September HR Report - HSE.ie · September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR...
Transcript of September HR Report - HSE.ie · September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR...
National HR Report
September, 2017
HSE National HR Directorate Leaders in People Services
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HR in Health Conference 2017 and Launch Health Service Leadership Academy (Action 1.3)
The 2017 HR in Health Conference – the Compassionate and Effective Leader Making a
Difference took place in the Irish Management Institute on the 14th
September 2017. There was
an excellent attendance at what was a superb event. Rosarii Mannion, National Director of
Human Resources opened the event and welcomed all attendees; including the participants due
to start the two inaugural Health Service Leadership Academy flagship programmes Leading
Care I and Leading Care II in October this year Tony O’ Brien Director General described how the
Leadership Academy would help to build a leadership culture that would bring about a
transformation in the health service. The afternoon was devoted to the Health Service
Leadership Academy with input from the Bevan 7 and other stakeholders.
Health Service Leadership Academy Leading Care Programmes Update
At the end of August all applicants were notified of the outcome of their applications for
Leading Care I and Leading Care II. There was tremendous interest in both programmes from
both clinical and non-clinical staff from across the health service. Following a comprehensive
review of applications received the number of eligible applicants far exceeded the number of
places available in the first cohort. The review included seeking to create the best possible mix
of participants from eligible participants, including having a mix of clinical and non-clinical
participants, a mix of disciplines and professions, and a mix of locations and types of health
service organisations. We will be getting in contact again with all other applicants regarding
their applications before the end of the year. We look forward to the inaugural cohorts of both
programmes commencing in October 2017 and wish all participants every success. The
Leadership Academy will develop the leadership our patients, carers, service users and
communities deserve by supporting leaders at every level in health and across every sector in
healthcare.
Introducing Training Programme Specifications for LETD Programmes– a Quality Improvement
Project
A Training workshop on developing Training Programme Specifications was delivered by Anne
Marie Frizzell to LETD ‘West’ Team on 21st
September 2017.
The aim of this project is to introduce a standard Training Programme Specification template
and associated checklist and evaluation form for LETD programmes which will support
compliance with Section 5a of the NSAI Excellence Through People standards.
PRIORITY 1 LEADERSHIP & CULTURE
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This project aligns with the HSE People Strategy (2015-2017) and the HSE commitment to
implementing the quality standards set out in the National Standards Authority of Ireland,
Excellence Through People framework.
This project can be transferred to other LETD area teams and has the potential to enhance the
standard of programmes delivered by LETD through the introduction of a more systematic
approach to programme development into the future.
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Engagement Event - Nurses & Midwives 28th
September, 2017 (Action 2.4)
The Nursing and Midwifery Grassroots network held its third meeting on 28th
September.
This network organically grew following a celebration event involving co-creating a shared
purpose methodology. Guided by the core concepts of the People Strategy and underpinning
Staff Engagement, a values clarification exercise was used, this is a grand title for a simple
exercise designed to access and clarify the values and beliefs we hold about this network. Key
themes /Principles agreed at this meeting:
• Celebrate Nurses Midwives
• Network as a Refuelling station
• Safe Space
• Influence
• Engage
• Wellbeing
• No expectations or pressure for outputs
• Network listen, design and innovation
Next meeting is scheduled to take place in December.
Proud to be working in our Health Service
Each week we will share a personal story of staff #Proudtobe working in #OurHealthService
Staff Engagement Forum (Action 2.5)
Next meeting of the Staff Engagement Forum will be held on 9th
October, 2017.
Disability Action Plan (Action 2.9)
WALKways Tallaght Intern programme
Tallaght Hospital HSE launched for 11 Interns with Intellectual Disability on 25th
September
following a 2 week orientation, in partnership with WALK Disability Service provider and Dublin
and Dún Laoghaire Education and Training Board. The intern programme focus on a person’s
ability and potential and how employability skills can be developed through hands-on, work-
based internships and educational supports. In addition the social inclusion that comes from
being on the programme is of great benefit to both the Interns and the HSE staff during their
placements. The internship is for 11 months in duration with 3 rotations across various
departments in Tallaght Hospital.
The internship programme is the second of its kind in the HSE with Naas General Hospital in
their 5th year of internships. The outcome for the interns in achieving marketable employability
skills and the HSE in supporting the programme means there are plans underway to roll out the
PRIORITY 2 STAFF ENGAGEMENT
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Internship programme across a number of HSE sites in 2018-2019. This wider roll out is being
implemented by the HR Division's, Diversity, Equality and Inclusion team by the National DEI
Lead, Siobhan Patten and Diversity Internship Coordinator, Elaine Birkett in partnership with
other relevant agencies. The internship programme offers an opportunity to put the
government’s Comprehensive Employment strategy for Persons with Disability 2015-2024 into
action and see the HSE become a champion for improving employment opportunities for
persons with disability.
HSE Irish Sign Language Programme 2017 (Action 2.4 & 2.9)
The presentation of an award of Irish Sign Language (ISL) Quality and Qualification Ireland (QQI)
Level three to 39 HSE Staff took place in Dublin, Galway, Letterkenny and Cork during the
national Deaf Awareness Week 2017.
HSE Irish Sign Language Programme 2017 was set up by Diversity, Equality and Inclusion
department of National HR, to coordinate QQII level 3 certification in ISL. Course and
examination was facilitated by the Irish Deaf Society ISL Academy, and National HR/Diversity
Equality and Inclusion. The programme was of 15 weeks duration from January to June 2017.
Learners were multidisciplinary staff with some of them working in customer and frontline
service, social care staff, therapists, audiologists, social workers, paramedics, nurses and doctors
and administration from CHOs, Hospital Groups and Corporate settings.
The qualification gives staff a basic foundation in Sign Language to enable them to improve their
experience when working with deaf/hard of hearing colleagues, clients and customers as well as
parents and family members who use ISL. While the Level III certificate will help staff to
communicate better with deaf and hard of hearing clients and service users, it should be noted
that it is not intended to substitute for the highly qualified ISL interpreter qualification gained
via a TCD degree programme under the Centre for Deaf Studies.
A guide for Health Service Managers and Employees to support employees who are deaf or
hard of hearing (Action 2.9)
The guide is currently being developed to support line managers and employees to identify and
use best practice in the support of employees of the health service who are deaf or hard of
hearing. It offers advice to managers and teams on good practice. The draft has been
completed after consultations with key groups (DEI Team, HSE’s ISL learners, Disability Action
Group members and CERS staff). It includes a list of QQI Level 3 ISL trained staff.
