Schedule 3 - Starting salary & progression through seniority points
Schedule 3 - Starting salary & progression through seniority points
Index:
- 13.6 Additional capacity
- 13.7 Private practice and fee paying work
- 13.8 Disciplinary and grievance procedure
13.5 Starting salary & progression through seniority points
13.5 Starting salary & progression through seniority points
13.5.1 There are both clinical and academic factors to be considered and applied in determining the starting point for a clinical academic consultant's substantive contract. These will be governed, in the case of the NHS elements of the individual's commitments, by Sections 5.1 and 5.4. The University Employer may also apply academic criteria (over and above the NHS terms and conditions) in determining the overall starting salary for the clinical academic consultant's integrated contract and this will not be less than the minimum point on the consultant pay scale.
13.5.2 Decisions on a clinical academic consultant's progression through seniority and pay points will be led by the University Employer (usually the Head of School/RI) but undertaken jointly with the NHS Employer (usually the Medical Director or Director of Public Health). These decisions will be informed by the annual job plan review. The appeals procedure relating to pay progression will be the same as set out for job planning in Section 13.4 above.
13.5.3 The clinical academic consultant will normally progress each year through the seniority points set out in Appendix 3. Progression through seniority points can only be withheld or delayed as detailed in paragraph 13.3.5.
13.5.4 Progression through seniority points will not be deferred in circ*mstances where the inability to meet the requirements set out in paragraph 13.3.5 above is occasioned by factors outwith the control of the clinical academic consultant, for example, absence on study leave. RO to comment13.5.5 Progression through seniority points must not be related to or affected by the outcome of the appraisal process.
13.5.6 Where a manager believes that a clinical academic consultant is unlikely to meet the criteria set out in paragraph 13.3.5, an interim job plan review should be arranged to address this at the earliest opportunity.
13.6 Additional capacity
13.6 Additional capacity
13.6.1 Additional capacity, in relation to private practice, will be deemed to exist where a full time clinical academic consultant is contracted for 5 clinical service weekly programmed activities (or less) within a total equivalent to less than 12 weekly programmed activities in the integrated job plan. The utilisation of extra programmed activities for direct clinical care, as detailed in paragraphs 4.4.6 - 4.4.12, should be subject to agreement between the clinical academic consultant, the University Employer and the NHS Employer. Where a clinical academic consultant does not personally profit (e.g. the profits are retained by the university/charity) from undertaking private practice as defined in paragraph 4.4.7, there will be no expectation that he/she should then offer an extra programmed activity in order to qualify for pay progression.
13.7 Private practice and fee paying work
13.7 Private practice and fee paying work
13.7.1 The rules and conditions regarding private practice, outlined in Section 6 and Appendix 8, apply equally to clinical academic consultants as to NHS consultants. Where a clinical academic consultant wishes to undertake private practice, and this is allowed for under the terms of Section 6 and is permitted under the terms of the University Employer's regulations, the impact on the university and NHS components of the clinical academic consultant's working week should be a matter for local determination by the University Employer (usually the head of School/RI), with the full participation of the relevant NHS Medical Director/Director of Public Health, bearing in mind the need to achieve a fair balance between the individual's NHS and university commitments.
13.7.2 Any separate remunerated work undertaken by a clinical academic consultant explicitly on behalf of the University Employer will be exempt from the rule that he/she must first offer an extra programmed activity in order to qualify for pay progression. For all other remunerated work the same rules as apply to NHS consultants will apply.
13.8 Disciplinary and grievance procedures
13.8 Disciplinary and grievance procedures
13.8.1 The University Employer and NHS Employer will prepare agreed procedures for investigating and managing matters related to poor performance, discipline and grievance.
13.8.2 The University Employer and NHS Employer will agree on whether a matter related to poor performance, discipline or grievance will be dealt with under the procedures of the University Employer or those of the NHS Employer and, will work together at all stages of the jointly agreed procedures, irrespective of whether the issue has arisen in relation to the substantive or honorary contract.
13.8.3 Disciplinary or other proceedings undertaken by either the University Employer or NHS Employer resulting in the termination of the substantive or honorary contract may have implications for the continuation of the other contract, which may only be terminated after due process of the other employer.
13.8.4 For clinical academic consultants, the university procedures for disciplinary and grievance matters are laid down by statute. Therefore, any matter leading to disciplinary action which arises under the clinical academic consultant's honorary contract, even if it is the result of a jointly agreed and jointly administered procedure, may be the subject of a further procedure undertaken by the University Employer in accordance with statute. However, disciplinary and grievance matters arising under the substantive contract, and investigated and managed under university statute as part of a joint procedure, will not be subject to any such further university procedure.
