‌‌Clinical Academic Salary

All rates of pay stated are in line with recommendations of the Universities and Colleges Employers Association's Clinical Academic Staff Salaries Committee which translates the Government's implementation of the recommendations of the Review Body on Doctors' and Dentists' remuneration (DDRB) for NHS consultants.

Clinical academic salary scales

The following information applies to all staff appointed to the University of Exeter on the new consultant contract, whose first appointment was on or after 1 February 2004.  For these purposes, the date of appointment will be regarded as the date on which the post was offered. 

Pay Uplift

Uplifts (usually annually) will be effective from 1 April or on such other dates / at such other intervals as may be varied from time to time.

Threshold progression for consultant grades

The date on which a clinical academic becomes eligible for pay progression is determined by their seniority, and either the date they transferred to the new Consultant Contract or Senior Academic GP Contract or the date on which they commenced as a clinical academic (if this is their first Consultant level appointment).  Clinical academics working at Consultant level are advised of their dates for pay progression, known as pay threshold dates, by HR Services, usually at the recruitment stage.

New clinical academic's taking up post following the new Consultant Contract will become eligible for threshold progression on the date they took up post.

Threshold Years completed as a Consultant Period before eligibility for threshold
1 0 one year
2 1 one year
3 2 one year
4 3 one year
5 4 five years


five years

7 14 five years
8 19 n/a

When a clinical academic becomes eligible for threshold progression by virtue of fulfilling the required number of years' service, the line manager of the clinical academic concerned will make a recommendation to the PVC about whether or not to award the next threshold point.

In most cases, the line manager will confirm that the individual concerned has met the specific criteria for the relevant year and, where applicable, each year since the award of a previous pay threshold.

In some cases a pay threshold may be withheld and deferred for review where one or more of the specific criteria below has not been met.

The specific criterion relevant are as follows:

  • An annual Job Plan has been completed and reviewed and signed off by the appropriate representatives of both the University of Exeter and NHS Trust as well as the PVC of the Medical School; the requirements and personal objectives within the Job Plan have been met;
  • a joint yearly appraisal has been conducted in the last 12 months; and
  • where private practice is undertaking, that the requirements in the Code of Conduct have been met.

The Dean will take in to account the following factors, which may be relevant:

  • Where one or more of the criteria are not achieved in any year, the PVC (or his/her nominee) will have the discretion to decide, where appropriate, that the clinical academic should nonetheless be regarded as having met the criteria for that year, for instance if the clinical academic did not meet the criteria due to personal illness.
  • Clinical academics should not be penalised if objectives have not been met for reasons beyond their control.  Employers and clinical academics will be expected to identify problems affecting the likelihood of meeting objectives as they merge, rather than wait until the annual integrated Job Plan review.
  • Employing organisations cannot introduce any new criteria.  For instance, a pay threshold cannot be withheld or delayed on the grounds of employing organisations to use any system of quota for threshold progression.
  • It will be the norm for clinical academics to achieve threshold progression and may only be deferred where the clinical academic has not met the criteria specified above. 

Where the PVC has decided in any one year that a clinical academic has not met the necessary criteria, the University of Exeter will defer the award of the pay threshold for one year beyond the date on which they would otherwise have received the pay threshold.  On review at the deferred date, provided that the PVC confirms that a clinical academic has met the criteria in the intervening year, the clinical academic will receive the pay threshold from the deferred year, two pay thresholds could be paid from this date.


A clinical academic is due pay threshold point 3 on 1 December 2018 and pay threshold point 4 on 1 December 2019.  The clinical academic does not meet the necessary criteria for pay threshold 3 to be awarded from 1 December 2018 and the award is deferred for one year to 1 December 2019.  On review the clinical academic meets the criteria and is awarded pay threshold 3 and 4 with effect from 1 December 2019.

It is the expectation that the clinical academic will be awarded the pay threshold in the deferred year.  However, where this is not the case a subsequent yearly review will be undertaken and the above approach applied. 

