1 Healthcare Workforce Deanery Healthcare Workforce Deanery Balanced Scorecard December 2008.

1

Healthcare Workforce DeaneryHealthcare Workforce DeaneryBalanced Scorecard

December 2008

2

3

Amber1.4 Quality of education

1.3 Dental placement funding

Green1.2 Support for students

Green1.1 Sufficient Placements

1. Undergraduate Medical and 1. Undergraduate Medical and Dental education placementsDental education placements Pg 4Pg 4

Overview – Areas of Focus for the Review (Level 1)

Amber2.5 Training Supervisors

Amber2.4 Specialty Schools

Green2.3 Additional trainee Programme Capacity

Green2.2 Quality management to PMETB Standard

Amber2.1 F1 and F2 placements to head room

2.6 Funding for NCCG and CPD

2. Post Graduate 2. Post Graduate Medical EducationMedical Education

Red

Pg 6 Pg 6 --77

Green4.4 Contracts at bench mark price

Green

4.3 Funding for student grants passed in target time

Green4.2 Account to other SHAs for use of funds

Green4.1 Activity funded in line with SLA

4. Efficiency4. Efficiency Pg 17 Pg 17 -- 1919

Green3.7 JIF + Skills Pledge

Green3.8 Variations in commissioning

Green3.6 Staff survey for on the job training

Green3.5 Pre- reg training for paramedics

Green3.4 Attrition

Green3.3 Employer & Student Satisfaction

Green3.2 Sufficient Non Medical prescribers

Green3.1 Commissions

Pg 12 Pg 12 ––1414

3. Non Medical Education3. Non Medical Education

Amber5.4 ESR

Green5.5 Business Plan Reporting Summary

Green5.3 Education Quality

Amber5.2 Contracts and

Learning Development Agreements

Green5.1 Investment Plan / Link to

Workforce Plan

5. General5. General Pg 20 Pg 20 -- 2323

Level 3 – Evidence to support Level 2 comments and wider information on Deanery actuals, including those issues that require detailed discussion.

Level 1 = Overview.

This outlines the 5 high level areas of focus in line with the SLA with the DH. It shows the overall SLA line scores to give an “at a glance” summary.

Level 2 – High level performance assessment for each of the standards / targets within the 5 key areas.

RAG rating based upon actual performance against target or SHA interpretation of progress to date (where no performance measure available)

How does the Balanced Scorecard work?

13

3.6 Staff Survey results showing on the job training shows year on year increase SLA 22 Trish Knight

3.7 Plan for the development of the wider workforce updated and published on the SHA website by

June 2008 Plan includes review of investment through the JI F and report on implementing the Skills Pledge SLA 23 Trish Knight

GG Wider Workforce Development plan is completed and on the website.

The JIF is now managed within the Workforce Directorate rather than the EMHWD.

3.5 Plans in place with Ambulance Service for transition of Paramedic pre - reg education to Higher education SLA 24 Peter Rolland

3.4 SHAs to have in place joint strategies with their Higher Education Providers for the management of attrition and attrition rates for each pre registration profession are reduced to contribute to the delivery of nationally agreed targets. Benchmark is 13% SLA18 Peter Rolland

GG The HWD has an attrition strategy incorporating monthly monitoring with quarterly overviews. (Graph 12)

The HWD Education Commissioning Manager has meet with partner university staff and service leads to ensure an appropriate specification is developed and a range of suitable education pathways exist. This specification has been provided to potential provider universities against which to tender.

GG

3. Non – medical education (Level 2)

GGAs the staff survey is only completed once a year there will be no further update till June 09.

East Midlands performance in composite indicators in the 2007 survey in relation to appraisal, learning and development continues to require improvement, particularly in Acute Trusts where 58% of indicators in relation to this theme were below national average (45% mental health and 44% PCTs). Review of act ion plans and trends with employers will highlight risks and follow up required. For SHA/Deanery statutory training is over 95% compliance.

