FAQs

Submit claim expense form signed by TPDs or ES. Find the correct course code below Attach claim expense form, receipts and course certificate. Submit via https://www1.sel-expenses.com/ Company ID - rfl Username - Employee ID number/ Assignment number found on payslip Password - Initial password will be sent by Lead employer service, then it can be changed.

You will be sent an email from royal free with your network user ID and password. When asked for your email address enter your Network User ID followed by @royalfree.nhs.uk To access freenet vist https://freenet2.royalfree.nhs.uk/login?ReturnUrl=%2F%3Fredir%3D1

Access via https://my.esr.nhs.uk/ If this is your first time and employee ID is unknown click Forgot Username and follow the instructions ( asks for email and DOB). You will then be emailed username and temp password.

All payroll enquiries are via NHS SBS. You should have received an invitation to reister, if not follow this link: https://nhssbs.microsoftcrmportals.com/registrationrequest/

Please apply using the CycleScheme website https://www.cyclescheme.co.uk/ . Which includes step by step instructions, FAQs, and a savings calculator. All enquiries go to CycleScheme directly. Just remember to include our employer code in any correspondence: ECB88 Email: employee-support@cyclescheme.co.uk Phone Number: 0844 879 5101 Please note: You will need to be an employee of this Royal Free to apply Be employed in a substantive post There is an upper limit of £5000.00 The process can take up to 4 weeks to receive your voucher If you are on Fixed Term contract, please check to ensure that the end date on ESR is greater than your payment plan, as your application may be declined. As you have the option and can choose to pay back within 3, 6, 9 or 12 months. Please ensure you use your correct payroll number and complete payment details: Salary frequency: Monthly. If you need an update on the progress of your voucher, please contact the accounts payable team: rf.accountpayable@nhs.net

You can submit a query via the following link to the PGMDE portal: https://lasepgmdesupport.hee.nhs.uk/support/home

<5 years reckonable service: 27 days >5 years reckonable service: 32 days

What is reckonable service? Reckonable Service is any previous employment in the NHS or listed recognised organisations Who does reckonable service apply to? It applies to individuals returning to the NHS, transferring within the NHS or joining the NHS with service from one of the recognised organisations listed below: -NHS England -Clinical Commissioning Groups -NHS Trusts including Foundation Trusts -Special Health Authorities -The Health and Social Care Information Centre -National Institute for Health and Clinical Excellence -Health Education England (HEE) I’ve had a Break in Service, what am I entitled to? The rules for determining entitlement for redundancy, maternity, sick pay and annual leave are different, so this guidance is designed to set out the rules for calculating reckonable service under the different circumstances which may arise. -Annual Leave –all previous period(s) of NHS service or service with a listed recognised organisation may be aggregated and count as reckonable service towards the employee’s entitlement to annual leave, regardless of any breaks in employment. -Sick Leave – previous period(s) of NHS service will be counted towards entitlement to sick leave/pay where there has been a break in service of twelve months or less. -Maternity Leave – employees can have a break in service of three months or less and not affect their entitlement to maternity leave. Employees must have twelve months continuous NHS service at the beginning of the eleventh week before the expected week of childbirth in order to be eligible for Occupational Maternity Pay. What isn’t classed as a Break in Service? For the purposes of calculating entitlements, the following do not count as a break in employment: -Maternity Leave -Adoption Leave -Birth Leave -Sick Leave -Annual Leave -Carer / Compassionate Leave -Parental Leave -Employment Break. Does service with the NHS Bank count as reckonable service? Any service with the NHS Bank is counted as reckonable service when the employee has worked for a minimum of 12 months and has worked at least 488 hours. For all entitlements, the above definition equates to one year’s service and only full years may be counted. Does service with a locum agency count as reckonable service? Employers have discretion to take into account any period or periods of employment with employers outside the NHS, where these are judged to be relevant to NHS employment. (Anecdotally, this is more likely if paid directly by the host trust, rather than via the agency).

