Your essential guide to the 2020-21 GMS contract changes

With the 2020-21 financial year about to get underway, practices must be fully aware of contract changes and the impact these could have on funding and workload. Deborah Wood* gives an expert round up and commentary

Following a draft consultation relating to the next phase of the PCN DES specifications issued just before Christmas, which was not well received, NHSE/I and the BMA’s GPC worked together to publish the 2020-21 agreed contract arrangements in a joint document dated 6 February 2020.

This updates the existing five-year GP contract, Investment and Evolution, through to 2023-24, but note that following its rejection by the March LMC conference, at the time of writing it may be subject to change.

The agreement reached covers the following main areas:

1 Enhancing the Additional Roles Reimbursement Scheme (ARRS)

2 Increasing the number of doctors in general practice

3 Improving access for patients

4 Reform of vaccination and immunisation payments

5 Updating the Quality and Outcomes Framework (QOF)

6 Pay transparency

7 Primary Care Network delivery specifications

8 The Investment and Impact Fund (IIF).

Here are the main financial aspects of the agreement with specific reference to changes implemented for 2020-21.

Enhancing the Additional Roles Reimbursement Scheme (ARRS)

Workforce expansion is a top priority to reduce workload pressure and maintain sustainable primary care, while improving patient access to appointments and moving towards greater integration of care.

Two new national workforce targets have been set: 26,000 extra staff from the ARRS and 6,000 more doctors in general practice. The aim is to secure 50m more appointments.

The scope of the ARRS has been extended to give PCNs more flexibility and there will now be 10 roles available in 2020-21 instead of the original four proposed last year (see Table 1).

TABLE 1

The Additional Roles Reimbursement Scheme (ARRS)

The roles are: Agenda for Change band Maximum annual reimbursable (with on costs) £
Clinical pharmacists 7-8A 55,670
Social prescribing link workers up to 5 35,389
Physicians associates 7 53,724
First contact physiotherapists 7-8A 55,670
Pharmacy technicians 5 35,389
Health and wellbeing coaches up to 5 35,389
Care co-ordinators 4 29,135
Occupational therapists 7 53,724
Dieticians 7 53,724
Podiatrists 7 53,724

Reimbursement is only for roles added since 31 March 2019 as agreed between PCNs and CCGs.

If the PCN obtains the services of its social prescribing link workers from a third party, such as the voluntary sector, a £2,400 contribution can be claimed for additional costs beyond the salary and on costs, but within the overall maximum reimbursable amount per one whole- time equivalent.

From 1 April 2020 PCNs can substitute between clinical pharmacists, first contact physios and physician associates.

Additional funding has been identified to increase the budget for the ARRS from 2020-21 up to 2023-24, with the aim of funding 26,000 staff instead of 20,000 as originally planned.

All roles will be 100% reimbursed at actual salary plus on costs up to the maximum reimbursable amounts. This releases the £1.50 per head PCN payments for management, development and transformation and can be used to enhance payments for the clinical director role.

The overall guaranteed investment in the scheme is shown in Table 2.

TABLE 2

  2019/20 £ 2020/21 £ 2021/22 £ 2022/23 £ 2023/24 £
Additional role original funding 110m 257m 415m 634m 891m
Further funding   173m 331m 393m 521m
Total available 110m 430m 746m 1,027m 1,412m

Each PCN is allocated a single combined maximum sum based on the weighted patient list.

Funding is built in for the five years of the contract so there is still concern about employer liability beyond that date. Latest contract documents indicate that staff employed through this funding will be treated as part of the core general practice base costs beyond 2023-24 when negotiating future global sum contract payments.

If all practices comprising a PCN decide to hand back the PCN DES, then the CCG must find an alternative provider and staff will follow the service under existing TUPE arrangements.

CCGs are encouraged to offer direct support from their own staff to help with recruitment for the ARRS.

