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Primary Care Provider Workforce Development Nick Hope NHS Employment Branch Workforce Capacity Department of Health (January 2004)

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Presentation on theme: "Primary Care Provider Workforce Development Nick Hope NHS Employment Branch Workforce Capacity Department of Health (January 2004)"— Presentation transcript:

1 Primary Care Provider Workforce Development Nick Hope NHS Employment Branch Workforce Capacity Department of Health (January 2004)

2 Potential benefits Wider range of higher quality services And –practice basis helps skill mix –supports job satisfaction & morale & recruitment and retention Empowers PCTs to shape & manage services

3 HR Underpinning Legislation and Guidance Underlying principle that staff employed should not be disadvantaged over staff employed elsewhere in the NHS Minimum legislation to ensure staff employed by GMS/PMS provider are fit for purpose and receive continuing CPE so they remain fit for purpose. An expectation that Primary Care Providers will follow good employment practice and standards …. Reflecting expectations placed on other NHS employers Draft GMS Code of Practice in preparation which covers confidentiality and disclosure of information (similar arrangements will apply for PMS)

4 HR Underpinning Legislation and Guidance GMS Contract Guidance and PMS HR guidance is/ will be broadly the same: - GMS Guidance 'Delivering Investment in General Practice: Implementing the new GMS Contract Chapter 4 - Modernising Infrastructure: - PMS Guidance 'Sustaining Innovation through New PMS Arrangements 23rd December 2003 Chapter 3 - New Flexibilities:

5 HR Underpinning Legislation and Guidance Further Guidance in preparation for Spring 2004 that will list relevant national NHS HR Guidance with good practice examples and elements of how to do to inform the Primary Care Provider in the formulation of their HR policy: Headings so far : - Introduction & overall principles - Employment law & duty of employee - Governance & HR Strategy Issues - Workforce Planning & Partnerships - Improving Working Lives (IWL) - Model Career (including training and development) - Remuneration (including terms and conditions/ pensions

6 HR GMS/PMS -GPs (1) Contract aims for GPs: Greater Balance between Work & Home Attract & retain GPs through flexible working: –Career breaks –Returners schemes. Improved access for childcare Revised seniority arrangements to reward `experience and extend working lives.

7 HR GMS/PMS -GPs (2) Contract aims for GPs: Recognised career pathway Modular approach Encourage clinical experience development New protected time arrangements to provide better support –appraisal based on agreement with GPC –learning and personal \development –promotion of good HR practice –Protected time arrangement funding built into Global Sum

8 HR GMS/PMS - Other Practice Staff Aims for Other Practice Staff (including nurses): Quality Framework will reward Primary Care Providers for employment standards compatible with good HR practice New career opportunities by extending practice management in primary care Framework designed to help develop individuals competency and ensure practices have access to skills needed

9 Workforce Development suggested workshop discussion topics What examples of good practice would be helpful? (Have you got any? Please to What would be unhelpful? What additional areas should be developed for the April 2004 gudance? For Primary Care Providers? For PCTs?

10 The new GMS & PMS Learning Exchange The National Primary and Care Trust Development Programme


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