The provisions for payments to GP registrars during sickness should be made on the basis of the number of years of service with the NHS and the number of months of sickness leave and are set out below: First year of service: One month's full pay and (after completing four months' service), two months' half pay. Second year of service: Two months' full pay and two months' half pay. Third year of service: Four months' full pay and four months' half pay Fourth year of service: Five months' full pay and five months' half pay Fifth year of service: Five months' full pay and five months' half pay Sixth year of service+: Six months' full pay and six months' half pay

If you are absent from the work due to illness, you must inform the practice manager/ rota coordinator as soon as practicable on the first day. (Always follow your local policy guidelines). A self-certification form should be completed for any sickness absence lasting for seven days or less. If the illness continues beyond seven days, a medical certificate should be completed. Document your time out of training on FourteenFish (note that this will automatically calculate the number of calendar days you've had off sick, not the number of working days)

The training period will generally need to be extended if sick leave exceeds two weeks. With the training programme director’s agreement, this can be completed in the GP trainee’s current post. GP registrars are advised to contact their local postgraduate dean’s office for individual guidance.

GP Trainees may take a maximum of 30 days of study leave a year (up to 2.5 days/month in a post), 15 of the 30 days are automatically allocated for VTS.

Optional training can be agreed between the trainee and the clinical or educational supervisor provided it meets the trainees’ individual curricular requirements and the rota allows the trainee to be away from the workplace. E.g. AKT/ CSA revision courses, Residential Trips, NB Medical/ Red Whale GP Update course Aspirational training can be accessed in order to develop particular interests or curricular needs. This should be agreed in consultation with the Head of School for trainees based in secondary care. Anything international is automatically aspirational. As always, leave approval should be granted where adequate notice is given and service provision is not compromised. It SHOULD NOT be used for Mandatory training, which should be provided and funded either through the half day release or in the workplace. It should incur no additional cost and should not require additional study leave to be taken. This includes BLS, child & adult safeguarding and any trust/ local induction.

You are allowed an additional 5 days of professional leave per year if you are a trainee representative of a local or national organisational committee (e.g. if you are a rep for the London training committee)

Default Zoom link for virtual VTS sessions: https://us02web.zoom.us/j/84139056003?pwd=d2hPc3dCQjE3dEFkSFBwTlljY2d0UT09 Meeting ID: 841 3905 6003 Passcode: 731307

Attendance for the VTS half-day release sessions is mandatory unless you are on annual/study/sick leave/nights/zero days or on-call. To let us know any reason for non-attendance, please fill out the register below. If you do not consistently achieve around 80%, then we will inform your educational supervisors to discuss at your next ESR.

Google form for registering non-attendance: https://forms.gle/3BVMjFPy2KRpBi2k8

If you are on a GP placement, this time should be used for educational purposes, either independently or with your clinical supervisor. If you are on hospital placement and are scheduled to work, this would revert to clinical time, though ideally an alternative teaching session should be offered (e.g. specialty trainee teaching).

If you are on a hospital placement, the rota coordinator/ lead consultants will be aware of the scheduled GP VTS every Wednesday, 2-5pm and are obliged to release you to attend as many as possible in order to continue having GP trainees be part of their workforce. There may be reasonable exceptions to this, for example, in a clinical emergency or if you are covering an emergency bleep and cannot hand over that responsibility during teaching hours. If you feel you are not being given adequate opportunity to attend VTS sessions and will subsequently not achieve the minimum 80% yearly attendance, please escalate this to the TPDs or Trainee Committee reps to address. Whilst on general practice, clinical sessions won't be arranged for Wednesday afternoon, so that you can attend VTS.

If the tutorial is cancelled, the best practice ideally is that the practice should provide someone else to do the tutorial and you may be grouped with other trainees/ supervisors or, alternatively the tutorial can be rescheduled. The BMA is very clear that if a teaching session does get cancelled for some reason, it does not get replaced with a clinical session.

