The results from our annual Practice Manager Salary Survey are in, and as always they make for fascinating reading. Responses from primary care managers across the UK revealed the gender pay gap is at 10.18%, as well as showing a desire for a more structured approach to the role. Here we pick out some choice quotes from the survey, providing a snapshot of the state of people management in primary care today.
We received some candid insights from participants about their thoughts on the gender gap:
“Sadly many male PMs get financial bonuses whereas female PMs can receive a bunch of flowers or box of chocolates. (This) might start to change with more female doctors as partners.”
“I feel we are - as a profession - underpaid for the input we have. Some of this I think is because it is a female-dominated occupation and there is a large variation in what managers actually do in spite of their job description.”
“Same old, same old - men in this area tend to earn more.”
On the workload of PMs and its relation to pay:
“I do believe we are the forgotten part of a GP partnership - the glue that sticks it all together. There is never a day you can put down your pen and walk away without rewriting the list in your head of the things that need to be done, and I don't believe this is reflected in salaries.”
“Additional workload is extremely difficult to manage and delegate. GPs are reluctant to discuss salary increases generally, but as a manager you are expected to 'suck it up' - it’s all part of being a manager. I disagree with this attitude as the more hours you are expected to 'suck up' without pay effectively reduces your hourly rate.”
“Workload has increased massively with no recognition of this by Partners, CCG and NHSE. Next crisis will definitely be in Practice Management.”
On the need for a structured approach to practice management roles:
“PM salaries should not be decided on the whims of the GPs. There should be a national body for Practice Managers who set an appropriate salary structure for the role of the PM. The current salary does not reflect and not take account of the job responsibility and the stress involved.”
“I think it should be standard practice for managers to receive performance-related bonuses. (It) can affect practice performance when managers become demoralised by the lack of reward or gratitude for their efforts. I joined a practice a couple of years ago and increased their QOF income by over £20,000 and didn't even get a Christmas card. I moved on and maybe now the practice has gone back to getting less out of QOF.”
“There should be a national guideline for PM salaries, not reliant on GPs’ goodwill.”
And to end things on a more upbeat note, a selection of the more positive messages we received:
“Our work is incredibly diverse - if we worked in the private sector our skills would earn top dollar! Although saying that I personally get so much job satisfaction working in a practice that the money is to some extent, not important. “
“It does feel that with this level of working we would be paid a lot more for doing something similar in the private sector... but I love my job!”
Take a look at the short video below for more information about what we learned from the survey, and for more insights into our findings, why not check out our accompanying article and infographic. Be sure to let us know your thoughts on the topics raised by the salary results in the comment section below.
For full details of the2016 First Practice Management Salary Survey take a look at the dedicated area of our website, where you can also view the results to the surveys conducted in previous years.