Dr Ho is an RGTS registrar with a placement that runs from Semester 2, 2025 into Semester 1, 2026. They want to know if they need a new Medicare Provider Number (MPN).

• Because Dr Ho is continuing in the same placement in 2026, they must apply for a new MPN with a start date of 1 January 2026, showing they are now funded under AGPT.
• If instead Dr Ho were starting a new placement in Semester 1, 2026, they would also need to apply for a new MPN to reflect the AGPT funded pathway from the semester start date.
• For registrars who finish their placement in 2025, their existing MPN will remain valid until the end of Semester 2, 2025.

Ocean Family Clinic currently engages their RGTS registrar, Dr Garcia, under a contractor agreement. Dr Garcia earns 60% of his billings but is not entitled to sick leave, annual leave, superannuation among other entitlements. 

 To support Dr Garcia’s transition to be an  employee, Ocean Family Clinic: 

1. Reviews Dr Garcia’s current contractor agreement, noting that the existing arrangement does not align with the minimum conditions under the NTCER. Develops, an NTCER-compliant employment contract. 
2. Meets with Dr Garcia to explain the transition and outline the updated employment conditions. 
3. Updates their payroll system so Dr Garcia is paid as an employee from Semester 1, 2026. Ensures that all employment documentation is finalised well before the transition date to avoid disruption to registrar's remuneration.

This shift ensures that the practice meets the AGPT funded pathway requirements, remains an eligible training post for AGPT registrars, and provides the minimum employment conditions required under the NTCER. 

Ocean Family Clinic can still negotiate additional conditions above the NTCER with their employees such as flexible rosters, high percentage of billings or agreed non-clinical activity, provided the minimum NTCER conditions are met. 

Rural Family Practice currently engages their RGTS registrar, Dr Chen, as a contractor. As part of the RGTS to AGPT consolidation, Dr Chen will need to be engaged as an employee in line with the minimum conditions outlined in the NTCER to ensure that they meet the AGPT funded pathway requirements.  

After internal discussions, the practice decides they do not want to engage  registrars as employees due to payroll complexity and business model preferences. 

To understand the implications, Rural Family Practice: 

1. Confirms that AGPT requires registrars to be engaged as employees, and therefore Dr Chen cannot continue in the practice under a contractor arrangement once the consolidation takes effect. 
2. Learns that Dr Chen will need to seek an alternative training placement that can offer NTCER-compliant employment. 
   
3. Understands that the training post will only be able to engage Independent Pathway registrars on contracts going forward (registrars who are self-funded).  
   
4. Recognises that by not employing AGPT registrars in line with the NTCER, the training post will not be eligible for the financial supports associated with employing AGPT registrars. 
   
5. Contacts their training program advisor as soon as possible to advise that they do not wish to employ registrars on the AGPT funded pathway as employees. 
   
   The training post then decides whether continuing with Independent Pathway registrars aligns with their service model, or whether transitioning contractor registrars to employee arrangements is feasible. 

A regional training post currently engages Dr Burke as a contractor, paying a percentage of billings rather than a guaranteed salary.

In many weeks, this percentage-of-billings arrangement results in Dr Burke earning more than the guaranteed base salary set out in the NTCER.

However, under the AGPT funded pathway, registrars must be engaged as employees and paid a guaranteed base salary that meets the NTCER minimum conditions, including leave entitlements. Any percentage-based incentives can still be offered, but must be paid on top of the base salary, not instead of it.

Before the training post transitions Dr Burke to an employee arrangement they meet with Dr Burke and review their contractor arrangement. They also contact GPSA for advice and guidance to better understand how to structure Dr Burke's new employee arrangement in line with the NTCER.