national hr report june 2018 hse national hr directorate leaders … · 2018. 7. 5. · june, 2018...

January, 2018 Monthly HR Report Follow us on twitter: @HSE_HR

National HR Report

June 2018

HSE National HR Directorate Leaders in People Services

June, 2018 Monthly HR Report Follow us on twitter: @HSE_HR

Staff Engagement (Action 2.1)

The National Staff Engagement Forum continues to develop and expand on their roles in the promotion

of staff engagement. At the meeting on 19th June members of the forum showcased initiatives being

developed in their own areas of work. It was a very interactive session highlighting networking at its

best. The feedback was very positive and will be an ongoing item on the agenda going forward. This

highlights how forum members are taking more ownership of the meetings and their own role in the

promotion of engaging health staff.

Mr John Connaghan, Director General also met the members of the Forum and listened to their views

and feedback on how he can help create a more engaged workforce.

Services across the country are moving towards setting up more local engagement forums, for example

CHO2 and the SSW Hospital group are in the process of establishing their local forums and the

Ambulance service is expanding and including additional areas.

If you are interested in establishing a Forum in your local area, please contact [email protected].

You will also find information and links on the staff engagement website www.hse.ie/staffengagement.

Staff Survey ‘Your Opinion Counts 2018’ Go-live 1st

September, 2018 (Action 2.2)

Work is continuing on the Health Sector Staff Survey 2018. The questionnaire has been signed off and

finalised and the methodology agreed. A series of workshops for Survey Champions has taken place

over the last number of weeks in Dublin, Sligo, Galway, Cork. Directors of HR for CHO’s, Hospitals and

Divisions have been very proactive in recruiting champions for the workshops. We have a very

motivated group ready and waiting for the lift off on 1st September but we could always do with extra

help to support and promote the survey.

If you have heard about the survey from colleagues and are interested in becoming a champion for your

area, please contact your local HR department and /or e-mail [email protected]

All updated information packs in relation to the staff survey for Managers and Champions can be found

on www.youropinioncounts.ie or via the staff engagement website www.hse.ie/staffengagement and

click on the staff survey tab.

A communication and promotional campaign is being prepared and will take place over July and August

prior to go live.

Staff Engagement – LETD - Schwartz Rounds

Leadership, Education and Talent Development continue to support Schwartz Rounds in the RCSI

Louth Hospitals. One hundred staff from all disciplines attended the June round. This month’s theme

was ‘Random Acts of Kindness’.

“Very powerful!! Really make me reflect and to realise that it is so important to find joy even in the most

difficult of times”.

PRIORITY 2 STAFF ENGAGEMENT


Health Service Leadership Academy Leading Care Programmes Update (Action 1.3)

Applications are currently opened for the Leadership Academy’s newest programme Leading Care III.

This is a Diploma in Management (NFQ Level 9) and is aimed at those who are newly appointed to a

management role or a position of responsibility who aspire towards a management or supervisory role

in the next two years or are more senior and wish to undertake this programme. The closing date is

Monday 16th

July at 5pm. More information about this exciting new programme is available on the

Leadership Academy website www.healthserviceleadershipacademy.ie.

The first cohort of Leading Care I had their final residential in June. This residential provides

participants with an opportunity via a Viva to present on the difference that their learning and

development on the programme has made to patients, services users and staff. Participants provided

excellent accounts of how they have developed as a leader and in turn what this has meant for others.

They also completed their fifth learning set meeting as part of this residential. This cohort are moving

into the last phase of their programme which will see them continue to work in their learning sets and

complete their Element 2 and Element 3 assessments.

Also this month, Cohort 1 of Leading Care II also undertook their second residential. This was an

excellent opportunity for the whole cohort to come back together again as they had been working in

smaller action learning sets and tutor groups over the last number of months since their previous

residential.

Effective Representation (Action 1.5)

The final module of Effective Representation Programme 3 took place on 14th June.

Leadership, Education and Talent Development Programmes - Leaders in Management

Programme (Actions 1.7, 1.11, 1.13)

On 28th June participants and stakeholders of CHO 2 and the Saolta hospital group attended the final

day of the current Leaders in Management Programme. One of the key priorities in the Health Service

People Strategy is to enhance the management and leadership capability of health service managers.

The evidence on the day with poster presentations of projects completed and the feedback from

participants themselves indicate that the programme delivered on its goals. The success of the

programme can be attributed to the members of the Leadership, Education and Talent Development

team in conjunction with valuable input from stakeholders across the health service and in particular

from senior staff in both organisations. The programme is a mechanism for our managers to go on

building a better health service for the communities we serve and for the colleagues who work with us.

The current Leaders in Management Programme for managers from CHO6 is nearing conclusion. Two

days covering modules on Managing Performance and Conflict Resolution were facilitated in early June.

The final day of this programme is scheduled for July where participants will present their innovative

projects to the group and their line managers and discuss their journey and learning while undertaking

the programme.

PRIORITY 1 LEADERSHIP & CULTURE


The launch of a new Leaders in Management took place in the Regional Education Centre, Ardee, Co. Louth. Twenty four participants and their managers attended the launch which is scheduled to commence in September.


Professional Supervision for HSCPs (Action 3.1)

Twelve Health and Social Care Professionals from Physiotherapy, Radiography, SLT, OT, Social Work

and Psychology, working in both Hospital and Community services completed the ‘Train the Trainer’

Professional Supervision for HSCP Training (Supervisors) the 19th June 2018. The creation of a panel

of trainers, will allow for six of the newly developed four day class room based Professional Supervision

Training Programme for HSCP (Supervisors) to be delivered in the Autumn 2018.

Further development of e-learning (Actions 3.1, 3.3, 3.13, 3.19)

New Recruitment Interviewer Skills Online Training Programme Launched

The new eLearning module, ‘Recruitment Interviewer Skills’ was developed as a live project through the

HR Future Leaders Programme.

The new online resource will enable interview board members to deliver high quality recruitment

outcomes in line with our legislative framework which is underpinned by the principles of probity, merit,

best practice, fairness and transparency.

Upon completion of the online training resource, learners will have developed the knowledge and skills

to:

� Prepare effectively as an interviewer and recognise the different roles on an interview board.

� Formulate searching, unbiased questions.

� Demonstrate active listening and effective note taking skills.

� Critically evaluate candidates and make informed decisions.

