Practice Managers – a new breed Dr Neil Turton Chief Executive 16th October 2013 What is a Practice Manager? Dr Turton’s remarkably unscientific analysis of The Practice Manager! First Practice Management Responsibilities of the post of 'Practice Manager NHS Careers Collins English Dictionary There is of course the Practice hugely vexed question of the managers … work within the primary practiceresponsibilities manager (ˈpræktɪs a post carries, has the they title “Practice carewhich sector, where manage the overall ˈmænɪdʒə) running range of general practices surgeries). Manager”. We know responsibilities widely. While(GP it was suggested to us that we should first agree and define the Definitions we concluded that this was simply not possible for responsibilities, noun our purposes as the variation is too wide, and so we simply based Wikipedia the manager of a business such results on responses as athe medical practice, dental from those who carried the title “Practice or similar, or who a similar role. does not exist. Theundertake page "Practice manager" practice, Manager” or legal practice Someone who is called a Practice Manager! You can ask for it to be created Practice Manager Salary & Bonus Survey 2012 Who is running this business? • • • • • • • About £9bn per year 40,000 GPs (30,000 FTE) 75,000 practice staff (FTE) 8,100 practices We are! 99% of population 300m + consultations per year 90% of NHS contacts What about the challenges ahead? Political Economic Social Technical Legal Environment Commissioning Financial pressures on NHS Flat investment Changes in GP jobs market Rise in demand Increased patient expectations Growing population with more complex needs Increasing prevalence of long term conditions Aging population Ability for community & home based care Online access Telephone consultations Skype CQC Inspection Procurement and competition law Medico-legal Premises Sustainability New GP contract Integration 8-8 7/7 working It’s a big challenge! How will we get there? Gentlemen amateurs? Highly organised & trained professionals? What’s the future of General Practice? A sustainable system of general practice requires increases in scale, scope and organisational capacity, while preserving the local small-scale points of access to care that are highly valued by patients. Case Study: Salford Health Matters CIC A social enterprise born in 2007 Community Interest Company One of first wave NHS ‘spin-outs’ 15,000 patients 3 purpose built premises across Salford Multi-disciplinary team (44 staff) Specialist homeless service Ground-breaking children’s A&E avoidance project (GP Awards and HSJ Awards finalists) Social prescribing in partnership Our Achievements 2007 - 2013 5 former PCTMS practices 1 Practice over 4 sites + homeless, We now run… children’s, and social prescribing We inherited… Secured on-going PMS contract Co-ordinated Initial 5 year APMS contract Fragmented 11,500 patient 15,000 patients TUPEd staff from separate teams Uncoordinated Low staff morale Costly Poor satisfaction All salariedMore staff inefficient one organisation Investors in People / good morale Cost effective 6 hard years! High patient satisfaction (mostly!) Minimal patient involvement Multi-disciplinary Patient Forums at each site No trainees GP, Nurse & social worker training Poor performing Vision + Emis server based systems Common web-based IT platform 64% QOF Primary Care 96% QOF, CQC compliant Cost PCT £1.9m / year Services Cost £1.5m / year (on £2m turnover) No return on investment Reinvested £120,000 in services Inefficient Practices High performing Our Structure Board Chief Executive Clinical Governance Reporting CBU Senior Team Leader Clinical Director (Ops & GP) Team Leader Clinical Lead Team Leader Clinical Lead Team Leader Clinical Lead Clinical Director (Nursing Lead) Operational delivery Team Our business model Site 7 franchise Site 5 SHM Model of Primary Care Site 1 Salford Site 4 Service B Site 2 CBU Site 3 Service A New area, e.g, Trafford Site 6 Standard Practice Costs Our Central Business Unit (CBU) The CBU provides the corporate infrastructure 1. Corporate Governance Chief Executive 2. Finance 1.0 WTE 3. Human Resources 4. Quality Standards 5. Contract Management Personal Assistant / Communications 6. IM&T Lead 7. Estates 0.5 WTE 8. Health & Safety co-ordination 9. Business Continuity co-ordination 10. Communications & Engagement Senior Team Finance & HR Leader Manager 11. Project Management 1.0 WTE 0.5 WTE 12. Business Development 13. Central Administration Contracts Performance Manager 1.0 WTE Learning Points Clear focus provided by company mission and values Focus on quality – set high standards, invest in staff, PDR & training Specialised roles – Finance, HR, Contract Performance, Business Development Establish common systems and process (adopted a ISO9001 approach) Necessity is the mother of invention – £100k year on year contract value reduction Be consistent and systematic… but also shake it up – restructure, new roles, etc Learn from mistakes and celebrate success - staff contributions, awards, etc. It’s bloody hard work and we’re not there yet… Where next? Our Business Strategy Short-term: business improvement & consolidation Investment in Leadership Improve patient experience - add value at each stage in patient pathway Further develop homeless, children’s & social prescribing services Medium-term: organic growth Steady list increase Explore staff ownership model Develop a new multi-agency health centre Deliver integrated care services Extend access Practice acquisition and / or shared services We are up for the challenge… …Are you? Thank you salfordhealthmatters.co.uk neil.turton@nhs.net 0161 212 5818 07824 505 217