Guide for Training Practices employing a GP Registrar – things you should
consider when drafting an employment agreement.
All GP Registrars undert aking GP placements in the Australian General Practice Training Program
MUST BE EMPLOYEES of the Training P ractice for the duration of that placement. This includes
GPT3 GP Registrars.
Employment agreements are negotiated bet ween the Training Practice, GP Supervisor and the GP
Registrar taking into consideration the Practices legislative requirements and the Nat ional Minimum
Terms and Conditions (as varied from time to time).
Employment agreements for GP T1 and GP T2 term GP Registrars must at least satisfy the t erms of
employment defined in the National Minimum Terms and Conditions for GPT1 and GPT2 Terms
document agreed by the National GP Supervis ors Association and GP Registrars Association.
There are no set salary conditions governing GP T3 Terms. GP Registrars in GP T3 term negotiating
their employment conditions with the Training Practice may wish to use the National Minimum Terms
and Conditions as a guide.
For rural placements the WAGPE T Accommodation P olicy must be honoured as part of the minimum
terms and conditions of employment for GP Registrars. If the Training Practice and GP Registrar
come to a mutually agreed arrangement where these conditions are traded off, this must be sp ecified
as a variation to in the employment agreement.
The GP Registrar will be required to be released to meet training and educational requirements with
respect to External Clinical Teacher visits, Training Adviser meetings and educational release
For a full-time GP Registrar, ordinary hours should total 38 hours /week which includes a minimum of
28 hours/week of booked consulting time.
For a part-time GP Registrar, ordinary hours shall include not less than 10.5 hours/week of booked
consulting time scheduled over two days per week and may be averaged over a two weekly cycle.
Ordinary hours include booked consulting time; home, hospital and nursing home visits; administration
time; practice-based teaching time; and educational release.
Ordinary hours do not include on call and meal breaks.
The specific on call and after hours requirements of the Practice should be discussed and agreed.
The GP Supervisor and GP Registrar should discuss the Practice’s policy regarding hospital
admissions, house calls and nursing home visits. Where these are part of the Training P ractice’s
normal workload the GP Registrar will be expected to participate in these activities.
Acti vity GPT1 GPT2 Term
Scheduled consulting time 28 hrs/week 28 hrs/week
Practice-bas ed teaching time 3 hrs (min 1 hour contiguous face 1.5 hrs (min 1 hour contiguous
to face education) face to face education)
External Clinical Teaching visits 2 per semester 2 per semester
Educational release time 80 hours/semester 48 hours/semester
*Please note: The fir st four days of the GPT1 Term placement is a compulsory full time Orientation Week.
Number of Patient Consultations (averaged over a 4 week period)
GPT1 Term GPT2 and GPT3 Term
First three months: 2 - 3 patients per hour A verage number of patients: 3 - 4 per hour
Second three months: 3 - 4 patients per hour Maximum number of patients: 5 per hour
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GPT1 Term GPT2 Term GPT`3 Term
Minimum of 80% of time on site, Minimum of 50% of time on site, Minimum of 25% of time on site,
20% by phone 50% by phone remainder by phone
GP Supervisor (or their delegate) GP Supervisor (or their delegate)
available to attend if required available to attend if required
GP Registrar remuneration in GP T1 and GP T2 Terms must be equal to or higher t han the applicable
minimum GP Registrar salary as set out in the National Minimum Terms and Conditions. In line with
MBS indexation, there is an annual increase of approx 2% in the National Minimum Terms and
Conditions. The revised National Minimum Terms and Conditions document is generally released in
November each year and will be available on the WAGPET website.
For part-time GP Registrars the conditions of the National Minimum Terms and Conditions will apply
on a pro rata basis.
There is no specific salary agreement covering GP T3 GP Terms but GP Registrars and Training
Practices may wish to refer to the National Minimum Terms and Conditions as a guide during
Arrangements for treatment of o vertime hours (weekly hours in excess of 38, averaged over a four
week cycle, excluding on call work ) should be agreed.
Pay arrangements for treatment of after hours and on call should be agreed. Pay and hours for on-call
and inpatient hospital care should be distinguished from pay for Practice consultations. Payment for
hospital based services will be paid in accordance wit h the hospit al billing cycle
The GP Registrar’s salary for ordinary hours and for after hours/on call work will be calculat ed
according to billings and paid at least fortnightly. Payment will not be delayed pending payment for
Payment should be accompanied by a printed pay slip showing billings, gross pay, tax withheld,
superannuation, any allowances and any other information required by law.
Arrangements for paid leave and contributions to accommodation costs (where applic able) should be
negotiated as part of the employment agreement. GP Registrars who are offered a higher proportion
of billings than is set out in the National Minimum Terms and Conditions may choose to make a higher
contribution to their accommodation costs or limit their access to paid leave.
The Training Practice will observe the requirements of superannuation law, including t he
Superannuation Guarantee Levy. Without limitation, the GP Registrar can direct where
superannuation contributions will be paid, provided the payment and the superannuati on fund satisfy
the requirements of the superannuation legislation.
The Training Practice will comply with the requirements of the Income Tax Assessment Act and
Income Tax law including deducting PAYG tax.
For GP Terms the GP Registrar will be paid no less than two weeks annual leave per six mont hs full -
time period (pro rata for part -time). There is no leave loading entitlement.
If leave is not taken during the plac ement it will be paid out at the end of the placement.