Women In Leadership (Action 2.9)
A Women In Leadership Steering Group has been formed and has had its inaugural meeting.
The first action involves submission to the Department of Justice in relation to the Gender Pay
Gap. Another action commencing is the establishment of mentor and coaching support
mechanisms for women in Leadership in HSE.
Review of Diversity Training in HSE (Action 2.9)
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A very productive Diversity training review day took place on Sept 28th
attended by the relevant
stakeholders.
Corporate Social Responsibility (Action 2.9)
Working with our colleagues in the Global Health Forum on the development of a process
overview for supporting employees to work on Humanitarian Crises and ongoing development
projects, a process guide has been developed and is in the consultation phase. This will provide
a guide for the ‘back office’ work that is required to support employees availing of various leave
types to work in response to Humanitarian Crises, or planned work with partners in developing
economies.
Culturally Diverse Teams (Action 2.9)
National Role out of “Preventative Measures – Managing for a Positive workplace for All” has
commenced to new sites nationally. HR Co-ordinators are currently being identified to host the
training initiative and will have been invited to attend a workshop on October 16th
. The training
is designed to strengthen managers early resolution of conflict within teams, thereby preventing
escalation to formal processes. An evaluation of the pilot programme indicates this is a
programme that is highly regarded by managers.
Workplace Health & Wellbeing Unit (Action. 2.6)
Introduction
Workplace Health and Wellbeing is about supporting staff in managing their own health and
wellbeing, to enable staff to maximise their work contributions and work life balance. This
includes how we collaborate and coordinate amongst ourselves to best fulfill the People
Strategy objectives and deliver on agreed priorities. Ultimately, the goal is staff who have a
strong sense of connection to the service, take personal responsibility for achieving better
outcomes and support team colleagues to deliver results.
Programme of Reform Projects
Quality Assessment & Improvement Tool (QA&IT)
• 6th
October – 6 staff (OH and HR) will test the tool.
• 11th
& 13th
October – Train the Trainer sessions will be run (approx. 30 OH staff)
• w/c 6th
November – Tool will be rolled out nationally.
Strategy for Doctors’ Health & Wellbeing – Preparing draft for consultation mid-end October
followed by launch at the end of November.
EAP Standards – Final Steering Group meeting scheduled for the end of October with an
anticipated launch date for end November.
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OH Workforce Planning Tool Kit - The toolkit has been developed and is currently being rolled
out via monthly 3 hour workshops. The Workforce Planning Toolkit is aligned with the OHS
standards underpinning Theme 3: Workforce Planning and Resource Management.
A key recommendation upon completion of the toolkit by OH service providers is to evaluate
the findings using a thematic approach for information collection which will inform the next
steps for OH service planning nationally. Part of this output is already underway by way of a
steering group tasked with exploring an OH Nursing Strategy for the future.
Occupational Health Services
Occupational Health Service Standards
Training workshops to support the Implementation of the Occupational Health Service
Standards are continuing. Total numbers expected to have received training by the rollout date
of the QA&I Tool is 76.
A number of clinical policies relevant to occupational health services are under review to
support best practice.
Flu Season 2017-2018
Flu Clinics will be available across the service for staff to access the Flu Vaccine and these will be
promoted using WHWHU internal and external social media, and email platforms.
A Flu Education module for HSeLand has been developed for all healthcare workers to raise
awareness and to promote uptake of the flu vaccination. This was launched on 9th
October.
• Video to support the Flu Vaccine and wider Flu Campaign
• All Staff Broadcast email promoting the launch of the campaign
• Press Release promoting the launch of the campaign
• Ongoing Twitter and Yammer coverage to support the campaign direct from WHWU
• Promotion of campaign and clinics on HSE Linkedin and Facebook pages in conjunction with
Communications Division
National Medicine Protocols
Six protocols are due to be launched in the near future and a communications plan will be
developed to support their launch.
Health & Safety
During the month of August the following activity was recorded:
Health and Safety Helpdesk
Total Number of calls logged, representing the following: 170
Training 100
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Audit & Inspection 13
Information & Advice 53
Policy 4
Total Requests Resolved 108
NHSF Training, Workshops, Seminars, Meetings etc
Total Events
NJC Meeting amendments to the following policies were
considered: Meeting deferred until November by Unions
N/a
Risk Assessment Workshops in following locations:
Portiuncula Hospital, Ballinasloe
1
Total number of courses coordinated by Training Team 6
Total Attendees 74
Total DNAs 3
Statistics on HSELanD courses to be delivered quarterly - due
December 2017
Information Session held at Cavan Monaghan Older Persons
Services, 9th
August 2017 – 10 attendees
10
Other
• Launch of fully integrated Training booking form into the self-service H&S
Helpdesk making the booking process paperless and easier for the end-
user.
• Website modified to support and compliment the new integrated
training booking process.
• Progressed completion of the safety alert system for the Hospital Groups
New Documentation Launched
• Ergonomic Tips for an Healthier Workspace – Fast Fact
Documentation in Development
• Progressed the development of HSE Guidance on the Management of the Bariatric Client
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• Reviewed draft 1 of HSE Guidelines for the transport of patient specimens, cultures and
biological products
• In line with our consultation process commenced the review of feedback from external and
internal stakeholders on the draft HSE Policy on the Classification Packaging Marking and
Labelling of Pharmacy Wastes Generated in the Pharmacy
• Advanced the development of guidance on the HSE’s approach to OSH risk assessment and
supporting documentation
The following documentation was reviewed, updated and published on the website:
• FAQ Sensitive Risk Groups
• FAQ Safety Representative Elections and Role
• FAQ Office Accommodation
• FAQ Personal Protective Equipment
• FAQ Occupational First Aid
• Safety Alert Use of Display Screen Equipment
• Helpdesk User Guide (updated for new training booking process)
• Helpdesk Flowchart (updated for new training booking process)
The following documentation was reviewed, updated and distributed to the NHSF:
• Helpdesk Advisor Guide
South East Services non therapy activity
• Training for Intern nurses on Positive Mental Health x 3
• On-going work on CISM project
• WHWU Exec meeting
• EAP Standards meeting.
Midlands Services activity
• Attendance at CISM Network Ireland Committee Meeting
• EAP Steering Group Meeting
• EAP Standard development Workshop
• Work on CISM Project
• Delivery of Stress Management Workshop to staff
Mid-West Services activity
Total
New Clients 17
Counselling Sessions Number Total
Individual sessions 62
External affiliate counsellors 42 104
Support Services Total
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Support to managers 7 hours
Case Management to affiliate
counsellors
3
Workshop / Group Sessions Audience Total
Stress Management (Thurles) Public Health Nurses 1
Meetings / Communications Total
Administration officer, Merlin
Park.
