Pay spine for general practitioners in the Student Health Service

The total potential salary comprises a fixed core element of 90% of the total and a variable Practice Performance Bonus (PPB) element of 0% to 10% of the total.  The payment of the PPB to all GP Principals will be dependent on the overall Practice performance against defined targets.


Pay scale effective 1 August 2014 (1% on all points)

Point

Total

Detail

Principal General Practitioners
1 £82,008 core of £73,807 plus a PPB of £8,201 max
2 £87,475 core of £78,727 plus a PPB of £8,748 max
3 £92,942 core of £83,648 plus a PPB of £9,294 max
Practice Director
3 £92,942 core of £83,648 plus a PPB of £9,294 max
4 £98,410 core of £88,569 plus a PPB of £9,841 max
5 £103,876 core of £93,488 plus a PPB of £10,388 max

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Pay scale effective 1 August 2013 (1% on all points)

Point

Total

Detail

Principal General Practitioners
1 £81,196 core of £73,077 plus a PPB of £8,119 max
2 £86,609 core of £77,949 plus a PPB of £8,661 max
3 £92,022 core of £82,820 plus a PPB of £9,202 max
Practice Director
3 £92,022 core of £82,820 plus a PPB of £9,202 max
4 £97,436 core of £87,692 plus a PPB of £9,743 max
5 £102,848 core of £92,563 plus a PPB of £10,285 max

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Pay scale effective 1 August 2012 (1% on all points)

Point

Total

Detail

Principal General Practitioners
1 £80,392 core of £72,353 plus a PPB of £8,039 max
2 £85,752 core of £77,177 plus a PPB of £8,575 max
3 £91,111 core of £82,000 plus a PPB of £9,111 max
Practice Director
3 £91,111 core of £82,000 plus a PPB of £9,111 max
4 £96,471 core of £86,824 plus a PPB of £9,647 max
5 £101,830 core of £91,647 plus a PPB of £10,183 max

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Pay scale effective 1 August 2011 (1% on all points)

Point

Total

Detail

Principal General Practitioners
1  £79,596 core of £71,637 plus a PPB of £7,959 max
2  £84,903 core of £76,413 plus a PPB of £8,490 max
3  £90,209 core of £81,189 plus a PPB of £9,020 max
Practice Director
3  £90,209 core of £81,189 plus a PPB of £9,020 max
4 £95,516 core of £85,964 plus a PPB of £9,552 max
5 £100,822 core of £90,740 plus a PPB of £10,082 max

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Pay scale effective 1 August 2010 (1% on all points)

Point

Total

Detail

Principal General Practitioners
1  £78,808 core of £70,928 plus a PPB of £7,880 max
2  £84,062 core of £75,656 plus a PPB of £8,406 max
3  £89,316 core of £80,385 plus a PPB of £8,931 max
Practice Director
3 £89,316 core of £80,385 plus a PPB of £8,931 max
4 £94,570 core of £85,113 plus a PPB of £9,457 max
5 £99,824 core of £89,842 plus a PPB of £9,982 max

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Pay scale effective 1 August 2009 (1.5% on all points)

Point

Total

Detail

Principal General Practitioners
1  £78,028 core of £70,226 plus a PPB of £7,802 max
2  £83,230 core of £74,907 plus a PPB of £8,323 max
3  £88,432 core of £79,589 plus a PPB of £8,843 max
Practice Director
3 £88,432 core of £79,589 plus a PPB of £8,843 max
4 £93,634 core of £84,270 plus a PPB of £9,363 max
5 £98,836 core of £88,953 plus a PPB of £9,883 max

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Pay scale effective 1 August 2008 (2.5% on all points)

Point

Total

Detail

Principal General Practitioners
1 £76,875 core of £69,188 plus a PPB of £7,687 max
2 £82,000 core of £73,800 plus a PPB of £8,200 max
3 £87,125 core of £78,413 plus a PPB of £8,712 max
Practice Director
3 £87,125 core of £78,413 plus a PPB of £8,712 max
4 £92,250 core of £83,025 plus a PPB of £9,225 max
5 £97,375 core of £87,638 plus a PPB of £9,737 max

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Notes

  1. This scale will apply only to GP principals on permanent contracts.  Principals are those GPs that undertake a full share of the development and running of the service additional to normal surgery and duties.  The term does not apply to locums or the equivalent of ‘salaried’ doctors who typically have little or no responsibility for the management of the practice and for whom separate salary arrangements will be made. 
  2. In addition to the appropriate salary point and PPB, principals will also receive reimbursement of their membership subscription for medical indemnity, and any Seniority Payments and other pay elements determined and funded directly by the NHS, including postgraduate education allowance.
  3. The starting salary for a new appointee will normally be Point 1 (or Point 3 in the case of the Director), but will be assessed according to previous experience and skills.  Progression to higher points is not guaranteed and will depend on the performance of the individual in all aspects of the role including input to the running of the service and clinical competence.
  4. In July of each year there will be a review that will:
    1. determine what Practice Performance Bonus is justified by the performance of the service against its agreed targets. The bonus range is between 0% and 10% of total salary, and will be calculated from a linear relationship with percentage achieved against target.
    2. establish the performance targets for the ensuing year. The QuOF targets will be based upon QuOF points* achieved by, and relevant to, a student health service.
    3. consider cases, if there are any, for incremental progression. The criteria would be based on the management and clinical contribution made by the doctor as determined through the Annual Review held by the Director of the Service.
    4. consider cases, if there are any, for incremental progression. The criteria would be based on the management and clinical contribution made by the doctor as determined through the Annual Review held by the Director of the Service.
    5. confirm or otherwise the suitability of these pay arrangements in the light of NHS financing arrangements, see below.
  5. The Director of Student Services and the Director of Personnel Services will carry out the review, with advice from the Director of the Student Health Service and information from the Practice Manager.

    Any recommendation for a cost of living increase in the salary for each point on the scale will be presented to the Registrar and Deputy Registrar for agreement.

    Given the volatility of NHS funding policy these pay arrangements will be renewed or modified on an annual basis.  If changes in funding or other arrangements render them unworkable they will not be renewed and the University will seek to establish an alternative that keeps the pay of GP principals appropriately aligned to the general market pay of equivalent GPs.  The continuation, modification or non-renewal of the arrangements will be at the discretion of the University, but the University will consult with the GP principals about any change with a view to reaching agreement on new arrangements.

*QuOF targets aim to reflect the clinical quality of the service offered, whereas income alone does not. However, QuOF points are then converted into money and will be an important contribution to practice income.

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