1: Pay should be based on stages of training and actual progression to the next level of responsibility, evidenced by taking up a position at that level.
2: Flexible pay premia could be used to recognise, where appropriate, junior doctors who take a break from training for exceptional reasons that benefit the NHS or health provision more broadly
3: We support a contract based on work schedules, work reviews and exception reporting, and the end of banding payments.
4: Work reviews should be evidence-based, accountable and timely.
5: We should be provided in the future with annual data on the outcome of employee-triggered work reviews on a UK-wide basis.
6: A common definition of core time/unsocial hours is required for all NHS groups. If the definition needs to differ between groups, then a commonly understood rationale would be required.
7: We support a contract based on basic pay (up to 40 hours per week), rostered hours (up to eight hours per week, on average) paid at the same rate as basic pay and an unsocial hours premium.
8: The contract should include an availability allowance to recognise an obligation to be on standby to return to work, with the rate of the allowance varied to reflect the frequency of on-call.
9: The contract should include the potential use of RRPs (or flexible pay premia) to incentivise hard-to-fill specialties and that they are paid where required.
10: For future rounds, the parties should submit evidence setting out what advice has been put forward on shortage specialties and RRPs (or flexible pay premia) so that we are able to review retrospectively the effective use of RRPs and make recommendations as appropriate.
11: Flexible pay premia should potentially be used to recognise additional experience, where appropriate, for junior doctors that choose to retrain in a different specialty.
12: GMP trainees should be paid on the same basis as hospital trainees.
13: Flexible pay premia should be used to recognise, where appropriate, academic trainees that take a break from training to undertake a relevant MD, PhD or other relevant postgraduate qualification, not only for academic work related to an individual’s CCT, but also when the work benefits the wider NHS and the continuing improvement of patient care.
14: The year immediately preceding contractual change should be used as the baseline for the cost-neutral pre-condition of the negotiations.
15: Further sensitivity testing should be undertaken on pay modelling data to determine an appropriate increase to basic pay and wider applicability of the proposals.
16: Annual leave on first appointment to the NHS should be 25 days, rising to 30 days after 5 years’ service.
17: Junior doctors should be fully reimbursed for reasonable actual relocation expenses incurred in the performance of their duties.