I'm already an LTFT trainee:

 

Training LTFT can be a bewildering process. As you may have already discovered, navigating the minefield of salaries, rotas, and the amount of time that counts towards training are all significantly more complicated than for full-time trainees. Rest assured that there are great minds working behind the scenes to simplify and demystify the process, but in the meantime we hope the below guidance helps:

Rotas:

No two Trusts administer LTFT trainees in exactly the same way – so you will unfortunately have to negotiate your working pattern with the Anaesthetic department / rota writer each time you move trusts. However, a few rules of thumb:

  1. Be clear whether you’re in a slot share (most common) or working LTFT in a full time post (common in trusts where staff grades and other non-trainee doctors are plentiful and can be relied upon to cover vacant shifts) or in a supernumerary post (very rare as they cost trusts lots of money)

  2. If a slot share, contact your slot share partner early and clarify which day(s) each week you each wish not to work on. Then contact the rota coordinator to check they can accommodate your needs

  3. Find out EXACTLY what the average weekly hours are for the full time trainees working your rota. (If no one can tell you, get a copy of the rota and then contact us – your LTFT reps! – who should be able to help). Then apply your percentage to calculate how many hours / week on average you should be expected to work. For example:

Full timers work 46h/week

You wish to work 70% = 46 x 0.7 = 32.2 h/week

Salaries:

Salary rules are described in the following document from NHS employers: (NB this gets updated periodically; the version below was released 21st April 2017 and was valid at the time of writing)

http://www.nhsemployers.org/~/media/Employers/Documents/Need%20to%20know/TCS%20for%20NHS%20Doctors%20and%20Dentists%20in%20Training%20England%202016%20%20Version%203.pdf

To try and understand how your salary will be calculated, you first need to know if you are paid according to the new junior doctor contract (which came into being in August 2016), or are eligible for transitional pay protection (meaning that you are paid on the old 2002 contract terms). Transitional pay protection arrangements apply up until August 2022 or you finish training, whichever comes first.

You should be eligible for pay protection if:

  • You were on an Anaesthetics training programme (either as a Core trainee or a Specialty trainee) before 3rd August 2016, and:

  • You haven’t relinquished your training post since then

  • You were OOP / on maternity leave / sick leave / not actually training for some other reason on 3rd August 2016, BUT you were still in a recognised training post

If you’re eligible for pay protection, you’ll be paid:

a) A ‘basic salary’, based on your weekly average hours using the F5-F9 banding system:

Basic pay for LTFT trainees is divided into five discrete time categories and labelled F5-F9:

– F5 is 20-24 hours of actual work a week: 50 % of full-time basic salary

– F6 is 24- 28 hours of actual work a week: 60 % of the full-time basic salary

– F7 is 28-32 hours of actual work a week: 70 % of the full-time basic salary

– F8 is 32-36 hours of actual work a week: 80 % of the full-time basic salary

– F9 is 36-40 hours of actual work a week: 90 % of the full-time basic salary

b) A ‘banding supplement’ based on your proportion of antisocial hours, using the FA-FC banding system:

The banding supplement is calculated as a proportion of the basic salary as below:

Definition

 Trainees working at high intensity and at the most unsocial times:  Band FA; Supplement 50%

– Trainees working at less intensity at less unsocial times:  Band FB; Supplement 40%

– All other trainees with duties outside the period 8am to pm Monday to Friday:  Band FC; Supplement 20%

– LTFT post is not compliant with the New Deal:  Band F3; Supplement 100%

Your total salary = (your basic pay) plus (your banding supplement)

If you're still confused and want more information on this rather complex system, have a look at:

http://www.nhsemployers.org/your-workforce/pay-and-reward/medical-staff/doctors-and-dentists-in-training/pay/pay-faqs-updated-july

https://www.bma.org.uk/-/media/files/pdfs/developing%20your%20career/bma%20less%20than%20full%20time%20guidance.pdf

Your duration of training: 

When you complete your LTFT approval form, you will have stipulated a less-than-full-time percentage you wish to work (which your TPD must approve).  To complete 12 months of full time training (ie a full training year, eg ST3), the amount of time you’ll require is just 12 months divided by your WTE proportion, e.g:

  • You’re a 60% LTFT trainee

  • You will take (12 months / 0.6)   = 20 months to complete (eg) your ST3 year

To work out how much training time a given block counts for, multiply the duration of your block by your LTFT proportion, eg:

  • You’re a 60% LTFT trainee

  • 3 month block x 0.6                         = 1.8 months of training

 

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