Williams J, Petchey R, Gosden T, Leese B, Sibbald B
Division of General Practice, University of Nottingham, UK.
Fam Pract. 2001 Jun;18(3):283-7. doi: 10.1093/fampra/18.3.283.
Personal medical services (PMS) pilot sites aim to use salaried GP schemes to improve GP recruitment and retention and enhance the quality of service provision, particularly in underserved areas.
Our objectives were to (i) compare the work incentives of salaried compared with standard GP contracts; (ii) assess recruitment success to salaried posts; and (iii) describe the types of GPs attracted to these new posts.
All first wave PMS pilot sites with salaried GP posts known to be 'live' in October 1998 were included in the analysis of employment contracts and job descriptions. Information on recruitment was obtained by a questionnaire survey of PMS sites that were intending to recruit a salaried GP.
The mean full-time equivalent salary was 43,674 pounds sterling with additional benefits in terms of sick leave, maternity leave and paid expenses. Eighty-nine percent of posts were eligible for the NHS pension scheme. Posts were mainly full time (40.8 hours per week). GPs were responsible for providing services equivalent in scope to general medical services. One-fifth of contracts freed GPs from out-of-hours responsibility and most freed them from practice management. Forty-three of the pilot sites actively recruited to fill 63 salaried posts, which involved a total of 51 recruitment 'rounds', with some pilots advertising more than once. There were 291 applications. The median number of applicants per post was three and the median time to recruitment was 6 weeks. Eighty-five percent of sites were satisfied with the quality of their applicants and 64% with the quantity. Eighty-five percent of applicants previously had been working in general practice, most in locum or salaried posts. Applicants tended to be young and male. Sixty posts were filled.
Salaried contracts offer positive incentives to recruitment in terms of reduced hours of work and freedom from administrative responsibility. Recruitment success was similar to that achieved by inner city practices generally. This modest achievement might be enhanced by the addition of professional development schemes and increased flexible/part-time working.
个人医疗服务（PMS）试点旨在通过聘用受薪全科医生计划来改善全科医生的招聘和留用情况，并提高服务质量，特别是在服务不足的地区。
我们的目的是：（i）比较受薪全科医生合同与标准全科医生合同的工作激励措施；（ii）评估受薪职位的招聘成功率；（iii）描述被这些新职位吸引的全科医生类型。
所有在1998年10月已知有受薪全科医生职位且“正在运行”的首批PMS试点都纳入了雇佣合同和职位描述分析。通过对打算招聘受薪全科医生的PMS试点进行问卷调查来获取招聘信息。
平均全职等效薪资为43,674英镑，在病假、产假和带薪费用方面还有额外福利。89%的职位符合国民健康服务（NHS）养老金计划。职位主要为全职（每周40.8小时）。全科医生负责提供与普通医疗服务范围相当的服务。五分之一的合同使全科医生无需承担非工作时间的职责，大多数合同使其无需负责诊所管理。43个试点积极招聘以填补63个受薪职位，共进行了51轮招聘，有些试点不止一次刊登招聘广告。收到291份申请。每个职位的申请人数中位数为3人，招聘的中位数时间为6周。85%的试点对申请人质量满意，64%对数量满意。85%的申请人此前从事全科医疗工作，大多是临时或受薪职位。申请人往往较年轻且为男性。60个职位得以填补。
受薪合同在减少工作时间和免除行政职责方面为招聘提供了积极激励。招聘成功率与一般市中心诊所的情况类似。通过增加专业发展计划以及增加灵活/兼职工作机会，这一适度的成果可能会得到提升。
