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National HR Report

September, 2017

HSE National HR Directorate Leaders in People Services

September, 2017 Monthly HR Report Follow us on twitter: @HSE_HR

HR in Health Conference 2017 and Launch Health Service Leadership Academy (Action 1.3)

The 2017 HR in Health Conference – the Compassionate and Effective Leader Making a

Difference took place in the Irish Management Institute on the 14th

September 2017. There was

an excellent attendance at what was a superb event. Rosarii Mannion, National Director of

Human Resources opened the event and welcomed all attendees; including the participants due

to start the two inaugural Health Service Leadership Academy flagship programmes Leading

Care I and Leading Care II in October this year Tony O’ Brien Director General described how the

Leadership Academy would help to build a leadership culture that would bring about a

transformation in the health service. The afternoon was devoted to the Health Service

Leadership Academy with input from the Bevan 7 and other stakeholders.

Health Service Leadership Academy Leading Care Programmes Update

At the end of August all applicants were notified of the outcome of their applications for

Leading Care I and Leading Care II. There was tremendous interest in both programmes from

both clinical and non-clinical staff from across the health service. Following a comprehensive

review of applications received the number of eligible applicants far exceeded the number of

places available in the first cohort. The review included seeking to create the best possible mix

of participants from eligible participants, including having a mix of clinical and non-clinical

participants, a mix of disciplines and professions, and a mix of locations and types of health

service organisations. We will be getting in contact again with all other applicants regarding

their applications before the end of the year. We look forward to the inaugural cohorts of both

programmes commencing in October 2017 and wish all participants every success. The

Leadership Academy will develop the leadership our patients, carers, service users and

communities deserve by supporting leaders at every level in health and across every sector in

healthcare.

Introducing Training Programme Specifications for LETD Programmes– a Quality Improvement

Project

A Training workshop on developing Training Programme Specifications was delivered by Anne

Marie Frizzell to LETD ‘West’ Team on 21st

September 2017.

The aim of this project is to introduce a standard Training Programme Specification template

and associated checklist and evaluation form for LETD programmes which will support

compliance with Section 5a of the NSAI Excellence Through People standards.

PRIORITY 1 LEADERSHIP & CULTURE


This project aligns with the HSE People Strategy (2015-2017) and the HSE commitment to

implementing the quality standards set out in the National Standards Authority of Ireland,

Excellence Through People framework.

This project can be transferred to other LETD area teams and has the potential to enhance the

standard of programmes delivered by LETD through the introduction of a more systematic

approach to programme development into the future.


Engagement Event - Nurses & Midwives 28th

September, 2017 (Action 2.4)

The Nursing and Midwifery Grassroots network held its third meeting on 28th

September.

This network organically grew following a celebration event involving co-creating a shared

purpose methodology. Guided by the core concepts of the People Strategy and underpinning

Staff Engagement, a values clarification exercise was used, this is a grand title for a simple

exercise designed to access and clarify the values and beliefs we hold about this network. Key

themes /Principles agreed at this meeting:

• Celebrate Nurses Midwives

• Network as a Refuelling station

• Safe Space

• Influence

• Engage

• Wellbeing

• No expectations or pressure for outputs

• Network listen, design and innovation

Next meeting is scheduled to take place in December.

Proud to be working in our Health Service

Each week we will share a personal story of staff #Proudtobe working in #OurHealthService

Staff Engagement Forum (Action 2.5)

Next meeting of the Staff Engagement Forum will be held on 9th

October, 2017.

Disability Action Plan (Action 2.9)

WALKways Tallaght Intern programme

Tallaght Hospital HSE launched for 11 Interns with Intellectual Disability on 25th

September

following a 2 week orientation, in partnership with WALK Disability Service provider and Dublin

and Dún Laoghaire Education and Training Board. The intern programme focus on a person’s

ability and potential and how employability skills can be developed through hands-on, work-

based internships and educational supports. In addition the social inclusion that comes from

being on the programme is of great benefit to both the Interns and the HSE staff during their

placements. The internship is for 11 months in duration with 3 rotations across various

departments in Tallaght Hospital.

