1. RECRUITMENT AND RETENTION IN GENERAL PRACTICE Dr R Farmer Jan 2015

2. AREAS FOR DISCUSSION  What is the problem?  What is being done nationally?  What can we do locally?

3. WHAT IS THE PROBLEM?  Medical school applications down- reduced by 13.5% on 2 years ago  Application for GP training schemes reduced- 6% drop in applications 2015 compared to 2014  Unfilled places on VTS’s- third round of recruitment in 2014 cost £113000 to fill 72 posts… 2015 3 rounds 88% fill rate 348 vacancies  Newly qualified GPs emigrating or choosing to work as locums- 10% intend to leave uk within 12 months of qualification  Increasingly part time workforce- see daily mail re female workforce etc  Alternative roles that reduce clinical time with patients ie commissioning, appraisals, gpwsi, ertc etc  Older GPs retiring earlier due to changes in pension rules, revalidation etc  A perfect storm…

4. WHAT IS BEING DONE NATIONALLY?  Publication of 10 point plan jointly by NHSE, HEE, RCGP and BMA GPC  https://www.bma.org.uk/working-for-change/negotiating-for- the-profession/bma-general-practitioners-committee/gpc- current-issues/workforce-10-point-plan  Recruit, Retain, Return

5. RECRUIT  Promote general practice- a marketing campaign…signing charity parachute jump forms…  Improving the breadth of training- an extra year post CCT, in hard to recruit geographical areas, doing something other than general practice- another speciality, leadership training, academic or teaching  (invest in…)Training hubs- groups of practices offering interdisciplinary training  Targeted support- 3 year time limited incentive scheme- financial incentives to work in certain areas

6. RETAIN  Investment in a new national retainer scheme, review existing scheme  Improve training capacity- £1m infrastructure fund  Incentives to remain in practice- mentorship schemes, portfolio careers, clearer career pathways  New ways of working… physicians associates, pharmacists, advanced practitioners, care navigators, HCAs etc to support current GPs in managing their workload

7. RETURN  Easy return to practice- after working abroad or career breaks etc  Targeted investment in returners- specific areas get financial help with costs of employing returners

8. WHAT CAN WE DO LOCALLY?  Hallam Uni starting to train physicians associates 2017,  CCG commissioning intentions- HCA apprenticeship scheme  Brainstorming…

9. RESULTS OF SURVEY  15 responses- thanks  Sessional pay varies between £7000- £10000/session/year, mainly in the range £8000-£8500  11 practices pay MDU/MPS fees on top, 3 don’t  10 are PMS, practices, 4 GMS  7 have had to negotiate pay, 8 haven’t  Regarding pay differentials, mostly pay same to all employed Drs, some pay more for experience, with annual uplifts, and in line with different contribution.  3 practices have unfilled posts, 11 don’t  8 have struggled to fill posts and 6 haven’t