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11 Key Quotes from FPM’s Practice Manager Salary Survey 2019

The 2019 PM Salary Survey results have been released, so let’s take an inside look at some of the comments you shared with us, looking at everything from asking for a pay rise and never-ending emails to increased collaborative working and Primary Care Networks.


On the effect of collaboration and Primary Care Networks…

 “The PM role has changed massively in the past 5 years – it’s unrecognisable from when I first entered general practice. Salaries are starting to reflect the role, but because of networks and mergers the role is diversifying - larger practices will have different people in charge of finance, HR etc... It's less of a 'jack of all trades'. Salaries are starting to reward that specialisation.”

“The introduction of PCNs has increased our workload exponentially.”


On the value of Practice Managers…

“With the changing landscape in the NHS and Primary Care, the role requires a high level of business and development acumen.”

“It is an incredibly diverse and challenging role. You have to be very patient and tolerant - emails are unmanageable and keeping up to date with changes is incredibly challenging.”


On asking for a pay rise…

“I was much lower paid when I started, but when asking around others were paid higher and actually doing less.  As we are a small practice I have nobody to allocate jobs to, so I cover everything from rotas to sessions to HR to wages etc. I asked for a pay rise, explained and showed my evidence and it was agreed I should receive one.“


On the importance of qualifications vs experience…

“I carried out a very simple survey within our local area and found that managers who had a university degree were paid considerably more than those who had an AMSPAR qualification and worked their way up through the ranks. Experience and local knowledge do not appear to be valued.”

“The approach to paying practice managers differs greatly depending on whether the PM has worked their way up from receptionist and then taken on the PM role or have come in as a qualified manager… You have to stick to your guns to get a wage that reflects your skills and abilities and the transferable management and business skills you bring to the practice.”

 

On the topic of burnout…

“I love the practice but it’s stressful and I would never do it again if I left. It's a shame as I'm good at my job, but it affects health and family life.”


On the variation of salaries for PMs…

“The salary range across the country seems so diverse. The GPs can pay whatever they think and there is no recommended pay structure. I think most PMs seem underpaid for the amount of work and responsibility required.”

“There should be some form of universal pay scale for PMs, as there is for GPs under the BMA model contract. The variation from practice to practice is massive, and most of us are doing the same job but receiving much less.”


On the things that really matter…

“I've worked in bigger practices and earned more money, but I am much happier in my current role and you can't put a price on happiness!”

 

Do these comments reflect your own experience, or do you see things differently? Don’t forget to share your thoughts in the comments section below. FPM members can view the full results of the 2019 First Practice Management Salary Survey here


Comments

Anonymous 22/01/2020

If you are a capable (practice) manager, being able to negotiate pay to reflect your worth to the organisation should be one of your key skills (Otherwise you need some more development!?) You also have access to information about practice finances & partners drawings which most managers would not. Ensure that you have optimized those finances which makes it easy to justify an increase?


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