Q4 Human Resource reporting · 9 Staff Satisfaction (Morale Barometer) 5.3 2.5% increase/Qtr 6 5.5...

NLG(16)037

DATE 26th January 2016

REPORT FOR Trust Board of Directors – Public

REPORT FROM

Jane Heaton, Interim Director for Human Resources, Dr Karen Dunderdale, Deputy CEO and Dr Lawrence Roberts, Medical Director

CONTACT OFFICER Jane Heaton, Interim Director for Human Resources

SUBJECT Monthly Staffing Report

BACKGROUND DOCUMENT (IF ANY) None

REPORT PREVIOUSLY CONSIDERED BY & DATE(S) N/A

EXECUTIVE COMMENT (INCLUDING KEY ISSUES OF NOTE OR, WHERE RELEVANT, CONCERN AND / OR NED CHALLENGE THAT THE BOARD NEED TO BE MADE AWARE OF)

N/A

HAVE THE STAFF SIDE BEEN CONSULTED ON THE PROPOSALS? N/A

HAVE THE RELEVANT SERVICE USERS/CARERS BEEN CONSULTED ON THE PROPOSALS?

N/A

ARE THERE ANY FINANCIAL CONSEQUENCES ARISING FROM THE RECOMMENDATIONS?

No

IF YES, HAVE THESE BEEN AGREED WITH THE RELEVANT BUDGET HOLDER AND DIRECTOR OF FINANCE, AND HAVE ANY FUNDING ISSUES BEEN RESOLVED?

N/A

ARE THERE ANY LEGAL IMPLICATIONS ARISING FROM THIS PAPER THAT THE BOARD NEED TO BE MADE AWARE OF?

No

WHERE RELEVANT, HAS PROPER CONSIDERATION BEEN GIVEN TO THE NHS CONSTITUTION IN ANY DECISIONS OR ACTIONS PROPOSED?

WHERE RELEVANT, HAS PROPER CONSIDERATION BEEN GIVEN TO SUSTAINABILITY IMPLICATIONS (QUALITY & FINANCIAL) & CLIMATE CHANGE?

THE PROPOSAL OR ARRANGEMENTS OUTLINED IN THIS PAPER SUPPORT THE ACHIEVEMENT OF THE TRUST OBJECTIVE(S) AND COMPLIANCE WITH THE REGULATORY STANDARDS LISTED

Yes

N/A

Maintaining adequate safe staffing levels

ACTION REQUIRED BY THE BOARD Note the content of the report

Northern Lincolnshire and Goole NHS Foundation Trust NLG(16)037 _______________________________________________________________________

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Directorate of OD and Workforce, January 2016 2 of 24 pages

DIRECTORATE OF ORGANISATIONAL DEVELOPMENT & WORKFORCE

MONTHLY STAFFING REPORT

Jane Heaton, Interim Director for Human Resources Dr Karen Dunderdale, Deputy Chief Executive

Dr Lawrence Roberts, Medical Director

January 2015

Northern Lincolnshire and Goole NHS Foundation Trust actively seeks to promote equality of opportunity and good race relations. The Trust seeks to ensure that no employee, service user, or member of the public is unlawfully discriminated against for any reason, including their religion, beliefs, race, colour, gender, marital status, disability, sexual orientation, age, social and economic status or national origin. These principles will be expected to be upheld by all who act on behalf of the Trust, with respect to all aspects of this document


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General Recruitment Update

This report provides an update on the staffing position within the Trust, identifying key issues and details on recruitment initiatives. It also highlights key recruitment challenges within the month of December 2015 and activities that have taken place up to the date of report submission. Key issues for the Board to note this month include: General Update

A meeting has now been held with Procurement to issue a tender notification to all eligible agencies for supply of our permanent nurses and doctors. This is expected to go to the market in February or early March 2016.

The Trust attended a career fair at Tata Steel, Scunthorpe in December which was very positive and a number of individuals have requested support in helping them find alternative employment at the Hospital. The recruitment team are working with the internal managers where applicable. An interview was given on Radio Humberside and Lincs FM to support this event.

