SABBATICAL LEAVE PROCEDURE FOR CONSULTANT MEDICAL AND DENTAL STAFF

Transcription

1 SABBATICAL LEAVE PROCEDURE FOR CONSULTANT MEDICAL AND DENTAL STAFF 1. INTRODUCTION AND PRINCIPLES The amended consultant contract for Wales entitles all consultants (including honorary contract holders) to seek a paid sabbatical of up to 3 months. Alternative ways of taking a sabbatical, such over 2 or 3 separate but shorter periods of time, can also be considered by the employer provided that the combined amount of time and costs involved in total are no higher than for a single 3-month sabbatical. Additionally, sabbatical periods shorter than 3 months may also be considered. It is for each Health Board to devise and implement its own sabbatical scheme within the framework of the agreement and the principles of openness and equal opportunities. Although sabbatical leave has been granted in Cardiff and Vale Health Board in the past, this has been on an ad hoc basis. The new scheme therefore provides an opportunity to put in place transparent arrangements for obtaining sabbatical leave in accordance with agreed eligibility criteria and selection processes. 2. FINANCIAL SUPPORT The Agreement states that a reasonable level of financial support for the necessary additional costs involved in undertaking a sabbatical will be granted by the employer,. locum cover will be provided. Central funding was withdrawn in Any funding will be managed by the Medical Director, and decisions made on its allocation in accordance with an agreed application process (see section 4). Lack of central funding should not preclude sabbaticals being granted where the Directorate and/or Clinical Board is able to identify funding from within its own resources. In these instances, applicants will need to demonstrate that they meet the eligibility criteria set out in this scheme (section 3) and Directorates must give an undertaking that in granting and funding a sabbatical break, they are compliant with the principles of the UHB scheme. 3. ELIGIBILITY FOR SABBATICAL LEAVE 3.1 Consultants will not normally be expected to apply for sabbatical leave until they have completed 7 years service with Cardiff and Vale UHB as a substantive consultant, either as a UHB employee or as an employee of Cardiff University holding an honorary contract with the Trust. See section 3.3 for details of qualifying periods for sabbatical leave. 3.2 Sabbatical leave may be considered for any of the following purposes : To enrich or improve existing skills and practice, or to learn new skills, through a period of extended training/study leave, in the UK or abroad. To undertaken academic research over a concentrated period.

2 To undertake humanitarian work, eg providing clinical care in developing countries or deprived areas in the UK, provided that there are benefits to the NHS. To undertake training or study in a non-medical discipline which will enhance the applicant s knowledge and skills applicable to the NHS. To undertake on a secondment basis, a specific piece of work within the Trust which would benefit from clinical leadership, eg a short-term service improvement project. This is not an exhaustive list and proposals by applicants who can demonstrate the benefits both personally and to the NHS of a sabbatical break for other purposes will also be considered. The overriding principle must be that the sabbatical period will subsequently (or at the time it is undertaken) benefit patient care. It should be noted that the sabbatical scheme is not intended to replace other existing UHB policies covering special leave, unpaid leave, study leave, flexible working or career breaks. 3.3 A total of 3 months sabbatical under this scheme may be taken during a consultant s career in one, 2, or 3 periods. Where this allocation is split into 2 or 3 periods, the qualifying length of service will be as follows: For one month s sabbatical: For 2 months sabbatical: For 3 months sabbatical; 7 years 12 years 15 years For Cardiff University employees, this sabbatical entitlement will be considered separate to leave taken under any sabbatical scheme operated by the University. 4. APPLYING FOR A SABBATICAL 4.1 It is expected that requests for a sabbatical will normally be raised via the job-plan review and/or appraisal processes, and that requests will be made with sufficient notice for locum (or other) cover to be organised should the sabbatical be approved. Educational sabbatical leave should always have been included in the consultant s personal development plan. The applicant s Clinical Director (CD) must support the request for a sabbatical. CDs applying for sabbaticals should seek approval from their Associate Medical Director (AMD); AMDs from the Medical Director (MD). 4.2 All applications should be made on a standard proforma (Attachment 1), accompanied by a brief statement (2 sides A4 maximum) setting out the benefits of the proposed sabbatical to the individual and the Trust. Applications should be countersigned by the CD (or AMD/MD as in 4.1) and the Clinical Board Director. 4.3 The CD (AMD or MD) will be required to confirm that activity normally undertaken by the applicant will be covered in his/her absence should the sabbatical be agreed. 4.4 All applications will be considered by the Medical Director who may choose to convene a panel for the purpose of reviewing applications. The applicant and his/her CD (or AMD) and Clinical Board Director must be prepared to attend an interview with the Medical Director to discuss their case at the Medical Director s discretion.