Recruitment Interviewer Skills will take approximately 40 minutes to complete.

It is recommended that all existing and potential interview board members avail of the resource to

continue to embed best practice in interview processes.

The online training resource is now available on HSELanD and accessed through the search facility on

the home page.

New Complaints Handling Online Training Programme Launched on HSELanD

The new eLearning module, ‘Effective Complaints Handling’, covers a number of interactive complaint

handling scenarios, incorporating stage 1 of the Your Service Your Say complaints policy, encourages

engagement through the selection of different pathways from a number of real-world situations.

The aim of the new training resource is to help staff, as the first point of contact, to resolve complaints

from service users promptly and effectively and know how and when to escalate a complaint if required,

in line with Your Service Your Say, the Management of Service User Feedback for Comments,

Compliments and Complaints, HSE Policy 2017.

Effective Complaints Handling takes approximately 35 minutes to complete and includes an assessment

at the end of the online training.

The new complaints handling module has been developed by the HSE’s National Complaints

Governance and Learning Team (NCGLT) in conjunction with the Office the Ombudsman.

PRIORITY 3 LEARNING & DEVELOPMENT


Effective Complaints Handling is now available on HSELanD and accessed through the knowledge

centre.

Finance Resources on the HSELanD Share Centre

In recent weeks HSELanD has worked closely with colleagues in HSE Finance to make a range of

learning resources accessible for all. Go to ‘Finance Training for Health Service Staff’ from the ‘Projects

and Resources’ section of the HSELanD Share Centre

These include Videos, PowerPoint Presentations and Documents on a range of finance related topics

including:

• Accruals and Prepayments

• Activity Based Funding

• Controls Assurance Review process

• Developing a Business Case

• Finance Terminology

• Introduction to HSE Finance

• National Financial Regulations

• Procurement

• Finance Reform Programme

Full catalogue of accessible E-LEARNING Programmes on HSELanD as at June 21st

2018

As reported previously we have updated and replaced some of our programmes:

• 12 Leads Made Easy: Online STEMI Recognition Program

• Abstract Writing and Poster Preparation Master class, July 2008

• Administrative Support: Developing Your Essential Skills

• Administrative Support: Interacting Effectively with Colleagues

• Administrative Support: Projecting a Positive Professional Image

• Administrative Support: Working in Partnership with Your Boss

• Advocacy for Older People in Residential Care

• Aligning Goals and Priorities to Manage Time

• Aligning Unit Goals and Imperatives

• An Introduction to Children First

• An Introduction to Finance Management

• ANTT Aseptic Non Touch Technique

• Assessing Your Own Leadership Performance

• Assessment in the Care of Older Persons

• Assisted Admissions in relation to the Mental Health Act, 2001

• Authorised Officer eLearning Programme

• Basic Budgeting for Non-financial Professionals

• Being an Effective Team Member

• Breaking the Chain of Infection

• Carbohydrate Counting

• Category Analysis in Procurement Practice

• Choosing and Using the Best Solution

• Clinical Audit

• Communicating with People who have an Intellectual Disability

• Communication


• Communication with Consideration

• Community Nursing Record

• Compass E-Learning Education Programme incorporating the National Early Warning score (News) for non-pregnant adult patients

• Confronting Your Assumptions

• Defining Alternative Solutions to a Problem

• Developing Your Business Ethics

• Difficult People: Can't Change Them, so Change Yourself

• Difficult People: Why They Act That Way and How to Deal with Them

• Display Screen Equipment (DSE)

• Effective Team Communication

• EMMA Capnography

• Encountering, Assessing and Managing Pain

• Encouraging Team Communication and Collaboration

• Equality and Diversity

• Establishing Effective Virtual Teams

• Establishing Team Goals and Responsibilities (2018 Update)

• Establishing Team Goals and Responsibilities, and Using Feedback Effectively

• Facing Challenges as a First-time Manager

• Facing Confrontation in Customer Service

• First Steps in Ethnic Equality Monitoring for Health Services

• Formatting and Working with Text in Word 2010

• Getting Started with Excel 2010

• Getting Started with Outlook 2010

• Getting Started with PowerPoint 2010

• Getting Started with Word 2010

• Getting to the Root of a Problem

• Good Information Practices

• Growth Monitoring in Children

• Guide To Fluid Balance

• Hand Hygiene for Clinical staff (2013 -June 2018)

• Handling Team Conflict

• Health, Safety and Security

• Healthcare Records Management

• HR Competencies: Business Acumen and Relationship Management

• HR Competencies: Consultation and Critical Evaluation

• HR Competencies: Leadership and Ethical Practice

• HSE Effective Complaints Handling

• HSE Effective Complaints Investigation

• Human Rights for Mental Health Professionals

• Induction - Welcome To The HSE

• Informing and Supporting Families of Children with Disabilities

• Integral valve oxygen cylinder guide

• Integrated Discharge Planning

• Introducing HSE Procurement Cards

• Introducing You to the HSE Best Practice Guidance for Mental Health Services

• Introduction to Infection Prevention and Control

• Introduction to Writing for Publication

• Investigating Arguments

• Irish Consistency Descriptors for Modified Fluids and Food


• King Laryngeal Tube Airway

• Make the Time You Need: Get Organized

• Managing Anaphylaxis – Refresher Programme Managing Feeding, Eating, Drinking & Swallowing (FEDS)

• Managing Health and Safety in Healthcare : Chemical Agent Hazards

• Managing Health and Safety in the Healthcare Setting

• Managing Pressure and Stress to Optimize Your Performance

• Managing with a Cost-control Mind-set

• Manual Handling Awareness Programme - HSE

• Medicines Management

• Mental Health Act, 2001 - Mental Health Commission.