Where a CCG identifies underspent ARRS resources then the funding should be made available across the relevant PCNs for the benefit of general practice. The figures involved will be determined in conjunction with LMCs, including estimates, by the end of July 2020. They can be made available across other PCNs who bid for the funding for additional recruitment under certain specified criteria.

There is a workforce planning timetable for 2020-21.

Concern has been expressed regarding how space will be created in general practice to house these additional numbers of staff. Short term solutions may be available via community provider partners.

There will be a requirement to develop a vision of fit-for-purpose estate between general practice and other providers so that capital funding can be allocated to support the PCN model.

Increasing doctor numbers in general practice

Practices will be able to make more generous offers of enhanced shared parental leave to employed GPs in 2020-21.

Funding will go to HEE to increase GP trainee places to 4,000, and NHSE/I is increasing the budget available for recruitment and retention schemes.

All international medical students entering general practice training will be offered a fixed five-year NHS contract covering three years training plus two years on a fellowship programme.

The RCGP has proposed changes to the training programme from 2022 so that GP trainees spend two years in practices during training.

The Targeted Enhanced Recruitment Scheme (TERS) is used to attract doctors into under-doctored areas. This provides a one-off incentive of £20,000 to the individual and it is intended that 500 such places will be offered in 2020-21.

For newly qualified doctors and nurses entering general practice there is a new two-year fellowship programme which guarantees funded mentorship, CPD, and rotational placements.

From 1 April 2020 there is also a New To Partnership scheme, enabling new partners to get a £3,000 training allowance and £20,000 per full time equivalent GP.

This will be in loan form and will convert to a permanent payment after a fixed period as a partner. On costs can also be claimed by the practice with the funding going to the individual. It is available to GPs, nurses and pharmacists who have never been a partner.

There will be a Locum Support Scheme to enable CPD funding for sessional GPs if they commit to providing a minimum number of sessions per week to a group of PCNs. It is intended to support at least 500 such doctors in 2020-21.

The National GP Retention Scheme continues and may be updated.

The Induction and Refresher Scheme continues and is likely to be expanded and enhanced. From April 2020, GPs on this scheme with children under 11 will be able to make a claim for up to £2,000 per child towards childcare costs. There is £1,000 available for those on the Portfolio Route.

Experienced GPs working at least three sessions will be offered the chance to mentor newly qualified GPs via the Fellowship Programme for one session, with reimbursement funding paid to their practices to release the time. This aims to support 450 GPs.

Various initiatives will commence to consider how unnecessary bureaucracy can be reduced to leave clinicians with more time for their care role. This will cover things like training, revalidation, appraisal, systems, performers list, NHS standard contract and coding requirements

There is also work underway to digitise paper records and free up space within practices.

The NHS Community Pharmacist Consultation Service is expected to relieve pressure on GPs.

The Time for Care programme is continuing to support productivity and resilience.

Improving access

An improved appointments dataset will be introduced.

A new measure of patient experience will be designed and tested with incentivising performance improvement funding amounting to £30m a year.

A major new GP Access Improvement Programme will be established working with PCNs.

Vaccinations and immunisations

There will be an investment in these services of at least £30m by 2021-22.

Vaccinations and immunisations, currently an additional service, will become an essential service offering all routine, pre and post exposure vaccinations and NHS travel vaccinations.

New contractual core standards have been agreed covering five core components.

For 2020-21 there is a continuation of MMR catch up in 10-11-year olds with an item of service (IOS) fee for delivery, not for recall. The IOS fee is standardised at £10.06 fixed for the remaining period of the five-year contract.

PCNs will be funded to take the lead on flu vaccination coverage with £8m being made available for over 65s with an aligned incentive in the Pharmacy Quality Scheme.

Quality and Outcomes Framework (QOF)

A QOF review was published in July 2018 and further improvements relating to that have been agreed for 2020-21.

97 of the existing 559 points are being recycled into 11 more clinically appropriate areas.

An additional £10m is being added to QOF to cover eight more points.

