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NLG(15)031

DATE 27 January 2015

REPORT FOR Trust Board of Directors – Public

REPORT FROM

Dr Neil Pease, Director of OD & Workforce, Dr Karen Dunderdale, Chief Nurse/Deputy CEO and Dr Mark Withers, Medical Director

CONTACT OFFICER Dr Neil Pease, Director of OD & Workforce

SUBJECT Monthly Staffing Report

BACKGROUND DOCUMENT (IF ANY) None

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

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

N/A

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

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

N/A

ARE THERE ANY FINANCIAL CONSEQUENCES ARISING FROM THE RECOMMENDATIONS?

No

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

N/A

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

No

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

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

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

Yes

N/A

Maintaining adequate safe staffing levels

ACTION REQUIRED BY THE BOARD Note the content of the report

Northern Lincolnshire and Goole NHS Foundation Trust NLG(15)031 _______________________________________________________________________

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Directorate of OD and Workforce, January 2015 2 of 30 pages


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DIRECTORATE OF ORGANISATIONAL DEVELOPMENT & WORKFORCE

MONTHLY STAFFING REPORT

Dr Neil Pease, Director of Organisational Development and Workforce Dr Karen Dunderdale, Chief Nurse & Deputy Chief Executive

Dr Mark Withers, Medical Director

January 2015

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


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Recruitment update

This report provides an update on the staffing position within the Trust, identifying key trends. The report includes details on recruitment initiatives and key recruitment challenges within the month of December 2014 and activities that have taken place to date in December. Key issues for the Board to note this month include: Local and UK Recruitment

An applicant management system has been identified and business case will be submitted for consideration prior to investment. This system would speed up the recruitment process as it would be fully automated with the ability to text candidate’s information and reminders. The internal recruiting managers would be able to view a live update of their vacancies and the most up to date position which would make the process transparent and much more efficient. This system would work alongside our current systems of NHS jobs and payroll (ESR).

Substantive recruitment currently advertised on NHS Jobs; Locum Consultant in General Surgery, Specialty Doctor in General Surgery, Trust Grade (CT Level) in General Surgery, Consultant Gastroenterologist, Fixed Term Specialty Doctor in Community Paediatrics, Clinical Fellow (ST3 level) in Acute Medicine / Cardiology.

Psychometric testing has been launched for all Consultant posts, and non-medical Band 7 or above as a pilot for three months initially. This is to enhance the existing recruitment processes and to enable the selection panel to have a greater understanding of candidates’ skills and qualities aligned to the Trust vision and values. After the three month trial period a review will be carried out with feedback from the selection panels.

Work continues with a number of external agencies for the supply of permanent candidates which has resulted in:-

Role Position

Trust Grade General Medicine 12 month fixed term offer made waiting acceptance

Consultant in Cardiology 12 month fixed term offer made waiting acceptance with a view to AAC interview once at NLAG



Consultant Gastroenterologist Start date approximately 9 March 2015

Specialty Doctor Anaesthetics Offer accepted start date to be confirmed


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Overseas Recruitment

The newly recruited nurses from Portugal arrived in the UK on the 12th January and commenced their employment with the Trust. These nurses have been allocated posts at both Grimsby and Scunthorpe sites. Privately owned properties have been rented by the Trust for their accommodation with the on-site accommodation at Grimsby also being utilised. They have now commenced a six week induction programme before starting in their substantive roles.

In addition, three of the six radiographers arrived in the UK on the 12th January. These have been allocated to the Grimsby site. The remaining candidates are waiting for their registrations to be completed before start dates can be arranged.

A recruitment tour is planned for mid-February for 60 experienced general Nurses from Poland with a view to them starting with the organisation mid to late May 2015.

Accommodation continues to be problematic and work is on-going to source suitable properties to house our overseas staff.