The internship programme is the second of its kind in the HSE with Naas General Hospital in

their 5th year of internships. The outcome for the interns in achieving marketable employability

skills and the HSE in supporting the programme means there are plans underway to roll out the

PRIORITY 2 STAFF ENGAGEMENT


Internship programme across a number of HSE sites in 2018-2019. This wider roll out is being

implemented by the HR Division's, Diversity, Equality and Inclusion team by the National DEI

Lead, Siobhan Patten and Diversity Internship Coordinator, Elaine Birkett in partnership with

other relevant agencies. The internship programme offers an opportunity to put the

government’s Comprehensive Employment strategy for Persons with Disability 2015-2024 into

action and see the HSE become a champion for improving employment opportunities for

persons with disability.

HSE Irish Sign Language Programme 2017 (Action 2.4 & 2.9)

The presentation of an award of Irish Sign Language (ISL) Quality and Qualification Ireland (QQI)

Level three to 39 HSE Staff took place in Dublin, Galway, Letterkenny and Cork during the

national Deaf Awareness Week 2017.

HSE Irish Sign Language Programme 2017 was set up by Diversity, Equality and Inclusion

department of National HR, to coordinate QQII level 3 certification in ISL. Course and

examination was facilitated by the Irish Deaf Society ISL Academy, and National HR/Diversity

Equality and Inclusion. The programme was of 15 weeks duration from January to June 2017.

Learners were multidisciplinary staff with some of them working in customer and frontline

service, social care staff, therapists, audiologists, social workers, paramedics, nurses and doctors

and administration from CHOs, Hospital Groups and Corporate settings.

The qualification gives staff a basic foundation in Sign Language to enable them to improve their

experience when working with deaf/hard of hearing colleagues, clients and customers as well as

parents and family members who use ISL. While the Level III certificate will help staff to

communicate better with deaf and hard of hearing clients and service users, it should be noted

that it is not intended to substitute for the highly qualified ISL interpreter qualification gained

via a TCD degree programme under the Centre for Deaf Studies.

A guide for Health Service Managers and Employees to support employees who are deaf or

hard of hearing (Action 2.9)

The guide is currently being developed to support line managers and employees to identify and

use best practice in the support of employees of the health service who are deaf or hard of

hearing. It offers advice to managers and teams on good practice. The draft has been

completed after consultations with key groups (DEI Team, HSE’s ISL learners, Disability Action

Group members and CERS staff). It includes a list of QQI Level 3 ISL trained staff.

Women In Leadership (Action 2.9)

A Women In Leadership Steering Group has been formed and has had its inaugural meeting.

The first action involves submission to the Department of Justice in relation to the Gender Pay

Gap. Another action commencing is the establishment of mentor and coaching support

mechanisms for women in Leadership in HSE.

Review of Diversity Training in HSE (Action 2.9)


A very productive Diversity training review day took place on Sept 28th

attended by the relevant

stakeholders.

Corporate Social Responsibility (Action 2.9)

Working with our colleagues in the Global Health Forum on the development of a process

overview for supporting employees to work on Humanitarian Crises and ongoing development

projects, a process guide has been developed and is in the consultation phase. This will provide

a guide for the ‘back office’ work that is required to support employees availing of various leave

types to work in response to Humanitarian Crises, or planned work with partners in developing

economies.

Culturally Diverse Teams (Action 2.9)

National Role out of “Preventative Measures – Managing for a Positive workplace for All” has

commenced to new sites nationally. HR Co-ordinators are currently being identified to host the

training initiative and will have been invited to attend a workshop on October 16th

. The training

is designed to strengthen managers early resolution of conflict within teams, thereby preventing

escalation to formal processes. An evaluation of the pilot programme indicates this is a

programme that is highly regarded by managers.

Workplace Health & Wellbeing Unit (Action. 2.6)

Introduction

Workplace Health and Wellbeing is about supporting staff in managing their own health and

wellbeing, to enable staff to maximise their work contributions and work life balance. This

includes how we collaborate and coordinate amongst ourselves to best fulfill the People

Strategy objectives and deliver on agreed priorities. Ultimately, the goal is staff who have a

strong sense of connection to the service, take personal responsibility for achieving better

outcomes and support team colleagues to deliver results.