3 4.5 Applications will be approved if they meet the eligibility criteria outlined in section 3 of this policy, if funding is available, and if the application is supported by the consultant s CD and Clinical Board Director, and if the Medical Director is satisfied that the proposed sabbatical will be of benefit both to the individual concerned and to patient care. 5. RESPONSIBILITIES If an application for a sabbatical is approved, responsibilities of those concerned are as follows : 5.1 The Clinical Director (Associate Medical Director or Medical Director; see 4.1) and Clinical Board Director will be responsible for ensuring that : appropriate cover is provided to cover the individual s work during his/her absence such that clinical care and activity standards are not compromised; ensuring that the individual is kept up-to-date with any matters relevant to their employment during the period of the sabbatical. 5.2 The Consultant In agreeing to the sabbatical, the Consultant will accept the following terms : for the period of the sabbatical he/she will continue to be paid as a UHB employee on their existing terms and conditions of service; to share learning from the sabbatical period with colleagues on their return to work; to maintain relevant professional registration requirements, including attendance at specified training courses, conferences etc. to return to work for a minimum period of 12 months following the sabbatical; employees are strongly encouraged to keep in touch with their CD/AMD/MD and departmental colleagues during the sabbatical period; to notify any change in personal circumstances (eg change of address, health status) to the Trust. 5.3 The Clinical Director/AMD/MD and applicant will be required to sign an undertaking (Attachment 2) agreeing to abide by the terms of this scheme when sabbatical leave is granted. 5.4 The sabbatical period will not be regarded as a break in service. Pay and pension contributions will continue at the normal rate throughout the period of leave. However, individuals are advised to take appropriate advice (eg from the NHS Pensions Agency) before taking leave. 6. RETURN TO WORK The intended return to work date will be included in the acceptance form (Attachment 2). The employee should notify the CD/AMD/MD in writing or by 2 weeks prior to this

4 date. If for any reason the employee is not able to return to work on this date, they should make arrangements to discuss this with their CD/AMD/MD at the earliest opportunity. If the employee should wish to return to work before the agreed date, this should also be discussed with the CD/AMD/MD, who will make every effort to accommodate the request. 7. PROCEDURE REVIEW The Trust will monitor the use of sabbatical leave to ensure the scheme is working effectively. The procedure itself will be subject to regular review by the UHB Medical and Dental Staff Negotiating Committee, with any amendments being agreed through this Committee.

5 Attachment 1 APPLICATION FOR A SABBATICAL (A) PERSONAL DETAILS TITLE: FULL NAME: ADDRESS: CURRENT POST: START DATE IN THIS POST:. (B) DETAILS OF THE PROPOSED SABBATICAL DATES: LOCATION: PURPOSE: COSTS: (This should include the full cost to the organisation of funding the sabbatical, including costs of any locum cover during the applicant s absence) CENTRAL FUNDING SOUGHT? IS ANY SUPPLEMENTARY FUNDING AVAILABLE FROM OTHER SOURCES? YES/NO YES/NO IF YES, HOW MUCH?.. (C) DECLARATION OF SUPPORT TO BE COMPLETED BY THE APPLICANT S CLINICAL DIRECTOR (OR ASSOCIATE MEDICAL DIRECTOR, SEE PROCEDURE) AND CLINICAL BOARD DIRECTOR We have read and support (Applicant s Name).

6 application for sabbatical leave. If this application is accepted the Directorate and Service Group undertake to provide appropriate cover for continuation of clinical care in the applicant s absence. NAME: (General Manager) Signed Date NAME: (Clinical Director) Signed.Date

7 Attachment 2 TO BE COMPLETED BY APPLICANT I...confirm that I have read and agree to the terms (Name of applicant) of the UHB s sabbatical scheme. My intended return to work date is (Date) SIGNED.. DATE