a prior reference period.  The doctor or dentist will need to agree the length of the reference period with NSS. 

      For more information see schedule 6 of the Specialty Doctor and Associate Specialist Grades terms and conditions or section 4 of the Consultant Contract terms and conditions

      8. What happens if a job plan cannot be agreed?

      Normally a job plan can be agreed that meets the needs of the service and the individual doctor or dentist.  Where agreement cannot be reached please refer to section 3, paragraph 3.4 of the terms and conditions.  

      NSS has an agreed mediation process for dealing with this situation.

      9. How many SPAs is a doctor or dentist entitled to?

      The terms and condition's state that unless otherwise agreed the SPA's for full-time consultants is 2.5.  For part-time consultants the minimum requirement is set out in the table in section 4.2.2 Programmed Activities of the terms and conditions.

      10. What can be included in SPA time?

      - Continuing professional development

      - Teaching and training

      - Management of doctors in training

      - Audit

      - Job Planning

      - Appraisal

      - Revalidation

      - Research

      - Contribution to service management and planning

      - Clinical governance activities

      - Any other supporting professional activities

      - Travelling time associated with these duties (in accordance with section 4.7.1)

       

    • How do I progress. Submission for Incremental Progression.NHS Education for Scotland

       

      When you are appointed on the GP/ GDP Educators scale you will usually be appointed at the bottom of the scale (GP00) and after your first year you will automatically move to GP01.

      Thereafter there is an agreed process for incremental progression - agreed process for incremental progression(Dental). You are required to submit to the HR.Support@nes.scot.nhs.uk mailbox a proforma, agreed with and signed off by your manager, to a panel for consideration for incremental progression. The proforma should be completed with reference to the agreed criteria for medical or dental (additional guidance for dental employees) employees.

      Contribution is substantive and will take place over full years and not months. Following initial appointment to the grade posts will normally be reviewed for incremental progression every 3 years, or in exceptional circumstances at the discretion of the Director of Postgraduate General Practice/ General Dental Practice Education and with the approval of the Director of Medicine/Postgraduate Dean.

    • I have read paperwork and have a query. Who should I speak to?NHS Education for Scotland

      Further queries

      If you have any remaining queries, please discuss these with your line manager in the first instance or email HR.Support@nes.scot.nhs.uk.

    • What is consultant contract?NHS Education for Scotland

      The consultant contract terms and conditions were implemented in Scotland in 2004. The full terms and conditions and current salary scale can be accessed here.

      The consultant contract applies to medical and dental consultants.

      In NES, typically consultant employees are those who have worked as a consultant in hospital and are employed by NES in one of the following types of roles:

      Associate Postgraduate Dean, Associate Postgraduate Dental Dean, Postgraduate Dean. Postgraduate Dental Dean, Hospital Dental Service Tutor, Training Programme Director, Foundation Programme Director.

      Consultants are contracted for Programmed Activities (PAs) up to a maximum of 10PAs, 1PA equates to 4 hours. A PA is calculated as one tenth of basic salary plus any discretionary points, up to a maximum of 8.

      Consultants can also receive a maximum of 2 Extra Programmed Activities (EPA). An EPA equates to 4 hours. EPAs are contracted for separately and are reviewed by NES annually. An EPA is calculated as basic salary plus up to 8 discretionary points. If the consultant is a Distinction Award holder, the 8 discretionary points are used instead for an EPA calculation.

    • What are the pay elements of the consultant contract?NHS Education for Scotland

      Salary is based on seniority, as described in section 5 of the terms and conditions. Seniority determines the point on the consultants’ scale and subsequent progression intervals. The seniority level may need to be confirmed with the previous employer. In addition to basic salary, consultants may also receive discretionary points or distinction awards. These are described below.

    • How do I receive salary increments/pay progressions?NHS Education for Scotland

      Pay progression is on the 1st April for those who were consultants prior to 1st April 2003. For those appointed to the consultant grade thereafter, progression through seniority points, where agreed, will be on the anniversary of appointment.

      Pay progression links into the job planning process. Job planning is undertaken by the line manager and is signed off by both parties. It is a plan of the PAs and EPAs available and links into NES corporate objectives. This is also fed into the appraisal process.

      Where consultant staff have not delivered their agreed job plan NES may withhold pay progression. The NES Remuneration Committee is informed of any cases where pay progression should be withheld.

    • What are discretionary points?NHS Education for Scotland

      Discretionary points can be awarded to consultants on point 5 and above of the consultant scale. There is a maximum of 8 discretionary points. The monetary value of each discretionary point is detailed in the annual pay circularThey are not seniority payments or automatic annual increments. Discretionary points are awarded by Health Boards to recognize an above average contribution in respect of service to patients, teaching, research and the management and development of the service.

      Often consultants employed by NES are already in receipt of discretionary awards when they commence their employment with NES and NES recognizes these as per circular PCS (DD) 1995/6 (section 16: Consultants will retain payment of Discretionary Points granted by one NHS employer on appointment to another NHS employer).

      Where NES is the lead employer (i.e. employs the consultant for most of the consultant’s working week), it can allocate discretionary points in line with PCS 1995 (DD) 06. If you would like to discuss a review of your discretionary points, please email HR.Support@nes.scot.nhs.uk for further advice. Any review of discretionary points will require submission of evidence in the form of an up to date CV and completion of a Consultants Discretionary Points proforma.