Work is underway to prepare for the doctors rotation in February however 29 posts still remain unfilled or unknown at this stage.

The Onboarding Team have had a busy month with newly recruited nurses working at the Scunthorpe site. This which has resulted in non NHS accommodation having to be sourced due to lack of availability of on-site accommodation.

The recruitment team attended the Developing a Competitive Workforce Summit for North East Lincolnshire which involved all key stakeholders in the area (both public and private organisations). This was a valuable event and moving forward will help shape our involvement with the local schools and colleges as well as raising awareness in the private industry of the challenges faced by the Public Health Sector.

Head of Recruitment was interviewed by Estuary TV with regards to Nurse recruitment activity both from the UK market and overseas.

Medical Recruitment Update

Within the month of December our new starters included 2 Consultants in Radiology and Gastroenterology, 2 Trust Grades and 1 Speciality Doctor.

Recruitment of medical staff to the Trust continues to progress with the below positions after being successfully recruited to and who are currently undertaking pre-employment clearances pending confirmed start dates. Consultant Positions – 1 Trauma and Orthopaedic, Speciality Doctors – 2 and Trust Grade Doctors – 4.


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Current adverts include a Consultant Gastroenterologist, various Trust Grades, Specialty Doctors and a Clinical Fellow in General Surgery.

Information continues to be circulated for the pending February medical rotation. The GP training rotation continues to be the largest group of staff that we’re still waiting for confirmation of. Of the total amount of rotations 76, 29 of these remain either vacant or unknown at the date of writing the report. Again the Recruitment team are doing all they can to chase for information.

Nursing Recruitment Update

A recruitment tour working in partnership with Search Recruitment Agent has now been booked for week commencing 20th January 2016 where it is hoped 16 candidates will be interviewed.

An additional tour has been commissioned to Romania for the end of January to interview 20 candidates which was agreed as a result of the low turnout of candidates from the Portugal trip held in November.

All Health Care Assistant vacancies have now been filled and with the support of the response teams all recruitment for any future HCA posts will now be carried out on an internal only basis in the first instance for those on those existing staff to apply. The advert will only go externally should no suitable candidates be recruited.

A three year recruitment plan is currently being pulled together with the focus on Quarter 4, 2015 and full year 2016.

Recruited Nurses that were expected to join the organisation from the Philippines in February 2016 have unfortunately failed their written exams with IELTS (International English Language Testing System). Work is now underway to mitigate the numbers that were expected and how as an organisation we can assist those nurses in achieving the required outcomes.

Board Considerations / Recommendations

There are no recommendations for the Board to consider.


