Pay spine for general practitioners in the Student Health Service
Find out the 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 2025 (4% on all points)
Principal General Practitioners
| Point | Total | Detail |
|---|---|---|
| 1 | £111,464 | Core of £100,318 plus a PPB of £11,146 max |
| 2 | £118,895 | Core of £107,005 plus a PPB of £11,889 max |
| 3 | £126,323 | Core of £113,690 plus a PPB of £12,632 max |
Deputy Directors
| Point | Total | Detail |
|---|---|---|
| 2 | £118,895 | Core of £107,005 plus a PPB of £11,889 max |
| 3 | £126,323 | Core of £113,690 plus a PPB of £12,632 max |
| 4 | £133,758 | Core of £120,382 plus a PPB of £13,376 max |
Practice Director
| Point | Total | Detail |
|---|---|---|
| 3 | £126,323 | Core of £113,690 plus a PPB of £12,632 max |
| 4 | £133,758 | Core of £120,382 plus a PPB of £13,376 max |
| 5 | £141,185 | Core of £127,067 plus a PPB of £14,119 max |
Notes
- This scale will apply only to GP principals on substantive University contracts (open-ended or fixed-term). 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.
- In addition to the appropriate salary point and Practice Performance Bonus, principals will also receive reimbursement of their membership subscription for medical indemnity, and other pay elements determined and funded directly by the NHS, including postgraduate education allowance.
- The starting salary for a new appointee will normally be Point 1 (or Point 2 in the case of the Deputy Head of the Students’ Health Service, or Point 3 in the case of the Head of the Students’ Health Service), 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.
- Principles for progression will apply equally to all staff regardless of their status (full or part-time) and regardless of periods of family leave or sickness absence.
- Each year (normally July) there will be a review that will:
- 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.
- Establish the performance targets for the ensuing year. The Quality Outcomes Framework (QOF) targets will be based upon QOF points* achieved by, and relevant to, a student health service.
- 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 a member of the Senior Management team.
- confirm or otherwise the suitability of these pay arrangements in the light of NHS financing arrangements, see below.
- The GP Salary Review Committee will carry out the review, with advice from the Head 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 Chief People Officer 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.
*QOF targets aim to reflect the clinical quality of the service offered, whereas income alone does not. However, QOF points are then converted into money and will be an important contribution to practice income.