For 2020-21 the new Quality Improvement modules cover:

*Improving care of people with a learning disability, and

*Supporting early cancer diagnosis.

Points and payment thresholds for unchanged indicators remain the same as 2019-20.

The value of a QOF point will be adjusted in 2020-21 to reflect population growth and relative changes in practice list size using data at 1 January 2020.

Based on the data at January 2020 compared to January 2019, there has been an increase in average list size from 8,479 to 8,799. This means the QOF point value will rise from £187.74 to £194.83.

Pay transparency

Effective from October 2020, contractors and sub-contractors will be required to submit self-declarations annually if their NHS superannuable earnings exceed £150,000 a year, starting with 2019-20.

The earnings threshold will increase in line with CPI. The declarations will be aligned with the pension certificate process to be provided by February 2021.

This will also apply to salaried GPs and locums.

Company directors, employees and others engaged through companies that are contracted or sub-contracted to provide primary medical services, however they are remunerated, will also be expected to self-declare based on the definition of NHS earnings as GP pensionable income.

It is also intended to develop a way of reporting anonymous data on NHS earnings for all GPs and their whole-time equivalent status.

Delivering PCN specifications

Three specifications are agreed for 2020-21:

*Structured Medication Review and Medicines Optimisation

*Enhanced Health in Care Homes; a new £120 per bed per year is introduced when this service starts from 1 October 2020

*Supporting Early Cancer Diagnosis.

Every PCN will have a social prescribing service in place in 2020-21.

All funding for services previously funded by local CCG schemes which are now dealt with in the PCN DES, must be reinvested into primary care.

PCNs do not carry any contractual responsibility for failure by community service providers to deliver their part of the service specifications and vice versa.

The Investment and Impact Fund (IIF)

This is a reward for PCNs meeting the NHS Long Term Plan objectives and GP contract requirements worth £40.5m in 2020-21. The original fund was for £75m and the balance has been put into the wider GP contract to support the new elements of post-natal checks, care home premium and new QOF points.

It is set up like QOF with eight indicators for 2020-21 relating to seasonal flu vaccination, health checks for those with learning disabilities, social prescribing referrals and prescribing.

A detailed table of targets and thresholds and payments attaching has been published within the contract update documentation.

Money derived from the IIF must be used for workforce expansion and primary care services.

Seniority

No further changes regarding seniority have been announced so it is assumed that as previously agreed, seniority payments ceased on 31 March 2020. The money from the seniority pot is recycled into the global sum.

Other 2020-21 changes

The new global sum per weighted patient is set to rise by £3.48 from the 2019-20 figure of £89.98 to the current year’s figure of £93.46.

The out-of-hours deduction has changed from 4.82% to 4.77%.

From 2020-21 a non-contractual requirement is introduced for GPs to offer referrals to weight management services for obese patients.

Several improvements have been applied for maternity services, including moving additional services to essential services, and £12m is provided via the global sum to support the changes, including a six to eight-week post-natal check for new mothers.

The network participation payment continues at £1.761.

TABLE 3

Confirmation of planned funding allocations (excluding ARRS)

  2019/20 £ 2020/21 £ 2021/22 £ 2022/23 £ 2023/24 £
Contract baseline as at 17 July 2019 8,116m 8,392m 8,771m 9,194m 9,675m
Care homes premium   27m 55m 55m 55m
Practice funding including QOF, post-natal checks   20m 20m 20m 20m
IIF   40.5m TBC TBC TBC
Total   8,116m 8,480m 8,846m 9,269m 9,750m

Personal Medical Services (PMS) and Alternative Provider Medical Services (APMS)

Any changes announced to the core GMS contract are expected to be mirrored via PMS and APMS.

Please note: all the above information relates to contracts in England only.

Northern Ireland/Scotland/Wales

Information can be obtained from your local AISMA accountant.

What now

As ever practices must be fully aware of these many changes and their impact on practice funding and workload.

It follows that practices need to take a careful look at future strategy and work on finding the best and most profitable way of using time and resources.