A large amount of work has been undertaken by the Recruitment Team to prioritise the medical vacancies from the perspectives of the Directorates. These priorities have now been agreed and shared with Lion, our partner agency, and they are now marketing these vacancies with the EU and India. All trust videos, vision and values, marketing and area information have been shared as well as all job descriptions. A recruitment tour of Hungary and Portugal is planned for mid-February with a second recruitment tour to Delhi and Mumbai planned for the end of February.

Speciality Cons SAS Trust Grade

Training Grade

Total vacancy number for each Speciality

General Surgery 3 4 7

Urology 1 1 1 3

Trauma & Orthopaedics

4 4

Emergency Medicine

10 10

Gastroenterology 2 2

Respiratory 4 4

Rheumatology 1 1

Haematology / Oncology

1 1

Radiology 4 1 5

Total 9 15 13 0 37

INDIA EU / Hungary & Portugal


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It is envisaged that doctors recruited from the EU will have anticipated start dates between May and July 2015. The Doctors recruited from India are anticipated to have start dates between June and August 2015 as these will require work permit sponsorship from NLAG.

Two doctors from Amsterdam have been interviewed and have been offered six month training posts within Medicine Grimsby, with a view to possible extensions, start dates to be confirmed.

Board Considerations / Recommendations /Director Comment

This month’s board report is a mixed picture in terms of areas of celebration and other of concern. There has been an overall deterioration in terms of the vacancy rate within the registered nurse population which is a concern. The vacancy rate has increased amongst the registered nurses from 6.45% in November to 7.96% in December. In partnership with the chief nurses office work is being undertaken to clarify the reasons for this increase in turnover. The piece of work which is looking at exit reasons will be considered by the Quality and Patient Experience Committee (QPEC) and the Resource Committee both of which are subcommittees of the board. Specific focus will be placed on separating expected leavers from natural turnover from those nurses leaving for other reasons. Early anecdotal information would suggest that sustained increases in patient activity and changes in the nurse shift pattern may be contributing factors. There is also it would appear increased social mobility within some groups of overseas nurses who after working at the Trust for several months are now moving to other areas. Evidence from other parts of the country would suggest that this is the norm with European nurses wishing to work in other areas and thus gain more experience. The reasons for turnover in the overseas nurse population are also being investigated and will be considered by the relevant committee. Following on from the increased vacancy rates within the registered nurse population, if the vacancy rate does grow further then this will place an increased pressure on NLaG’s recruitment function and its ability to fill the vacancies. Work is being undertaken to extrapolate trend data so that various scenarios can be projected. One thing for sure is that the UK market alone will not be able to fill the total amount of vacancies required, such as is the case in many other hospitals across the country. If an increased emphasis is placed on recruitment external to the UK then consideration will need to be paid to the Trust’s ‘on-boarding’ ability. On-boarding is the process of finding an overseas employee somewhere to live, arranging travel, orientating to the local area, inducting to the NHS in addition to arranging bank accounts and registering with a GP. This resource will need to be considered as part of the workforce planning function and will require additional resource to comprehensively deliver. The vacancy position in relation to doctors continues to gradually improve month on month. A word of caution should be noted that February is the doctor’s rotation. The board will be acutely aware of the problems the Trust faced in August 2014 at the main rotation of doctors with many posts being unfilled by the Yorkshire & The Humber Deanery. It is hoped that the major concerns raised in 2014 will not lead to a repeat of such problems in the February rotation. The planned recruitment events set to be delivered over coming months should continue to improve the overall position. The networking project the Trust has supported continues to deliver excellent results with the overall number of staff recruited looking extremely impressive. The project has