Details of local
services in the Mid
West provided for
information leaflets to
be modified to suit the
Mid-West service
1
Health Service Excellence Awards 2017 (Action 2.13.1)
The closing date for applications for the Health Service Excellence Awards 2017 was September
15, 2017 so entries have now closed. 319 applications have been received.
The aim of the Health Service Excellence Awards is to encourage and inspire people to develop
better services that result in easier access and high quality care for patients and to promote
pride among staff in relation to our services. The Awards also aim to highlight the many
achievements that take place across a range of staff groups and teams, services and locations,
so that we can celebrate success and promote shared learning for the benefit of other services.
A National Recognition Event will take place in December 2017 when the overall winner of the
Health Service Excellence Awards, the Popular Choice Award and the Best Team Project Award
will be announced.
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Professional Supervision for HSCPs (Action 3.1)
Supervision Elearning module was officially launched on 27th September.
HSELanD – Further development of e-learning (Actions 3.1, 3.3, 3.13 & 3.19)
The SHARE Centre has been set up in HSELanD in response to the many requests being received
from individual services for online access to information and knowledge they wish to share with
others. This consists of an eclectic mix of really valuable information and resources for all
healthcare and social care workers. The SHARE Centre can host most media types including,
video, audio, presentations, multimedia and all other document types currently hosts a range
from Finance, Ambulance Services, HR, Nursing and Midwifery, Public Health, Acute Services
etc. A recent addition to the Share Centre of interest to the HR community is the Emergency
Medicine Workshop Series. Appropriate levels of staffing are crucial in meeting Emergency
Department (ED) patients’ needs and in assuring the quality and safety of the care they receive.
The dearth of national and international guidance relating to appropriate staffing for emergency
settings prompted the National Emergency Medicine Programme (EMP) with the support of the
Office of Nursing and Midwifery Services Director (ONMSD) to initiate the development of a
framework for nursing to support workforce planning in Emergency Departments. A framework
would also support standardised staffing models and ensure equitable and appropriate staffing
for all Emergency Departments (EDs) and Emergency Care Networks (ECNs) in Ireland. The
Emergency Department Nursing Workforce Planning Framework was subsequently developed
and published and serves as a guide to support senior ED nurse managers and their team to
assess and plan their nursing workforce to meet the needs of their individual services. The
framework promotes a consistent, standardised and evidence based approach to workforce
planning and provides the tools and resources to support workforce decisions. It can also
support the development of competence and confidence amongst nurse managers in making
workforce decisions. Education workshops to support implementation via a train the trainer
approach were delivered in Q1 & Q2 2017. The workshops were designed to enhance the health
professional’s skills in workforce planning within the emergency setting with specific focus on
the implementation of the ED Nursing Workforce Planning Framework toolkit in the practice
setting. The overall objective of the workshops were to enhance the standard of workforce
planning and analysis in practice across emergency healthcare settings nationally and aimed to
prepare participants to acquire the knowledge and skills to provide a workforce planning
leadership role in their emergency setting and to contribute to the improved workforce
planning capability through evidenced based practice. The workshop programme was delivered
in units of learning. Each unit of learning aligned to the six sections within the ED Workforce
Planning toolkit. Demand for Care, Operational Characteristics, Workforce Capacity, Workforce
Capability, Nursing Outcomes, Financial Planning. In the interest of sustaining this learning the
workshop presentations were video recorded and are made available here now as a point of
PRIORITY 3 LEARNING & DEVELOPMENT
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reference to support implementation of the framework. Find out more by visiting the
‘Emergency Medicine Workshop’ in the Share Centre.
Learning & Development - Further development of e-learning (Actions 3.1, 3.3, 3.13 & 3.19)
A range of Learning Solutions (E-Learning programmes and Practice Development Hubs) are
currently at various stages of Exploration and Development some new, others existing and
under review. Some of the themes we can reveal include:
• Induction
• Dignity at Work
• Recruitment Interviewer and Interviewee Skills
• Data Protection
• Hand Hygiene
• Moving and Handling
HSELanD Data Provision Policy
In an effort to rationalise the many requests for data emanating from across the health system
and to ensure all Data Protection obligations are being met especially in the context of the
coming into law next year of the GDPR legislation governing data protection, we are now
establishing a rigorous HSELanD Data Provision Policy to come in to effect from November 1st
2017. A memo is being circulated to this effect.
The Policy will establish that:
1. All data requests relating to that service are to be managed through one designated person,
to be given the title of HSELanD Data Manager, in each of the following Services:
a) Each individual Hospital within a Hospital Group (HSE and Section 38 Hospitals)
b) Each CHO Area 1 to 9
c) National Ambulance Service
d) National Human Resources
e) National Finance
f) Health Business Services
g) National Communications
h) Each Section 38 Agency
2. As part of our data provision & protection policy, all requests for HSELanD data about
individuals or groups of individuals are assessed for Data Protection compliance. A fully
completed HSELanD Data Provision Authorisation Form should be completed by the
identified designated person (HSELanD Data Manager) and signed off by an appropriate
Senior Manager (Assistant National Director or above) and must be submitted for review in
advance of approval by the HSELanD Team.
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3. In the first instance each of the services above should send details of their nominated
individual (HSELanD Data Manager) to [email protected] (071 9834611).
4. HSELanD will respond with instructions and a Data Provision Authorisation form for
completion and return by the designated individual. Appropriate training will be provided for
each authorised person (HSELanD Data Manager) to ensure they are able to respond to data
requests appropriately, generate the required reports for their service and comply with Data
Protection requirements.
5. As from December 1st 2017 no HSELanD data will be available except through designated
HSELanD Data Managers.
6. The role of HSELanD Data Manager can only be carried out by the designated named
individual in each service. Any subsequent change (temporary or permanent) from the
designated named individual should be immediately notified to HSELanD through
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Health Sector Workforce - August 2017 – Key Messages (Action 5.1 – 5.13)
At the end of August 2017, health services’ employment stood at 109,095 WTEs. When
compared with the July 2017 figure (108,938 WTEs), the change is an increase of +157 WTEs.
The August census sees the Acute Hospital Division, Mental Health Division, Corporate Division
and Health Business Services all record increases in direct employment. The Corporate Services
Division recorded the highest percentage increase from last month +0.9% (+14 WTEs).
Other key findings:
• The increase seen in August, of +157 WTEs compares with a decrease of -63 WTEs (-0.1%) for
the same month last year.