Programme of Reform Projects

Quality Assessment & Improvement Tool (QA&IT)

• 6th

October – 6 staff (OH and HR) will test the tool.

• 11th

& 13th

October – Train the Trainer sessions will be run (approx. 30 OH staff)

• w/c 6th

November – Tool will be rolled out nationally.

Strategy for Doctors’ Health & Wellbeing – Preparing draft for consultation mid-end October

followed by launch at the end of November.

EAP Standards – Final Steering Group meeting scheduled for the end of October with an

anticipated launch date for end November.


OH Workforce Planning Tool Kit - The toolkit has been developed and is currently being rolled

out via monthly 3 hour workshops. The Workforce Planning Toolkit is aligned with the OHS

standards underpinning Theme 3: Workforce Planning and Resource Management.

A key recommendation upon completion of the toolkit by OH service providers is to evaluate

the findings using a thematic approach for information collection which will inform the next

steps for OH service planning nationally. Part of this output is already underway by way of a

steering group tasked with exploring an OH Nursing Strategy for the future.

Occupational Health Services

Occupational Health Service Standards

Training workshops to support the Implementation of the Occupational Health Service

Standards are continuing. Total numbers expected to have received training by the rollout date

of the QA&I Tool is 76.

A number of clinical policies relevant to occupational health services are under review to

support best practice.

Flu Season 2017-2018

Flu Clinics will be available across the service for staff to access the Flu Vaccine and these will be

promoted using WHWHU internal and external social media, and email platforms.

A Flu Education module for HSeLand has been developed for all healthcare workers to raise

awareness and to promote uptake of the flu vaccination. This was launched on 9th

October.

• Video to support the Flu Vaccine and wider Flu Campaign

• All Staff Broadcast email promoting the launch of the campaign

• Press Release promoting the launch of the campaign

• Ongoing Twitter and Yammer coverage to support the campaign direct from WHWU

• Promotion of campaign and clinics on HSE Linkedin and Facebook pages in conjunction with

Communications Division

National Medicine Protocols

Six protocols are due to be launched in the near future and a communications plan will be

developed to support their launch.

Health & Safety

During the month of August the following activity was recorded:

Health and Safety Helpdesk

Total Number of calls logged, representing the following: 170

Training 100


Audit & Inspection 13

Information & Advice 53

Policy 4

Total Requests Resolved 108

NHSF Training, Workshops, Seminars, Meetings etc

Total Events

NJC Meeting amendments to the following policies were

considered: Meeting deferred until November by Unions

N/a

Risk Assessment Workshops in following locations:

Portiuncula Hospital, Ballinasloe

1

Total number of courses coordinated by Training Team 6

Total Attendees 74

Total DNAs 3

Statistics on HSELanD courses to be delivered quarterly - due

December 2017

Information Session held at Cavan Monaghan Older Persons

Services, 9th

August 2017 – 10 attendees

10

Other

• Launch of fully integrated Training booking form into the self-service H&S

Helpdesk making the booking process paperless and easier for the end-

user.

• Website modified to support and compliment the new integrated

training booking process.

• Progressed completion of the safety alert system for the Hospital Groups

New Documentation Launched

• Ergonomic Tips for an Healthier Workspace – Fast Fact

Documentation in Development

• Progressed the development of HSE Guidance on the Management of the Bariatric Client


• Reviewed draft 1 of HSE Guidelines for the transport of patient specimens, cultures and

biological products

• In line with our consultation process commenced the review of feedback from external and

internal stakeholders on the draft HSE Policy on the Classification Packaging Marking and

Labelling of Pharmacy Wastes Generated in the Pharmacy

• Advanced the development of guidance on the HSE’s approach to OSH risk assessment and

supporting documentation

The following documentation was reviewed, updated and published on the website:

• FAQ Sensitive Risk Groups

• FAQ Safety Representative Elections and Role

• FAQ Office Accommodation

• FAQ Personal Protective Equipment

• FAQ Occupational First Aid

• Safety Alert Use of Display Screen Equipment

• Helpdesk User Guide (updated for new training booking process)

• Helpdesk Flowchart (updated for new training booking process)

The following documentation was reviewed, updated and distributed to the NHSF:

• Helpdesk Advisor Guide

South East Services non therapy activity

• Training for Intern nurses on Positive Mental Health x 3

• On-going work on CISM project

• WHWU Exec meeting

• EAP Standards meeting.