What Are APAs?

A Consultant Clinical Academic (CCA) or Senior Academic General Practitioner (SAGP) working full time will work ten (10) programmed activities per week.

Extra programmed activities are referred to as Additional Programmed Activities (APAs) and these may be either academic or clinical. Further information regarding APA's for staff employed on the CCA or SAGP contract, may be found in Annex C of Conditions of Employment for Consultant Clinical Academic Staff (sent with the contract).

The value of an Additional Programmed Activity (APA) is 10% of basic salary plus 10% of any CEA award up to level 9. Where an honorary consultant holds discretionary points or a local clinical excellence award ABOVE the level 9 discretionary point, the APA is capped at level 9 / Bronze level (£36,192 presently). Payment for an APA is therefore based on 10% basic salary plus a maximum amount of 10% of £36,192.

Calculating the value of additional programmed activities:

The value of an additional programmed activity is variable depending on:

(1) your pay threshold and,

(2) whether or not you hold discretionary points, a distinction award or a clinical excellence award.

Calculation 1

If you do NOT hold a discretionary point, distinction award or a clinical excellence award, perform the following calculation:

  • Take the value of your basic full time pay (no other payments should be added) and divide this payment by 10.

e.g. basic salary of £69,991 p.a. / 10 =

APA allowance of £6,999 p.a. (per APA undertaken)

Calculation 2

If you hold a discretionary point, distinction award or a clinical excellence award, perform the following calculation:

Calculate the annual value of one additional PA per week:

•  Take the value of your basic full time pay (no other payments should be added) and divide this payment by 10. This provides figure A .

e.g. basic salary of £84,154 p.a. / 10 = Figure A rate of £8,415 p.a.

Proceed to the next step:

2. If you hold a discretionary point, distinction award or a clinical excellence award, perform the following calculation to provide figure B :

  • If Discretionary Points held: Divide the annual value of your DPs by 10 = figure B
  • If Distinction Award held: Divide the value of 8 DPs by 10 = figure B
  • If Clinical Excellence Award level 1 - 9 held: Divide the value of your CEA by 10 = figure B
  • If Clinical Excellence Award level 10 - 12 held: Divide the value of level 9 by 10 = figure B

Outcome: The annual value for each APA undertaken = A + B

Other Allowances

Existing Clinical Excellence Awards - Awarded By Local Committees (granted prior to 1st April 2018)

Level£ per annum
1 3,016
2 6,032
3 9,048
4 12,064
5 15,080
6 18,096
7 24,128
8 30,160
9 36,192

New Local CEAs

Local CEA awards granted between 1st April 2018 and 31st March 2021.

Awarded by local committees  
Unit value of an employer-based award (equivalent to one point) £3092

 National Clinical Excellence Awards – Awarded By ACCEA

£ per annum
9 Bronze 36,192
10 Silver 47,582
11 Gold 59,477
12 Platinum 77,320

Consultants - additional points

£ per annum
1 3,268
2 6,536
3 9,804
4 13,072
5 16,340
6 19,608
7 22,876
8 26,144

Consultants - Distinction Awards

£ per annum
A+ 77,415
A 57,048
B 32,601

Occasional Teaching Rates

UEMS uses casual workers to provide teaching and support on a number of elements of the BMBS programme.  To ensure transparency there are two approved rates of pay for people providing these services through the casual claims payroll:

GPs and Clinical Consultants (with a Certificate of Completion of Training (CCT) or equivalent):

These are fully medically qualified clinicians who have successfully completed their specialist/ GP training programme and have received their CCT (or equivalent), and are GMC registered (on GP or Specialist Register) with licence to practice.  It is expected these individuals are currently practising or have been practising within the past two years as at the start of the academic year.  The hourly rate is £50 including holiday pay.

Non-Medical providers

These providers will be paid on the appropriate Occasional Teacher rate, according to the nature and level of the work.  

These rates include proportionate time for preparation etc (on a ratio of one hour preparation to one hour of teaching).