• Year-to-date increase is 2,010 WTEs (+1.9%), compared to an increase of 1,694 WTEs
(+1.6%) for same period in 2016. Increase in the last 12 months is +3,517 WTEs (+3.3%).
• Recorded employment levels have increased by +12,241 WTEs (+12.6%) since they bottomed
out in October 2013 (96,854 WTEs, adjusted to exclude Children & Family Services).
• All three sectors recorded increases from last month; HSE +87 WTEs, (+0.13%), the Voluntary
Hospitals Sector + 37 WTEs (+0.15%) and the Voluntary Agencies (Non-Acute) +33 WTEs
(+0.21%).
• 2 CHOs and 6 Hospital Groups increased employment levels in August, with the largest
percentage increase seen in University of Limerick Hospital Group which increased by +5.6%
• It is assessed that the WTEs represented in these employment reports, based on an overview
of pay expenditure data, equates to almost 90% of total pay expenditure excluding
superannuation.
Staff Category & Staff Group Changes – growth/change factors:
• The staff category to record the greatest increase this month was Medical/Dental at + 261
WTEs (+2.7%), with growth seen in both consultants and NCHDs. Other Patients and Client
Care and Management/Admin also recorded increases of 56 WTEs and 39 WTEs
respectively.
• Nursing continued to record reductions, by 157 WTEs, although nursing headcount reduced
by just 10 from last month. Since the end of 2016, nursing is up 442 WTEs (+1.2%) and in
headcount terms has increased by an additional 1,226 nurses.
• Significant increases were recorded in the HCA/Nurse Aide Grade group at +88 WTEs,
Specialist Registrar +52 WTEs and Senior House Officer +149 WTEs.
New Service Developments
• 178 WTEs of the 2017 new service development posts have been approved and have been
issued to National Recruitment Services for processing. A total of 3.5 WTEs are filled as at
the end of August 2017.
• 1,210 WTEs of service plan posts from 2014 to 2016 have yet to be filled. 12.5 WTEs
were filled this month. A total of 1,385 WTEs of new service developments in process
are still be filled as at the end of August 2017.
PRIORITY 5 EVIDENCE & KNOWLEDGE
September, 2017 Monthly HR Report
Pay and Staffing Strategy
• HSPC figure of 109,095 WTEs at end of August is
set out in the 2017 Health Sector funded workforce plan which is currently awaiting sign
off from Department of Health (
• All service divisions, with the exception of the Acute Hospitals Services (+376 WTEs) and
National Ambulance Service (+8 WTEs) are within their projected direct employment
profile at this time.
Overall Trend in Employment
The following tables and charts provide more detail on employment levels and trends, in respect of
employment data, by Staff Category, Grade Group, Sector, Divison and Service Delivery Organisation.
Acute v Community Services - March 2009 to August 2017
95,000
105,000
115,000
03/2009 03/2010 03/2011
Mar 2009, 111,770 WTEs
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR
HSPC figure of 109,095 WTEs at end of August is 1,279 WTEs below direct
set out in the 2017 Health Sector funded workforce plan which is currently awaiting sign
Health (August 110,374 WTEs).
All service divisions, with the exception of the Acute Hospitals Services (+376 WTEs) and
Ambulance Service (+8 WTEs) are within their projected direct employment
Overall Trend in Employment – 2009 to 2017
The following tables and charts provide more detail on employment levels and trends, in respect of
data, by Staff Category, Grade Group, Sector, Divison and Service Delivery Organisation.
March 2009 to August 2017
03/2012 03/2013 03/2014 03/2015
Oct 2013, 96,854 WTEs
Aug 2017, 109,095 WTEs
Page 15
below direct WTE level as
set out in the 2017 Health Sector funded workforce plan which is currently awaiting sign
All service divisions, with the exception of the Acute Hospitals Services (+376 WTEs) and
Ambulance Service (+8 WTEs) are within their projected direct employment
The following tables and charts provide more detail on employment levels and trends, in respect of
data, by Staff Category, Grade Group, Sector, Divison and Service Delivery Organisation.
03/2016 03/2017
Aug 2017, 109,095 WTEs
September, 2017 Monthly HR Report
Monthly changes since employment levels bottomed out in October 2013
By Staff Group: August 2017
By Division: August 2017
Staff Category /Group
Total Health Service Staffing
Medical/ DentalConsultants
NCHDs
Medical (other) & Dental
NursingNurse Manager
Nurse Specialist
Staff Nurse
Public Health Nurse
Nursing Student
Nursing (other)
Health & Social CareTherapists (OT, Physio, SLT)
Health Professionals (other)
Management/ Admin
Management (VIII+)
Clerical & Supervisory (III to VII)
General Support
Patient & Client CareAmbulance
Care
Division
Total Health Service StaffingAcute Services
Mental Health
Primary Care
Social Care
Disabilities
Older People
Health & Wellbeing
Ambulance ServicesCorporate
Health Business Services
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR
Monthly changes since employment levels bottomed out in October 2013
WTE Aug
2017
change
since Jul
17
% change
since Jul
17
change
since Dec
2016
% change
since Dec
2016
Total Health Service Staffing 109,095 +157 +0.1% +2,010
9,918 +261 +2.7% +195 2,913 +21 +0.7% +52
6,209 +247 +4.1% +149
796 -7 -0.8% -5
36,278 -157 -0.4% +442 7,405 +8 +0.1% +127
1,645 -9 -0.6% +66
24,595 -168 -0.7% -173
1,497 +17 +1.2% -2
835 -0 -0.0% +430
300 -4 -1.5% -5
15,564 -5 -0.0% +200 4,310 -36 -0.8% +76
11,254 +31 +0.3% +124
17,376 +39 +0.2% +609 1,548 +6 +0.4% +103
15,828 +33 +0.2% +506
9,465 -37 -0.4% +17
20,495 +56 +0.3% +547 1,708 +0 +0.0% +67
18,788 +56 +0.3% +479
WTE Aug
2017
change
since Jul
17
% change
since Jul
17
change
since Dec
2016
% change
since Dec
2016
Total Health Service Staffing 109,095 +157 +0.1% +2,010
55,460 +244 +0.4% +1,339
9,734 +17 +0.2% +106
10,547 -98 -0.9% +11
