for Less Than Full Time Training
Hours and Pay
The majority of LTFT trainees work in a slot share at 50% or 60% time. In the main the TPD will try and put slot shares together who work opposite ends of the week e.g. Mon / Tues/ Wed LTFT trainee with Wed / Thurs /Fri LTFT trainee. Occasionally this is not possible.
Out of hours (OOH) commitments should be strictly pro rata to allow equivalence in training. However, the College has advised that it may be possible to allow a LTFT trainee to do more in hours work than out of hours work e.g. if 60% overall, 50% OOH and 70% in hours may be possible provided a sufficient skill / case mix can be demonstrated to Educational Supervisors, ARCP or RITA panels
In a slot share, the LTFT trainees occupy a full time slot on the rota and therefore they must fulfill the full time ‘quota’ of out of hours between them. They will be expected to do their fair share of all weekend out of hours (Fri night to Mon morning inclusive). It is expected that the trainees should make necessary childcare arrangements to allow this or arrange mutually agreed swaps with their other colleagues if necessary.
Working out rotas: For simplicity it is easiest to consider the number of shifts worked by a full time colleague (in hours, OOH, and weekends) in a given time period e.g. over an 8 week rota, and then work out the pro rata number of shifts for the LTFT.
With the reduction in hours to 48/week the majority of 60% LTFT trainees will be on Band F6B. 60% F/T basic salary + 40% up lift for out of hours. Details of pay banding can also be found on the linked web sites.
EWD hours, includes all hours present in the hospital, and is the basis for the 48 hrs week. However, this is different to ‘actual hours worked’, which accounts for rest periods etc, and is determined by hours monitoring. It is the latter that determines pay banding.
Can I work > 60%?
With the introduction of the 48hr week some LTFT trainees have asked whether they could work 70 or 80%.
This is not generally encouraged nor necessarily possible. The Strategic Health Authority (via the Deanery) will only fund up to 60% for a LTFT trainee. Therefore the Trust would be required to make up any additional pay themselves, which they would be very reluctant to do. Furthermore it adds significant complexities to rotating trainees in and out of slot shares.
Annual leave and study leave during maternity leave
Employees retain all contractual rights during paid and unpaid maternity leave, except remuneration.
Therefore, annual leave is accrued during maternity leave, but should be taken after (i.e. added onto the end of) the formal period of paid and unpaid maternity leave. Although exceptions can be made there are sometimes principles of allowing a maximum of 1 week of leave to be carried forward into the next leave year, applicable to all employees.
Generally we would therefore encourage trainees, where possible, to take both maternity leave and the accrued annual leave within their year ‘off’ / before their return to work. e.g. roughly 11 months maternity leave and 1 month annual leave.
Trainees on maternity leave continue to be entitled to take Study Leave and expenses, within their allowance, during their maternity leave period.
During the maternity leave period, trainees who wish to attend Study Leave activities e.g. training courses, may do so. However, this is a matter of personal preference for the trainee and there is no obligation for them to attend Study Leave activities during the maternity leave period.
Acting up consultant for the last 3 months of training
Trainees may be allowed to ‘act up’ as a locum consultant in the last 3 calendar months of training provided that the post is recognized within the Bristol School of Anaesthesia. This is not increased pro rata for LTFT trainees.
LTFT trainees will still be expected to have an ARCP every 12 months to ensure that training is progressing satisfactorily and that training needs are met.