ID | Policy and strategy assessed by panellists | Median a |
---|---|---|
For implementation at national/ regional level (n = 6) | ||
1 | In order to assess ‘at-risk of GP shortages’ status in a commissioning/planning area and taking into account confidentiality GP practices should be able to self-register their organisation’s ‘at-risk’ status. | 8 |
2 | GP practices identified as being ‘at-risk’ of GP shortages should be provided with a toolkit to manage recruitment and retention. | 8.5 |
3 | New incentive and support packages should be available to GPs and other organisations setting up new practices or new ways of working in under-doctored areas. | 7.5 |
4 | There should be a publicity campaign focussing on managing expectations of patients in line with the resources and constraints of GP-based primary care services. | 9 |
5 | GP practices identified as being ‘at-risk of GP shortages’ should be managed with an appropriate and sensitive supportive arrangement – for (i) optional implementation. | 8 b |
6 | GP practices identified as being ‘at-risk of GP shortages’ should be allocated a specialist team for managing recruitment and retention – for (i) optional implementation. | 9 b |
For implementation at GP practice level (n = 4) | ||
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) optional implementation. | 8.5 b |
8 | GPs who are returning to work after a period of absence or after a career break should have access to schemes that have a range of routes and options that can be combined in a personal package for re-entry. | 9 |
9 | GPs who are returning to work after a period of absence or after a career break should have access to schemes that use a mix of online education and face-to-face meetings to ensure timely access to induction and refresher courses. | 9 |
10 | GP practices should implement strategically planned exits for retiring GPs. | 7 |
For implementation at GP level (n = 14) | ||
11 | Peer support initiatives should be made available to GPs aimed specifically at health and well-being - for (i) GPs who are not reaching retirement age. | 8.5 b |
12 | GPs should have access to their own specialised health care service to ensure a quick and confidential occupational healthcare service – for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 9, 9, 9 b |
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) optional implementation. | 7 b |
14 | GPs should consider portfolio working as part of their career pathway and this should be optional - for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 9, 7, 7 b |
14 | GPs should consider portfolio working as part of their career pathway and this should be compulsory - for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 1, 1, 1 b |
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) all GPs, or (ii) GPs not reaching retirement. | 8, 7.5 b |
16 | Incentives and support packages should be available for those GPs developing portfolio careers who are linking their portfolio activities to specialisms/areas that are directly beneficial to local clinical priorities - for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 8, 8.5, 8.5 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) all GPs or (ii) GPs reaching retirement and who could take their pensions | 9, 9 b |
18 | There should be an agreed maximum in the number of consultations that a GP should be allowed to conduct in a working day in order to protect patient safety as well as the health of the GP - for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 9, 9, 9 b |
19 | There should be contractual changes to encourage longer consultations where appropriate - for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 9, 9, 9 b |
20 | The working hours of GPs should routinely include fully-funded, dedicated time to accommodate the full range of roles (administrative, clinical, training, management, CPD, business undertaken as part of care professional activity – for (i) all GPs or (ii) GPs reaching retirement and who could take their pensions. | 9, 9, 9 b |
21 | Contracts based on specified programmed activities should be available to GPs to work across several GP practices and on other health related activities – for (i) all GPs, (ii) GPs reaching retirement and who could take their pensions, or (iii) GPs not reaching retirement. | 7, 8, 8 b |
Specifically regarding GPs who are reaching retirement and who could take their pensions on exit | ||
22 | For such GPs a comprehensive flexible careers scheme should be introduced with a view to supporting annualised hours, part-time working, and/or ad-hoc contributions to direct patient care. | 9 |
23 | For such GPs there should be financial incentives for such GPs who have maintained a prolonged/sustained period of direct patient care. | 8.5 |
24 | The annual appraisal and revalidation process should be reviewed with a view to streamlining and simplifying the process - for (i) GPs who have not encountered any concerns in the previous revalidation/appraisal processes, or (ii) GPs who would like to work with a specified and limited scope of practice. | 8.5, 8.5 b |