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31/12/2015

Trustwide

October November December

1 Establishment (WTE) 5301.23 5668.93 5259.3 5327.7 5335.25 5335.25

2 Vacancies (WTE) 6.49% <6% 6% 7.45% 7.54% 7.54%

2.1 - Medical 14.17% <10% 13% 14.43% 14.43% 14.43%

2.2 - Nursing (Total) 7.83% <4% 5% 6.99% 7.02% 7.02%

2.2 - Nursing (Registered) 9.54% <6% 7% 8.66% 9.35% 9.35%

2.3 - Nursing (Unregistered) 4.10% <2% 3% 3.44% 2.04% 2.04%

2.4 - AHP (Registered & Unregistered) 4.46% <5% 5.00% 5.49% 5.18% 5.18%

2.5 - Other 3.14% <2% 2.5% 7.20% 7.87% 7.87%

3.1 Agency Staff Use Nursing (£) £5752k <£5,500k £5700k £386k £441k £5241k

3.2 Agency/Locum Staff Use Medical (£) £20,183k <£18,000k £20,492k £5,456k £5,681k £49,565k

4 Bank Staff Use (£) £3,557k <£3,500k £3,500k £417k £319.72 £3,253

5 Staff Turnover rate (LTR) All 15.98% <9.4% 10.26% 0.86% 0.86% 15.71%

5.1 Staff Turnover rate (LTR) excl Medical 13.23% <9.4% 10% 0.85% 0.78% 10.22%

6 Stability 88.99% >90% 90% 99.33% 99.31% 89.10%

7 Sickness Absence 4.16% <3.5% 4% 4.56% 3.39% 4.07%

7.1 Long Term Sick (Occurances) 947 <1000 1200 244 229 730

7.2 Occupational Health Referrals 797 <900 850 69 61 561

8.1 Staff Appraisals 90.00% 95% 95% 78.00% 89.00% 89.00%

8.2 Statutory and Mandatory Staff Training 92.64% 95% 95% 92.00% 93.00% 93.00%

9 Staff Satisfaction (Morale Barometer) 5.32.5%

increase/Qtr 6 5.5 5.5 5.5

To recruit, retain and develop a high performing workforce to deliver high quality care and the wider

strategy of the Trust

WorkforceOutturn

14-15

Annual

Target 15-

16

Annual

Forecast

15-16

December

Actual

BALANCED SCORECARD Position as at:

PerformanceNovember

Actual

Delivering or exceeding target

Underachieving Target

Failing Target

Improvement Month on Month

Month in Line with Last Month

Deterioration Month on Month

YTD 15-16


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Operational HR Dashboard – December cases


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1. Vacancies, Recruitment and Apprenticeships

1.1 Trust wide Overview The overall vacancy position across the Trust has decreased slightly in December when compared to the end of November vacancy position, with the exception of Scientific, Therapeutic and Technical who saw an improvement in their vacancy position.

Directorate Budgeted WTE

Contracted WTE

Vacancies WTE

Vacancy Factor

Previous Month

Operations 4426.11 3993.32 352.27 8.11% 7.86%

Path Links 392.99 365.66 27.33 6.95% 7.10%

Facilities 525.32 492.40 32.49 6.19% 6.32%

Corporate 507.10 483.87 23.23 4.58% 5.35%

Totals 5851.52 5335.25 435.32 7.54% 7.45%

Staff Group Budgeted WTE

Contracted WTE

Vacancies WTE

Vacancy Factor

Previous Month

Nursing (Registered and Unregistered) 2433.40

2190.84

165.36 7.02% 6.99%

Medical & Dental 600.92 513.58 87.34 14.53% 14.43%

Scientific, Therapeutic, Technical 1068.49

1010.67

55.17 5.18% 5.49%

Admin & Clerical 1239.01 1144.55 93.79 7.57% 6.91%

Maintenance 46.00 49.00 (3.00) (6.52%) (4.35%)

Support Staff 460.98 423.92 36.63 7.95% 7.88%

"Other" 2.72 2.69 0.03 1.10% 1.10%

Totals 5851.52 5335.25 435.32 7.54% 7.45%

1.2 Nursing vacancies The December vacancy position across registered nursing has decreased in December when compared to November. There was a slight increase in the number of retirees during December which may have contributed to the decline in vacancy position.

Budgeted WTE

Contracted WTE

Vacancies WTE

Vacancy Factor

Previous Month

Medicine 582.26 470.36 93.44 16.57% 14.05%

Clinical Support Services 63.07 59.97 3.10 4.92% 11.10%

S&CC 439.52 383.79 38.04 9.02% 9.19%

C&TS 170.41 164.83 5.23 3.08% 2.56%

W&CS 333.41 311.03 7.36 2.31% 1.96%

Corporate 67.70 64.87 2.83 4.18% 4.96%

Planned recruitment

Registered Nursing Total 1,656.37 1,454.85 150.00 9.35% 8.66%

Medicine 334.83 317.68 5.23 1.62% 2.18%


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Clinical Support Services 74.71 73.74 0.97 1.30% 6.64%

S&CC 179.65 164.14 7.62 4.44% 6.38%

C&TS 68.96 64.58 3.55 5.21% 8.75%

W&CS 118.88 115.85 (2.01) (1.77%) (2.73%)

Planned recruitment 0.00 0.00

Unregistered Nursing Total 777.03

735.99

15.36 2.04% 4.24%

Nursing Total 2,433.40 2,190.84 165.36 7.02% 6.99%

With regards to leaving reasons, the data currently available shows the below leaving reasons for those nurses who left employment during December:

Leaving Reason Percentage

Relocation 31%

Retirement 44%

Better Reward Package 4%

Health 4%

Lack of Opportunities 4%

Other/not known 13%


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2. Turnover, Retention and Exit Data

2.1 Stability and Retention

During December, 7,405 employees were in post at the start of the period with 7,354 remaining at the end, meaning 99.31% of employees were retained. 2.2 Turnover From the data available at the time of producing this report, in-month turnover has remained at 0.86% during December in line with November. December 12 month turnover rate (turnover for the period January 2015 to December 2015) has decreased to 15.71% when compared to November 12 month turnover rate (turnover for the period December 2014 to November 2015) which was 15.97%.


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2.3 Exit Interviews There were 38 leavers reported in December from the following staff groups:

Staff Group Leavers Number Exit questionnaire

received

% Exit interviews returned

Additional Clinical Services 3 2 67%

Administrative and Clerical 7 0 0%

Allied Health Professionals 3 2 67%

Estates and Ancillary 5 0 0%

Healthcare Scientists 0 0 0%

Medical and Dental 2 0 0%

Nursing and Midwifery Registered 18 10 56%

Scientific, Therapeutic and Technical 0 0 0%

Totals 38 14 37%

From which following reasons for leaving were given:

Reason for Leaving Number of leavers

Retirement - normal/early 36%

Voluntary Resignation – Better Job/Promotion

14%

Moving to another ward/department 21%

Voluntary Resignation – Lack of Promotion Opportunities

7%

Voluntary Resignation – Staffing Levels 7%

Voluntary Resignation – Organisational Reasons

7%

Other – Balancing home/work life 7%

Total 100%


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Drilling into exit data reveals:

Value and Satisfaction

As a member of your ward

or department's

team how valued do you

feel?

As a member of the Trust

how valued do you feel?

How much satisfaction do you get from working with

your immediate colleagues?

How much satisfaction do you get from working with

your management

team?

How much personal

satisfaction do you get from

coming to work?

In month change

-2.6 0.9 -1.5 -1.3 -1.3

Dec 15 6.8 4.9 8.1 6.1 7.7

Nov-15 9.4 4 9.6 7.4 9

Oct-15 7.1 5.5 8.4 6.3 7.4

Sep-15 5.7 5.8 7.2 5.6 6.3

Aug-15 6.2 6.4 6.7 6.3 6.5

Jul-15 6.3 7.1 7.5 7 6.4

Jun-15 5.9 6 7.2 6.2 5.8

May-15 5.6 5.9 7.3 6.1 6

Apr-15 6.3 5.8 7.5 6 6.2

Engagement and Workload

How well informed do

you feel about what’s

happening within the

Trust?

How aware are you of the Trust’s

goals?

How well do you feel you are able to cope with

your current workload?

How aware and engaged do you feel about the

Trust’s Vision & Values?

How effective

were your team

meetings?

In month change

0.2 0.2 -1.8 -0.8 -3.1

Dec-15 6.4 6 7.2 5.6 5.5

Nov-15 6.2 5.8 9 6.4 8.6

Oct-15 7.1 5.5 8.4 6.3 7.4

Sep-15 6.7 5.7 8.1 6.4 7.2

Aug-15 6.7 5.6 8.4 6.2 7.2

Jul-15 6.6 5.5 7.6 6.5 7.4

Jun-15 7.5 6.4 8.3 7.1 8.2

May-15 7 5.5 8.1 7 7.3

Apr-15 6.6 5.8 7.5 6.7 8.2

Reviewing the above exit data of those 38 in month leavers reveals that their perceptions of Trust employment to be a largely positive one with all rating for value, job satisfaction and engagement being higher than the comparable morale barometer findings for the workforce as a whole. Consequently no in month issues have been identified requiring action.


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2.4 New Starters – Summary available to date - December 2015

Staff Group Headcount

Scientific and Technical 0

Additional Clinical Services 35

Administrative and Clerical 18

Allied Health Professionals 2

Estates and Ancillary 4

Healthcare Scientists 3

Medical and Dental 8

Nursing and Midwifery Registered 11

Total 80


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3 Bank and Agency – Usage and Costs

3.1 Medical The reported position on internal and external locum expenditure shows an in month increase of £20.0k. The total cost of Agency this financial year is over 1.7 times the total cost of Internal locums and carries a much higher premium.