Midlands Services activity

• Attendance at CISM Network Ireland Committee Meeting

• EAP Steering Group Meeting

• EAP Standard development Workshop

• Work on CISM Project

• Delivery of Stress Management Workshop to staff

Mid-West Services activity

Total

New Clients 17

Counselling Sessions Number Total

Individual sessions 62

External affiliate counsellors 42 104

Support Services Total


Support to managers 7 hours

Case Management to affiliate

counsellors

3

Workshop / Group Sessions Audience Total

Stress Management (Thurles) Public Health Nurses 1

Meetings / Communications Total

Administration officer, Merlin

Park.

Details of local

services in the Mid

West provided for

information leaflets to

be modified to suit the

Mid-West service

1

Health Service Excellence Awards 2017 (Action 2.13.1)

The closing date for applications for the Health Service Excellence Awards 2017 was September

15, 2017 so entries have now closed. 319 applications have been received.

The aim of the Health Service Excellence Awards is to encourage and inspire people to develop

better services that result in easier access and high quality care for patients and to promote

pride among staff in relation to our services. The Awards also aim to highlight the many

achievements that take place across a range of staff groups and teams, services and locations,

so that we can celebrate success and promote shared learning for the benefit of other services.

A National Recognition Event will take place in December 2017 when the overall winner of the

Health Service Excellence Awards, the Popular Choice Award and the Best Team Project Award

will be announced.


Professional Supervision for HSCPs (Action 3.1)

Supervision Elearning module was officially launched on 27th September.

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

The SHARE Centre has been set up in HSELanD in response to the many requests being received

from individual services for online access to information and knowledge they wish to share with

others. This consists of an eclectic mix of really valuable information and resources for all

healthcare and social care workers. The SHARE Centre can host most media types including,

video, audio, presentations, multimedia and all other document types currently hosts a range

from Finance, Ambulance Services, HR, Nursing and Midwifery, Public Health, Acute Services

etc. A recent addition to the Share Centre of interest to the HR community is the Emergency

Medicine Workshop Series. Appropriate levels of staffing are crucial in meeting Emergency

Department (ED) patients’ needs and in assuring the quality and safety of the care they receive.

The dearth of national and international guidance relating to appropriate staffing for emergency

settings prompted the National Emergency Medicine Programme (EMP) with the support of the

Office of Nursing and Midwifery Services Director (ONMSD) to initiate the development of a

framework for nursing to support workforce planning in Emergency Departments. A framework

would also support standardised staffing models and ensure equitable and appropriate staffing

for all Emergency Departments (EDs) and Emergency Care Networks (ECNs) in Ireland. The

Emergency Department Nursing Workforce Planning Framework was subsequently developed

and published and serves as a guide to support senior ED nurse managers and their team to

assess and plan their nursing workforce to meet the needs of their individual services. The

framework promotes a consistent, standardised and evidence based approach to workforce

planning and provides the tools and resources to support workforce decisions. It can also

support the development of competence and confidence amongst nurse managers in making

workforce decisions. Education workshops to support implementation via a train the trainer

approach were delivered in Q1 & Q2 2017. The workshops were designed to enhance the health

professional’s skills in workforce planning within the emergency setting with specific focus on

the implementation of the ED Nursing Workforce Planning Framework toolkit in the practice

setting. The overall objective of the workshops were to enhance the standard of workforce

planning and analysis in practice across emergency healthcare settings nationally and aimed to

prepare participants to acquire the knowledge and skills to provide a workforce planning

leadership role in their emergency setting and to contribute to the improved workforce

planning capability through evidenced based practice. The workshop programme was delivered

in units of learning. Each unit of learning aligned to the six sections within the ED Workforce

Planning toolkit. Demand for Care, Operational Characteristics, Workforce Capacity, Workforce

Capability, Nursing Outcomes, Financial Planning. In the interest of sustaining this learning the

workshop presentations were video recorded and are made available here now as a point of

PRIORITY 3 LEARNING & DEVELOPMENT


reference to support implementation of the framework. Find out more by visiting the

‘Emergency Medicine Workshop’ in the Share Centre.