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supported the recruitment of several senior doctors, over 30 nurses and a number of radiographers. The board will recall in 2014 a speculative trip to a large teaching hospital in Amsterdam arranged by Dr Deepak Bhatia a medical consultant at Grimsby Hospital. This innovative concept has now seen two doctors accept posts at the Trust as part of a pilot arrangement. All staff at the Trust should be justifiably proud of achieving 95% compliance in both mandatory training and personal development appraisals. This achievement has been delivered against a backdrop of huge demand on our services. Staff sickness has also improved with rates reported as 3.96% in December a drop below current target levels of 4%. Although this is a good news story there should be a note amongst caution with the need for local level monitoring to avoid areas with high sickness rates being ‘absorbed’ within a Trust wide statistic. To continue this trend HR managers are ‘buddying’ up with Occupational Health staff to better support the areas they are responsible for. The final point to note this month is the results from the morale barometer which have been publicised to the Trust. There has been a uniform dip in morale which is multifactorial and nearly universal across all areas both clinical and non-clinical. The pressures facing staff are quite unrelenting at present and the Trust will do all it can to support its workforce through this difficult time. The OD team are working with partners in various departments to support staff and improve morale the best way they can. Morale will continue to be a major focus for the directorate and the board across the year.


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31/12/2014

Trustwide

October November December

1 Establishment (WTE) 5442.18 5595 5259.3 5325.12 5306.75 5306.75

2 Vacancies (WTE) 3.03% <6% 6% 5.10% 5.86% 5.86%

2.1 - Medical 10.70% <10% 13% 13.80% 13.02% 13.02%

2.2 - Nursing 2.58% <4% 5% 4.62% 6.43% 6.43%

2.3 - AHP 2.05% <5% 5.00% 3.85% 4.15% 4.15%

2.4 - Other 1.44% <2% 2.5% 3.42% 3.58% 3.58%

3.1 Agency Staff Use Nursing(WTE) 582 <700 711 63 50 563

3.2 Agency Staff Use Nursing (£) £4,702k <£5,500k £5700k £446k £445k £4,370k

3.3 Agency/Locum Staff Use Medical (WTE) 1025.33 <1300 1400 117.04 123.29 1054.29

3.4 Agency/Locum Staff Use Medical (£) £14,624k <£14,662k £20,492k £1,730k £1,847k £15,531k

4.1 Bank Staff Use (WTE) 651 <1200 1116 103 83 840

4.2 Bank Staff Use (£) £3,281k <£3,500k £3,500k £313k £241k £2,541k

5 Staff Turnover rate (LTR) All 13.20% <9.4% 10.26% 0.82% 0.98% 12.28%

5.1 Staff Turnover rate (LTR) excl Medical 10.40% <9.4% 10% 0.84% 1.09% 9.75%

6 Stability 89.62% >88% 95% 99.46% 98.41% 91.63%

7 Sickness Absence 4% <3.5% 4% 4.25% 3.96% 4.12%

7.1 Long Term Sick (Occurances) 944 <1000 1200 260 217 1011

7.2 Occupational Health Referrals <900 900 60 51 602

8.1 Staff Appraisals 73.66% 95% 80% 76.00% 95.00% 95.00%

8.2 Statutory and Mandatory Staff Training 72.26% 95% 90% 87.00% 95.00% 94.00%

9 Staff Satisfaction (Morale Barometer) 6.42.5%

increase/Qtr 6.8 5.3 5.3 5.3

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

strategy of the Trust

WorkforceOutturn

13-14

Annual

Target 14-

15

Annual

Forecast

14-15

December

Actual

BALANCED SCORECARD Position as at:

PerformanceNovember

Actual

Delivering or exceeding target

Underachieving Target

Failing Target

Improvement Month on Month

Month in Line with Last Month

Deterioration Month on Month

YTD 14-15


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Operational HR Dashboard – December cases


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1. Vacancies, Recruitment and Apprenticeships

1.1 Trust wide Overview In the month of December, the Trust wide vacancy rate was 5.86%, an increase when compared to November (5.10%). The main staff group accounting for this increase is Nursing, which has increased from 4.62% to 6.43% (see 1.2 for further details).

