First Practice Management
- Posted Wednesday December 5, 2018
First Practice Management is proud to announce the results of our Practice Manager Salary Survey for 2018. Sponsored by insurance providers MIAB, the survey received more than 800 responses from PMs across the UK.
This year our results reveal that the gender pay gap in practice management roles is at its widest point since we began reporting on it in 2016. Our findings show that men earned on average 15% more than women working in the same roles.
Gender and Pay
Overall in the roles we surveyed, the gender pay gap now stands at 15.1% compared to 7.7% in 2017 and 10.18% in 2016. This means that on average in general practice management positions, men continue to earn more than women in the same roles.
The gender pay gap, which had narrowed last year, appears to have widened once again.
Salary Index - UK (Practice Managers, Operations Managers & Practice Business Managers)
Our findings also revealed that the average salary for GP practice management roles in the UK is £38,490, a decrease from 2017’s figure of £39,334.
This disrupts the positive trend we have seen in previous years, where we have previously seen a year-on-year increase in the average salaries of practice management staff.
- The average salary for GP practice management roles in England is £44,788, an increase from 2017’s figure of £41,515. This strong increase contrasts with 2015’s figure of £41,073 and 2016’s figure of £40,902.
England once again reported the UK’s highest salary at £125,000.
- The average salary for GP practice management roles in Scotland is £36,388, a decrease from 2017’s figure of £40,879.
In Scotland, the highest salary was £72,000, an increase from 2017’s highest reported salary of £54,819.
- The average salary for GP practice management roles in Wales is £43,044, a decrease from 2017’s figure of £45,670.80 - this disrupts a general upward trend in this country.
The lowest reported salary in Wales was £30,000, an increase from £26,000 last year, while the highest was £55,000.
- The average salary for GP practice management roles in Northern Ireland is £29,742, a significant decline from 2017’s figure of £38,104.
In Northern Ireland, the highest salary was £55,555, an increase on last year’s figure.
Ethnicity and Pay
Following on from the introduction of gender pay gap reporting in 2017, there have been calls to introduce an equivalent report focusing on ethnicity and pay. The government consultation on ethnicity pay reporting is expected to close in January 2019.
Although this would take time to implement and even longer for the reports to come through, it is generally expected that the requirements will be broadly consistent with the Gender Pay Reporting requirements.
So what did our survey results tell us about the ethnic make-up of practice managers in the UK? 92% of respondents identified themselves as White British, while 6.9% identified themselves as black, Asian, or belonging to another minority ethnic groups. The remainder chose not to disclose their ethnicity.
There was an increase in pay rises for respondents this year, with 2.7% more PMs seeing their pay increase than last year.
- The highest pay rise in England was £10,000, the same as last year.
- The highest pay rise in Scotland was £7,000, a slight increase from last year’s £6,529.
- The highest pay rise in Wales was £3,020 – a significant increase from last year’s £1,348.
26.9% of respondents received a bonus, an increase from 2017’s figure of 25.2%.
- The average bonus in England was £1,979.97, a decrease from 2017’s £2,121.
- The average bonus in Scotland was £884.29, a decrease from £2,000 in 2017.
- The average bonus in Northern Ireland was £91.50, and a significant decrease from £1,608 in 2017.
- The average bonus in Wales was £2,983.25, broadly consistent with the average bonus of £2,935 in 2017.
Years of Service (UK)
- 7% have been in post for less than 12 months compared to last year’s 11.4%.
- 12.7% have been in post for one to two years compared to last year’s 19%.
- 44.6% have been in post for more than 10 years compared to last year’s 27.7%.
What are Practice Managers saying?
The survey revealed that higher salaries were directly related to partnerships or profit share schemes. Overall, newer PMs reported that their starting salaries were reasonable on the whole, but that reward did not rise with experience.
Regular, unpaid overtime is still very common and members felt that their salary would be fair without the extra hours, or if overtime were taken into account and paid at the appropriate rate. Some of you commented that your practices recognised this problem, but there was no money available to reward the increasingly complex nature of the role, with practice mergers and larger list sizes becoming increasingly common.
An ongoing frustration for PMs is the lack of consistency across PMs’ salaries, coupled with a strong call for a more structured framework similar to AfC where pay scales corresponded to different skills and responsibilities. Respondents noted that salaries are consistently lower for Practice Managers in primary care than for similar roles in the private sector or secondary care.
The survey ran from 12 September 2018 to 9 November 2018 and focused on income received between 1 April 2017 and 31 March 2018.
Thank you to everyone who contributed to this year's survey - let us know your thoughts on the results in the comments section below. You can access the full breakdown of results here.