27,085 -23 -0.1% +281
17,313 -9 +0.0% +251
9,773 -15 -0.2% +30
1,426 -3 -0.2% +43
1,818 +3 +0.2% +74
1,588 +14 +0.9% +85
1,437 +4 +0.3% +72
Page 16
% change
since Dec
2016
change
since Aug
2016
% change
since Aug
2016
+1.9% +3,517 +3.3%
+2.0% +404 +4.2%+1.8% +101 +3.6%
+2.5% +278 +4.7%
-0.7% +24 +3.1%
+1.2% +739 +2.1%+1.7% +280 +3.9%
+4.2% +114 +7.4%
-0.7% +296 +1.2%
-0.2% +11 +0.7%
+106.2% +41 +5.1%
-1.7% -2 -0.6%
+1.3% +577 +3.9%+1.8% +171 +4.1%
+1.1% +406 +3.7%
+3.6% +909 +5.5%+7.1% +142 +10.1%
+3.3% +767 +5.1%
+0.2% +7 +0.1%
+2.7% +880 +4.5%+4.1% +112 +7.0%+2.6% +769 +4.3%
% change
since Dec
2016
change
since Aug
2016
% change
since Aug
2016
+1.9% +3,517 +3.3%+2.5% +2,065 +3.9%
+1.1% +173 +1.8%
+0.1% +181 +1.7%
+1.0% +641 +2.4%+1.5% +611 +3.7%
+0.3% +30 +0.3%
+3.1% +84 +6.3%
+4.3% +121 +7.1%+5.7% +170 +12.0%
+5.3% +82 +6.0%
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 17
By Service Delivery area: August 2017
Source: Health Service Personnel Census
Attendance Management – July, 2017 (Action 5.6)
Benchmark
/ Target
July
2017
% medically
Certified (July
2017)
Absence
Rates 3.5% 4.2% 91%
Service Area WTE Aug
2017
change
since Jul
17
% change
since Jul
17
change
since Dec
2016
% change
since Dec
2016
change
since Aug
2016
% change
since Aug
2016
Total Health Service Staffing 109,095 +157 +0.1% +2,010 +1.9% +3,517 +3.3%Children's 3,046 +14 +0.5% +72 +2.4% +126 +4.3%
Dublin Midlands 10,216 +59 +0.6% +147 +1.5% +382 +3.9%
Ireland East 11,233 -21 -0.2% +261 +2.4% +414 +3.8%
RCSI 8,703 +38 +0.4% +257 +3.0% +350 +4.2%
Saolta Healthcare 8,601 +67 +0.8% +144 +1.7% +184 +2.2%
South/ South West 9,843 +43 +0.4% +258 +2.7% +399 +4.2%
University of Limerick 3,799 +45 +1.2% +203 +5.6% +208 +5.8%
other Acute Services 19 -0 -2.2% -4 -15.9% -0 -1.6%
Acute Services 55,460 +244 +0.4% +1,339 +2.5% +2,065 +3.9%
CHO 1 4,789 -5 -0.1% -9 -0.2% +65 +1.4%
CHO 2 4,839 -24 -0.5% +37 +0.8% +88 +1.8%
CHO 3 3,956 +11 +0.3% +49 +1.3% +67 +1.7%
CHO 4 6,738 -2 +0.0% +182 +2.8% +310 +4.8%
CHO 5 4,389 -23 -0.5% +17 +0.4% +38 +0.9%
CHO 6 3,670 -8 -0.2% -665 -15.3% -652 -15.1%
CHO 7 6,232 -45 -0.7% +703 +12.7% +770 +14.1%
CHO 8 5,643 -9 -0.2% +7 +0.1% +99 +1.8%
CHO 9 6,301 +3 +0.0% +41 +0.7% +128 +2.1%
Other Non-Acute 434 -3 -0.8% +26 +6.5% +67 +18.3%
PCRS 376 +1 +0.3% +9 +2.6% +16 +4.3%
Community Services 47,366 -105 -0.2% +398 +0.8% +995 +2.1%
Health & Wellbeing 1,426 -3 -0.2% +43 +3.1% +84 +6.3%
Ambulance 1,818 +3 +0.2% +74 +4.3% +121 +7.1%
Corporate 1,588 +14 +0.9% +85 +5.7% +170 +12.0%
Health Business Services 1,437 +4 +0.3% +72 +5.3% +82 +6.0%
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 18
EWTD Compliance to 31st
August (Actions 5.1, 5.8)
Some key points:
1. The data deals with 5,312 NCHDs – approximately 94% of the total eligible for inclusion.
Note that this is calculated on the basis that the number of NCHDs is increasing on a month
by month basis. The number of NCHDs included in August 2015 was 5,277, in August 2016
it was 5,509;
2. Compliance with a maximum 48 hour week is at 82% as of end August – unchanged from
July;
3. Compliance with 30 minute breaks is at 99% - unchanged from July;
4. Compliance with weekly / fortnightly rest is at 99% - unchanged from July;
5. Compliance with a maximum 24 hour shift (not an EWTD target) is at 97% - unchanged
from July;
6. Compliance with a daily 11 hour rest period is at 97% - unchanged from July. This is closely
linked to the 24 hour shift compliance above.
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 19
Mediation Awareness Week
Mediation Awareness Week, 7th to 14th October 2017, will highlight the benefits of mediation
and the opportunity it offers to resolve conflict right across our society. During this week,
mediators from community groups, professional bodies, educational establishments, public
bodies and family interest groups will give their time voluntarily to help the Irish public
understand what mediation is and the important role it can play in resolving disputes between
individuals, businesses and community organisations.
HSE National HR Mediation Service (Action 6.5.1)
Our service is actively supporting Managers and Staff dealing with issues causing conflict in the
workplace.
Mediation promotes an effective and positive way to resolving issues, difficulties and disputes.
It is a Confidential Voluntary process of conflict prevention and resolution that allows the
parties in dispute the opportunity to address and resolve their issues in a confidential and
private environment.
Our service promotes early intervention in conflict, reducing the need for more lengthy and
stressful formal processes and Investigations.
For more Information and Advice or to speak to a Mediator: Contact: 046-9251255
Email: [email protected]
To download our Information Leaflet and Poster visit our web page:
http://www.hse.ie/eng/staff/benefitsservices/Mediation_Service/
National Workplace Unit (Investigations) (Action 6.6)
National HR Investigation Support Section
Pilot of Suite of Forms
Trust in Care - Suite of Forms
Dignity at Work - Suite of Forms
Disciplinary - Suite of Forms
From 1st
August 2017 to 30th
September 2017 the above Draft Forms were piloted in service
areas of the HSE. Feedback from the pilot has been extremely positive. An evaluation period is
now being held where all feedback is being examined. The live forms will be introduced in
December 2017.
PRIORITY 6 PERFORMANCE
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 20
The Draft Forms will continue to be used prior to the introduction of the live forms. We have
been contacted by services within the HSE, outside of the pilot group, who are asking can they
use the Draft Complaint Notification, Preliminary Screening Outcome and Investigation Request
Forms in relation to the above Policies/Procedure, and we have agreed to same.