Sick leave is accrued on the basis of one day sick leave c redit for each 30 day period of employment
in accordance with National Minimum Terms and Conditions.
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The GP Registrar will be entitled to an advance of six days paid sick lea ve for each six months full-
time period of employment (pro rata for part-time) on commencement of the placement.
In the event that the GP Registrar t akes unaccrued sick leave and terminates his/her employment; the
Training Practice is entitled to withhold an amount equivalent to those hours taken as unaccrued sick
If t he GP Registrar normally works ordinary hours on the day of the week on whic h a public holiday
falls, the GP Registrar is entitled to that public holiday as paid leave.
The Training Practice will ens ure it has insurance to cover Workers Compensation for the GP
Registrar. E vidence of this must be provided to WAGPE T.
The GP Registrar will be reimbursed by the Training Practice for expenses incurred in the use of
his/her personal mot or vehicle/s for work purposes during ordinary hours and on call work.
Reimbursement shall be at the standard Australian Taxation Office rates. To substantiat e a claim for
reimbursement, the GP Registrar will need to keep a travel diary.
ACCOMMODATION (Rural Placements Only)
Please provide details of the accommodation arrangements made by the Training Practice for the GP
Registrar. If the Training Practice provides accommodation, include the rent to be paid by the GP
Registrar. Please identify which party will claim the accommodation allowance from WAGPET.
Please refer to WAGPET Accommodation Policy .
VARIATIONS TO CONTRACT
GP REGISTRAR UNDERTAKINGS
The GP Registrar will provide evidence to the Training P ractice of full and general registration as a
medical practitioner in Western Australia.
Medicare Provider Number / Recognition as a General Practitioner
It is the GP Registrar’s responsibility to apply for a Medic are P rovider Number for each approved
location by completing and lodging an Applic ation for a Medic are Provider Number for a Medical
Practitioner listing each location. GP Registrars must complete and send this form directly to
Medicare Australia. Forms cannot be backdat ed. GP Registrars must not commence the placement
until Medicare Australia has issued them with a provider number for that placement.
It is the GP Registrar’s responsibility to c omplet e and submit an A GP T A pplication for a General
Practice Registrar placement form to WAGPE T. A separate application form must be submitted for
each location they will be working at during their placement. GP Registrars to complete (including t he
GP Supervisor signat ure) and ret urn the form(s) to WAGPET. Fax completed forms to Karen
Reemeyer on (08) 9472 4686 or send to PO Box 1233 Bentley DC WA 6983.
During the period of employment, the GP Registrar will be a member of a medical defenc e union or
hold professional indemnity insurance in res pect of t he work contemplated by this agreement. The GP
Registrar will provide evidence of medical indemnity to the Training Practice and fax a copy to
WAGPET on (08) 9472 4686.
If admitting rights to a local public hos pital are required, the GP Registrar and GP Supervis or
acknowledge that this will be organized in advance of the t erm commencing and a copy faxed to
WAGPET on (08) 9472 4686.
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Release of Data
Practice Incentive Program: The GP Registrar will, if requested by the Training Practice, consent to
the release of relevant Medicare Australia data required to enable the Training Practice to apply for
The GP Registrar will notify the GP Supervisor as to whether or not he/she has cons ented to the
release of his/her Medicare Australia data.
DISCLOSURE OF INFORMATION REGARDING CRITICAL INCIDENTS
During and after the term of employment the GP Registrar will advise the GP Supervisor of:
any formal written complaints from patients, either directly or via the Office of Healt h Review;
any letters or reports written to the registrar's Medical Defence organisation;
any correspondence with the Medical Board; and
any reports written to the Coroner's Office
where the incident concerned occurred in the Practice and/or involved a patient of the Practice.
During the term of employment and after it has ceased, the GP Registrar will not use or divulge any
information confidential to the Training P ractice, pertaining t o either patients or business matters and will
return all confidential information which may be in their possession to the Training Practice. The GP
Registrar will observe the Privacy Law and any protocols of the Training P ractice in respect of personal
Where a disput e arises between t he GP Registrar and the Tr aining Practice over the t erms and
conditions of employment, the parties should refer to the WAGPET Grievance and Dispute Resolution
During the dispute resolution process, the GP Registrar, GP Supervisor and Training Practice staff shall
continue to work in an appropriate and professional manner that does not compromise patient care.
TERMINATION OF EMPLOYMENT
A GP placement shall be t erminated prematurely only in exceptional circum stance s and only aft er
extensive discussion between the Training Practice/GP Supervis or, the GP Registrar and WAGPET.
Termination of Basic or Advanced terms requires the approval of the WAGPE T CEO.
If following these discussions it is decided that termination of employment is the only option, a period of
notice in keeping with the duration of the contract should be offered by the parties (eg t wo weeks for six -
month contract). All employment agreements, including for GP Registrars in GP T3 terms, must specify a
reasonable period of notice for termination of employment from either side this being no more than four
SAFETY AND SECURITY OF THE GP REGISTRAR
The personal safety of a GP Registrar working alone, on home visits or in the surgery after hours is an
issue to be addressed when making after hours and on call arrangements. Please refer to the National
Minimum Terms and Conditions for areas to be addressed when making these arrangements.
Each party should maint ain a copy of the employment agreement
The parties confirm that an employment agreement has been satisfactorily reached between the
employee and the employer.
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