• Metabolic Laboratory Investigations

• Miscarriage

• Moving Data and Modifying Worksheets in Excel 2010

• MUST Training (Malnutrition Universal Screening Tool)

• National Ambulance Service Acute Coronary Syndrome Protocols

• National Asthma Management Education Programme

• National Decontamination

• National Incident Management System (NIMS) Training for Incident Entry

• National Newborn Screening Programme

• National Sepsis e-Learning programme (for non- pregnant adult patients)

• Navigating the Workplace with Emotional Intelligence

• Navigating Your Own Emotions

• NDA - Disability Equality Training - Revision 2

• Non-Clinical Hand Hygiene (2013 -June 2018)

• Nutritional Screening a must for Healthcare

• Office 2010 New Core Features

• Online Pre Preceptor Preparation

• Organizational Budgeting Activities and the Master Budget

• Overcoming Unconscious Bias in the Workplace

• Overview of the Involuntary Admission Process 'MHA 2001' eLearning Programme (Rev. 4)

• Palliative Care Needs Assessment Module Lesson 1 of 2

• Palliative Care Needs Assessment Module Lesson 2 of 2

• Parenteral Nutrition in Paediatrics & Neonatology

• People Management - the Legal Framework

• Perinatal Mental Health for Midwives, Practice Nurses and Public Health Nurses

• Peripheral Intravenous Cannulation

• Personal and People Development

• Personal Development Planning

• Planning and Preparing an Operating Budget

• Positive Atmosphere: Establishing a Positive Work Environment

• Positive Atmosphere: Establishing an Engaged Workforce

• Positive Atmosphere: How Organisational Learning Drives Positive Change

• Preparing and Implementing a Business Plan

• Preparing Operating Budgets and the Cash Budget

• Prevention and Physiotherapy Management of Falls in Older People

• Principles of Musculoskeletal Assessment for Rheumatology Health Professionals

• Problem-Solving and Process Management Tools

• Professional Supervision

• Professional Supervision for HSCP


• Promoting Physical Activity

• Pronouncement Expected Death by Registered Nurses

• Quality

• Recruitment Interviewer Skills

• Risk Assessment and Safety Planning for Nurses Working in Mental Health Services

• Safe Prescription and Administration of medications in Midland Regional Hospital TULLAMORE

• Service Improvement

• Service Planning

• Strategies for Building a Cohesive Team

• Systems Analysis Training Workshop

• The ‘Incredible Bulk’ Food Sampling Video

• The Early Identification of Memory Problems in Older Persons

• The flu vaccine – it’s a lifesaver

• The Reality of Being a First-time Manager

• Thinking Strategically as a Manager

• Understanding the Mental Health Act Administrator Role

• Using Basic Formulas in Excel 2010

• Using Basic Functions with Excel 2010

• Using Strategic Thinking to Consider the Big Picture

• Venepuncture Leadership Education & Talent Development – Programmes (Actions 3.6, 3.17)

Communication and Documentation in Midwifery

A one day workshop on Communication and Documentation in Midwifery was held in Cavan General

Hospital. The programme was developed and delivered jointly by Mary Reilly from CNME and Thelma

Pentony from Leadership, Education and Talent Development. Eighteen midwives attended a very

interactive day.

Change Management Support continues to be provided to teams undergoing large or small scale

change. Support was provided to a number of teams from CHO7 and National teams during June.

Team Development support in the form of bespoke team interventions tailored to the specific needs of

the team was provided to teams from CHO6 and Corporate Services during June.

People Management – The Legal Framework PMLF

Twenty participants from cross disciplines attended PMLF in the Regional Education Centre, Ardee, Co.

Louth. The programme was rated by participants as excellent with comments including

“Amongst the most useful informative programmes I have ever attended”.

A two-day People Management the Legal Framework Programme took place in Naas during June. This

programme provides the knowledge to enable Line Managers to understand and operate key human

resource policies and procedures to improve employee performance, motivation and commitment and

thus contribute to high quality patient care.

Personal Development Planning information sessions were delivered to staff from CHO6, CHO7 and

the Midlands Regional Hospital Tullamore.


Action Learning Set Facilitation was provided to teams from CHO8 and National Services during

June.

Leadership, Education and Talent Development in Ardee continue to support action learning for

National Mental Health Engagement. One learning set took place with the group in Dublin.

Project Management Training Programme-CHO Area 1-Capacity Building by Leadership,

Education and Talent Development

Anne Marie Frizzell Leadership, Education and Talent Development Specialist has been supporting

Lynn Stoddart A/Portfolio Manager CHO Area 1 to develop a Training Programme Specification (TPS)

and Lesson plans for the Project Management Training programme. This will be piloted by the CHO

Area 1 Project Management Office commencing autumn 2018.

The TPS and Lesson Plans are now complete and have been submitted to the CHO Area 1 Executive

Management Team for sign off.

People Management Legal Framework standardisation

An information day will be held in the Lecture Hall is St Mary’s Hospital, Phoenix Park on Tuesday 3rd

July to update trainers and HR practitioners across the Health sector on the new standardised People

Management Legal Framework training programme. The information day will be facilitated by the

working group who have lead out on different modules to ensure the programme is in line with current

legislation and best practice. The working group is comprised of the following HSE staff; Paul Gahan

(Chair), Ann-Marie Frizzell, Padraic O’Riordan, Elaine O’Doherty, Angela Smiddy, Thelma Pentony,

Mary Ruane, Anna Killilea and Aoife O’Riordan.

The programme includes the following eight modules and will be run as a standard two day programme

across the country.

� Employee Performance

� Managing Employee Grievances

� Equal Opportunities

� Dignity at work

� Trust in Care

� Managing Attendance

� Recruitment

� Management of A-typical contracts

Clerical Administration Development Programme

A two-day Clerical Administration Development Programme was delivered in Dublin for clerical

administration staff. This programme aims to support clerical administrative grades in their development

and includes the following modules: Communication; Customer Service; Personal Development

Planning (PDP); Team Working; Time Management and Minute Taking.

Twenty two participants attended day one of the Clerical Administration Programme which took place in

the Phoenix Hall, Phoenix Park, Dublin. This enthusiastic group of people are looking forward to

attending the rest of the programme which is scheduled for July.


“Learned so much today, very interesting hearing from others from the discipline”, “Thank you an

excellent and inclusive day”.

Employee Induction programmes took place in Mullingar and Dublin to assist new employees in the

introduction to the wider organisation. Line Managers are responsible for scheduling and releasing staff

to attend Employee Induction training.

Dignity at Work briefing sessions took place in the Midland Regional Hospital Mullingar.

Trust in Care briefing sessions were facilitated for staff in Naas and Clonskeagh during June.

Managing Attendance information sessions took place in Naas and Cherry Orchard during June.

Coaching Skills for Managers

A two day workshop on Coaching Skills for Managers was held in the Regional Education Centre,

Ardee, Co. Louth. Participants attending were from CHO DNCC, CHO8 and RCSI Hospitals.