£'000 Actual 1415

Locum Agency Locum Agency Locum Agency Locum Agency Total

Clinical Support Services 931 142 0 0 0 0 931 142 1,831

Medicine 620 1,973 530 2,583 610 2,072 1,759 6,628 12,956

Surgery & Critical Care 705 218 513 151 476 821 1,694 1,191 3,822

Therapy & Community Services 0 0 0 9 14 11 14 20 0

Women & Children's 180 357 74 127 164 583 417 1,067 1,337

Operations Total 2,436 2,690 1,116 2,871 1,265 3,487 4,817 9,048 19,946

Path Links 398 0 0 0 0 0 398 0 215

Organisational Dev & Workforce 0 0 0 0 0 0 0 0 22

2,834 2,690 1,116 2,871 1,265 3,487 5,214 9,048 20,183

Corporate & Capital Charges (16) 0 (9) (21) (0) 0 (26) (21) 0

2,817 2,690 1,107 2,851 1,264 3,487 5,189 9,028 20,183

% of Total Spend 6% 5% 2% 6% 3% 7% 10% 18% 30%

Total - 1516 YTDConsultant - 1516 YTD SAS - 1516 YTD Training - 1516 YTD

Top reasons for usage

£'000 % Total £'000 % Total

1516 YTD 1516 YTD 1516 YTD 1516 YTD

Vacancy 4,595 88.5% Vacancy 8,246 91.3%

Sickness 206 4.0% Sickness 208 2.3%

Other Reasons 390 7.5% Other Reasons 573 6.3%

Total 5,191 100.0% Total 9,028 100.0%

EXTERNAL AGENCYINTERNAL LOCUM


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3.2 Nursing There is a continued reliance on bank and premium agency to fill substantive vacancies. Registered agency has seen an increase of £56K in month. There continues to be no spend on agency at HCA level. Bank has decreased by £59K (Registered) and £38K (HCA) in month. The Medicine Group continues to be the highest user of nursing bank & agency spend.

Total Nursing Bank & Agency Spend YTD

£'000 % of Pay

Registered Unregistered Registered Unregistered Registered Unregistered Budget

Medicine 759 890 4,058 86 4,817 976 24.2%

Clinical Support Services 34 51 0 0 34 51 2.8%

Surgery & Critical Care 447 319 1,008 11 1,455 331 11.4%

Therapy & Community Services 95 59 0 0 95 59 2.5%

Women & Children's Services 518 80 79 0 597 80 5.1%

Operations Total 1,854 1,400 5,144 97 6,998 1,497 13.7%

Corporate 0 0 0 0 0 0 0.0%

Path Links 0 0 0 0 0 0 0.0%

Total Nursing Bank & Agency Spend 1,854 1,400 5,144 97 6,998 1,497 13.1%

*Bank & agency costs exclude corporate/technical credits

Bank Agency Total


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4 ETD Update

4.1 Performance Appraisal and Development Reviews (PADR)

At the end of December, the Trust achieved an overall 89.04% PADR compliance, another increase compared to November which was 78%. Managers continue to receive a monthly report which enables them to plan their PADRs over the year and workshops are offered to enable managers to develop their appraisal skills.

Directorate/Division 30.4.15 31.5.15 30.6.15 31.7.15 31.8.15 30.09.15 31.10.15 30.11.15 31.12.15

