Definitions of clinical pay thresholds, allowances and uplifts
To confirm which pay scale to use for the clinical academic appointment please also check the clinical pay scales.
- Definition of Seniority
Both salary on commencement and eligibility for subsequent pay thresholds will depend on a Clinical Academic (Honorary Consultant) or Clinical Academic Public Health (Honorary Consultant)'s seniority (see below).
For these purposes, seniority is measured as the sum of the number of aggregated whole years completed as an NHS consultant and/or a clinical academic in a grade that is equivalent to consultant level, plus any additionally credited seniority (in aggregated whole years) to reflect non-NHS consultant level experience. Newly appointed clinical academics will need to have proof of any seniority which they are claiming. This can be shown either by their most recent payslip or verification from their NHS employer.
Clinical Academic Staff on the pre-2003 contract
In addition, there are a number of clinical academic staff who held Honorary Consultant appointments prior to the introduction of the Consultant Clinical Academic contract in 2003 and were paid on the Honorary Consultant pay scales, but were either ineligible to transfer or declined the offer to transfer to the CCA contract. These staff remain on this pay scale. No new appointments are to be made to this grade.
Seniority Verification Form
Please complete this form if following a recruitment campaign your successful candidate:
- Has worked at Consultant level or equivalent in previous years and they will be claiming seniority for this experience when they take up employment at UCL.
- Is claiming a period of flexible training (prior to obtaining CCT).
- Or you are wishing to transfer an existing member of UCL clinical staff on to the terms of the CCA or SAGP contract
- Pay Thresholds
Clinical Academic/Honorary Consultant and Clinical Academic Public Health/Honorary Consultant staff will be eligible for pay thresholds at the intervals set out on the CCA pay scale on the 1st of the month nearest the anniversary of their transfer to the terms of the new contract.
The value of pay thresholds for a part-time Clinical Academic /Honorary Consultant or Clinical Academic Public Health/Honorary Consultant will be pro-rata based on the number of agreed weekly Programmed Activities in the Integrated Job Plan as a proportion of the ten minimum required Programmed Activities for a full-time appointment.
Threshold progression will be dependent upon the annual review and submission of a signed job plan, agreeing on duties and responsibilities, to cover a 12-month period from the anniversary date of the clinical academics transfer to the terms of the new contract. The clinical and academic lead and the Head of Division must sign these job plans.
- National Pay Uplifts
All the rates of pay set out in UCL’s Schedule are in line with the recommendations of the Universities and Colleges Employers Association's Clinical Academic Staff Salaries Committee which translates the Government's implementation of the recommendations of the Review Body on Doctors' and Dentists' Remuneration (DDRB) for NHS consultants.
Future uplifts (usually annually) will be effective from 1 April or on such other dates/at such other intervals as may be varied from time to time. Payments can be backdated.
- Additional Programmed Activities and how to calculate
A Consultant Clinical Academic (CCA) or Senior Academic General Practitioner (SAGP) working full time will work ten (10) programmed activities (PA) per week. One PA is equivalent to 4 hours of work.
Extra programmed activities are referred to as Additional Programmed Activities (APAs) and these may be either academic or clinical.
Both UCL and the honorary clinical employer(s) may each offer Additional Programmed Activities, but the clinical academic will not be expected to undertake, on average, any more than one Additional Programmed Activity per week to meet the relevant criterion for pay thresholds and cannot hold more than 2 Additional Programmed Activities. The Integrated Job Planning process should be used to agree for which employing organisation any Additional Programmed Activities should be undertaken.
Additional Programmed Activities may be offered on a fixed basis, but where possible employing organisations will offer them on a mutually agreed annualised basis, as part of the Integrated Job Planning process. Where clinical academics prospectively agree to Additional Programmed Activities these will be remunerated;
Employing organisations will normally put any such offer to the clinical academic at the annual Integrated Job Plan review. Unless they and the clinical academic agree otherwise, any such offer will be made no fewer than three months in advance of the start of the proposed Additional Programmed Activities, or six months in advance where the work would mean the clinical academic has to re-schedule external commitments;
There will be a minimum notice period of three months for termination of these additional activities.
Employing organisations will give all clinical academics an equal opportunity to express an interest in undertaking additional activities for which they are qualified. Any offer or acceptance should be made in writing;
Calculating the value of additional programmed activities:
The value of additional programmed activity is variable depending on:
(1) your pay threshold (please refer to CCA Pay scales) and,
Calculation 1Take the value of your basic full-time pay (no other payments should be added) and divide this payment by 10.
If you do NOT hold a discretionary point, distinction award or a clinical excellence award, perform the following calculation:
Outcome: The annual value for each APA undertaken = A + B
If Clinical Excellence Award Level 10 - 12 held: Divide the value of level 9 by 10 = figure B If Clinical Excellence Award Level 1 - 9 held: Divide the value of your CEA by 10 = figure B If Distinction Award held: Divide the value of 8 DPs by 10 = figure B
e.g. basic salary of £69,991 p.a. / 10 = APA allowance of £6,999 p.a. (per APA undertaken)
If you hold a discretionary point, distinction award or a clinical excellence award, perform the following calculation:
Calculate the annual value of one additional PA per week:
Take the value of your basic full-time pay (no other payments should be added) and divide this payment by 10. This provides figure A.
e.g. basic salary of £84,154 p.a. / 10 = Figure A rate of £8,415 p.a.