16

Graph 12–Attrition rate for Midwifery and Nursing (May 2008)

Graph 12: Illustrates the attrition rate (May 2008) for Midwifery and Nursing Diploma/Degree in various HEIs (as exemplar).

Explanation of Graph 12

Graph 12A–Non-medical prescribing figures


Learning Beyond Registration 2007/2008Non Medical Prescribing Module Data

DeMontfort UniversityModule Number

Name of Module Enrolled Completed Attrition%

MPHE5105Extended and Supplementary Prescribing for Nurses, Midwives & Health Visitors 12 12 0%

MPHE5106 Supplementary Prescribing for Healthcare Professionals 3 3 0%SNHP3100 Extended Independent and Supplementary Prescribing 46 46 0%

SNHP3101Extended Independent and Supplementary Prescribing (Open Learning) 9 9 0%

Totals 70 70

The University of NorthamptonModule Number


HLSM098 Nurse Independent and Supplementary Prescribing 6 6 0%PRH3036P Nurse Independent and Supplementary Prescribing 30 26 13%

Totals 36 32

The University of NottinghamModule Number


B73NPM Non-Medical Prescribing (without CRB) 50 43 14%B73NPM Non-Medical Prescribing (with CRB) 32 29 9%

Totals 82 72

Note: This data does not reflect the provision at Lincoln and Derby Universities.

0%

5%

10%

15%

ATTRITION RATE

TOTAL BY HEI PROVISION

Attrition Rate for Midwifery and Nursing (May 2008)

Attrition 13% 15.43% 15.50% 7.8%

Benchmark Total Total Total

3

1. Undergraduate Medical and 1. Undergraduate Medical and Dental education placementsDental education placements

Pg 4 - 5Pg 4 - 5

1.1 Sufficient Placements Green

1.2 Support for students Green

1.3 Dental placement funding Grey

1.4 Quality of education Green

Overview – Areas of Focus for the Review (Level 1)

2. Post Graduate 2. Post Graduate Medical Medical EducationEducation

Pg 6 - 15Pg 6 - 15

2.1 F1 and F2 placements to head room

Green

2.2 Quality management to PMETB Standard

Green

2.3 Additional trainee Programme Capacity

Amber

2.4 Specialty Schools Amber

2.5 Training Supervisors Amber

2.6 Funding for NCCG and CPD

Amber

4. Efficiency4. Efficiency Pg 21 - Pg 21 - 2222

4.1 Activity funded in line with SLA Green

4.2 Account to other SHAs for use of funds Green

4.3 Funding for student grants passed in target time

Green

4.4 Contracts at bench mark price Green

3. Non Medical Education3. Non Medical Education Pg 16-20Pg 16-20

3.1 Commissions Green

3.2 Sufficient Non Medical prescribers Green

3.3 Employer & Student Satisfaction Green

3.4 Attrition Green

3.5 Pre- reg training for paramedics Green

3.6 Staff survey for on the job training Green

3.7 JIF + Skills Pledge Red

3.8 Variations in commissioning Green

5. General5. General Pg 23-36Pg 23-36

5.1 Investment Plan / Link to

Workforce Plan

Green

5.2 Contracts and

Learning Development AgreementsGreen

5.3 Education Quality Green

5.4 ESR Amber

5.5 Business Plan Reporting Summary Green

4

1 .1 Sufficient Medical and Dental placements available for local Medical and Dental Students SLA 5 Heidi Breed

1.4 Arrangements in place with medical schools to monitor the quality of training against QAA and GMC/GDC standards, improve student satisfaction with clinical training and fitness for purpose of trainees completing programmes SLA 8 Peter Rolland

1.2 Learning and development agreement/contract specifies support required by students on clinical placements

SLA 6 J Wallsgrove

1.3 Dental placements funded based on the nationally agreed dental placement rate SLA 7

GG

GG

Dental Dean located in Sheffield – There are no undergraduate dental trainees supported by EM deanery as we

received no SIFT funding for this purpose.