“Very productive course and very applicable to my new role”, “An excellent course – one of the most

worthwhile training I have undertaken”.

Employees continue to be supported by Leadership, Education & Talent Development through one-to-

one Coaching. Ongoing support for coaches is available through Coach Supervision.


Develop an Integrated Multi-Disciplinary Workforce Planning Framework (Action 4.1)

The ‘People Strategy’ sets out to develop an integrated multi-disciplinary workforce planning framework

based on best practice to add value, attract and retain talent and deliver on organisational goals. The

recently published ‘‘National Strategic Framework for Health and Social Care Workforce Planning’ sets

out an 18 month action plan with a focus on initial implementation, for which work is continuing, in

collaboration with the Strategic Workforce Planning and Intelligence Unit. To support the work under the

Framework Implementation Key Action Area 4; develop protocols for engagement between health and

education sectors, the unit, together with colleagues from the Department of Health, Department of

Children and Youth Affairs, Tusla, Department of Education and Skills, the Higher Education Authority

and Solas will be participating in a workshop in the coming weeks, to further develop and progress this

action.

Gradlink Programme (Action 4.4)

Interviews have been completed for the 2018/2019 Gradlink programme. LETD staff are currently

matching successful candidates to suitable placements across the service. It is expected that most

graduates will commence their placement in September.

Student to Practitioner – HSCP (Action 4.4)

The annual Student to Practitioner workshop was held on Thursday 7th June in Our Lady’s Hospice

Harold’s Cross, Dublin 6W. Over 85 students attended representing the disciplines of; audiology,

Occupational therapy, speech and language therapy, physiotherapy, podiatry, psychology, social care

and social work. Students also had an opportunity to meet with representatives from Professional and

other representative bodies and CPD Officers. The workshops are facilitated by HSE staff drawn from

HBS HR, National HSCP Office, therapy managers, and professional bodies.

Practice Education Conference on 26th

July 2018 – HSCP (Action 4.4)

‘Making practice education work for you: interprofessional perspectives'. There has been an

overwhelming response to this Conference and Registration has now closed.

PRIORITY 4 WORKFORCE PLANNING


Health Sector Workforce – May 2018 - Key Messages (Action 5.1 – 5.13)

By Staff Group including Home Helps: May 2018 (April figure: 116,344)

Staff Category /Group WTE May

2018

change

since May

2017

% change

since May

2017

change

since Dec

2017

% change

since Dec

2017

change

since Apr

2018

Total Health Service 116,571 +4,651 +4.2% +2,274 +2.0% +227

Medical/ Dental 10,173 +445 +4.6% +52 +0.5% -8

Consultants 2,997 +113 +3.9% +26 +0.9% +11

NCHDs 6,353 +304 +5.0% +22 +0.4% -23

Medical (other) & Dental 823 +27 +3.4% +3 +0.4% +5

Nursing 38,139 +1,665 +4.6% +1,363 +3.7% +62

Nurse Manager 7,593 +241 +3.3% +160 +2.2% +34

Nurse Specialist 1,766 +129 +7.9% +60 +3.5% +16

Staff Nurse 25,313 +536 +2.2% -2 -0.0% -20

Public Health Nurse 1,488 +7 +0.5% -26 -1.7% -20

Nursing Student 1,670 +752 +81.9% +1,169 +233.9% +54

Nursing (other) 309 -0 -0.1% +1 +0.3% -1

Health & Social Care 16,126 +599 +3.9% +176 +1.1% +0

Therapists (OT, Physio, SLT) 4,454 +128 +3.0% +13 +0.3% -16

Health Professionals (other) 11,672 +471 +4.2% +163 +1.4% +16

Management/ Admin 17,976 +731 +4.2% +262 +1.5% -5

Management (VIII+) 1,679 +163 +10.8% +69 +4.3% +24

Clerical & Supervisory (III to VII) 16,297 +568 +3.6% +193 +1.2% -28

General Support 9,457 +37 +0.4% +4 +0.0% +7

Patient & Client Care 24,699 +1,174 +5.0% +419 +1.7% +170

Ambulance 1,768 +75 +4.4% +23 +1.3% +6

Care 19,433 +929 +5.0% +399 +2.1% +137

Home Help 3,498 +170 +5.1% -4 -0.1% +27

By Administration: May 2018

HSE /Section 38 WTE May

2018

change

since May

2017

% change

since May

2017

change

since Dec

2017

% change

since Dec

2017

change

since Apr

2018


Health Service Executive 75,606 +3,027 +4.2% +1,497 +2.0% +101

Voluntary Hospitals 25,047 +890 +3.7% +618 +2.5% +48

Voluntary Agencies (Non-Acute) 15,918 +734 +4.8% +159 +1.0% +79

PRIORITY 5 EVIDENCE & KNOWLEDGE


By Division: May 2018

Division WTE May

2018

change

since May

2017

% change

since May

2017

change

since Dec

2017

% change

since Dec

2017

change

since Apr

2018

Total Health Service 116,571 +4,651 +4.2% +2,274 +2.0% +227Acute Services 59,688 +2,781 +4.9% +1,585 +2.7% +131

