Together Medical Officers Portal

24 April meeting update - Private Practice

Posted by Alex Scott on April 30, 2012

This week's MOCA 3 meeting was dedicated to discussing private practice reform however, after a presentation by a representative from QH's revenue department and a brief listing of arrangements in other States, QH adopted a "not interested" approach in examining a model of private practice developed jointly after MOCA 1 despite this being planned.

This is a breach of the interest-based bargaining process.

No drafting of any clauses will occur until we have a clear idea of the direction QH wants to take - and we agree with it.

Negotiations slipping off the rails

For Together's negotiators involved in previous bargaining rounds this really is déjà vu. The last two negotiations were characterised by feigned interest, failure to engage meaningfully, delay, then pushing for premature agreement. We will not be drawn into that negative game.

All cards are now on the table!

This week's meeting was QH sending us a list of their bargaining interests/claims. In that sense all cards are now on the table for traditional bargaining to begin.

As QH's claims are groundbreaking (particularly for SMOs).  We urge you to examine them carefully and to email us your comments. We should emphasise that while we know what QH want from you we have not yet reached a stage where we know what they are prepared to give.

Queensland Health Bargaining Items presented to Together as a "draft"

Queensland Health is seeking a certified agreement which provides increased flexibility, productivity and simplified employment conditions.  This includes a wage offer in accordance with Queensland Government Wages Policy.

To achieve this Queensland Health submits the following issues to be addressed:

Hours of Work

Queensland Health is seeking more flexibility with SMO span of hours.

Queensland Health has tabled an extended hours model of work for consideration which proposes to pay a percentage into the base rate in exchange for working extended hours. The proposal is currently being modelled and costed as compared to current rosters. The percentage would apply to case rates of pay will replace all penalty rates including the ED 25%. This will require an extension to the span of hours for SMOs to 6am to 10pm Monday to Sunday.

Reduction in overtime

Queensland Health is committed to reducing overtime for medical officers.  This is best done through better and more flexible rostering practices.

To achieve this Queensland Health require the following:

  • SMOs' cycle of work to be 160 hours over a 4 week period
  • RMOs' cycle of work to be 152 hours over a 4 week period
  • Maximum shift length to increase to 13 hours
  • KPIs for Medical Managers and Clinical Directors to achieve a reduction in overtime through more efficient rostering to retain allowance.

Clinical Productivity

Queensland Health seeks a commitment to clinical productivity and models of care to ensure increased efficiency and productivity and maximise ABF funding.

  • KPIs and targets to be developed ensure productivity goals are achieved.
  • Define "clinical support time" to provide productivity for Queensland Health
  • Employment Conditions that provide flexibility, productivity and are simple to understand and manage.
  • Develop one award for Medical Officers.
  • Simplified classification structure including VR GP classification
  • Review of allowances to simplify conditions of employment
  • Review clauses as per the table below

Private Practice

  • Review private practice arrangements to maximise mutually beneficial gains for both Queensland Health and employees.  Ensure policies are clear and provide employees with relevant information.

Other issues

  • Ensure part time employment is attractive (eg pro rata motor vehicle payment)
  • More effective use of RDIS money
Clause no Item QH Position
2.1, 2.4 Stage wage case, award maintenance Delete – Not relevant to agreement
2.5 Classification structure Part of simplification process
3.1 Collective Industrial Relations Ensure not a bar to productivity or change management
3.5 Replacement of staff and reporting of staffing levels Delete to provide increased flexibility
Part 5 Job Security Delete – Whole of Government policy to apply
6.1 38 hour week – RMOs (junior) To achieve flexibility and productivity change to 152 hours per month and build banked time around monthly hours
6.2.1 Hours of work – SMOs To achieve flexibility and productivity change to 160 per month with span of hours 6 am to 10 pm Mon- Sun
6.2.9 Work on RDO To reduce overtime costs change to recall to work on ADO to be paid at ordinary rates
6.3.1 Extended Hours of Work 10% allowance for SMOs who enter "extended arrangement"
6.3.2-6 Process for implementing extended hours agreement To achieve flexibility extended hours arrangements can be locally agreed between employer and employee/s
6.4 Overtime RMOs To be reduced by effective rostered as outlined in 6.1
6.5 Overtime SMOs To be reduced by effective rostered as outlined in 6.2
6.6 – 6.9 PDA To be discussed and planned as part of PAD process
6.10 On Call Review on call to reduce overtime reliance
6.11 Meal Breaks Include in shift as paid meal break or ordinary hours if missed
7.1 Fatigue Maximum hours to increase to 13 hours
Part 10 Organisational Change Review to improve flexibility for QH
Schedule /2.5.6 MMA/CDA Include KPIs to reduce overtime costs in rostering

Together's log of claims

  1. Base pay increase no less than consumer price index
  2. Salary sacrifice to include meal reimbursement (Remserv provides reference to a meal and entertainment card for this purpose)
  3. Professional Development Allowance
    for RMOs $2000 p.a. for vocational trainees $5000 p.a. for SMOs $25000
  4. Automatic adjustment of all allowances linked to base pay increases
  5. Option A incorporated into base salary
  6. Part-timers pro rata of all entitlements e.g .motor vehicle entitlement and fuel card
  7. Revision of MO3-4 eligibility and process to ensure equity amongst craft groups and locations
  8. Additional levels above MO2-3 and C3-2 for SMOs with meritorious service
  9. Payment for all work performed including phone calls while on call
  10. Sustainable staffing levels to allow for work life balance and granting all forms of leave, as well as consultative fatigue management and rostering standards
  11. Improvements to work/life balance opportunities
  12. Equitable application of fatigue leave and fatigue penalties
  13. Workplace facilities standards compliance and reporting
  14. RDIS revision to same level of remuneration as Inaccessibility Incentive Scheme Level 7 for SMOs and half that rate for RMOs
  15. Equitable remuneration for SMOs for extended hours with ED 25% being a benchmark with pro rata application
  16. Clarification of ED 25% eligibility
  17. Implementation of incentivized model of private practice that is mutually beneficial
  18. Restoration of private practice loadings differential of 10% between metro and non-metro Area 2 locations (Toowoomba, Cairns, Townsville)
  19. Implementation of a minimum standard for non-clinical time
  20. Access to TOIL where it can be accommodated
  21. Clarification of eligibility for and equitable application of 4/5 weeks and 5/ 6 weeks leave
  22. Review, revision and clarification of RMO access to training
  23. VR GP classification equity
  24. Amendment of policy on reimbursement of expenses on appointment, and rotation to comply with Award and as a minimum meet government standards
  25. MOU matters transferred to EB with revision of clauses on research funds and indemnity
  26. RMO extended contracts policy referred to in EB
  27. 38 hour week for SMOs
  28. SMO standby by genuine individual agreement only
  29. TOIL by agreement where operationally possible
  30. Incorporation of superannuation entitlements in to the agreement

Interestingly enough, a number of members have already said to us that they would rather accept 2.5% and nothing else than the sort of radical changes QH is proposing. Clearly, we'd be interested in your views in this regard. It is said that while there's life there's hope so we will remain hopeful that QH will view this negotiation as an opportunity to resolve the many and varied problems embedded in our claims – after all that was an agreed purpose of the negotiations.

It is important too that you are talking to other members in your workplace about the MOCA3 negotiations and encouraging non-member colleagues to join here. The more involvement from grass roots membership the better outcomes we will achieve together.
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