GG

University of Leicester 2008 Graduates - 268; University of Nottingham 2008 Graduates - 327. Graduates from local Universities exceed places with local foundation schools. Under the national recruitment system graduates can apply to any foundation school across the country. No known unplaced graduates for 2008/9.

Joint visit to service environment undertaken with University of Leicester to review UoL Quality Control process in practice. Revision of University of Nottingham Quality Control Framework Taking place in conjunction with the north East Midlands SIFT Steering Group.

1. Undergraduate medical and dental education placements (Level 2)

SIFT support and clinical placements for undergraduate medical student contracts are agreed annually. SIFT contract with GP exists to specify the support required with GP practices. The SIFT contract with medical schools forms the basis of 3 way agreements between service provider organisations, university medical schools and NHS East Midlands. The LDA contains schedules to support post-graduate medical trainees and non-medical trainees. Monitoring of the LDA will be aligned wherever possible with the Quality Management and Regulation Team PMETB accreditation visits (SIFT student numbers -Graph 1 & 2).

5

Graph 1: SIFT student weeks: University of Leicester Medical School (2008/09)

Graph 2: SIFT student weeks: University of Nottingham Medical School

Explanation of Graph 1 & 2

Graph 1: Illustrates the placements for University of Leicester Medical School for 2008/2009.

Graph 2: Illustrates the placements for University of Nottingham Medical School for 2008/2009.

1. Undergraduate medical and dental education placements (Level 3)

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2.4 Report on Number and type of Specialty School established, showing Multi deanery schools separately SLA 11 Nathan Jones

2.2 Evidence that quality management arrangements are in place to meet PMTEB standards for local quality control and to ensure that all PMETB mandatory conditions can be met SLA 12 Kate Caulfield

2.3 Additional GP Training Program capacity to enable NHS EM Share of new trainees in GP training program Year 1 to be Delivered. SLA 10 Simon Gregory

GG

GG

AA

GG New focussed approach piloted at Chesterfield. Initial self-assessment against PMETB domains completed by specialty schools. (Graph 4 - 6)

2. Post Graduate Medical Education (Level 2)

AAProposals have been received. Further details are being sought. The crucial next step is ensuring that the money is spent in this financial year.

15 specialty schools up and running. 1 school is currently without a HoS. Plans in place to address this by the end of December.

Headroom does not relate to local medical school output. Posts are allocated to the region on a per capita basis. F1 Placements (North) - 294. F1 Placements (South) - 174.

SLA 9 Dr S Carney / Dr B L Langham

F2 Placements (North) - 267. F2 Placements (South) - 166.

2.1 Numbers of F1 and F2 placements available match medical school output withnationally agreed headroom

7

2.5 Plans in place to ensure that Supervisors of Trainees have received appropriate trainer training

SLA 13 Gordon French / David Williams

2.6 Funding for NCCG Career Support and training and CPD for SAS Grades should be used to support SAS doctors pursuing their careers

SLA 14 Rashbal Ghattaora

AA

AA

Deanery menu for training. Scheduling for training sessions being arranged.

APD in post. Funding being allocated to Trusts for 08/09. Plan being developed. Project plan being developed within a project mandate agreed at OMT (See Pages 27 Project Reports).


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Graph 3– Shortage specialties vacancies for 2009Explanation of Graph 3

Graph 3: Illustrates the shortage specialties vacancies.


Medical Specialty Recruitment 2009

0

50

100

150

200

250

Specialty

Vac

anci

es

9


Graph 4– Issues and Risks in each PMETB Domain

Self Assessment by Specialty School (n=13/16) of position against PMETB Domain.