A significant output from the pilot was the receipt of a large number of requests for Pre-
Screening training across all policies/procedures.
Meeting with CHO Area Heads of Human Resources
Members of the Workplace Relations Unit attended a meeting with the CHO Heads of Human
Resources on 13th
September 2017. A presentation outlining the work of the Workplace
Relations Unit and the related Sections within the unit was delivered, followed by a question
and answer session. It was a very positive meeting and the Heads of Human Resources in the
CHO areas fully supported the work and initiatives taking place.
Date for your Diary
Following significant requests to the National Human Resources Division Workplace Relations
Unit for more Investigation Commissioner Training In addition and as a result of the Pilot taking
place on the Draft Human Resources Investigation forms Mr. Gerry O’Neill has agreed to put a
programme in place for Pre Screening training.
Training is planned for the following dates:-
30th
November 2017 – Pre Screening Training
23rd
November 2017 – Investigation Commissioner Training
Please contact Ms. Kim Inglis, National Human Resources Division, Workplace Relations Unit,
Investigation Support Section for further information and to book a place – [email protected].
Investigation Referrals
All requests for investigators to undertake all Human Resources investigations should now be
submitted to the National Human Resources Division Workplace Relations Unit, Investigation
Support Section. All Human Resources investigation team members must now be nominated
by the National Human Resources Division, Workplace Relations Unit, Investigation Support
Section only, details below:- National Human Resources Division, Workplace Relations Unit,
Investigation Support Section - [email protected]
HSE Coaching - Internal Coaching Service
Internal Mentoring Service
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 21
An “as is” process is currently underway by the National Human Resources, Workplace Relations
Unit, Staff Development Section, regarding the current mentoring service provided within the
HSE.
EMCC Ireland (European Mentoring and Coaching Council) is leading the way in worldwide
initiatives for the professionalisation of Coaching and Mentoring and has developed ‘The
Professional Charter for Coaching and Mentoring’ in conjunction with the ICF.
Following on from this, the Staff Development Section met with the EMCC Ireland with a view to
developing an internal Mentor Training Programme which when completed will accredit
individual Mentors. Furthermore, the Mentor Training Programme will be accredited and will
also result in the accreditation of the HSE through the International Standards for Mentoring
and Coaching Programmes (ISMCP).
Internal Coaching – Complaints Process
The “as is” review of Internal Coaching has now been completed and a draft report has been
submitted
Operations Section
Draft Complaint, Pre Screening & Investigation Forms
Feedback from this pilot, which has concluded is informing the development of the final suites
of forms
Drop down answer selections are being applied to all forms to facilitate ease of use and to
standardise location and service information for statistical analysis.
All 9 forms will be available on our new Intranet space once the review is complete. Work has
commenced with HSE ICT partners to migrate these Word based forms into eForms to facilitate
electronic on-screen data entry and submission.
01 HSE Trust in Care – Complaint Notification
02 HSE Trust in Care – Preliminary Screening Outcome
03 HSE Trust in Care – Investigation Request
01 HSE Dignity at Work – Complaint Notification
02 HSE Dignity at Work – Preliminary Screening Outcome
03 HSE Dignity at Work – Investigation Request
01 HSE Disciplinary Procedure – Complaint Notification
02 HSE Disciplinary Procedure – Gathering of Preliminary Facts Outcome
03 HSE Disciplinary Procedure – Investigation Request
Investigations Database
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 22
Work is on-going in further refining our technical requirement specification for the electronic
Complaints Management System.
ICT Business Case – Complaints Management System
A pilot and testing platform has been established with HSE ICT partners to examine and
evaluate potential ICT solutions to Customer Relationship Management (CRM) as well as
document management and workflow assignment.
HSE Intranet / HSE Website
Content for our HSE Intranet Information Resource is being finalised with the various sections
within the National Human Resources Division, Workplace Relations Unit. Our partners in HSE
Digital are working with us in terms of site structure and content advice. It is intended that our
HSE Intranet presence will be “live” by the end of October.
HSE Coaching – External Coaching Services
The HSE External Coaching Service continues to be managed and administered as per the
procurement framework. Mid-point evaluations are being introduced for those applicants at
the halfway mark of their coaching allocation. All applications for external coaching should be
directed to [email protected] / 046 9251329 in the first instance who will provide the
appropriate application forms and guidance on the agreed process.
The National Human Resources Workplace Relations Unit can be contacted at: National Human
Resources Division, Workplace Relations Unit, Health Service Executive, Bective Street, Kells, Co.
Meath Tel: 046 9251790 Email: [email protected]
Mentoring – Women in Leadership (Action 6.8.1)
Following the event in August designed to support Women in Leadership across the Health
Sector and following interest in holding further events to facilitate networking, collegiality and
promotion of this vitally important agenda, the HR Division are planning a number of Breakfast
and Lunch sessions, webinairs, etc in the coming months. Our next event will be a breakfast
session on 17th
October with Orlaith Carmody. Orlaith is a very successful businesswoman and
author of Perform as a Leader, RTE news reporter for a number of years and a great advocate
for Women in Leadership.
HR Education Programme – HR Senior Staff (Action 6.10)
The HR Education Programme on employment law & effective HR practice continues and next
programme will be delivered on 4th
October and will address “Industrial Relations in the HSE.”
Given the extremely complex industrial relations environment within which the HSE operates
this is an extremely important session for senior practitioners. This element of the programme
will deal comprehensively with the following issues:
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 23
• Overview of the Industrial Relations Acts as they related to trade disputes
• Procedural aspects to balloting for industrial actions
• Dealing with “work to rule” situations
• Unofficial industrial action
• Restraining industrial action, can it be done - how practical is it?
• Complaints to the Workplace Relations Commission / the Labour Court under the Industrial
Relations Acts / the Workplace Relations Act 2015, including:
o Part IV of the Workplace Relations Act 2015 (as it relates to industrial relations)
o Dealing with individual complaints under Section 13 of the Industrial Relation Acts
1969
o Investigation of a “trade dispute” by the Labour Court in accordance with Section 20
of the Industrial Relations Act 1969
o Investigation of a "trade dispute" by the Labour Court in accordance with Section
26(1) of the Industrial Relations Act 1990.
• Collective agreements: what are they, are they binding on employers?
• Overview of the Industrial Relations Acts as they related to trade disputes
• Procedural aspects to balloting for industrial actions
• Legal status of the Public Service Agreements (PSA, Haddington Road Agreement, Lansdowne
Road Agreement).
