Consultant Contract in Summary

A new contract for consultants was introduced across the UK from April 2004. This new contract was part of a wider modernisation of pay, terms and conditions across the NHS with new contractual also agreed then or since for GPs, medical staff formerly known as non consultant career grades and all non medical staff with the exception of senior NHS managers.

The key strands of the contract and the benefits associated with them for both patient care and for consultants are outlined below:

Strand Benefits for patient care Benefits for consultants Job Planning Improved ability to manage Stronger unambiguous consultants time in ways that best framework of contractual meet local service needs and obligations priorities A more transparent framework Greater clarity of objectives and to ensure that consultants have more effective systems for the facilities and support to carry engaging consultants in joint out their responsibilities and actions to improve NHS duties and meet agreed performance and modernise objectives patient care

Working More efficient use of consultants More consistent and equitable week and time and an increase in the time recognition for on call duties recognition spent on direct clinical care, of on-call contributing to improvements on Agreed action to help reduce duties NHS productivity and quality of the number of consultants on care the most frequent on call rotas Greater opportunities and incentives to arrange consultant- More consistent and equitable delivered care in evenings and at recognition for work undertaken weekends, leading to out of hours, including improvements in patient access emergency work e.g. outpatient clinics) and in the quality of emergency care New Pay Improvements in recruitment and A significant increase in average Structure retention of consultants, career earnings, with earnings in contributing to the target increase the final phase of a consultant of 15,000 consultants and GPs by career 24% above their current 2008 (England). Increase the level where requirements for pay number of consultants in the NHS thresholds are met by 600 by 2006 (Scotland) Greater opportunities for phased careers to recognise the changing focus of the consultant role over the individual’s working life Extra Ability to secure extra consultant Opportunities to undertake extra Programmed activity more cost-effectively and work on a more predictable and Activities thereby release efficiency savings regular basis for the NHS that can be re-deployed in support of better NHS care. Private Preventing any conflict of interest, Preventing unfair perceptions of Practice or perceived conflict of interest, abuse in relation to NHS between private practice and NHS consultants with private practice commitments. commitments Stronger guarantees that private Abolition of the maximum part care will not disrupt provision of time contract. Types of NHS NHS services or detract from NHS contract based solely on agreed performance tome and service commitments

The contract and it’s implementation on Scotland were reviewed by Audit Scotland in 2006 and a copy of their report and key messaged summary is included in the useful publications section in this part of the web site.

Consultant Reward Schemes

The reward schemes that consultants are eligible for form part of the consultant contract. SGHD conducted a review of these schemes led by Harry Burns, the Chief Medical Officer which was published in 2009. A copy of the review document is also included the useful publications in this part of the web site.

Colin McGowan MSG Head of Pay February 2010