0

20

4060

80

100

PMETB Domain

%

% Reds

% Ambers

% Green

10


Graph 5– Issues and Risks in each PMETB Domain

Number of Issues and Risks Reported in each PMETB Domain

0

50

100

150

200

250P

atie

nt S

afet

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Qua

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Man

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Red

Amber

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Graph 6– Issues and Risks in Domain 6 (Support and Development of Trainees and Trainers)

% of Issues and Risks in Domain 6 (Support and Development of Trainees and Trainers)

0

20

40

60

80

100

120

Induction EducationalSupervision

Training StudyLeave

Standardsfor Trainers

AcademicTraining

Domain 6 Sub-section Heading

% o

f Is

sues

(A

mb

er)

and

Ris

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(Red

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Issues

Risks

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Trust Date of last AER Date of 1st Follow up

Date of 2nd Follow up

Date of 3rd Follow up

Date of next AER

Chesterfield 21st/22nd October 2008

Oct 2009

Derby Foundation Hospital

11/ 12 November 2008

Feb 09

Derby Mental Health (South)

28th June 2007 16th April 2008 January 2009

Derby Mental Health (North)

18th June 2007 16th April 2008 29th January 2009

Sherwood Forest 24th & 25th April 2008

29th July 2008

(9.30 – 11.30 am)

13th January 09 (10am – 12)

19th / 20th November 2009

Nottingham University (City)

6th & 7th May 2008 20th February 2009

Nottingham University (QMC)

14th, 15th & 16th May 2008

20th February 2009

Nottinghamshire Healthcare

21st January 2008 13th August 2008 11am

15th October 2008

11am

19th / 20th January 2009

Table 1- Accreditation Visit Dates

13


Trust Date of last AER Date of 1st Follow up

Date of 2nd Follow up

Date of 3rd Follow up

Date of next AER

Lincoln County Hospital

16th & 17th January 2007

15th / 16th January 2009

Grantham 18th January 2007 28th January 2009

Boston Pilgrim Hospital 19th January 2007 28th April (10:00 am – 12:00pm)

2nd / 3rd February 2009

Lincolnshire Partnership (ULH)

16th January 2007 Pre Meet – 21st November 2008 (10am – 12pm)

11th February 2009

University Hospitals Leicester (UHL)

12th & 13th March 2008

11th September 2008

(1.30 pm -3.30pm)

Leicester Partnership 12th February 2008 Received report on 14/4 1st Quarterly – 11th June 2008

8th September 2008 8th December 2008 10th or 18th March 2009

Northampton General Hospital

28th & 29th January 2008

31st October 2008 13:30 – 15:00

Kettering General Hospital

6th & 7th February 2008

Received Report 9/4 10th July 2008 12:30 pm – 2pm

4th September 2008 12:30pm – 2pm

27th November 12:30pm – 2pm

April 2009

Northampton Partnership

8th January 2008

(9.30 am – 2.00pm)

2nd June 2008 (10:00am – 12:00pm)

1st September 2008

(10:00am – 2:00pm)

20th January 2009

10:30am

20th April 2009

14


As defined in “A Guide to Postgraduate Specialty Training in the UK – The Gold Guide” there are three key elements that will allow GPStRs to progress as a GP Specialty Registrar (GPStR). These are annual planning, appraisal and assessment. These three elements join together to form the basis of the Annual Review of Competence Progression (ARCP). All GPStRs are required to undertake this process in order to progress through the training and gain their CCT.

Trainees discussed at ARCP Panel

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3.1 Long term Commissioning Plans Agreed with HEI Partners SLA 15 P Rolland

GG

3.2 Achievement of sufficient numbers of trained non-medical prescribers to deliver local service improvements SLA 19 P Rolland

GGPrescribing course for non medical staff covering AHPs, Nurses and pharmacist are run at a number of our partner HEIs, these include; Lincoln University, Nottingham University, Derby University, De Montfort University, and the University of Northampton. Currently, DMU and Northampton courses are delivered through the LBR contracts and are demand driven, that is, if there is sufficient demand from the service, a course will be put on as necessary to meet that demand within the overall commissioned LBR module numbers. The other 3 universities have contracts for this year only and have trained to their capacity with Derby University being offered additional funding to meet that local health communities need. (See Table 2).