Directorate Budgeted WTE

Contracted WTE

Vacancies WTE

Vacancy Factor

Operations 4352.32 4011.26 274.08 6.40%

Path Links 375.54 354.59 20.95 5.58%

Facilities 513.39 482.10 31.29 6.09%

Corporate 463.66 458.80 4.26 0.92%

Totals 5704.91 5306.75 330.58 5.86%

Nursing (Registered and Unregistered) 2416.98

2200.97

151.25 6.43%

Medical & Dental 591.36 514.35 77.01 13.02%

Scientific, Therapeutic, Technical 1032.85 987.85 42.78 4.15%

Admin & Clerical 1174.95 1138.41 35.94 3.06%

Maintenance 44.00 39.50 4.50 10.23%

Support Staff 442.05 422.95 19.10 4.32%

"Other" 2.72 2.72 0.00 0.00%

Totals 5704.91 5306.75 330.58 5.86%

1.2 Nursing Vacancies Due to December Trust Board being held earlier than usual, November figures were not available in the December report, and so have been included in this report, below: November 2014

*Budgeted Exc bank

WTE Contracted

WTE Vacancies

WTE

Vacancy Factor

Registered Nursing

Medicine DPW 285.09 270.69 14.40 5.05%

Medicine S&G 318.14 267.67 50.47 15.86%

Ops Central 57.53 56.86 0.67 1.16%

S&CC 384.54 351.22 33.32 8.66%

C&TS 175.63 162.74 12.89 7.34%

W&CS 318.78 311.28 7.50 2.35%

Diagnostics 5.00 5.00 0.00 0.00%

Corporate 62.75 61.26 1.49 2.37%

Planned recruitment 17.00

Registered Nursing Total 1,607.46 1,503.72 103.74 6.45%


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Unregistered Nursing

Medicine DPW 149.86 155.37 (5.51) (3.68%)

Medicine S&G 162.40 157.87 4.53 2.79%

Ops Central 74.32 71.74 2.58 3.47%

S&CC 152.26 155.24 (2.98) (1.96%)

C&TS 68.27 61.90 6.37 9.33%

W&CS 114.35 115.62 (1.27) (1.11%)

Path Links 1.53 1.00 0.53 34.64%

Corporate 2.20 2.40 (0.20) (9.09%)


Unregistered Nursing Total 725.19 721.14 4.05

0.56%

Nursing Total 2,332.65 2,224.86 107.79 4.62%

December 2014 December has seen an increase in the vacancy rate across Registered Nursing, from 6.45 % to 7.96% for Registered Nurses, and from 0.56% to 3.06% for Unregistered Nurses. From the data currently available for analysis, 34% of the registered nurses who left in December, left due to retirement, with the remaining being due to relocation, promotion, better reward package and child care. Work is currently on-going within Workforce to capture more details from individual staff members who are due to reach retirement age within the next 3 years to determine their anticipated retirement date. This will allow for more proactive management of retirements and recruitment activity to mitigate the impact of those leaving due to retirement.

*Budgeted Exc bank

WTE Contracted

WTE Vacancies

WTE

Vacancy Factor

Registered Nursing

Medicine DPW 285.00 269.78 15.22 5.34%

Medicine S&G 322.85 258.97 63.88 19.79%

Ops Central 57.53 56.90 0.63 1.10%

S&CC 384.54 351.25 33.29 8.66%

C&TS 177.28 161.32 15.96 9.00%

W&CS 323.00 308.51 14.49 4.49%

Diagnostics 5.00 5.00 0.00 0.00%

Corporate 62.17 60.85 1.32 2.12%

Planned recruitment 16.00*

Registered Nursing Total 1,617.37 1,488.58 128.79 7.96%

Unregistered Nursing

Medicine DPW 152.03 151.32 0.71 0.47%

Medicine S&G 168.69 159.81 8.88 5.26%

Ops Central 74.32 69.91 4.41 5.93%

S&CC 152.26 152.27 (0.01) (0.01%)

C&TS 68.27 62.70 5.57 8.16%

W&CS 115.55 112.98 2.57 2.22%


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Path Links 1.53 1.00 0.53 34.64%

Corporate 2.20 2.40 (0.20) (9.09%)


Unregistered Nursing Total 734.85 712.39 22.46 3.06%

Nursing Total 2,352.22 2,200.97 151.25 6.43%

*This represents the 16 overseas nurses recruited in Portugal how have since joined the Trust in January. In addition to this there are 60 vacancies that are expected to be recruited to in via the recruitment event in Poland and the ongoing national and international recruitment initiatives. 1.3 Allied Health Professionals At the end of Quarter 3, Registered AHP vacancy rates have fallen from 6.10% to 5.08% due to recruitment activity in this area. However, the unregistered vacancy rate has increased from 5.04% to 6.05%. This is due to natural turnover.