Collaboration across networks will continue to be fundamental and advice should be taken at an early stage regarding how best to make the network arrangements work for your practice

Reference material

Update to the GP contract agreement

Letter detailing financial implications

This article first appeared in the Spring 2020 issue of AISMA Doctor Newsline

For further information about the content of this blog, please contact a member of our specialist healthcare team on 01253 404404 or 0115 972 1050.

Budget brings GPs some good news

Chancellor Rishi Sunak’s first Budget at least brought GPs some financial relief in this turbulent year.

Pensions

Annual Allowance (AA)

Things should be getting better for GPs affected by tough pension issues following the ‘tapered’ AA introduction in April 2017.

This was when the standard AA – the annual amount of tax relief an individual can receive on their pension contributions or growth – of £40,000 started to be ‘tapered’ downwards depending on an individual’s earnings level.

The impact did not really hit home for many until their additional tax charges in January 2019, the deadline for 2017-18 tax returns.

This led to doctors considering their NHS pension membership options and many started looking at reducing their working hours or leaving the NHS Pension Scheme in a bid to try to mitigate additional tax charges.

Thankfully the Chancellor announced that from April 2020 the thresholds determining the tapering of the AA would be significantly increased.

  2019-20 2020-21
  £ £
Threshold income £110,000 £200,000
Adjusted income £150,000 £240,000

Threshold income is taxable income after the deduction of personal expenses and pension contributions. Adjusted income is essentially threshold income plus pension growth.

So for 2020-21 onwards, if your threshold income exceeds £200,000 and your adjusted income is over £240,000, your AA is reduced by £1 for every £2 that adjusted income exceeds £240,000.

Despite the good news for GPs and consultants, the Government announced that the minimum AA will drop from £10,000 to £4,000. Those with adjusted total income exceeding £312,000 will have this minimum limit.

There are a couple of ‘buts’ to add here as ‘income’ includes all taxable income from all sources, not just from the NHS. 

While there is no change to this definition from previously, it does mean that clinicians who earn a more modest NHS income, but have significant private wealth or other sources of income, may not feel the full benefit. 

A comparison of the annual allowance under the old and new rules is shown below:

  2019/20 AA 2020/21 AA
Adjusted income £ £
£150,000 40,000 40,000
£175,000 27,500 40,000
£200,000 15,000 40,000
£225,000 10,000 40,000
£250,000 10,000 35,000
£275,000 10,000 22,500
£300,000 10,000 10,000
£325,000 10,000 4,000

This change should now see most GPs and consultants securing the full £40,000 AA.

The annual allowance limit of £40,000 will still affect many pension scheme members, even if they are no longer affected by tapering.

Consider a GP with 2015 NHS Pension Scheme membership and pensionable income of £135,000. Their pension will rise by 1/54th of their pensionable income, so £2,500. Multiplying this by 16 to arrive at the deemed pension growth takes the GP up to the pension limit of £40,000.

However the pension growth calculation must also consider the revaluation of all previous earnings, whether in the 1995-2008 or 2015 Scheme. As revaluation within these schemes is set at 1.5% above inflation, this will add to the deemed pension growth in the year.

It is impossible to generalise as everyone’s situation differs but a clinician in their 50s could easily find £10,000 of their annual allowance used up by the growth relating to earlier years.

The issue regarding the accessibility of pension information still remains and despite PCSE appearing to be more proactive in recent months, many GPs still find it extremely difficult to get up to date pension information.

There will still be a delay in determining the true extent of any additional tax charges until this improves.

For those NHS Pension Scheme members who have deferred their membership to reduce their exposure to additional tax charges, now may be the time to look at opting back in. Doing so will also give members access to any unused AAs from the previous three tax years, as well as the limit for the current year.

Lifetime Allowance (LTA)

The Budget made no fundamental changes to the LTA (the maximum pension value before additional tax charges arise) other than an inflationary increase from £1,055,000 to £1,073,100.