Google form for submitting anonymous feedback:https://forms.gle/meXWBznZM1oRYkPZ7

Download the minimum mandatory evidence requirements here:

The RCGP will provide the latest curriculum in a variety of formats, found at this link: https://www.rcgp.org.uk/mrcgp-exams/gp-curriculum

The RCGP has published walkthrough videos for each type of entry you'll require, found here: https://www.rcgp.org.uk/mrcgp-exams/trainee-portfolio/features#learning

You can submit a query via the following link to the PGMDE portal: https://lasepgmdesupport.hee.nhs.uk/support/home

Workplace Based Assessment (WPBA) builds up a qualitative picture of your performance in training. The evidence you collect in your Portfolio is reviewed at least every 12 months in the Annual Review of Competence Progression (ARCP). An ARCP is held at least once every 12 calendar months. In full-time training these two events often coincide, though it is not unusual for trainees to have more than one ARCP within a 12-month period. Reviews can also be conducted more frequently if there is a need to deal with progression issues outside the annual review. The ARCP Panel: makes judgements about your progress against the competences, and whether they are ready to move onto the next stage of training provides a final statement of your attainment of the competences for general practice - the basis for making a recommendation of satisfactory completion of training.

You will receive an email once your ARCP outcome is updated. ARCP outcomes are recorded in the Trainee Portfolio (accessible through the "training map").

If a doctor exceeds their TOOT allowance, then this may lead to a review of overall performance and achievement of curricular outcomes but does not mean an automatic extension to training. However, the ARCP panel are within their rights to ask you to make any time out of training and are more likely to do so if you are not progressing as expected. Usual practice is that you are allowed 14 days in ST1/2 without adding extra time if all is going well, so you won't get your CCT extended. Usually, if you've had less than 14 days in ST 1 and 2 or less than 21 days in ST3 a review is not triggered.

A full-time week is 40 hours (on average), notionally split into 10 sessions of four hours in length and including ‘out of hours’ work to be scheduled across the year. A week includes, on average (pro rata if LTFT): - 7 ‘clinical’ sessions: including (but not limited to) booked and emergency surgeries, house visits including travelling, telephone consultations, associated administrative work, appropriate debriefing time with the supervising GP and ‘out of hours’ work; trainees should have one hour of admin time for each three hours of clinical time, and the booking or appointments will allow for this as well as debriefing to take place within the session. - 2 ‘structured educational’ sessions: including (but not limited to) release to local structured teaching programme, tutorials, practice educational meetings, educational supervisor meetings, activities relating to workplace-based assessment, e-portfolio entries and other engagement with the ARCP process. - 1 ‘independent educational’ session: for independent study and revision.

When ‘out of hours’ work is undertaken, the equivalent number of hours will need to be deducted from the clinical sessions (as described in the above question) in the same week (or following weeks) as agreed with your practice. The scheduling of ‘out of hours’ work must also remain compliant with the average 40-hour weekly total and ensure a safe working pattern. Depending on the nature of the out of hours work, the consequent time off may need to be taken in one block during the same week (perhaps the same day or the next day), or it may be possible to take it in smaller amounts across a number of weeks; this should be agreed with your supervisor. The timing of any time off in lieu will need to be agreed with regard to the need to maintain safe working hours and must be agreed prior to the out of hours work being undertaken.

The requirements for Urgent and Unscheduled care (UUC), which includes out of hours work have recently changed, and there is no longer a requirement for 'logged hours'. Instead, you will need to demonstrate competency and engagement with UCC via your portfolio. Documentation of UCC can be done in 2 ways: Clinical encounters (will be renamed clinical case reviews from August 2020), where new learning has occurred and you wish to reflect on this learning. Completing the UUC /OOH session feedback forms with your supervisor for this session. These should be shared with your ES and also uploaded to the OOH (will be renamed as supporting documentation form August 2020) section of your learning log.

Fellowships are 2-year long projects, designed to support new-to-practice GPs and nurses transition towards empowered and independent practice. Fellows identify local healthcare needs and work towards improving services in that area.

GP registrars are required to make an application for inclusion in the Performer’s List no later than 3 months prior to their excepted CCT. They can do this through PCSE using the link: https://pcse.england.nhs.uk/services/performers-lists/ You must apply as a GP registrar and not performer. You will be asked to complete an application form and supply certain documentation such as ID, an up-to-date DBS or evidence you are registered on the update service and 2 clinical references. Please be careful to complete the application carefully and submit the required documentation to avoid delays. Once the application is submitted it is sent to NHSE for clinical review before being approved. Following CCT, you can log back onto the PCSE portal and change their status from GP registrar to performer to allow them to work in primary care.” If not done, you may be delayed in getting on the performer’s list and therefore unable to work as a GP until completed.