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

A range of Learning Solutions (E-Learning programmes and Practice Development Hubs) are

currently at various stages of Exploration and Development some new, others existing and

under review. Some of the themes we can reveal include:

• Induction

• Dignity at Work

• Recruitment Interviewer and Interviewee Skills

• Data Protection

• Hand Hygiene

• Moving and Handling

HSELanD Data Provision Policy

In an effort to rationalise the many requests for data emanating from across the health system

and to ensure all Data Protection obligations are being met especially in the context of the

coming into law next year of the GDPR legislation governing data protection, we are now

establishing a rigorous HSELanD Data Provision Policy to come in to effect from November 1st

2017. A memo is being circulated to this effect.

The Policy will establish that:

1. All data requests relating to that service are to be managed through one designated person,

to be given the title of HSELanD Data Manager, in each of the following Services:

a) Each individual Hospital within a Hospital Group (HSE and Section 38 Hospitals)

b) Each CHO Area 1 to 9

c) National Ambulance Service

d) National Human Resources

e) National Finance

f) Health Business Services

g) National Communications

h) Each Section 38 Agency

2. As part of our data provision & protection policy, all requests for HSELanD data about

individuals or groups of individuals are assessed for Data Protection compliance. A fully

completed HSELanD Data Provision Authorisation Form should be completed by the

identified designated person (HSELanD Data Manager) and signed off by an appropriate

Senior Manager (Assistant National Director or above) and must be submitted for review in

advance of approval by the HSELanD Team.


3. In the first instance each of the services above should send details of their nominated

individual (HSELanD Data Manager) to [email protected] (071 9834611).

4. HSELanD will respond with instructions and a Data Provision Authorisation form for

completion and return by the designated individual. Appropriate training will be provided for

each authorised person (HSELanD Data Manager) to ensure they are able to respond to data

requests appropriately, generate the required reports for their service and comply with Data

Protection requirements.

5. As from December 1st 2017 no HSELanD data will be available except through designated

HSELanD Data Managers.

6. The role of HSELanD Data Manager can only be carried out by the designated named

individual in each service. Any subsequent change (temporary or permanent) from the

designated named individual should be immediately notified to HSELanD through

[email protected] or [email protected]


Health Sector Workforce - August 2017 – Key Messages (Action 5.1 – 5.13)

At the end of August 2017, health services’ employment stood at 109,095 WTEs. When

compared with the July 2017 figure (108,938 WTEs), the change is an increase of +157 WTEs.

The August census sees the Acute Hospital Division, Mental Health Division, Corporate Division

and Health Business Services all record increases in direct employment. The Corporate Services

Division recorded the highest percentage increase from last month +0.9% (+14 WTEs).

Other key findings:

• The increase seen in August, of +157 WTEs compares with a decrease of -63 WTEs (-0.1%) for

the same month last year.

• Year-to-date increase is 2,010 WTEs (+1.9%), compared to an increase of 1,694 WTEs

(+1.6%) for same period in 2016. Increase in the last 12 months is +3,517 WTEs (+3.3%).

• Recorded employment levels have increased by +12,241 WTEs (+12.6%) since they bottomed

out in October 2013 (96,854 WTEs, adjusted to exclude Children & Family Services).

• All three sectors recorded increases from last month; HSE +87 WTEs, (+0.13%), the Voluntary

Hospitals Sector + 37 WTEs (+0.15%) and the Voluntary Agencies (Non-Acute) +33 WTEs

(+0.21%).

• 2 CHOs and 6 Hospital Groups increased employment levels in August, with the largest

percentage increase seen in University of Limerick Hospital Group which increased by +5.6%

• It is assessed that the WTEs represented in these employment reports, based on an overview

of pay expenditure data, equates to almost 90% of total pay expenditure excluding

superannuation.

Staff Category & Staff Group Changes – growth/change factors:

• The staff category to record the greatest increase this month was Medical/Dental at + 261

WTEs (+2.7%), with growth seen in both consultants and NCHDs. Other Patients and Client

Care and Management/Admin also recorded increases of 56 WTEs and 39 WTEs

respectively.