Q1 Q2 Q3 Q4 Q1 Q2 Q3

Registered AHP 4.23% 3.95% 2.12% 1.73% 7.16% 6.10% 5.08%

Unregistered AHP 4.94% 4.39% 4.23% 2.99% 5.67% 5.04% 6.05%

2013-14 2014-15


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2. Turnover, Retention and Exit Data

2.1 Stability and Retention

7,278 Employees were in post at the start of the period, with 7,162 remaining at the end, meaning 98.41% of employees were retained.

Start End Remain Index

Headcount 7,278 7,208 7,162 98.41%

Assignment Count 8,801 8,742 8,666 98.47%

2.2 Turnover Turnover has increased for the month of December (0.98%) compared to November (0.82%). Monthly trend analysis shows that the levels of turnover remain, on the whole, at a consistent level, with peaks in August of each year which coincides with Medical Staff rotation. The year to date turnover rate at the end of December is 12.28% (including Medical staff) and 9.75% (excluding Medical staff). This is very consistent with the year to date turnover position for the same period last year, when total turnover was 12.76% and excluding medical staff was 9.73%.


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Leavers and Turnover Rate by Staff Group – December

Leavers

Headcount Leavers FTE Average FTE FTE %

Scientific and Technical 3 0.70 147.85 0.47% Additional Clinical Services 48 13.85 1,154.91 1.20% Administrative and Clerical 13 7.75 1,113.25 0.70% Allied Health Professionals 3 2.80 332.66 0.84% Estates and Ancillary 15 3.36 489.43 0.69% Healthcare Scientists 2 2.00 195.50 1.02% Medical and Dental 4 3.66 524.15 0.70% Nursing and Midwifery Registered 50 19.67 1,510.54 1.30% Students (All occupations inc. nurses) 0 13.00 Grand Total 138 53.79 5,481.27 0.98%

2.3 Exit Interviews There have been four exit questionnaires returned since December. To address this all staff leavers have been sent an exit questionnaire to their contact address by the OD department. This is to capture as many views as possible and increase the Exit Interview/Questionnaire data to help identify trends, reasons that staff are leaving the Trusts employment. The OD team is presently working with Line Managers to ensure those staff who present resignations are immediately provided with the offer of an Exit Interview, or if that is declined an Exit Questionnaire so as much exit data as possible can be captured to assist the design of the Trust retention strategy and deliverables. Of the returns received:

50% stated the reason for leaving as a job promotion

One resignation was due to re-locating, and

One was going to university.

Three of the respondents commented on the lack of development and training opportunities within the Trust and this concern has been forward to the Education, Training and Development Department for exploration.

The HR Managers ‘Monthly Update’ to the trust Senior Management Teams continues to encourage managers to direct the staff towards exit questionnaires before they leave the Trust and also encourage them to inform staff of the opportunity to have an exit interview. There will be internal communications in the forthcoming staff newsletters to raise staff awareness of this facility too.


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2.4 New Starters – Summary available to date - December 2014

Staff Group Headcount

Scientific and Technical 3

Additional Clinical Services 113

Administrative and Clerical 51

Allied Health Professionals 11

Estates and Ancillary 24

Healthcare Scientists 3

Medical and Dental 38

Nursing and Midwifery Registered 46

Total 297

Leaving reason taken from payroll staff termination forms

Retirement 20

Other/Not Known 12

Relocation 10

Incompatible Working Relationships 6

Dismissal 4

End of Fixed Term Contract 4

Better Reward Package 3

Promotion 3

Child Dependants 2

Death in Service 1

Lack of Opportunities 1

To undertake further education or training 1

Grand Total 70


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3. Bank and Agency – Usage and Costs

3.1 Medical

Internal and external locums have increased marginally in month, and as such are both still higher than at any point last financial year and are contributing to the overall Medical Staff position due to the premium incurred. The total YTD cost of Agency is 2.25 times the total YTD cost of Internal locums, however the largest differences appear to be in SAS and Other (Training) grades, where agency expenditure is approximately 2.5 and 4 times that of internal expenditure respectively.