Proceed to the next step:
If you hold a discretionary point, distinction award or a clinical excellence award, perform the following calculation to provide figure B. If:
Discretionary Points held: Divide the annual value of your DPs by 10 = figure B
Distinction Award held: Divide the value of 8 DPs by 10 = figure B
Clinical Excellence Award Level 1 - 9 held: Divide the value of your CEA by 10 = figure B
Clinical Excellence Award Level 10 - 12 held: Divide the value of level 9 by 10 = figure B
Outcome: The annual value for each APA undertaken = A + B
- Clinical Excellence Awards (CEA)
Clinical Excellence Awards are awarded within the NHS for consultants and academic GPs who perform 'over and above' the standard expected of their role.
The administration of the scheme nationally is run by the Advisory Committee on Clinical Excellence Awards (ACCEA). There are 12 levels of award. Levels 1-8 are awarded locally by employing NHS Trusts, and levels 10-12 (silver, gold and platinum hereafter) are awarded nationally.
Level 9 awards can be awarded locally or nationally, and are referred to as Bronze. National awards payments are pensionable. Clinical Academics have to reapply after 5 years and renewal is not automatic. It is the responsibility of the Clinical Academic to start the application process during the 4th year.
Local awards now have new points, will be time-limited for between one and three years, the award will not be pensionable and will be paid annually by lump sum as a special allowance.
Confirmation of a National CEA award will come from the ACCEA to the NHS where the CCA holds the honorary clinical contract. It is the responsibility of the NHS Trust to provide a funding letter for any CEA payment. Alternatively the Clinical Academic will notify UCL who in turn should contact the NHS Trust for a funding letter. Local awards will be notified in writing from the relevant NHS Trust to the Clinical Academic and or UCL.
The Department of Health and Social Care (England) has agreed to extend, for one year, all national CEAs that will be expiring in April 2021 which would have ordinarily required renewal in the 2020 award round. This will apply to consultants and academic GPs. Consultants and academic GPs who were due to renew their awards in the 2020 competition should log in to the online system (link on the above webpage) to ensure that ACCEA has their correct contact details.
Applications for the 2020 national CEA competition are suspended. ACCEA will keep plans for new applications under review based on the ongoing impact of coronavirus. For further updates concerning the DHSC’s response to the COVID-19 pandemic, please visit their website.
For further information please contact HRBP Clinical.
- On-Call Allowances
If a consultant is required to participate in an on-call rota, he or she will be paid a supplement in addition to a basic salary in respect of his or her availability to work during on-call periods. The supplement will be paid at the appropriate rate set out in Table 1 below.
On-call availability supplement
Frequency of rota commitment
Value of supplement as a percentage of full-time basic salary
High frequency: 1 in 1 to 1 in 4
Medium frequency: 1 in 5 to 1 in 8
Low frequency: 1 in 9 or less frequent
The level of the supplement will depend on:
the consultant’s rota frequency and the category of the consultant’s on-call duties.
This applies where the consultant is typically required to return immediately to the site when called or has to undertake interventions with a similar level of complexity to those that would normally be carried out on-site, such as telemedicine or complex telephone consultations
This applies where the consultant can typically respond by giving telephone advice and/or by returning to work later.
The process:The appropriate NHS Partner Trust will determine the category of the consultant’s on-call duties by making a prospective assessment of the typical nature of the response that the consultant is likely to have to undertake when called during an on-call period. The trust will inform UCL in writing of the appropriate on-call category and give their funding commitment and NHS Billings will provide a funding code. Where there is a change to the consultant’s rota frequency or the categorisation of the consultant’s on-call duties, any change to the level of the supplement will be to be advised to UCL in writing. Where this results in a reduction in the level of supplement, there will not be any protection arrangements in relation to previous entitlements. Part-time consultants will receive the appropriate percentage of the equivalent full-time basic salary, provided their responsibilities when on-call are the same as those of full-time consultants on the same rota.
- Pay Supplements
This can include allowances, such as management responsibilities etc. Any additional pay supplements must have a corresponding funding letter to go with the job plan. The funding letter must confirm full costs (including employers on costs) and must state whether the payment is superannuable.
- Private Practice for Personal Gain (PPPG)
UCL has amended its policy on private practice for personal gain to reflect changes resulting from the New Clinical Academic Consultant Contract. From August 2005 private practice payments via the UCL payroll will cease and new arrangements will apply, as set out in this document.
UCL and NHS commitments must take precedence over private practice. A full-time clinical academic is contracted to work 10 programmed activities (PAs). In order to be eligible to profit from undertaking private practice, a clinical academic is required to offer to undertake an additional PA (clinical or academic). However, where the proceeds are retained by - or used to benefit - UCL there should be no expectation that the clinical academic undertakes an additional programmed activity (APA) in order to qualify for pay progression.
Under the previous private practice policy, the University of London allowed clinical academics some personal benefits. From August 2005 this no longer applies. Where, for example, clinical academics previously surrendered 10% of salary in order to benefit from unlimited private practice, this will no longer be required from August 2005.
In consideration of UCL's obligations under the Working Time Regulations, clinical academics are advised that they should only engage in private practice where to do so they do not exceed a 48 hour week (averaged over a 17 week period). Compliance with Working Time Regulations requires, on grounds of health and safety, a break during the working day, rest after each working day and a period of continuous rest weekly. For further details please refer to the policy.