CEO/NEDS 85% 88% 100% 100% 100% 100% 100% 100% 100%

Chief Nurse 92% 88% 92% 92% 88% 85% 80% 70% 91%

Estates & Faci l i ties 99% 99% 93% 87% 92% 89% 93% 94% 98%

Finance 95% 98% 100% 98% 99% 95% 95% 98% 99%

Governance 98% 94% 96% 94% 91% 91% 93% 88% 93%

Medica l Director's Office 88% 86% 80% 75% 75% 65% 76% 71% 76%

OD & Workforce 89% 90% 90% 75% 86% 72% 64% 69% 93%

Deputy Chief Executive Office 100% 100% 84% 100% 100%

Operations Directorate Management 50% 67% 33% 33% 33% 67% 67%

Operations - Cl inica l Support Services 91% 92% 88% 85% 81% 76% 77% 81% 92%

Operations - Medicine 73% 72% 73% 71% 67% 66% 64% 84% 82%

Operations - Surgery / Cri tica l Care 82% 83% 83% 81% 78% 78% 70% 63% 86%

Operations - Therapies& Community 93% 93% 92% 90% 89% 88% 85% 82% 91%

Operations - Women & Chi ldren 81% 80% 92% 77% 75% 80% 80% 80% 93%

Path Links 75% 75% 73% 70% 71% 70% 68% 70% 87%

Strategy & Planning 85% 81% 78% 82% 80% 70% 71% 77% 92%

Actual Trust compl iance 86% 85% 83% 81% 79% 78% 74% 78% 89%


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4.2 Mandatory Training As at December, the average percentage of staff across the Trust who were verified as compliant with their mandatory training was 93%, compared to November’s performance of 92%. Managers continue to be informed on a monthly basis of their team’s compliance and encouraged to ensure all staff are booked on to the relevant training to remain compliant. A wider range of booklets have been developed to assist those who find online training difficult to access.

Directorate/Division 31.7.15 31.8.15 30.9.15 31.10.15 30.11.15 31.12.15

CEO/NEDS 94% 95% 95% 95% 97% 96%

Chief Nurse 94% 95% 95% 92% 93% 94%

Path Links 92% 92% 90% 91% 90% 91%

Faci l i ties 93% 94% 95% 94% 95% 97%

Finance 99% 99% 98% 97% 97% 98%

Governance 99% 99% 98% 100% 97% 98%

Medica l Director's Office 92% 55% 61% 87% 87% 77%

Deputy CEO 99% 97% 98% 95% 100%

OD & Workforce 95% 94% 92% 92% 98%

Operations - Cl inica l Support Services 92% 92% 92% 92% 92% 94%

Operations - Community & Therapies 94% 94% 93% 93% 92% 94%

Operations - Medicine 79% 78% 78% 79% 79% 81%

Operations - Surgery / Cri tica l Care 84% 84% 83% 83% 82% 84%

Operations - Women & Chi ldren 86% 85% 86% 87% 87% 87%

Operations Management Team 98% 90% 90% 90% 89% 89%

Strategy & Planning 95% 96% 96% 94% 93% 95%

Average Directorate Compl iance 93% 90% 90% 92% 92% 93%


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5 Operational HR

5.1 Sickness From the data available at the time of writing the report, during the month of December, 7,212 days were lost across the Trust due to sickness from 359 occurrences, an absence rate of 3.39%. Of the 359 occurrences, 229 were due to long term sickness, equating to 63.8% of all in month sickness absence. It is anticipated that the data available at the time of writing this report is not yet fully up to date. On that basis, it is expected that the actual sickness rate for November will be slightly higher when reconciled in next month’s report.


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5.2 Occupational Health

5.2.1 Management Referrals The number of management referrals to Occupational Health for December 2015:

5.2.3 Staff Satisfaction Survey Throughout the month of November 2015 members of staff who attended Occupational Health for an appointment were asked to complete an anonymous satisfaction survey. 133 completed forms were returned. Those who attended rated the overall experience as Excellent (87%), Very Good (10%), or Good (3%). 98% stated they felt they were treated with respect and dignity and that OH staff were polite and helpful, (2% did not answer the question). 95% were happy with the current opening times and stated they found it very easy to make an appointment. There were some comments regarding better signposting to the departments. As a result the Occupational Health Team will be requesting additional signage where appropriate, and sending out maps to those who are not familiar with the whereabouts of the department. There was a lot of positive feedback about the excellent, helpful, and friendly staff and excellent service.”