Agency expenditure covering Consultant grades is lower at approximately 1.65 times that of internal locums; however this carries a much higher premium than other grades. The forecast 1415 is a rough estimate based purely on outturn as at December 2014 and therefore only an indicative figure for comparison with last financial year.

The forecast shows an anticipated 40% increase year on year should the YTD expenditure levels remain consistent.


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3.2 Nursing Background This report provides a monthly update of bank shifts to allow the Workforce Review Group to monitor bank usage. The report provides data in terms of:

The total number of shifts requested and total fill rate during the month

Of the shifts that are filled, the number of shifts requested for both vacancy and sickness and other reasons

Outcome Data Numbers of shifts requested. The total number of shifts requested for coverage by temporary staff in November was 4881. This shows a slight increase on last month’s figures. Of the total requested shifts 3381 were filled overall representing a percentage of 58% filled a decrease of eleven per cent on last month. This decrease reflects the consistent rise in requested shifts and a decrease in staff availability over the Christmas and New Year period. The number of shifts filled by Bank staff in December was 2020 a decrease of 371 shifts. Agencies filled 839 shifts during December showing a decrease of 151 shifts. Diagram 1: Showing numbers of shifts requested, filled by Bank staff and filled by agency.

0

1000

2000

3000

4000

5000

6000

Total Number of Requests Total Number filled by Bank Total number filled byAgency

October

November

December


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Reasons for requesting temporary staff. Across the Trust the request reasons with the highest number of requests are vacancies. For December the number of requests for Vacancy/Backfill shows a decrease from 2100 to 1605. Sickness has shown a decrease of 27 shifts with other reasons remaining roughly level. Diagram 2: Reasons for requests for Bank staff.

0

500

1000

1500

2000

2500

Vacancy/Backfill Sickness Other

October

November

December


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4. ETD Update

4.1 Performance Appraisal and Development Reviews (PADR)

The year-end position for PADR is that NLaG has met the target of 95% compliance. There is 92% verified data on the system and the Trust is currently reconciling the planned PADRs that took place over the end of last year, with the data drift exceeding 3% the Trust is confident it has met the target of 95%.

Trust PADR compliance @ 31.12.14 - recorded data up to 16:00 9.1.15

% Compliance

Chief Nurses Office 97%

Diagnostics & Therapeutics 100%

Facilities Directorate 98%

Finance Information & Performance Management Director 94%

Governance 100%

Medical Directors Office Directorate 83%

Operations 90%

Organisational Development & Workforce 100%

Strategy & Planning 86%

Trust Management Directorate 100%

Grand Total 92%


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4.2 Mandatory Training As at 31st December, the percentage of staff across the Trust who are verified as compliant with their mandatory training is 94%, however there are still workbooks being received which will contribute to the overall figure. This is a 7% increase on last month of 87%. Staff and managers have access to all training dates and are encouraged to ensure that their mandatory training compliance remains up to date. With the data still be submitted the Trust is confident it has met the yearend target of 95%.


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5. Operational HR

5.1 Sickness Due to December’s Board Meeting being held earlier than normal, November figures were at that time unavailable and so have been provided in this report along with December figures. November During the month of November, 8,816 days were lost across the Trust due to sickness from 1,090 occurrences, an absence rate of 4.25%. Of the 1,090 occurrences in November, 260 were due to Long term Sickness, 23.85%. December During the month of December, 8,670 days were lost across the Trust due to sickness from 981 occurrences, an absence rate of 3.96%. This is a decrease when compared to November, when 8,816 days were lost, an absence rate of 4.25%. Of the 981 occurrences in December, 217 were due to Long term Sickness, 22.1%.