    • How do distinction awards operate?NHS Education for Scotland

      Distinction awards recognise and reward NHS consultants who perform ‘over and above’ the standard expected of their role. Awards are given for quality and excellence, acknowledging exceptional personal contributions over a range of domains. There are currently three levels of distinction award (from lowest to highest): B, A, and A+. The current value of each award is A+ - £75,889 ; A - £55,924; B - £3,1959.

      Awards are paid with salaries (pro rata), are pensionable and subsume the value of any discretionary points or lower level distinction award previously held.

      The distinction awards process in Scotland has been frozen since 2010.  This freeze was initially imposed as an interim measure pending the publication of the DDRB report into award schemes.  There has been no increase in the value of awards, no new awards and no progression through the award scheme since this time. 

      The Scottish AdvisoryComitee on Distinction Awards (SACDA) oversee distinction awards and continue to undertake five- yearly reviews of awards. If you require employer support as part of the 5-year review process, please contact HR.Support@nes.scot.nhs.uk

    • What is a PA/EPA ?NHS Education for Scotland

      A PA is a programmed activity. The consultants’ working week is made of up 10 PAS, with each PA equating to 4 hours. Job planning activity reviews activities undertaken across the PAs.

      An EPA is an extra programmed activity. EPAs are those in excess of 10 per week for full-time consultants, and in excess of the number of programmed activities in the main contract agreed for part-time consultants. The pay rate used to calculate extra programmed activities will be basic pay plus any discretionary points held by the consultant up to a maximum of 8 discretionary points.     For a consultant holding a distinction award, the pay rate used will be basic pay plus the maximum of 8 discretionary points.  Any payments for EPAs in excess of the full-time working week (i.e. 10 programmed activities) are non superannuable. EPAs are contracted for separately and reviewed annually in NES through the job planning process.

      An agreement to undertake EPAs that would require a consultant to work more than 48 hours per week is subject to the consultant having signed a waiver opting-out of the requirements of the Working Time Regulations regarding the maximum working week of 48 hours. Please contact HR.Support@nes.scot.nhs.uk to discuss if this applies to you.

    • What is job planning?NHS Education for Scotland

      Job planning is a contractual requirement for all consultants. A job plan review is completed annually in NES by the consultant and line manager using the Job Plan Review proforma. NES is audited on this and requires the job plan review to be returned to HR. Job plan review is combined with a meeting to set objectives for the upcoming financial year. The Review and Objective setting meeting should take place April – June. Consultants capture their agreed objectives on the Domino System.  

    • Medical and Dental Programmed Activities FAQsNational Services Scotland

      1. What is a Programmed Activity (PA) for a Consultant?

      A PA is normally a 4 hour period of time, unless in premium time, where it is a 3 hour period.

      PAs comprise: -

       - direct clinical care duties including any on-call work;

       - supporting professional activities;

       - additional NHS responsibilities;

       - any agreed external duties;

       - additional or extra Programmed Activities.

      2. What is a Programmed Activity (PA) under the SAS Contract? 

      A Programmed Activity is a scheduled period, normally equivalent to 4 hours, during which a doctor / dentist undertakes contractual and consequential services.

      3. What is an Additional Programmed Activity (APA) in relation to SAS terms and conditions?

      It is for work that is part of a separate contact for a specific purpose, detailed in the job plan.

      It is normally a 4 hour period of time, unless in premium times, where it is a 3 hour period.

      Remunerated at a doctors normal hourly rate.

      If it is over and above 10 PAs then it is not pensionable.

      If the substantive contract is for less than 10 Programmed Activities, an APA will be pensionable.

      An APA contract is normally for one year, subject to 3 months from either party

      4. What is an Extra Programmed Activity (EPA) in relation to a consultant contract?

      It is for work that is part of a separate contract for a specific purpose, detailed in the job plan. 

      It is normally a 4 hour period of time, unless in premium time, where it is a 3 hour period.

      Remunerated at a doctors normal hourly rate including any discretionary points.

      If it is over and above 10 PA's then it is not pensionable.

      If the substantive contract is for less than 10 PA's, an EPA will be pensionable.

      An EPA contact is normally for one year, subject to 3 months notice from either party.

      5. Under the Specialty Doctor and Associate Specialist contracts (2008), how does a doctor or dentist contract for Additional Programmed Activities (APA)?

      The full time contract will be for 10 Programmed Activities (PAs) and part time contracts will be less than 10 PAs.  If you are offered and agree to undertake any Additional Programmed Activities (APAs) these will be contracted separately and clearly state their purpose and duration.  Flexibility exists for the APAs to be worked regularly or as required over the course of the year.

      Further guidance on APAs is available on the Guide to Contracting for Additional Programmed Activities for Associate Specialist and Specialty Doctors.

      6. Will Extra / Additional Programmed Activities over the standard 10 be pensionable?

      No.  Current pension arrangements do not allow for more than 10 Programmed Activities to be pensionable.  Remuneration includes any Discretionary points or EPAs and if a part time doctor or dentist takes on APA/EPAs then they can be superannuable up to 10.