Occupational Health - New

Management Referrals

December 2015Nurse Physio Doctor Total

Surgery and Critical Care 6 5 3 14

Medicine 5 3 0 8

Women and Children 4 3 1 8

Community and Therapies 2 6 0 8

Central Operations 4 0 2 6

Facilities/Information 5 3 0 8

Chief Nurse 1 1 0 2

Clinical Support 1 4 0 5

Strategy & Planning 1 0 0 1

Path Links 0 1 0 1

Total 29 26 6 61

Total at SGH = 27

Total at DPW = 30Total at GDH = 4


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5.3 Organisational Development 5.3.1 Staff Survey 2015 Picker Survey (the Trusts contract survey provider) have released the first set of preliminary findings which are presently being reviewed. The national staff survey findings report is due mid-February. This will remain under embargo until the publication date of 23 February. 5.3.2 Morale Barometer Quarter 3 survey was launched on 11 January closing on 29 January. The survey has been subject to a review which has significantly reduced the number of questions and also aligned the survey to the Nursing Open and Honest dashboard. Cumulatively this approach will ensure c.1500 responses per quarter, in turn significantly increasing the staff Friends and Family Test staff participation rate. The morale barometer action plan stemming from quarter 2 survey, staff workshops and OD departmental visits is nearing completion and due to be presented for consultation, ratification and launch at the end of January/early February. 5.3.3 Vision and Values Following the ratification of the refreshed vision and values at Decembers Trust board, preparatory work to launch the V&V and pledge is underway. It is anticipated that the draft launch plan is made available by the end of January; launch to take place in February, exact launch window to be confirmed. 5.3.4 Manager as Coach OD and ETD representatives are presently on a LETB funded train the trainer course, the purpose of which is to drive a coaching style of leadership/management across the region and NHS. Once ‘qualified’ the Trusts trainers are required to deliver training for up to 60 (but can be more) NLG leaders/managers within the Trust during 2016/17.


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6 Workforce Planning

6.1 Workforce Planning toolkit

Workforce information and data is currently being collated by the workforce planning function for each Directorate and meetings have been arranged in January for this information to be shared with Associate Chief Operating Officers. This information will include the grade mix, age demographics and vacancy rates. This data will be accompanied by facilitated discussions surrounding the current position with regards to workforce requirements along with a broader look at the future changes and expected trends within each department which are likely to affect and change the workforce requirements. These first meetings will form the start of a cycle of bi-monthly meetings and discussions which will enable the workforce planning function to begin collating and storing workforce intelligence to inform and direct the Trustwide workforce plan. 6.2 Workforce Data for Workforce Planning/Succession Planning Purpose, including maintain ‘Establishment Control’ with the Electronic Staff Record (ESR) HR/Payroll system.

All data validation forms that have been sent out to staff have now been returned and updated on the ESR system. In the New Year, the project team will be meeting to discuss the next steps for the ESR project and how Establishment Control can most effectively be implemented across the Trust. 6.3 Interim Workforce Plan

Calderdale Framework (an approach to driving forward service redesign) Day 4 of the Calderdale Facilitator training took place on 4th December and the feedback received was very good. All teams are progressing well with their projects; some a little faster than others but this is due mainly to the demands on service areas meaning their ability to release resources has been limited. Ore projects for the facilitators are being identified and will be reviewed and commenced in the New Year.

Bursaries for Radiography – Interviews took place in early December for some of the sponsorship places and two students have now been offered a place on the Trusts sponsorship scheme with Radiology. The Deputy Head of Radiology, along with the Workforce Planner, are now reviewing contracts and putting in place the necessary paperwork for these two members of staff to be contracted to the sponsorship roles. Following the careers day in November, it became clear that to have the maximum impact, the Trust needs to be talking with second year students in April or May of each year to ensure they are aware of the opportunity the Trust offers ahead of the start of their third year of study.


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7 Benchmarking – Monthly Ewin Figures

7.1 Sickness – October


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7.2 Grade Mix – October


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7.3 Staff Turnover – October


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Directorate of OD and Workforce, September 2014 of 24 pages

Q4 Human Resource reporting · 9 Staff Satisfaction (Morale Barometer) 5.3 2.5% increase/Qtr 6 5.5...

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