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6 Key Issues from the FPM Practice Staff Salary Survey

We published the results of this year’s FPM Practice Staff Salary Survey and how practices have paid their teams, highlighting some of the challenges they face. Practice Managers shared some of their experiences and challenges on the 6 key topics below.

 

On the role of GP partners…

"Some staff are currently underpaid for their job role, and the Partners are reluctant to change this."

"Greater resources needed and no increase in budget. Difficult to maintain comparable partners profit to what they could earn as Salaried or locums."

"After purchasing essential supplies, increasing costs, and partners ensuring their own income doesn't fall, there are insufficient funds left for staff pay increases."

"We do not have enough to cover costs, but mainly so that Gps can maintain their drawings and provide pay increases for salaried GPs."

On the difficulty of the work…

"The roles of admin staff have developed over the last few years yet we can barely pay more than minimum wage."

"It's not keeping in line with national minimum uplift and cost of living uplift to give the business enough to pay appropriately. The funds get switched to other services which are not smart and achievable."

On the National Living Wage …

"The recent annual increases in the minimum wage have exceeded the practice's uplift."

"We are unable to maintain the differential between the national minimum wage/less-skilled jobs and that of a receptionist which requires considerable skill to be done properly."

"Most staff are on just above minimum wage which is far too low for the level of experience and IT knowledge required."

On the levels of practice funding…

"Revisited (re: Living Wage) and other posts reviewed. We implemented a pay banding. Staff delighted."

"Annual Pay rises and job roles are evaluated against the Agenda for Change framework. I feel most roles receive a pay reward in line with the responsibility of the role. Budgets are set clearly at the start of the year with clear overtime budgets and are reviewed at least quarterly."

"I don't believe NHS staff get the recognition they should from central government, there should be more financial help for Partners to pay staff at a rate they deserve."

"Partners are reluctant to offer pay rises, and sadly as a result of historically inflated pay rises, some are paid significantly higher than others for doing the same work, without an opportunity to remedy this."

On the issue of recruitment/retention…

"Historically we have not paid our admin team well.  Clinical staff retention has always taken priority."

On competition from other workplaces…

"Agenda for Change pay for nurses in secondary care. Primary care cannot match this with flat income."

"The staff work incredibly hard handling complex situations.  It would be easier to work at Aldi!"

"Staff are on a pay scale comparable with retail staff which I do not feel reflects the complexity of their job such as difficult conversations, aggressive patients, signposting, coding etc."

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Closing Date: 4 December 2020

Salary: £40,000 p/a

Business Manager - Lincoln

Closing Date: 13 November 2020

Salary: £50,000 to £65,000 pro rata/p.a (depending on experience)

Registered Practice Manager - Central Hampshire

Closing Date: 5 November 2020

Salary: Dependant on skills and experience

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