Manager Practice TELL US WHAT YOU WANT…


REALLY OUR MDDUS Training and CPD team are busy planning a packed programme of upcoming events, including our 2019 Practice Managers’ Conference (date soon to be confirmed). Now is your chance to let us know what you would find useful in the way of conference sessions, stand-alone courses or webinars. Just contact risk@mddus.com with your topic ideas. Members can also request a speaker or training event in their local area. Select


a topic of your choice – from confidentiality and complaints handling to risks in general medical/dental practice. Local training courses can be delivered for a daily fee or for a per-delegate rate based on your preferences and available local arrangements. We also consider all requests for MDDUS speakers as part of a local, regional or


national conference or training event. Go to www.mddus.com/training-and-cpd/events/2018/tbc/request-a- speaker-or-training-event or contact risk@mddus.com


SHARED GP APPOINTMENTS


GP appointments involving up to 15 patients have been trialled in practices in England according to reports from the recent RCGP conference. Group appointments of patients with the same condition, such as asthma,


diabetes or pregnancy, have been piloted in GP practices in Slough, London, Birmingham, Manchester, Sheffield, Newcastle and Northumberland. SMAs (shared medical appointments) are normally around 90 minutes with a multi-disciplinary team of healthcare professionals, says Dr Rob Lawson writing on the RCGP website. “The primary aim of the model is to improve patient health and wellbeing and to empower patient self-management. The additional aims are to increase patient and clinician satisfaction and to reduce waiting times and return rates.” RCGP Chair, Professor Helen Stokes-Lampard, commented: “The feedback has


been very positive… However, this approach will not work for everyone and GPs will know what best suits their patients and practices – and there is no pressure on patients to participate if they would prefer to continue seeing their GP in a one-to- one consultation.”


REDUCING CHILD


TOOTH DECAY HOSPITAL admissions in England for tooth decay in children aged 5-9 have increased for the second consecutive year but have dropped among ages 1-4 years and 10-14 years. A total of 26,111 5-9 year olds were admitted for tooth


decay in 2017-2018 compared to 25,923 in 2016-2017, according to data published by NHS Digital. This is more than double the number of children in that age group admitted for tonsillitis, and extractions to treat tooth decay remain the number one reason that 5-9 year olds are admitted to hospital. Hospital admissions for tooth decay in other age


groups have decreased in the last year, with admission among 1-4 year olds falling by 7.4 per cent and among 10-14 year olds falling by 3.3 per cent. Last month NHS Digital data showed that 31.5 per


cent of 5-9 year olds did not visit an NHS dentist in the 12 months leading up to 30 June 2018. Professor Michael Escudier, Dean of the Faculty of


Dental Surgery, commented: “When you consider that tooth decay is 90 per cent preventable and NHS dental treatment is free for all under 18s, it is disgraceful that so many children in their early years of school are suffering time away from class to have teeth removed. ”


GUIDANCE ON ‘BELIEF’


DISCRIMINATION ACAS has published new guidance aimed at preventing religion and belief discrimination at work. The guidance came into effect in May this year and offers


employers advice on how to comply with the Equality Act (2010) by protecting employees against such discrimination. The ACAS guidance highlights recruitment as a key area


where employers should take care to ensure they avoid discrimination. It advises that job adverts should be publicised widely and it is almost always better if employers don’t mention religion in the posting. It also advises that training and development opportunities


that help employees gain promotions should be organised so employees don’t miss out due to religious observance. Employers should take a flexible approach to dress


codes where possible and consider requests to use annual leave for religious reasons carefully and sympathetically. They should also understand that fasting can impact on performance, so employers should try to be understanding in line with business needs. Practices can conform to the law in terms of equality by having an up-to-date equality and diversity policy that is integrated into the key HR functions, with staff suitably trained.


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