Acute Hospital Services 57,822 +2,700 +4.9% +1,563 +2.8% +126

Ambulance Services 1,866 +81 +4.6% +23 +1.2% +4

Mental Health 10,004 +228 +2.3% +206 +2.1% -4

Primary Care 11,062 +152 +1.4% +125 +1.1% +10

Social Care 31,296 +1,308 +4.4% +310 +1.0% +90

Disabilities 18,048 +789 +4.6% +236 +1.3% +67

Older People 13,247 +518 +4.1% +74 +0.6% +23

Health & Wellbeing 1,476 +40 +2.8% +26 +1.8% +19

Corporate 1,519 +32 +2.2% -15 -1.0% -16

Health Business Services 1,527 +110 +7.8% +37 +2.5% -3

By Service Delivery area: May 2018

Service Area WTE May

2018

change

since May

2017

% change

since May

2017

change

since Dec

2017

% change

since Dec

2017

change

since Apr

2018


Ambulance 1,866 +81 +4.6% +23 +1.2% +4

Children's Hospital Group 3,201 +165 +5.4% +96 +3.1% +26

Dublin Midlands Hospital Group 10,427 +238 +2.3% +126 +1.2% -17

Ireland East Hospital Group 11,711 +486 +4.3% +329 +2.9% +5

RCSI Hospitals Group 9,102 +448 +5.2% +325 +3.7% +53

Saolta University Hospital Care 8,927 +343 +4.0% +253 +2.9% +16

South/South West Hospital Group 10,297 +612 +6.3% +318 +3.2% +36

University of Limerick Hospital

Group 4,083 +399 +10.8% +108 +2.7% +4

other Acute Services 76 +10 +14.3% +7 +10.5% +4

Acute Services 59,688 +2,781 +4.9% +1,585 +2.7% +131

CHO 1 5,476 +97 +1.8% +39 +0.7% -10

CHO 2 5,424 +184 +3.5% +33 +0.6% +4

CHO 3 4,268 +150 +3.6% +99 +2.4% +5

CHO 4 8,067 +277 +3.6% +84 +1.1% +22

CHO 5 5,175 +296 +6.1% +94 +1.9% +53

CHO 6 3,804 -579 -13.2% +31 +0.8% -1

CHO 7 6,514 +839 +14.8% +35 +0.5% -10

CHO 8 6,183 +119 +2.0% +72 +1.2% +20

CHO 9 6,592 +285 +4.5% +155 +2.4% +12

PCRS 390 +17 +4.5% -2 -0.6% +2

other Community Services 468 +4 +0.8% +0 +0.1% +1

Community Services 52,361 +1,687 +3.3% +641 +1.2% +96

Health & Wellbeing 1,476 +40 +2.8% +26 +1.8% +19

Corporate 1,519 +32 +2.2% -15 -1.0% -16

Health Business Services 1,527 +110 +7.8% +37 +2.5% -3


Health Sector Workforce: May 2018 – Key Messages

The census reporting methodology changed from the start of 2018 on direction from the Department of

Health, to better align census reporting with pay reporting and the Pay & Staffing Strategy. Directly

employed Home Helps (on HSE payroll) are now included in the census numbers and pre-registration

student nurses on their 4th year placement (previously discounted at 50%) are now returned at their

actual WTE value. These changes only impact two staff categories; Nursing and, Patient and Client

Care.

At the end of May 2018, health services’ employment (including Home Helps) stands at 116,571 WTEs.

When compared with the April 2018 figure (116,344 WTEs), the change is an increase of +227 WTEs

(+0.2%).

Key findings

• All Hospital Groups (HGs) with the exception of the Dublin Midlands Hospital Group increased this

month, while six of the Community Healthcare Organisations (CHOs) recorded increases also.

• All sectors recorded increases from last month; HSE +101 WTEs, (+0.1%), the Voluntary Agencies

Hospitals Sector +48 WTEs (+0.2%) and the Voluntary Agencies (Non-Acute) +79 WTEs (+0.5%).

• The Year-to-Date figure is +2,274 WTEs (+2.0%).

• Recorded employment levels have increased by +16,179 WTEs (+16%) since they bottomed out in

October 2013 (100,392 WTEs, adjusted to exclude Children & Family Services, but now include

Home Helps).

Staff Category & Staff Group Changes – growth/change factors

• Four of the staff categories recorded growth this month. Patient & Client Care staff category

recorded the greatest increase at +170 WTEs (+0.7%), this is partially due to the recruitment of

Psychologist Assistants +33 WTEs of which are 2017 New Service Developments, Home Helps +27

WTEs and Health Care Assistants +73 WTEs.

• Nursing increased by +62 WTEs this month. It should be noted that on a year on year basis, the

recorded growth in nursing is +1,665 WTEs. The assessed impact of the removal of the discounting

of 4th year student placements as student nurses is of the order of 630 WTEs, (the grade group of

student nurses includes some that discounting was never applied to), thus based on this, the nursing

workforce has increased by 1,035 WTEs in the last 12 months and 733 WTEs in 2018. In addition to

directly employed nurses, expenditure on nursing agency continues to be a significant resource and

based on April 2018 expenditure data, the derived figure in WTEs was assessed at 1,376 WTEs.

Using this figure as a proxy a more correct WTE figure for Nursing at end of May is 39,515 WTEs.

• Some of the other notable monthly increases in staff groups and individual grades were seen in;

Student Nurses +54 WTEs, Nurse Managers +34 WTEs, Management (VIII+) +24 WTEs,

Psychologist Assistants +33 WTEs, HCAs +73 WTEs and Home Helps +27 WTEs.

Pay and Staffing Strategy 2018

2018 Funded Workforce Plan is work-in progress.

Reporting Methodology Impacts

The reporting methodology change for pre-registration student nurses on their 4th year placement is

currently the subject of third party discussions.


Organisation Structure - New Ways of Working Structure

The Strategic Workforce Planning and Intelligence unit continue to progress work on building the new

structure issued from the Director General, in order to report on the New Ways of Working.

All cost centres will be examined on a case by case basis to determine alignment within the new

organisational structure and to ensure all staff are reported correctly under the new structure. In order

to complete this piece of work this office will collaborate with Finance and HBS and all other relevant

stakeholders to ensure all systems are aligned.

Attendance Management – April, 2018 (Action 5.6)

ServiceMedical/Dental

NursingHealth & Social

CareManagement

AdminGeneralSuppor t

Patient &Client Care

Overall Certified

Acute Serv ices 1.0% 4.3% 3.1% 3.6% 5.8% 6.0% 4.0% 87.9%

Mental Health 1.4% 4.3% 3.2% 3.6% 5.1% 5.8% 4.2% 90.4%

Primary Care 2.4% 4.8% 2.8% 4.4% 2.6% 4.8% 4.0% 91.8%

Social Care 0.1% 4.9% 3.9% 3.2% 4.6% 5.5% 4.9% 91.5%

Community Serv ices 1.8% 4.7% 3.4% 4.0% 4.4% 5.5% 4.5% 91.4%

Health & Wellbeing 5.9% 9.1% 3.1% 3.1% 21.0% 2.0% 4.1% 92.0%

Corporate & HBS 0.0% 4.5% 0.5% 4.1% 2.4% 0.0% 4.0% 90.6%

Overall 1.2% 4.5% 3.3% 3.8% 5.3% 5.6% 4.2%

Certified 84.7% 87.8% 90.4% 90.8% 91.8% 90.8% 89.6% 89.6%

Latest monthly figures (April 2018)

• The April rate at 4.2% is lower than the March rate (4.4%). Previous April rates were 5.9% (2008),

4.5% (2009), 4.4% (2010), 4.8% (2011), 4.7% (2012), 4.6% (2013), 4.3% (2014), 4.0% (2015) and

4.2% (2016), 4.2% (2017).