It is disappointing that the AA is not also inflation linked.

Entrepreneurs’ relief

Boris Johnson announced he would review Entrepreneurs’ relief (ER) in last year’s Conservative manifesto.  Simplistically, ER reduces the Capital Gains Tax rate on qualifying capital gains to just 10%, as opposed to the more mainstream rate of 20% for higher rate taxpayers.

Individuals were also entitled to a lifetime allowance of £10m meaning all eligible gains up to this limit would still attract the more favourable tax rate.

True to pre-Budget rumours, the lifetime limit was cut from £10m down to just £1m. This change is most likely to impact owners of larger businesses and therefore GPs are unlikely to see much change to the tax rate paid on capital gains – unless a gain in excess of £1m is realised on the eventual retirement of a partner from their practice. That is not very likely, you might think.

There may also be instances where GPs and hospital consultants own shares in limited companies which are used as vehicles to receive any private income. A gain on the disposal of these shares (up to the £1m limit) will qualify for ER relief providing these conditions are met:

*At least 5% of the ordinary share capital is owned, including 5% of the voting rights and entitlement to assets on the wind up of the company

*The company must be a trading company

*The shareholder must have owned their shares for a period of at least two years

Of course ER can apply in many other circumstances but the examples above should provide an idea of the impact.

Other changes

The Chancellor announced a rise in the lower earnings for National Insurance (NI) self-employed contributions from £8,632 to £9,500 with effect from April 2020.

But the class 2 NI rate has increased by 10p per week. The net effect will be a drop in NI contributions of £73 for most self-employed individuals.

Employed staff, because they pay a higher NI rate, will benefit by £104. Employers will see a saving in their employer NI contributions of £22 per employee.

The personal allowance, the tax-free amount for those earning under £100,000, remains at £12,500 and the basic rate band also remains unchanged at £50,000.

This article first appeared in the Spring 2020 issue of AISMA Doctor Newsline and was written by Kieran Hancock , manager in the Plymouth office of PKF Francis Clark.

For further information about the content of this blog, please contact a member of our specialist healthcare team on 01253 404404 or 0115 972 1050.

PCSE message to all GP practices

Due to the ongoing circumstances with the outbreak of Covid-19 and the extra strain that this will place on practices around the country, PCSE will be prioritising certain essential services in order to support NHS England and avoid disruption to front line Primary Care.

These essential services include:

  • Processing and uploading the monthly contractual payments to practices
  • Delivering essential supplies such as needles, syringes and prescriptions
  • Processing patient registrations and removals
  • Processing urgent medical record requests to ensure continued patient care
  • Ensuring that GPs are correctly registered on the Performers List and able to provide services to the NHS
  • Processing retirement, pension opt-out and death in service applications

Please be aware that the focus on these essential services during this time may lead to a delay in processing and resolving queries for other services.

Temporary practice closures

PCSE have stated a willingness to support practices who should need to close temporarily as a precaution against the spread of Coronavirus. For example, they are willing to manage the movement of patient records and postpone deliveries of supplies.

Practices are recommended in the first instance to contact their CCG to discuss options, and PCSE’s supplies team will be happy to discuss possible actions. The team can be contacted using the standard enquiries form on the PCSE website and by selecting ‘Supplies’.

End of year pension forms

PCSE will continue to accept certificates of pensionable pay for 2018/19 end of year, however processing times might be extended due to prioritising activities towards urgent and essential services.

This is likely to mean that shortfalls arising from submission of the certificates will not be dealt with prior to 5 April 2020 and that refunds may not arrive in a timely manner.

We are aware there is still a backlog of processing the 2017/18 certificates so we can be certain that for many GPs they will still not be able to access an up to date TRS and confirm their exposure to pension tax charges.

Service provision

PCSE will continue to work with NHS England to ensure practices are supported. Regular updates can be found on the PCSE website, while queries should be directed to pcse.gpengagement@nhs.net

How we can help

The Healthcare team at MHA Moore and Smalley is committed to providing regular updates for practices and clinicians in the current climate, and we will continue to offer our services to support you in any way we can in the upcoming months.