3.3 Staff survey results on staff undertaking training showing satisfaction levels SLA 20 P Rolland

GGThe staff survey of NHS employees demonstrates that taught courses is the main access for on-going education for NHS staff. There is good up-take of these opportunities across the East Midlands.

Commissioning Plan revised for implementation 2009-10 and consulted with service representatives. Currently negotiating financial implications.


3.4 SHAs to have in place joint strategies with their Higher Education Providers for the management of attrition and attrition rates for each pre registration profession are reduced to contribute to the delivery of nationally agreed targets. Benchmark is 13% SLA18 P Rolland

Monthly monitoring continues with HEIs engaged in setting action plans for improvement. (Graph 9)GG

17

3.6 Staff Survey results showing on the job training shows year on year increase SLA 22 Trish Knight

3.7 Plan for the development of the wider workforce updated and published on the SHA website by June 2008 Plan includes review of investment through the JIF and report on implementing the Skills Pledge

SLA 23 Trish Knight

RRChanges in LSC funding policy are resulting in an increase in the number of qualifications not requiring an employer contribution; therefore concern was highlighted that the in year investment target would be met. Contingency strategies are in place.

3.5 Plans in place with Ambulance Service for transition of Paramedic pre - reg education to Higher education SLA 24 Peter

Rolland

Responses to respecification has been received by two (existing provider) HEIs. Responses being consulted with service to ensure this meets service requirements. GG


GG As the staff survey is only completed once a year there will be no further update till June 09.

East Midlands performance in composite indicators in the 2007 survey in relation to appraisal, learning and development continues to require improvement, particularly in Acute Trusts where 58% of indicators in relation to this theme were below national average (45% mental health and 44% PCTs). Review of action plans and trends with employers will highlight risks and follow up required. For SHA/Deanery statutory training is over 95% compliance.

3. 8 Year on Year Variations in commissioning justified against workforce need e.g. Health Visitors, Neonatal nurses and School Nurses SLA 16 Peter Rolland

Training for Public Health Specialist Practitioners, School Nurses and Neonatal Nurses is available within the Learning Beyond Registration education portfolio at a range of universities across NHS East Midlands. Access to education is in response to demand by the service and all requests for training by NHS organisations / GP practices is met and funded through this route.

GG

18


Midwifery, School Nursing and Public Health Specialist Practitioner figures (left) demonstrate a commitment to increase these students within East Midlands. This has been reviewed with service colleagues at the workforce planning event in September.

This will influence the commission numbers for 2009 -10.

Neonatal nurse training is not commissioned as a discrete course within the NHS East Midlands. Rather, to facilitate flexible development of capacity and capability within service provider organisations a range of modules / programmes are purchased from HEIs for fee-free access by service provider organisations. This has increased from three programmes in 2007-08 to a range of modules / programmes in 2008-09 available as whole programmes or stand-alone modules ( as demonstrated in the table below).

19

Graph 7-Contract value for the new commissions 08/09

12,129,397

4,591,552

7,350,066

02,000,0004,000,0006,000,0008,000,000

10,000,00012,000,00014,000,000

Tuition Salary support Learning beyondregistration

Contracts

Valu

e

1,656

296

0

500

1,000

1,500

2,000

Tuition Salary support

Contracts

WT

E


Graph 8: Illustrates the numbers of new commissions for non-medical professional healthcare programmes by WTE count for year 08/09.


Graph 7: Illustrates the value of tuition, salary support and Learning beyond registration contracts for the new commissions.