• April 2018 attendance management rate stands at 4.2%, similar trend as seen in 2016 and 2017.


Annual Rate for 2017 and Trend Analysis from 2008

• The 2017 full year rate is 4.4% which is down from 4.5% in 2016. It puts the Health Services generally

in‐line with the rates reported by ISME for large organisations in the private sector and available

information for other large public sector organisations both in Ireland and internationally.

• Attendance management rates have been collected centrally since 2008 and in overall terms, there has

been a general downward trend seen over that time, albeit some reversal in 2016, but still well below

earlier years’ overall rates. Annual rates are as follows:

• Latest NHS Scotland’s attendance management rate for March 2017 was 5.2%, NHS England

attendance management rates for November recorded an overall rate of 4.43%, an increase from the

previous one of 4.0% (July 2017), while in NHS Wales the rate recorded was 5.4% for Q4 2017.

It needs to be recognised that health sectors' workforce is extremely diverse in terms of

occupation and skills when compared with many other public and private sector employers. For

instance health sector work is often physically and psychologically demanding, which increases

the risk of illness and injury and of course is one of few sectors that operate 24 hours services,

for 365 days a year.


National Workplace Unit (Investigations) (Action 6.6)

Pre-Investigation Support

Work continues in relation to the suite of Human Resources Complaints Notification, Preliminary

Screening / Preliminary Gathering of Facts and Investigation Request Forms under:

a. Dignity at Work

b. Trust in Care

c. Disciplinary Procedure for Employees of the Health Service Executive

All forms are now submitted to [email protected]

The Pre-Investigation Support Section are engaging with a range of service managers in relation to the

delivery of this function.

Managers should continue to use the current suite of Forms available on the HSE HRWRU Intranet

page, see link below:

http://hsenet.hse.ie/Human_Resources/Workplace_Relations_Unit/Investigation_Support/

Trust in Care Professional Development Day

The Nurse & Midwifery Planning and Development Unit Dublin South, Kildare & Wicklow hosted a

further Trust in Care Professional Development Day for a range of Nurses and Midwives from across

the services with input from Dr. Malachy Feely, National Investigation Support Manager.

Human Resources Investigation Commissioner Training

The Workplace Relations Unit facilitated the delivery of the 5th Group of Investigation Commissioner

Training. This training event took place in The Central Mental Hospital, Dundrum on the 12th June 2018,

delivered by Mr. Gerry O’Neill B.L.

A range of discussions occurred pertaining to, for example, commissioning a Human Resources

investigation, fair procedures, due process, constitutional and natural justice with specific reference to

the requirements of:

a. Dignity at Work

b. Trust in Care

c. Disciplinary Procedure for Employees of the Health Service Executive

Feedback received was very positive.

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.

PRIORITY 6 PERFORMANCE


All Human Resources investigation team members must now be proposed by the National Human

Resources Division, Workplace Relations Unit, Investigation Support Section to each Investigation

Commissioner only, details below:

These should be submitted by completing the relevant forms available on the attached link:-

http://hsenet.hse.ie/Human_Resources/Workplace_Relations_Unit/

Any further queries please email the National Human Resources Division, Workplace Relations Unit,

Investigation Support Section - [email protected]

General Data Protection Regulation (GDPR) and Coaching

The National Coaching Service has been developing a checklist for all of its current documents which

require information from coachees and coaches taking note of data protections requirements and

GDPR. Work will continue in this area in light of evolving policy and guidance in relation to GDPR.

Draft Coaching Governance Document

The National Coaching Service commenced a review of the draft Coaching Governance document. The

document has been updated to reflect the recommendations of the ‘As Is’ review of the Coaching

Service in the HSE.

HSE Coaching – External Coaching Services

At present there are 39 External Coaching arrangements in place; 38 Individuals / 1 Team. The service

continues to be managed in line with the agreed process and current framework agreement.

It is imperative that all interested parties or requests for application forms be made directly to Lisa

Farrelly, Operations Manager tel (046) 9251329/email [email protected] who will provide

information, support and advice to take applicants through each step of the process.

Intranet Information Resource

http://hsenet.hse.ie/Intranet/Human_Resources/Workplace_Relations_Unit/

Enquiries from all stakeholders are being directed to our intranet information resource to access policies

and latest forms. Up to date overviews of recent events are available on our ‘News and Events’ section.

Leadership Mindsets and Performance

Members of staff from the Workplace Relations Unit participated in this one day workshop.

Understanding the fundamental differences between Leadership and Management were key learning

takeaways from this highly informative day.

HSE Leaders in Management Programme

The HR Workplace Relations Unit was represented at the launch of this innovative 6 month programme

in the Regional Education Centre in Ardee on 15 June. The Programme is due to commence in

September 2018.

Further Information in relation to any of the above please contact us on:


HSE National Human Resources Division, Workplace Relations Unit, Health Service Executive,

Bective Street, Kells, Co. Meath. Tel: 046 9251790 Email: [email protected]

Website: http://hsenet.hse.ie/Human_Resources/Workplace_Relations_Unit/

Follow Us @HSE_HR_WR


Activity Update – CERS

Progressing Disability Services

A process of mediation involving the lead agencies from Section 39s together with our Disability

Services section of HSE has recommenced, progress has been made and it is hoped that a final

understanding on how best to progress the roll out of the initiative at the earliest possible stage may be

finalised shortly.

Community Healthcare Organisations

The Department of Health have advised that the roll out of community healthcare organisation networks,

which were initially to allow for a pilot programme of one per CHO area, are now to be put on pause

pending the development in respect of the Slaintecare Report.

This has caused considerable problems in respect of our engagement with FORSA Trade Union which

had heretofore signed up for the proposals. FORSA have given an indication that it is their intention

that in the absence of a satisfactory response, their position is that they are advising their personnel to

refrain from cooperation with those structures that are already in place in the Community Healthcare

Organisations.

They have not indicated yet for commencement of this action, it is envisaged that it would take place

before the end of July.

