Career Pathways and Remuneration Working Party

This idea was first introduced by Neil Beney in December 1992,  when he suggested a working party should be set up to look at the different structures being considered with a view to setting up a format of a career structure tied in to open ended/continuing Education[1]  In August 1993 it was emphasised that in the Career structure a physiotherapist must be accountable to another physiotherapist[2].,  and in September 1993 there is the first mention that a working party should be convened to discuss career structure. [3] 

The idea bore fruit in 1997,  when it was announced in the November 1997 Newsletter that a Career Pathway and Remuneration Working Party would be established.  The aim was to develop appropriate frameworks and models for Physiotherapy career pathways and a framework for appropriate remuneration for physiotherapists.  These would be endorsed by the Society and available as the basis for negotiations with employers.  Expressions of interest in being a member of the Working Party were called for.[4]

Members of the working party were announced in February 1998  Rhoda Allison,  Wendy Browne, Sheila Mann,  Leanne Robinson,  Ann Siddall and Pamela Whitewood.  A cross section from the profession.  The Terms of Reference were to develop the career pathway and remuneration framework and comments were invited from interested physiotherapists.  The aim was to develop an action plan for NZSP to promote fair and equitable remuneration for physiotherapy services to health and disability funders and purchasers.

Their first meeting was held on Saturday 14 March 1998.  The composition of the Committee was detailed and the Terms of Reference  -  to develop the career pathway and remuneration framework,  present their findings to National Executive by November 1998.  Comments were invited from interested physiotherapists[5].

The Career Pathway framework was discussed during the teleconference in July 1998 and  work was proceeding on developing collecting information on salary scale.  They were to develop an action plan for NZSP to promote fair and equitable remuneration for physiotherapy services to health and disability funders and purchasers[6].

The teleconference discussed the benchmarking between CHEs,  the importance of generalist skills,  moves towards multiskilling with other health professionals eg nurses,  the need of “portability” of career pathways and the promotion of the need for a range of experience amongst staff.  The Working Party was still receiving comments[7].

Executive decided in October 1998 to give the $2000 not needed by the Ethics Committee to the Career Pathway and Remuneration Working Party.[8].  The Working Party met at the end of April to finalise the framework and the report was presented at the 1999 NZSP annual general meeting.  They were commended on the work they had achieved.

The report divided physiotherapists into five levels of experience from beginning to leading physiotherapists,  and then the areas of their work into clinical,  research,  management and education.  The standard expected from a physiotherapist in each sector was defined.  Key requirements or competencies were detailed and examples given such as leadership and management,  health and safety.  Physiotherapists were recommended to maintain a professional portfolio,  and the need to update it regularly was emphasised.  Remuneration was also considered,  but the working party found their figures were quickly out of date.  All CHEs had a different system of how they grade and place staff in their salary scale,  with considerable variations between them.  Comments from replies the working party received show that there was interest in the outcome of the review,  some areas wishing to have a National approach to pay.

[1] E/M 17-12-92 -  .

[2] N/L August 1993

[3] E/M  25-9-93

[4] N/L November 1997 page 5

[5] N/L April 1998  page 10

[6] A/R 1998 page 6

[7] N/LAugust 1998 page 8

[8] N/L October 1998   page 8 -