Third party Employment
Within healthcare employment models, third-party employment offers advantages like established training support and supervision, but also poses challenges such as integration into clinical settings and managing multiple policies. Explore the pros and cons to understand how this model impacts physiotherapists and patient care pathways.
Uploaded on Mar 09, 2025 | 0 Views
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Presentation Transcript
Exploring different employment models Third party Employment
Different models within this model NHS organisations FCP works solely in primary care Split between MSK physiotherapy service Private organisations/ local enterprise Can be similar to NHS organisation Locum model Only providing FCP-all governance and training provided by practise There are good and bad examples of each model
Advantages to third Party Employment Physiotherapists will be part of a wider service with established training support and local policies Supervision that is required for the roadmap is provided by trained supervisor from the 3rd party Peer support more readily available Feeling supported through the roadmap journey Patient Pathways can be more seamless Can be cover for sickness and annual leave Some equipment may be provided by 3rd party organisation Fully funded via ARRS most 3rd party organisations don t charge a management fee Recruitment can be difficult due to level of experience needed but this is organised via 3rd party organisation (including HR costs) Insurance cover is provided by 3rd party organisation
Consideration to third Party Employment Model Can have challenges imbedding into clinical setting outside of their organisation Lack of support in the day to day clinical environment-often no protected time, struggle to get daily debrief session in Lack of understanding of the role/ correct pathways 2 managers ie one from 3rd party organisation and one from primary care- so approval for leave/sickness can be more complicated trying to comply with 2 different policies
Any Questions Thank you