Graph 8-WTE for the new commissions 08/09


20

Graph 9–Attrition rate for Midwifery and Nursing (Dec 2008)

Graph 9: Illustrates the attrition rate (December 2008) for Midwifery and Nursing Diploma/Degree in various HEIs.


Table 2 – Non-medical prescribing figures


Learning Beyond Registration 2007/2008Non Medical Prescribing Module Data

DeMontfort UniversityModule Number


MPHE5105Extended and Supplementary Prescribing for Nurses, Midwives & Health Visitors 12 12 0%

MPHE5106 Supplementary Prescribing for Healthcare Professionals 3 3 0%SNHP3100 Extended Independent and Supplementary Prescribing 46 46 0%

SNHP3101Extended Independent and Supplementary Prescribing (Open Learning) 9 9 0%

Totals 70 70

The University of NorthamptonModule Number


HLSM098 Nurse Independent and Supplementary Prescribing 6 6 0%PRH3036P Nurse Independent and Supplementary Prescribing 30 26 13%

Totals 36 32

The University of NottinghamModule Number


B73NPM Non-Medical Prescribing (without CRB) 50 43 14%B73NPM Non-Medical Prescribing (with CRB) 32 29 9%

Totals 82 72

Note: This data does not reflect the provision at Lincoln and Derby Universities.

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4.3 Funding passed to student grants unit on 1st working day of each month based on share of national costs SLA 17 Peter Rolland

4.2 Account to other SHAs for use of Allocated Funding SLA 26 Belinda Hales

4.4 All contracts to be at benchmark price by 31st March 2009 SLA 21 Peter Rolland

GG

GG

GG

4.1 Activity funded in line with Service Level Agreement/ Contract/Business Plan and ensure outputs delivered SLA 25 Belinda

Hales

GG

Funding passed to Student Grants unit on the 1st working day of each month based on the share of national costs.

Only those contracts which are not able to be amended (due to existing commitments) or do not carry BMP are not currently at BMP.

4. Efficiency (Level 2)

MPET budgets have been set to meet the requirements of the DH SLA through LDA/contracts with NHS trusts and PCTs, GP practices and health education institutes - annual budget total is £343m compared to annual DH allocation total of £344m. Latest forecast for the year shows a £6.9m under spend against allocation mainly due to lower than planned take up of non-medical education course places at the universities, confirmation that our DH MPET allocation will not be reduced this year to finance training fund payments to trusts/PCTs, lower than expected GP trainee salary costs and a surplus on the MMC Transition Plan allocation. An additional spending plan of £4.5m has been agreed by the Deanery Management team and this is included in the latest forecast expenditure figures leading to the overall £6.9m forecast surplus.

SHA Corporate Finance working with DH MMC SRO have drawn up the national financial plan for the £30m MMC transition reserve. This financial plan was discussed and agreed at the National Workforce Finance Leads meeting on 22 July 08 and allocations have been made to each SHA based on this plan.

22

Graph 10-South MADEL Contracts: Junior Doctors WTE 2008/09 Graph 11-North MADEL Contracts: Junior Doctors WTE 2008/09


Graph 10: Illustrates the South MADEL contract change in placements as of Dec 2008


Graph 11: Illustrates the North MADEL contract change in placements as of Dec 2008.

4. Efficiency (Level 3)

050

100150200250300350400

F1

F2

ST1/SHO Level

SPR/ST3+

-500

50100150200250300350

ST1/2

ST3+/SpR

GPSTR1-3

FTSTA

Old Scheme (SpRs)

Dental SHO

Dental SpR

Sho Flex

SpR Flex

Totals of different grades of Foundation Year and Specialty Registrar

171

141

360

495F1

F2

ST1/SHO Level

SPR/ST3+

Summary of Training Grades- East Midlands Deanery (North)

279.8

620.2

114

187 44.3ST1/2

ST3+/SpR

GPSTR1-3

FTSTA

Other

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5.1 Annual investment plan published by 31 May 2008 SLA 1 Paul Timperley & Peter Rolland

5.2 Contracts and Learning Development Agreements are in place with service and education providers. SLA 2 Peter

Rolland

5.3 Arrangements are in place (either directly or via higher education partners and others) to monitor the quality of training including the satisfaction of students and trainees and the satisfaction of employers with outputs from training. SLA 3 K Caulfield / P Rolland

GG

GG

GG

5.4 SHA working with NHS Partners to maximise the information from the ESR SLA 4 Trish Knight

AA .

