TranslateRota Issues and FAQ's
This is an area that can cause potential conflict and provoke significant anxiety both for trainees and trainers. Most issues can be resolved by communication and understanding the perspectives of both the trainee and rota manager or department.
What percentages can I work? LTFT trainees work a minimum of 50%, but up to 80% of the whole time equivalent (WTE).
Slot share vs. reduced sessions: LTFT can be allocated to work either as
- part of a slot-share - where the two trainees together may add up to more than 1.0 WTE providing extra cover for the specialty
- a single trainee working reduced sessions in a full-time post
How are the hours/shifts determined? HEE guidance states that “Day-time working, on-call and out-of-hours duties should generally be undertaken on a pro-rata basis to that worked by full-time trainees in the same grade and specialty unless the circumstances which justify flexible training make this impossible and provided that legal as well as educational requirements are met”.
What about non-working days (fixed regular days off, i.e. 'I don't work Fridays')? The majority of trainees prefer working on fixed days each week with the same days off (non-working days). This can be particularly important when organising child care, as most nurseries, childminders, and nannies cannot offer varying days each week. Generally speaking, trusts will ask LTFT trainees their non-working day preference prior to commencing a new rotation. If there are challenges associated with trusts accommodating these, particularly for reasons such as childcare, further discussion may be needed including involvement of the TPD.
Proactivity from both parties: Trainees must be given adequate notice of rotas (6 weeks before starting), and working commitments as the organisation of child care and medical appointments often require substantial notice. This relies on trainees playing their part by contacting new teams and rota coordinators to discuss their rota well in advance of starting.
Slot Shares: When working with a slot share partner replacing a full-time post, the expectation is that between the two trainees, they will cover, as a minimum, all days/shifts of the full-time rota. In all cases, the trainees need to negotiate working patterns so that educational and personal needs can be appropriately balanced with service needs. This requires flexibility and professionalism on the part of the trainees to reach a workable compromise that suits all relevant parties, particularly where specific working days are needed by both partners, e.g. to accommodate child care needs or to attend medical appointments related to health concerns or disability. The School of Paediatrics cannot mediate between two trainees, both requesting the same days to work.
HEE guidance: Guidance for organising an LTFT rota is provided by HEE and can be accessed here.
FAQ’s
How much notice do I need to provide if I want to return to full time training?
If you are working in a slot share and there are no gaps available at the trust, you will need to wait till the next rotation date before you can return to full time training. You should make your training programme director aware as soon as possible of your intention to return to full time training, so they can plan accordingly before rotations are confirmed. If you are working reduced sessions in a full time post, as long as the department is happy for you to do so you can return to full time with 4 weeks’ notice.
Can LTFT trainees insist on doing on-call?
In general, a LTFT training programme should be equivalent, pro rata, to a full-time programme, and this applies to on-call. Thus, if you are working 60% of full-time, you can be asked to do 60% of the on-call.
Is it possible to be exempted from on-call?
The rules on this apply equally to full and part-timers, and vary between Colleges. European legislation allows exemption from on-call if breast-feeding, and you should be able to obtain exemption, or other modification of working hours, if you are pregnant. If there are good reasons for not doing on-call, it may be possible to obtain educational approval for emergency work that is done within the working hours of 8.00 a.m. to 7.00 p.m. Most Colleges will treat applications for exemption on an individual basis, and you should contact them directly.
How much study leave do I get?
This is a contractual obligation with your employer and you should refer to the Current Terms and Conditions of Service. This currently states that “Where a doctor working less than full time is required to undertake a specific training course required by the curriculum, which exceeds the pro rata entitlement to study and/or professional leave, the employer will make arrangements for additional study leave to be taken, provided that this can be done while ensuring safe delivery of services.” The current limit for full-time trainees is 30 days per annum (15 days for F1 doctors).
You should be able to access funding in the same way as a full time trainee, providing the study leave event appears on the approved study leave lists.
Will my training be extended because I am working LTFT?
Yes, your training will be extended as a result of you training LTFT. The table below is a rough guide for how long your training will be extended by based on the percentage you are working at.
Whole Time Equivalent (WTE)
|
% |
Sessions |
6 Months |
12 Months |
18 Months |
24 Months |
30 Months |
36 Months |
|
50% |
5 sessions a week = 6 months per year |
12 |
24 |
36 |
48 |
30 |
72 |
|
60% |
6 sessions a week = 7.2 months in each year |
10 |
20 |
30 |
40 |
50 |
60 |
|
70% |
7 sessions a week = 8.4 months in a year |
8.5 |
17 |
25.5 |
34 |
42.5 |
51 |
|
80% |
8 sessions a week = 9.6 months in each year |
7.5 |
15 |
22.5 |
30 |
37.5 |
45 |
What will my pay be?
Pay is determined by the % of working against the WTE rota and therefore has multiple variations which would be difficult to set out here. The BMA has produced a guide explaining pay and the link can be found here.