Please note the ‘Acute Average Y&H’ sickness absence data is only available up to October 2014 at the point of producing this report.


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5.2 Occupational Health

The number of management referrals to Occupational Health from April to December 2014:

Surgery and Critical

Care10 11 8 13 10 14 13 10 13 102

Medical Directorate 0 0 0 0 0 0 0 1 0 1

Women’s and

Children’s8 7 10 6 10 7 11 6 3 68

Pathlinks 0 1 0 2 4 1 2 2 0 12

Finance & Planning 0 1 0 2 0 0 0 1 0 4

Central Operations 4 5 14 9 6 4 5 4 0 51

Diagnostics and

Therapeutics3 6 7 7 2 2 3 9 1 40

Facilities 8 3 5 17 4 7 8 4 12 68

Chief Nurse

Directorate6 0 0 0 1 4 0 0 0 11

Community &

Therapies6 6 6 6 3 7 5 6 7 52

OD & Workforce 0 1 0 2 0 1 0 1 0 5

Corporate 0 0 0 0 0 0 0 0 0 0

Medicine 16 16 23 29 26 26 21 16 15 188

Totals 61 57 73 93 66 73 68 60 51 602

Sep-14 TotalOct-14 Nov-14 Dec-14Directorate Apr-14 May-14 Jun-14 Jul-14 Aug-14


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6. Organisational Development

6.1 Morale Barometer

The last Morale Barometer overall ‘morale’ score has reduced from 6.8 (when the survey began in 2012) to 5.3. In response to the findings from the most recent Morale Barometer, the Organisational Development team has been working with the Chief Nurse Directorate to visit wards and departments across all sites to speak directly to staff about their perception regarding their perceptions of working life in the Trust at this moment in time. Initial feedback that has been collated shows the following themes: Staff good news:

Staff in clinical areas felt overall supported by their Ward Manager and the immediate clinical team

Staff display a ‘patient first’ attitude and are committed to delivering compassionate care

Patients also interviewed said how attentive and professional the clinical teams are Staff concerns:

Increased patient activity and volume of work

On-going concerns over staffing levels i.e. the number of vacancies

The combined impact of above meaning people are tired and feeling fatigued

To compound this the volume of patient paperwork is meaning nurses feel they’re struggling to deliver hands on care and spending too much time on documentation

Further visits are due to be made to Goole District Hospital to speak to the staff there as well as visits into non-clinical areas to compare the themes. These visits are now programmed in on a quarterly basis to proactively identify emerging themes and to test that OD and Chief Nurse interventions are having a positive impact on patient care and overcoming staff concerns. The morale barometer report has been published and a number of recommendations have been made including a series of line manager workshop delivered by the Organisational Development. The workshop will revolve around the impact management and leadership style has on motivating, engaging with and building teams – the ultimate impact is to build high performing, high morale teams across the Trust.


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6.2 Staff Friends and Family

6.3 Other OD Activities

6.3.1 Staff Survey The final response rate was 29.62% which was lower than expected, despite many methods to encourage participation. The results of the staff Survey are expected c. February/March 2015. Once the results are known staff will be engaged to construct the action plan (to overcome any concerns that emerge) and to evaluate why the response rate was so low and what can be done to increase this in subsequent years. 6.3.2 CEO Christmas Thank You Awards The CEO Christmas Thank you awards saw 62 members of staff recognised for their hard work throughout the year. The event was very successful and received positive feedback from staff who received the award. The plan is to hold another event in the summer. 6.3.3 Staff Health and Well-being A new Health and Well-being steering group has been established to direct opportunities to improve the well-being of staff. To launch the new group three days are being held, 23rd February DPoW, 25th February GDH and 27th February SGH. The aim of these days is to raise awareness of services available to staff and encourage a more positive approach to improving well-being across the Trust.