Should you have any queries, please do not hesitate to email Susan Charnock or call 01253 404404 or email Barbara Domanska or call 0115 9721050.

NHS Digital – Open Exeter

A recent message that appeared on the NHS Digital website suggested that the Exeter system was going to be decommissioned from 31st March 2020.

We can confirm that this was in fact misleading. In fact only a small, isolated part of the system will be withdrawn.

It is expected that the Exeter system will continue be used into 2021, giving practices access to key financial and performance information required to populate practice accounting systems.

GP+ App

Monthly contract statements can currently be downloaded from Open Exeter and imported to Quickbooks and Xero in order to give more detailed and accurate management information regarding the breakdown of your practice’s NHS income. However, we understand this can be an onerous and time-consuming exercise.

We have worked closely with dedicated developers from Lincify to create an app which can easily analyse and upload your monthly statement to Quickbooks in just a few clicks. This app, called GP+, works on the same principle as cloud accounting software. All of the entries on the open Exeter statements are matched to your chart of accounts and inserted into QuickBooks at the click of a button. Once set up, the App remembers and replicates from your previous postings and automatically matches them, meaning all that is required is a quick review to confirm.

This ensures absolute consistency of allocations of NHS entries from the statements and can save you over an hour a month when compared to manual entry of this data.

If you feel you could benefit from GP+ at your practice, please get in touch for a discussion about the benefits of setting you up with an account.

How we can help

In the current climate, with the ongoing circumstances surrounding Covid-19, the Healthcare team at MHA Moore and Smalley is committed to providing regular updates for practices and clinicians, and we will continue to offer our services to support you in the coming months.

Should you have any queries, please do not hesitate to email Susan Charnock or call 01253 404404 or email Barbara Domanska or call 01559 721050.

Budget Announcement – Change to the Tapered Annual Allowance from April 2020

Amongst Rishi Sunak’s huge budget giveaway on 11 March came a welcome relaxation of the Tapering rules concerning Annual Allowance tax.  Currently the Threshold Income (basically taxable income) limit is £110,000 and the Adjusted Income (taxable income plus pension growth) limit is £150,000.  From April 2020 those limits will be increased to £200,000 and £240,000 respectively.  That will be a relief for many of our clients as they would have fallen foul of the lower limits, but will not exceed the new ones.

A worked example may assist (assumes no unused allowances available from earlier years):

  Old limits pre-budget New limits from April 2020
Taxable income after pension relief £135,000 £135,000
Add pension growth for the year £40,000 £40,000
Adjusted income £175,000 £175,000
Excess over £150,000/£240,000 £25,000 Nil
Reduction £1 for every £2 excess £12,500 Nil
Allowance available £27,500 £40,000
Taxable £12,500 Nil
Tax due 40% £5,000 Nil

As you can see, the change has eradicated the charge altogether in this case, but that will not be the same for everyone and some charges will still arise.  Together with the expected flexibility to pension specific percentages of pay from April 2020, busy doctors can breathe a little easier!

There is a slight sting in the tail though.  Up to 5 April 2020 the minimum that the Annual Allowance could be tapered to is £10,000.  From April 2020, however, this has been reduced to £4,000.  This will only affect very high earners.  For the limit to reduce below the current minimum of £10,000, adjusted income (taxable income plus pension growth) would need to be above £300,000, and only a very small number will fall into this category.

Lifetime Allowance

There has been an inflationary increase to the Lifetime Allowance for 2020/21 to £1,073,100.

For any help on the above, please do not hesitate to get in touch with with Dave Walker on
01253 404404.

Budget 2020: Government to alleviate NHS pension woes?

In the weeks preceding the 2019 General Election, the political hot-potato that is the NHS was never too far from the headlines. Amongst the fears of privatisation and a winter crisis came a rather startling break from convention by health secretary Matt Hancock, who risked violating purdah rules to announce a one-off intervention to annual allowance for 2019/20.

