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  • 2-year programme of support for newly qualified GPs and new to practice GPNs.

  • Aimed at improving recruitment into substantive posts within general practice, and enriching the availability of skills and portfolio working within PCNs.

  • You offer them a permanent contract, and you agree with them an area of interest/development for them to pursue over 2 years: the Fellowship.

  • You release the GP/GPN for 1 or 2 sessions per week to allow them to pursue their fellowship leadership portfolio, for which you are fully reimbursed for it including employer on-costs of approximately 30%.

  • The fellow also receives other benefits, such as mentorship, a CPD contribution and peer support. You will release them for this, but it will equate to no more than 1 session per month of practice paid time.


  • You have a golden opportunity to grow your GP and build a strong relationship with them, so that they choose to stay with you long term.

  • You get a salaried GP/Partner rather than a locum: they commit to being with you for at least the duration of their fellowship (BUT the contract should be a permanent one).

  • Portfolio working across your PCN can potentially be of benefit to the network. Alternatively, supporting the development of expertise within your practice can benefit the practice and improve patient care.

  • They may take part in quality improvement work in your practice that relates to their area of interest.

Tell me about the funding

Relevant funding flows via your practice account, but you are fully reimbursed.

  • The entitlement is 1 pro-rated session (where 1 session equal 4hrs 10mins) based on the number of sessions they work in primary care each week. The funding is paid at the fellow’s actual salary rate, plus approximately 30% for on-costs.

  • Those taking a SPIN option will also be working a second session in their chosen leadership portfolio role, but this will be paid for by the service provider.

  • The fellow also receives a CPD contribution of £500 per annum, which the fellow can invoice the NCL Training Hub for directly.

There are some different options for fellows that affect how the funding is utilised:

Option 1: The first option is the SPIN model. Here the fellow attends 2 sessions for their portfolio role from options that are currently available in our portfolio brochure (e.g. out-patient clinics, teaching, etc.). This is a paid session and does not cost the practice anything.

Option 2: The fellow is released from practice for 1 pro-rated session per week during which time they attend to their own fellowship commitments. e.g. attend rheumatology outpatients clinics. This is a paid session, and does not cost the practice anything.

Option 3: The PG Certificate in HealthCare Practice offer. This is a very attractive offer for newly qualified GPs and GPNs. HEE pays the PGCertificate bursaries for GPs or GPNs to the training hubs, who will then distribute (in full so no employment deductions) to the GPs or GPNs. Practices need to release the GPs or GPNs for their “fellows” day. Even though there is no direct financial support for practices for this offer, practices will be able to attract newly qualified GPs or GPNs interested in this programme and have more qualified GPs or GPNs at the end of the programme.

Who is eligible to apply for this?
  • For GPs the scheme is open to GPs who qualified within the last 12 months, or will be due to qualify soon in anticipation of taking a substantive post in a practice, a PCN, cluster of PCNs or another body.

  • For GPNs the scheme is open to GPNs who joined general practice within the last 12 months.

  • There is scope to extend the post-qualifying period, or post joining general practice to 18 months in the instances of maternity/adoption/parental leave, long-term sickness or other caring responsibilities.

  • You must offer the fellow a permanent contract (salaried/ partnership) for at least the duration of their fellowship. They can apply even whilst training, but funds will be released once their employment starts.

What is expected of my practice?
  • Practices will sign a Memorandum of Understanding (MoU) with more details, but essentially they need to offer fellows a reasonable contract and terms and conditions. E.G. a salaried GP contract no less favourable than the BMA standard contract.

  • Practices should agree the working pattern/hours & pay with fellows.

  • Practices should provide induction and the kind of ongoing support/supervision that new staff would normally expect or need.

  • Practices agree to release the fellow for their monthly HEE-led peer support session. This is currently one Wednesday afternoon per month (though there are multiple dates to choose from in each month to facilitate practices being able to release staff to attend).

  • Practices support the fellow in choosing and pursuing their fellowship. You are not responsible for their fellowship, but may have useful local intelligence and experience they wish to share with fellows.

We're interested. What are the next steps?

  • Let your central team at know about your vacancy. This can help spread the word. The more relevant information you provide, the more attention your offer will get.

  • Vacancies can also be shared on the NCL ICB website (please refer here for more information on how you can advertise a job on the NCL ICB website).