ID | Policy and strategy assessed by panellists | Median |
---|---|---|
For implementation at national/ regional level (n = 14) | ||
25 | In order to assess ‘at-risk’ status in a commissioning/planning area and taking into account confidentiality, GPs should be required to provide ‘intention to quit’ information regularly to assess areas ‘at-risk’. | 3 |
26 | In order to assess ‘at-risk’ status in a commissioning/planning area and taking into account confidentiality, GPs should be required to complete job satisfaction surveys (or equivalents) regularly to assess areas ‘at-risk’. | 4.5 |
27 | In order to assess ‘at-risk’ status in a commissioning/planning area and taking into account confidentiality, GP practices should be required to register their organisation’s at-risk status. | 5 |
28 | In order to assess ‘at-risk’ status in a commissioning/planning area and taking into account confidentiality: there should be regular audits to identify GP practices ‘at-risk’. | 8 a |
29 | GP practices identified as being ‘at-risk’ should be targeted with additional support and incentives. | 7.5 b |
30 | GP practices identified as being ‘at-risk’ should be prioritised for new/innovative national schemes to support GP retention and/or return to work. | 7 b |
5 | GP practices identified as being ‘at-risk’ should be managed with an appropriate and sensitive supportive arrangement – for (i) compulsory implementation. | 3 a b |
6 | GP practices identified as being ‘at-risk’ should be allocated a specialist team for managing recruitment and retention – for (i) compulsory implementation. | 4.5 a |
31 | New arrangements should be developed so that GPs can become more involved in GP practice management without being partners. | 5.5 |
32 | New business models should be developed for GPs who wish to provide care within the NHS but prefer not to own a GP practice. | 5 |
33 | There should be incentive and support packages for not-for-profit organisations employing GPs to work across GP practices. | 5 |
34 | Hospitals should be permitted to open GP practices with registered lists – for (i) all areas, or (ii) operating in traditionally “hard to recruit” settings. | 4, 5.5 b |
35 | There should be a publicity campaign highlighting the experiences of GPs who have successfully been retained in direct patient care as part of a marketing-based intervention aimed at GPs. | 4.5 |
36 | The positive experiences of GPs who are providing direct patient care should be consistently shared in a number of ways such as blogs and articles as part of a marketing-based intervention aimed at GPs. | 5 |
For implementation at GP practice level (n = 12) | ||
7 | GPs who are returning to work after a period of absence or after a career break should have access to ‘Health and Wellbeing programmes’ to help them manage their re-entry into the workforce – for (i) compulsory implementation. | 4.5 a |
11 | Peer support initiatives should be made available to GPs aimed specifically at health and well-being - for (i) all GPs or (ii) GPs reaching retirement and who could take their pensions. | 9, 8.5 a b |
37 | GP practices should have systems in place to accommodate flexible ways of working. | 7 b |
38 | GP practices should be able to demonstrate commitment to flexible ways of working through written human resources policies, guidelines or equivalents. | 5 |
39 | Human resources management support should be available to GP practices who are actively supporting GPs in combining other career interests with direct patient care. | 7 b |
40 | GP practices should receive guidance on recommended approaches to supporting the staged exit of GPs who are looking to leave direct patient care. | 7 b |
41 | GP practices should receive a toolkit on recommended approaches to supporting the staged exit of GPs who are looking to leave direct patient care. | 5.5 |
42 | Human resources responsibilities should be carried out externally to the employer/practice with responsibility for ongoing monitoring of how many GPs within an area have requested and successfully implemented flexible working arrangements – for (i) all GP practices, or (ii) GP practices operating in traditionally “hard to recruit” settings. | 2.5, 5 a b |
43 | Human resources responsibilities should be carried out externally to the employer/practice with responsibility for managing flexible working arrangements for GPs – for (i) all GP practices, or (ii) GP practices operating in traditionally “hard to recruit” settings. | 2.5, 5 a b |
44 | Human resources responsibilities should be carried out externally to the employer/practice with responsibility for all activities associated with retention of GPs – for (i) all GP practices, or (ii) GP practices operating in traditionally “hard to recruit” settings. | 3, 5 a b |
45 | Human resources responsibilities should be carried out externally to the employer/practice with responsibility for all activities associated with professional development and training – for (i) all GP practices, or (ii) GP practices operating in traditionally “hard to recruit” settings. | 2, 3 a b |
46 | Human resources responsibilities should be carried out externally to the employer/practice with responsibility for implementing standards for working hours and conditions – for (i) all GP practices, or (ii) GP practices operating in traditionally “hard to recruit” settings. | 5, 5 a |
For implementation at GP level (n = 12) | ||
47 | GPs should have access to their own specialised health care service to ensure a quick and confidential general health service – for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 5.5, 5.5, 5.5 a |
13 | A structured programme of training and support should be made available to all GPs in their first 5 years following qualification as an independent GP to help them establish healthy, productive careers – for (i) compulsory implementation. | 3 a |
48 | GPs should receive business management training and opportunities as a component of updating their skillsets - for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 6, 5, 6 a |
49 | Clinical mentorship should be available to GPs as part of a nationally managed scheme - for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 6.5, 6, 6 a |
15 | Career support should be available to GPs to enable portfolio opportunities to be identified and taken up in a strategic way to inform their future ambitions – for (i) GPs reaching retirement age and could take pensions | 7 a b |
50 | Incentives and support packages should be available for those GPs developing portfolio careers who are making a substantial contribution to direct patient care service - for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 7, 8, 7 a b |
17 | Where a strong case can be made that there is a financial risk directly relating to the work of the practice (e.g. ownership of premises), GPs should have access to schemes to reduce financial burden (e.g. buy back schemes for premises) – for (i) GPs not reaching retirement. | 7 a b |
51 | GPs should be expected to include regular supervision/mentoring sessions as part of their normal professional activity - for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 6, 5.5, 6 a |
Specifically regarding GPs who are reaching retirement and who could take their pensions on exit | ||
24 | The annual appraisal and revalidation process for such GPs should be reviewed with a view to streamlining and simplifying the process – for (i) all GPs | 5 a |
52 | Such GPs should be eligible for and offered support to facilitate direct patient care including additional dedicated administrative support. | 6 |
53 | Such GPs should be eligible for and offered support to facilitate direct patient care including medical assistants and other equivalent roles. | 7 a b |
54 | Planned exits for such GPs should include pairing them in job share scheme with – (i) GPs returning to practice, or (ii) newly qualified GPs. | 5, 6 a |