All LDA contracts have been signed and returned, and entered onto the contract register.

Work continues with all organisations particularly with the regard to the introduction of OLM and self-service.

5. General (Level 2)

Programme of visits with provider trusts is established including on-going quarterly monitoring alignment with HEIs, will be achieved through integration or these processes and LDA review process – Feb 09 onwards. (Tables on page 12 - 13).

Business Plan published May, and return made to DH. Work has commenced on Business Plan 2009/10, with a view to March 2009 sign-off.

24

AA

GG

GG

Objective 1 Contracting: Three out of seven work streams are reporting significant levels of risk of delivery.

Objective 6 Partnership: All lines on track.

GG Objective 3 Delivery. One line (3.6) academic exposure for trainees has reported a significant deterioration

and will not be achieved.

AA Objective 7 Corporate Efficiency – Increased risk in the reported position of delivery of PDPs: report given to DMT.

5.5 Investment / Business Plan Reporting (See page 28) Owner Paul Timperley

GG Objective 4 Staff Development – All lines on track.

GG Objective 5 Multi-professional Ethos: All lines on track.

The following algorithm has been used: Green: over 75% of lines reporting green, no reds

Yellow: less than 50% of lines reporting yellow, max of one red

Red: Over 50% of lines reporting yellow, more than one red

5. General (cont.) (Level 2)

Objective 2 Quality: No significant changes to the trajectory reported.

G

Overall, the reports on the Business Plan delivery show an improved position, with over 81% of the lines reporting delivery by 31-03-2009.

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Graph 12: Illustrates staff management indicators for the period of Oct 08-Dec 08 for NHS/University employees in EMHWD.

Graph 12– Staff management indicators (October – December 08)



0

20

40

60

80

100

120

140

160

NHS 99 4 3 0 45

University 53 0 3 0 13

Total number of staff

New starters Leavers Grievance Absences

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Table 3 Organisational Development stages


July 2008

October 2008

31 October 2008

9th

Dec 08

12 Dec 08

24 February 09

Four Darzi update sessions for staff (54 attendees)

Four Darzi 'A High Quality Workforce' session booked for staff (51 attendees booked)

EWAB / senior stakeholder engagement session (17 attendees booked)

Stakeholder feedback recorded on DVD for development of a EMHWD Engagement strategy

Staff annual get together completed 2008 OD programme now formally closed.

Staff Awards complete and awarded on the 12th December

‘Focus on Workforce’ Clare Chapman event

Phase 3

DateRationalePhase

July 2008

October 2008

31 October 2008

9th

Dec 08

12 Dec 08

24 February 09

Four Darzi update sessions for staff (54 attendees)

Four Darzi 'A High Quality Workforce' session booked for staff (51 attendees booked)

EWAB / senior stakeholder engagement session (17 attendees booked)

Stakeholder feedback recorded on DVD for development of a EMHWD Engagement strategy

Staff annual get together completed 2008 OD programme now formally closed.

Staff Awards complete and awarded on the 12th December

‘Focus on Workforce’ Clare Chapman event

Phase 3

DateRationalePhase

27

Table 4– Projects


28


29


30


31


32


33


34


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1 Healthcare Workforce Deanery Healthcare Workforce Deanery Balanced Scorecard December 2008.

Documents

Transcript of 1 Healthcare Workforce Deanery Healthcare Workforce Deanery Balanced Scorecard December 2008.