Public Service Pay Commission

The first report of the Public Service Pay Commission, to deal with Health Sector grades primarily

medical grades will issue in the coming weeks

Nursing Funded Workforce Plan

Discussions with INMO/SIPTU regarding a Funded Workforce Plan for Nursing for 2018 have returned

to the WRC. The WRC process is also dealing with the matter of the recording of student nurses in the

monthly HSE census.

In respect of the latter matter, the WRC have put forward a proposal for consideration by the parties.

The issue of the Funded Workforce Plan is currently being reviewed by HSE and the matter will return

for further consideration at WRC on July 20th.

Twilight Payments

a) Mental Health Services

Discussions at this stage have concluded with Mental Health Nursing Unions, agreement has been

reached in roles that will be shared with NCHD’s with a view to enhancing the service available to

clients. At this juncture, local implementation groups are being set up in each CHO area and as soon

as these are finalised, restoration of the Twilight Payment with effect from 1st July 2018 will issue. The

PRIORITY 7 PARTNERING


matter of any retrospective payments, if any, will stand to be dealt with by an independent chair, in a

manner similar to that which obtained in respect of the Acute Care of the Elderly Services previously.

b) Support Staff Grades

The Department of Public Expenditure & Reform have given approval for the initiation of exploratory

discussions with staff representatives of support/clerical admin/paramedical staff in respect of their

claim for restoration of the Twilight Hours payment in a manner similar to what has been done for

nursing grades in recent times.

DPER approval, however, is subject to fully examining initiating measures which could be viewed as

assisting towards cost neutrality of any such processes.

This exercise has just been done further meetings are planned for the Autumn period.

Nursing Allowances

The INMO have sought discussions with the employer with regard to the matter of reviewing

circumstances in which allowances, location and qualification apply. We have a date for an initial

exploratory meeting with the staff side.

Ambulance Service – Call Takers

As part of the settlement of industrial action two years ago, call takers employed by services in

Ballyshannon and Cavan locations, an exercise of evaluating 50 or so individuals employed in the role

was concluded. The new role introduced in 2012 at a lower salary scale to that obtaining heretofore

and was done without agreement, the outcome of the job evaluation exercise has identified that the

work being conducted was a similar nature to that being done by their EMC colleagues.

Issues regarding the implementation of the outcome of this process are currently being looked at by

staff in the area.

Extension of Maternity Leave in cases of Premature Births

A letter issued from CERS on 24th April to update employers on the extension of maternity leave in

cases of premature birth. A national circular will issue in relation to the arrangements which will apply in

the public health service following the issuing of Departmental Circulars. The current position is that

health service employees who are entitled to the additional maternity leave may be entitled to claim

State Maternity Benefit but there is no sanction for payment by the employer.

The following is an overview of the main statutory provisions:

The Social Welfare Act 2017 (the "2017 Act") was enacted (in part) on 23 December 2017. The 2017

Act gives effect to various social welfare measures. In particular, it extends the maternity leave

entitlement and related State maternity benefit in cases where a baby is born prematurely. Section 16

of the 2017 Act amends the Maternity Protection Act 1994 to provide for a further period of maternity

leave for mothers of babies born prematurely on or after 1 October 2017.

The further period of maternity leave is equal to the 'premature birth period' defined by Section 15(2) of

the 2017 Act, commencing on the actual date of birth and expiring on the date when the maternity leave

was expected to commence (i.e. ordinarily two weeks before the expected date of birth). Provision is

also made for the extended payment of Maternity Benefit for the length of the premature birth period.


These additional entitlements will apply after the end of the standard 26 week period of maternity leave

and are effective from 1 October 2017.

Employees who are claiming extra Maternity Benefit

In the case of employees who are entitled to this additional period of maternity leave and may be

eligible to claim Maternity Benefit from the Department of Employment Affairs and Social Protection,

please note the following:

Employers will be required to complete a form and return it to the Department of Employment Affairs

and Social Protection confirming that the employee will avail of this additional period of maternity leave

and will not return to employment at any time prior to the completion of this additional leave. A sample

Declaration Form from the Department of Employment Affairs and Social Protection is attached to the

24th April 2018 correspondence. We have been advised by the Department of Employment Affairs and

Social Protection that a letter from the employer will also be accepted provided it gives the new end

date of maternity leave and the other details requested in the attached sample form.

Employers should ensure that employees who are seeking to claim Maternity Benefit as a result of this

additional maternity leave entitlement are facilitated by completing the declaration form upon receipt of

same or submitting a letter to the Department of Employment Affairs and Social Protection with the

information required.

Parental Leave – proposed amendments

The Parental Leave (Amendment) Bill 2017 was passed by the Dáil on 13 June. The Bill will now

proceed to the Seanad, where it must be passed before it is signed into law by the President. If enacted,

the legislation will come into operation three months after its passing. The intention of this Bill is to

amend the Parental Leave Act 1998 to extend unpaid parental leave from 18 weeks to 26 weeks and to

provide for related matters. .

Amendments to compulsory retirement age for public servants

The Public Service Superannuation (Age of Retirement) Bill 2018 will be introduced soon to implement

the Government’s decision that the compulsory retirement age of most public servants recruited before

1 April 2004 should be increased to age 70. Primary legislation is required for this change to be

implemented. The Government has approved the General Scheme of a Bill to give effect to its decision

and the Minister for Public Expenditure and Reform, who is sponsoring the legislation, has asked the

Attorney General to prioritise the drafting of this legislation so that the new compulsory retirement age

will become effective as soon as possible.

The Department of Public Expenditure and Reform have advised that the drafting process is currently

underway and the Bill is on the list of priority legislation for publication in the current session. It is

understood that the drafting of the legislation is significantly advanced with an expected publication

date, subject to Government approval, of the end of June.

It is not possible to determine the length of time it will take for the Bill to be drafted and pass through

both Houses of the Oireachtas, given the need for meticulous drafting, ongoing detailed policy

considerations, and the scheduling requirements of the Houses of the Oireachtas. It has been indicated

that the Bill is being treated as a priority and that the intention of the Minister for Public Expenditure and

Reform is to bring forward the necessary legislation as soon as possible. Once the necessary


legislation is enacted, the process of devising Departmental Circulars to implement the new

arrangements may commence.