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 24
Activity Update – CERS
Lansdowne Road 2
The Public Services Committee of the Congress of Irish Trade Unions, at a meeting on
September 18th
, formally endorsed by a margin of 80% the provisions of the Lansdowne Road 2
Agreement. The agreement was supported by all unions with membership within the Health
Services with the exception of UNITE, who, have always been collectively bound by the overall
result of such national agreements. The Psychiatric Nurses Association and the Irish Dental
Association, both of whom are outside of ICTU, but who were party to the process that lead to
the agreement are currently involved in balloting their members and expect results from both
around mid-October.
The matter of looking further at particular grades who have challenges with regard to
recruitment and retention of staff will be commencing shortly. With regard to the health
services, there will be the focus on the area of nursing, Consultant Medical Staff, NCHD’s, and
certain Allied Health Professionals such as Radiography. The health sector element of this
exercise will be dealt with in the first case and is expected to conclude by the middle of 2018.
Other issues that now stand to be addressed relate to certain matters that were previously
agreed to pending the outcome of the pay talks process, these include restoration of certain
allowances to nursing staff as per the Nursing/Midwifery agreement of March 2017 and the
granting of incremental credit to Support Staff who heretofore been recruited under the
provisions of the intern programme, which was a specific feature of the Haddington Road
Agreement of 2013. Relevant circulars with regards to these matters will be issued to the
system shortly.
Radiography Issues
Agreement has now been reached for the establishment of a Review, of the provisions of
LCR20232 regarding Radiography grades. This exercise which will be independently chaired will
deal with a number of issues that have been problematic in the Radiography profession in
recent times, particularly relating to difficulties with regard to the provision of on-call services.
It should be emphasised that any matters pertaining to pay cannot be dealt with in this forum
and if there are such issues that require addressing, they will have to be dealt with via the
mechanisms allowed for under the Public Service Pay Commission.
Emergency Department-Claim by SIPTU/IMPACT/IMO
The claim by the above 3 unions for granting of concessions similar to those applicable to
nursing grades arising from the January 2016 agreement was before the Labour Court for a
second time recently. However, once again, the Court was reluctant to deal with the matters,
and again requested the parties would recommence a process of direct engagement, with the
assistance of the Workplace Relations Commission if necessary.
PRIORITY 7 PARTNERING
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 25
This reengagement is due to commence in the near future.
Community Healthcare Networks
A process of engagement with staff organisations regarding the development of Community
Healthcare Networks as to how the CHO report has been initiated. Community Healthcare
Networks are geographically based units which consist of an average of 5 multidisciplinary
primary care teams which will deliver local services to an average population of 50,000.
The CHO report describes staff assigned to primary care teams and each CHN
(Community Healthcare Network) will be managed by a Network Manager who will be the
person accountable for the delivery of Primary Care within the CHN.
The management proposal is that each CHO will have a CHN learning site. These learning sites
will provide an opportunity to test the network concept. The intention is that the process to
initiate the learning sites will be activated early in 2018.
Progressing Disability Services
HSE management have commenced talks with the relevant unions with regards to progressing
the PDS initiative. The intention is that the measures necessary to expedite this matter will be
concluded before year end.
Compassionate / Bereavement Leave – National Claim
The unions’ claim for revised bereavement leave arrangements to be extended to health service
employees was the subject of a conciliation conference under the auspices of the Workplace
Relations Commission (WRC) on the 22 September 2017. The unions are seeking to have the
revised arrangements which were introduced in the Civil Service in January 2017 and set out in
Circular 01/2017 (DPE202-020-2016) to be applied to the health service. This claim was raised
by the unions at the National Joint Council in March 2017 and the HSE subsequently carried out
a costing exercise, at the request of the Department of Health, to get an estimate of the
potential cost implications. At the conciliation conference the management side (represented
by HSE and Department of Health officials) advised the unions that this claim is currently under
review and the Department of Health are engaging with the Department of Public Expenditure
& Reform on the issue of funding. The outcome of the conciliation conference was that the
management side agreed to submit a response to the WRC within 3 weeks.
The existing national arrangements for compassionate leave in the health service are set out in
HSE HR Circular 016/2012.
Department of Public Expenditure & Reform Review of the Public Service Sick Leave Scheme
(Priority Action 7.9)
Considerable progress has been made been made during the union consultation process and
agreement has been reached on a number of issues. Any issues which remain unresolved were
referred by DPER for facilitation discussions under the auspices of the Workplace Relations
Commission (WRC). This facilitation process was held in April and was attended by
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 26
representatives from the public service unions and sectoral management. Following the WRC
discussions, the management side agreed to consider revisions to its current proposals. DPER
are currently undertaking a review of certain aspects of the original proposals prior to further
engagement with the unions.
The purpose of the Review is to look at the overall effectiveness and operation of the Public
Service Sick Leave Scheme to date and to assess any operational difficulties which have arisen
since its introduction. However, the fundamental terms of the Scheme, such as the overall sick
pay limits and the dual look back, are beyond the scope of this Review. Based on feedback from
public service management and the outcome of the union consultation meetings, DPER have
developed a number of recommendations to improve the operation of the Scheme in terms of
cost-effectiveness, standardisation and equity.
DPER’s recommendations address the operation of three key components: Temporary
Rehabilitation Remuneration (TRR), the Critical Illness Protocol and the ‘Look Back’ period for
calculating payment. The recommendations also deal with a number of other issues arising
from the application of the sick pay scheme which have been raised by the sectors. It is hoped
that the WRC process will resolve the outstanding issues which relate to TRR and the ‘Look Back’
methodology.
Circular on Injury Allowance
HSE HR Circular 13/2017, which sets out the revised arrangements governing payment of the
injury allowance, has issued (http://www.hse.ie/eng/staff/Resources/HR_Circulars/HR-Circular-
013-2017-re-Injury-at-Work-Allowance.html ).
The Circular provides that the application of a ‘degree of impairment’ rating for the purposes of
calculating the injury allowance payment for employees who are temporarily incapacitated has
ceased with effect from 16th
March 2017.
The unions also submitted a claim for retrospective application of the injury allowance payment
and this matter is currently under review.
Work is now underway in conjunction with the Department of Health to extend the injury
allowance scheme to employees who are members of the Single Scheme 2012 and who
currently do not have access to this allowance. The intention is that Single Scheme members
will receive equivalent benefits to those covered by the pre-existing pension schemes. In the
interim, individual cases which arise may be examined.
National Vetting Bureau (Children and Vulnerable Persons) Acts 2012 to 2016
Retrospective Vetting of Existing Employees
A Circular in relation to retrospective vetting of existing employees under Section 21 of the
National Vetting Bureau (Children and Vulnerable Persons) Acts 2012 to 2016 has issued.