Extremely

likelyLikely

Neither

likely or

unlikely

UnlikelyExtremely

unlikelyDon't know Grand Total

Extremely likely 29 11 1 1 42

Likely 11 69 24 3 2 109

Neither likely or

unlikely3 25 41 7 1 1 78

Unlikely 2 17 20 14 1 4 58

Extremely

unlikely13 7 8 11 2 41

Don't know 2 1 3

Grand Total 45 135 95 32 13 11 331

How likely are you to recommend this organisation to friends and family if

they needed care or treatment?

How likely are you

to recommend this

organisation to

friends and family

as place to work?


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7. Workforce Planning

7.1 Establishment Control

The Establishment control project continues, staff data cleanse forms have now been sent to around 80% of staff and updates on ESR have begun. Draft Establishment Control forms are in the process of being reviewed by recruitment and payroll to ensure they cover change and termination requirements. It is still anticipated that Establishment Control will go live from April 2015. 7.2 Interim Workforce Plan The key work streams within the workforce plan continue to gain momentum. Some areas of particular interest/development are below:

Calderdale Framework (an approach to driving forward service redesign) Foundation training days have now been arranged. 2 dates are available, 1 in Grimsby on 11th February and another in Scunthorpe on 24th February. These days accommodate 25 people on each and provide a thorough overview of the Calderdale Framework. These members of staff will then become Calderdale “champions”. To date there has been a good response from staff. Work is now on-going to engage with the medical workforce to ensure equal participation from all staff groups. Following on from the Foundation days, the Facilitator training has been arranged for early June, and expressions of interest for 12 people to undertake the Facilitator training will be requested from those who attended the Foundation training.

Bursaries for Radiography – This scheme offers second year under-graduate Radiography students:

o An annual student sponsorship payment towards their study expenses o Paid work within our radiology department during their studies o Career support through coaching and mentoring from the Trust radiology

professional lead and the Trust network of executive coaches o A permanent position with the North Lincolnshire and Goole Hospitals NHS FT, and o A payment of up to £5,000 will be paid off any student loan if they stay with us for at

least three years

Unfortunately, Bradford were unable to attend the meeting on 8th December. However, the project team met with Leeds and Sheffield on 12th December. On the whole, the Universities are supportive of the proposed scheme but have suggested that some additional thought is given to including details of career development opportunities in the scheme outline. They have also agreed to take the draft marketing materials to their current students to gain some valuable feedback on their thoughts. A follow up meeting is being arranged with the Universities for early February which will seek final buy-in and support to commence the scheme.

Advancing Clinical Practice – Following the meeting on 10th December with HEYH with regards to available funding for supernumerary training positions, the Project Team is now


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identifying where ACP roles could be developed, identifying where the posts may be needed and which areas would also be receptive to developing the roles.

Criteria that are being considered include:

o Identified shortage of medical staff/ and or opportunity to use an ACP as invest to

save- i.e. would maintain/improve quality and cut cost of current provision , increase consistency, availability etc

o Receptive staff group who would support the introduction of the new role o Areas ripe for redesign but currently constrained by lack of staff o Areas that with extra capacity could offer alternative, much needed services to the

area e.g. Community Geriatrics

Physician’s Associates – Health Education Yorkshire & Humber have joined with the University of Birmingham’s Physician Associate course to sponsor students from our region to undertake the course. The sponsorship provided by them consists of financial support by way of a bursary towards accommodation and learning materials. Part of the package then includes these students undertaking their placements in settings within our region. The Trust has expressed a keen interest in hosting some of these student placements and earlier this month, the Trust was offered 3 PA students for a 14 week placement from May to September. It is anticipated that these placements will be in AMU and CDU.


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8. Benchmarking – Quarterly Ewin Figures

8.1 Sickness – October Benchmark position


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8.2 Grade Mix – October Benchmark Position


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8.3 Staff Turnover – October Benchmark Position

q4 human resource reporting€¦ · urology 1 1 1 3 trauma & orthopaedics 4 4 emergency...

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