The contractual agreement, as devised by NHS England, promised that where a clinician elects for the pension scheme to pay their 2019/20 annual allowance tax charge, the government will, upon retirement, compensate in full the pension reduction that will be suffered due to submission of the scheme pays election.

For clinicians, the tax savings arising from this may not be obvious beyond the fine print of their pension projections, though for many it will amount to five-figure savings upon taking their pension.

While this move has been welcomed, it is also undeniably a temporary measure. Pertinently, it is also in effect an admission that the current legislation concerning pension tax relief is not working to the benefit of the NHS or its clinicians. This brings us to promises published in the Conservative pre-election manifesto, and looking forward, what we might expect from the upcoming budget due on the 11th March.

Tapered Annual Allowance

Working alongside the BMA, the government promised a review of the tapered annual allowance, which reduces the standard £40,000 allowance available on pension contributions down to a minimum of £10,000, where individuals have income exceeding £110,000 and income plus pension growth in the year above £150,000.

Since the introduction of the taper in April 2016, there has been a gradually increasing trend of clinicians refusing additional work or even opting for early retirement due to the exorbitant marginal tax rate that can arise on additional income when subjected to the taper. This is a significant factor in the stagnation of FTE GPs in the four years to September 2019, the consequences of which are being felt throughout Primary Care and, ipso facto, the NHS as a whole. As the situation had progressed, the need for reform has become ever more apparent.

Possible reforms

The government has a number of options available to remedy this problem and achieve a more long-term solution which still incentivises saving for retirement. Some of these options include scrapping the tapered annual allowance entirely, this would take us back to pre-2017 where a lot fewer clinicians were affected, though this would come at a forecast cost of £7bn to the Treasury over the next five years. Alternatively, increasing the £110,000 threshold income, again trying to reduce the number of people affected by the taper.

Summary

While the promise of review and possible reform was included in the Conservative party manifesto, the recent resignation of Chancellor Sajid Javid does pose a question as to whether his commitment to look at pension taxes will be shared by Rishi Sunak, the newly appointed Chancellor of the Exchequer.

We also can’t forget the discrimination case that the BMA won against the government with regards to the NHS Pension Scheme and transition members.  We will have to wait and see what impact this has on pensions and Annual Allowance charges for both transition and non-transition members.

If you have questions on the above, please get in touch with a member of our Healthcare team.

Changes to the Performer Lists

The Performers List service is used for

  • approving Performers who are leaving and joining practices
  • changing details of Performers linked to your practice
  • adding new Performers to the Performers List for England.

A new online service for the administration of Performer Lists launched on 2nd December, removing the need to download and send paper forms for submitting, approving and tracking performer list applications and change notifications. You can now also change your details whenever you like and track changes as they are made.

PCSE Online users within GP Practices will need to be registered on PCSE Online in order to access the new Performer List service. PCSE sent out letters containing a unique access code to the CQC Registered Manager earlier in the year. If your CQC registered manager hasn’t received a letter, they should inform PCSE by emailing pcse.user-registration@nhs.net.

The GPs registered with your practice will be registered automatically but will need to verify their account. To verify the GP’s account, PCSE have been contacting the email address that the GP has registered with the GMC with their GMC Online account. Once they have received this email, verifying their account is as simple as clicking on the link sent to them by PCSE within 72 hours of receiving it. If the link has expired, they can use the ‘Forgotten your login details?’ button on the PCSE Online home page.

Before PCSE have registered your practice and performers to use the new online services you can continue to submit NPL2 and NPL3 forms using the old process and PCSE will process them as usual.

If you need any assistance or information, please contact one of your Healthcare Services team members at MHA Moore and Smalley

Useful links and contacts:

Useful guides for Performer List administration – https://pcse.england.nhs.uk/services/performers-lists/available-support/

PCSE Customer Support Centre – 0333 014 2884