Health service employers have a statutory obligation to ensure that applications for
retrospective vetting disclosures are made not later than 31 December 2017.
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 27
A copy of the Circular and related documents are available on the HSE website:
https://www.hse.ie/eng/staff/Resources/HR_Circulars/HR%20Circular%20022%202017%20re%
20National%20Vetting%20Bureau%20Acts%202012-2016%20-
%20Garda%20Vetting%20of%20Existing%20Health%20Service%20Employees%20Engaged%20in
%20relevant%20work%20with%20Children%20or%20Vulnerable%20Persons%20-
%20Section%2021.html
The Act provides a statutory basis for the vetting of persons carrying out relevant work with
children or vulnerable persons and prohibits any person to undertake relevant work or activities
unless the organisation receives a vetting disclosure from the National Vetting Bureau of the
Garda Siochana in respect of that person. The Act defines relevant work or activities as “any
work or activity which is carried out by a person, a necessary and regular part of which consists
mainly of the person having access to, or contact with, children or vulnerable adults”.
The Act came into operation on 29th
April 2016 (except for the Re-vetting provisions under
Section 20 which are yet to be enacted). Section 21 of the Act provides for the retrospective
vetting of employees who are carrying out “relevant work or activities” and who were not
previously vetted. Regulations (SI No. 223 of 2016) provide that applications for retrospective
vetting disclosures shall be made not later than 31 December 2017.
Health service management within the services are required to identify those employees who
have not previously been vetted and whose positions are deemed to come within the scope of
section 21 of the Act. Prior to requesting an employee to undergo Garda vetting in accordance
with Section 21, managers are required to establish whether the employee is engaged in
relevant work so that confirmation can be provided to the Bureau on the vetting application
form. The Bureau have raised concerns with the HSE regarding inappropriate applications for
vetting and have advised that vetting applications should only be submitted for health service
positions which constitute relevant work as defined by the legislation.
It is imperative that employers adhere to the statutory deadline for submitting applications for
retrospective vetting disclosures to the Bureau not later than 31 December 2017 and monitor
progress in this regard.
National Joint Council – Policies and Procedures Sub-Group
The National Joint Council (NJC) Policies and Procedures Sub-Group is the national forum for
engagement with the health service trade unions on draft HSE/health service policies and
procedures. This forum is convened under the auspices of HSE Corporate Employee Relations
Services (CERS) which facilitates this consultation process between management and health
service unions. The meetings generally take place on a monthly basis. The most recent meeting
took place on the 26 September 2017 and involved a presentation and discussion on the
National Strategic Framework for Health Workforce Planning which is currently being developed
by the HSE and Department of Health. Policies which are scheduled for discussion at the
November 2017 meeting include the draft Policy and Procedure for the Management of
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 28
Intoxicant Misuse, the draft HSE Manual Handling and People Handling Policy, and the draft
Policy for the Prevention and Management of Stress in the Workplace Policy.
Health service management Policy Leads with draft national policies and procedures which
require consultation with the unions should email Susan Keegan ([email protected]) in CERS
enclosing a copy of the draft documentation and a brief summary of the topic. The topic will be
scheduled on the agenda for the next available meeting date having regard to the agreement
with the unions that a maximum of four draft policy documents would be circulated between
meetings to facilitate the review process. Following confirmation of the meeting date, a copy of
the draft documentation and details of the relevant Policy Lead are circulated to the unions
which may submit comments and feedback in advance. The Policy Lead is responsible for
presenting the draft document to the trade unions at the meeting, addressing issues raised and
undertaking any follow up action agreed. Any queries on this process may be e-mailed to Susan
Keegan.
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 29
E-Human Resource Management (e-HRM) & Technology (Action 8.18)
The HeLM (Health electronic Learning Management) Project continues to make steady progress.
A very successful one day workshop was held in August at the Tibradden Blended Learning Suite
at the Centre for Learning and Development at Tallaght Hospital, Dublin, with members of the
HeLM National Reference Group and their nominees facilitated by the HSELanD Team to review
and assist with the creation and development of suitable suite of on line learning resources to
support the implementation of the Learning Management System.
HOPE EXCHANGE PROGRAMME 2018
Applications are now invited from health professionals to participate in a programme designed
to promote the exchange of knowledge and expertise within the EU and to provide training and
experience for hospital and healthcare professionals in a European context. The length of the
exchange period is 4 weeks, starting on Monday 7th
May 2018 for all candidates.
Further information and application forms may be downloaded from the HOPE website. The
address of the website is: http://www.hope.be/hope-exchange-programme/
Completed application forms must be returned by 31st
October 2017 to the National Co-
Ordinator, Mr. Eamonn Fitzgerald. Email: [email protected].
HOPE, the European Hospital and Healthcare Federation, is a European non-profit organisation,
created in 1966 representing national public and private hospital associations and hospital
owners. With 37 organisations from the 28 Member States of the European Union, Switzerland
and the Republic of Serbia, HOPE covers almost the 80% of hospital and social care activity.
HOPE mission is to promote improvements in the health of citizens and a uniformly high
standard of hospital care by the European Union, fostering efficiency, effectiveness and
humanity in the organisation and operations of hospital and health services.
One of the basic objectives of HOPE is to promote exchange of knowledge and expertise within
the European Union and to provide training and experience for hospital and healthcare
professionals in this European context. Since 1981, the European Hospital and Healthcare
Federation is running the HOPE Exchange Programme. It is a training programme for
professionals with managerial responsibilities working in hospitals and healthcare facilities.This
Exchange Programme aims to lead to better understanding of the functioning of healthcare and
hospital systems within the EU and neighbour countries, by facilitating co-operation and
exchange of best practices.
The length of the exchange period is 4 weeks, starting on Monday 7th
May 2018. It has been
followed, since 1988, by an evaluation meeting and since 1992 also by a seminar in June, to
which all professionals of the HOPE Exchange Programme are invited. Each year these meetings
PRIORITY 8 HUMAN RESOURCE PROFESSIONAL SERVICES
September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR Page 30
are organised in a different country by its national delegation of HOPE. In 2018, this will take
place in Stockholm, Sweden from Sunday 3rd
to Tuesday 5th
June. During the evaluation meeting
each professional is requested to contribute to a national presentation of his/her experiences
abroad.
Story boards, videos and further details in relation to all actions outlined in this Report are
available on our @HSE_HR twitter account. Our next HR monthly report will issue on the 6th
November, 2017.
Rosarii Mannion
National Director Human Resources