In the meantime, the HSE HR Circular governing the Interim Arrangements, which were introduced

pending the legislative changes, is available from the HSE website at this link:

https://www.hse.ie/eng/staff/resources/hr-circulars/hr-circular-006-2018-re-retirement-age-and-csp.html

Department of Public Expenditure and Reform Review of the Public Service Sick Leave Scheme

(Priority Action 7.9)

As part of the ongoing review of the Public Service Sick Leave Scheme, a revised Critical Illness

Protocol (CIP) and Guidelines on Management Discretion have been agreed between DPER and the

public service trade unions. The implementation date for the CIP agreement is 31 March 2018.

HSE HR Circular 14/2018 issued recently along with the new Management Discretion Guidelines and a

Frequently Asked Questions (FAQ) document which has been customised for the health service. The

Circular and related documents are available from the HSE website:

https://www.hse.ie/eng/staff/resources/hr-circulars/hr-circular-014-2018-re-changes-to-critical-illness-

protocol.html

The issues of Temporary Rehabilitation Remuneration (TRR) and the Look Back period are still under

discussion at the Workplace Relations Commission. A further conciliation conference was held on 26

June 2018 and has been adjourned to allow management to consider further proposals.

Compassionate/Bereavement Leave – National Claim

A further WRC conciliation conference was held on 27th June on the unions’ claim for the revised

bereavement leave arrangements which were introduced in the Civil Service, as set out in Circular

01/2017 (DPE202-020-2016), to be applied in the health service. The HSE have rejected this claim on

the basis that it is cost-increasing and there is no automatic entitlement for the Civil Service provisions

to be extended to health service employees. 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. A series of meetings have

been facilitated by the WRC but no agreement was reached between the parties. The unions have now

requested that the matter be referred to the Labour Court.

National Vetting Bureau (Children and Vulnerable Persons) Acts 2012 to 2016

The deadline for submitting retrospective vetting applications under Section 21 of the National Vetting

Bureau Act (30th April 2018) has now passed. All applications for Garda vetting will now fall under

Section 12 which covers new employees and other persons who are seeking to be engaged in “relevant

work” with children or vulnerable adults. The vetting process must be fully completed and assessed

before a person is offered employment or engagement with the organisation to carry out “relevant work

or activities”. HSE HR Circular 012/2018 sets out the main provisions and is available on the HSE

website:

https://www.hse.ie/eng/staff/resources/hr-circulars/hr-circular-012-2018-re-garda-vetting-

requirements.html

Temporary Assignments


HSE HR Circular 001/2018, which issued on 18th January 2018, summarised the key requirements

outlined in previous HSE HR Circulars (17/2013, 008/2016, 018/2016) and documentation (Guidance

Document on the Management of Temporary Appointments) in relation to Temporary Assignments.

It also requested that Heads of HR in the CHOs and the Directors of HR in the Hospital Groups review

all temporary assignments to ensure they are compliant with the approval processes, pay arrangements

and have all the necessary supporting documentation. This review is still ongoing.

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.

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 ([email protected]).

The following policies have recently completed consultation at the NJC Policies and Procedures

Subgroup and have been formally signed off at the NJC:

- Management of violence and aggression in the Workplace;

- Dress Code and Uniform Policy;

- Manual Handling and People Handling Policy;

- Policy on the Management of Health and Safety in Contract Work;

- Policy on the Prevention and Management of Stress in the Workplace;

- Safe Driving for Work Policy:

GDPR (General Data Protection Regulation)

A training programme for HR staff on GDPR, which took effect on the 25 May 2018, has been

implemented with the assistance of Byrne Wallace solicitors. The training programme comprised three

stages:

1. A ‘breakfast briefing’ which was held on the 24 May 2018 and focused on key issues for HR

professionals.

2. A full day intensive training seminar was held on 8 June to allow for full exploration and discussion of

the subject.

3. A CERS webinar was held on 27th June and will be made available on HSELand.


People’s Needs Defining Change - Health Services Change Framework Users’ Guide (2018)

Goes Live on www.hse.ie/changeguide

People's Needs Defining Change - Health Services Change Guide is now available to read and

download on www.hse.ie/changeguide. This 'how-to guide' on change was developed through a

collaborative process and informed by the learning and experiences of many individuals, groups and

organisations. We wish to acknowledge the involvement of staff and service users and thank them for

their generosity in sharing their experiences and insights on change. Caitríona Heslin and Anne Ryan,

Organisation Development & Design, as authors of the Guide are also to be commended for brining this

Guide to fruition. The Health Services Change Guide is 'signed off' by the HSE Leadership Team and

the Joint Information and Consultation Forum which represents the Trade Unions as the agreed policy

framework and approach to change across the system. John Connaghan, HSE Director General has

endorsed the Change Guide and pledged to make the Guide a reality through robust support for

implementation.

Please take time to now engage with the content of the Change Guide. It has gathered in one place all

the information, guidance, templates you need in a step-by-step process to assist you on how to

undertake change and service improvement. In particular the Change Guide prioritises people's needs

at the core of all change activity as the best way to work together to achieve better outcomes and

sustain change. The Change Guide is interactive so click on the Change Framework and navigate to

the various areas of interest. Use the Contents page to select your preferred content or template, one

click will bring you directly to wherever you think best meets your requirements. You can also download

the templates and use them with your team. In this way you will become familiar with the detail in the

Guide, the depth of guidance offered and you can access and apply it as required to your service

needs.

Working through the implementation actions that will define the focus for the short to medium term is the

current priority and we are mindful that a Change Guide on its own is not enough. In particular in

2018/19 we will be investing time and energy in the following key areas and working with you to identify

what actions are needed to make progress:

• Creating awareness about the Change Guide / focused communication

• Working at strategic and front line levels to develop increased connectivity to link existing initiatives

• Targeted capacity building – education / training and development / curriculum development

• Enhancing the change resources contained in the Change Guide through use of digital and online

platforms

• Targeted practice support through aligning local development networks / hubs

PRIORITY 8 HUMAN RESOURCE PROFESSIONAL SERVICES


Please let your teams and colleagues know about the Change Guide and encourage them to get a

sense of the content at www.hse.ie/changeguide. Working with people in their own local context to

deliver change that meets local needs has the best chance of success. Your support in increasing

awareness of this resource and 'how-to' guide would be greatly appreciated. The Change Hub at

www.hseland.ie also provides access to all of the documentation, templates etc.

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 5th August, 2018.

Rosarii Mannion

National Director Human Resources