• Nursing continued to record reductions, by 157 WTEs, although nursing headcount reduced

by just 10 from last month. Since the end of 2016, nursing is up 442 WTEs (+1.2%) and in

headcount terms has increased by an additional 1,226 nurses.

• Significant increases were recorded in the HCA/Nurse Aide Grade group at +88 WTEs,

Specialist Registrar +52 WTEs and Senior House Officer +149 WTEs.

New Service Developments

• 178 WTEs of the 2017 new service development posts have been approved and have been

issued to National Recruitment Services for processing. A total of 3.5 WTEs are filled as at

the end of August 2017.

• 1,210 WTEs of service plan posts from 2014 to 2016 have yet to be filled. 12.5 WTEs

were filled this month. A total of 1,385 WTEs of new service developments in process

are still be filled as at the end of August 2017.

PRIORITY 5 EVIDENCE & KNOWLEDGE

September, 2017 Monthly HR Report

Pay and Staffing Strategy

• HSPC figure of 109,095 WTEs at end of August is

set out in the 2017 Health Sector funded workforce plan which is currently awaiting sign

off from Department of Health (

• All service divisions, with the exception of the Acute Hospitals Services (+376 WTEs) and

National Ambulance Service (+8 WTEs) are within their projected direct employment

profile at this time.

Overall Trend in Employment

The following tables and charts provide more detail on employment levels and trends, in respect of

employment data, by Staff Category, Grade Group, Sector, Divison and Service Delivery Organisation.

Acute v Community Services - March 2009 to August 2017

95,000

105,000

115,000

03/2009 03/2010 03/2011

Mar 2009, 111,770 WTEs


HSPC figure of 109,095 WTEs at end of August is 1,279 WTEs below direct


Health (August 110,374 WTEs).

All service divisions, with the exception of the Acute Hospitals Services (+376 WTEs) and

Ambulance Service (+8 WTEs) are within their projected direct employment

Overall Trend in Employment – 2009 to 2017


data, by Staff Category, Grade Group, Sector, Divison and Service Delivery Organisation.

March 2009 to August 2017

03/2012 03/2013 03/2014 03/2015

Oct 2013, 96,854 WTEs

Aug 2017, 109,095 WTEs

below direct WTE level as


All service divisions, with the exception of the Acute Hospitals Services (+376 WTEs) and

Ambulance Service (+8 WTEs) are within their projected direct employment


data, by Staff Category, Grade Group, Sector, Divison and Service Delivery Organisation.

03/2016 03/2017

Aug 2017, 109,095 WTEs

September, 2017 Monthly HR Report

Monthly changes since employment levels bottomed out in October 2013

By Staff Group: August 2017

By Division: August 2017

Staff Category /Group

Total Health Service Staffing

Medical/ DentalConsultants

NCHDs

Medical (other) & Dental

NursingNurse Manager

Nurse Specialist

Staff Nurse

Public Health Nurse

Nursing Student

Nursing (other)

Health & Social CareTherapists (OT, Physio, SLT)

Health Professionals (other)

Management/ Admin

Management (VIII+)

Clerical & Supervisory (III to VII)

General Support

Patient & Client CareAmbulance

Care

Division

Total Health Service StaffingAcute Services

Mental Health

Primary Care

Social Care

Disabilities

Older People

Health & Wellbeing

Ambulance ServicesCorporate

Health Business Services


Monthly changes since employment levels bottomed out in October 2013

WTE Aug

2017

change

since Jul

17

% change

since Jul

17

change

since Dec

2016

% change

since Dec

2016

Total Health Service Staffing 109,095 +157 +0.1% +2,010

9,918 +261 +2.7% +195 2,913 +21 +0.7% +52

6,209 +247 +4.1% +149

796 -7 -0.8% -5

36,278 -157 -0.4% +442 7,405 +8 +0.1% +127

1,645 -9 -0.6% +66

24,595 -168 -0.7% -173

1,497 +17 +1.2% -2

835 -0 -0.0% +430

300 -4 -1.5% -5

15,564 -5 -0.0% +200 4,310 -36 -0.8% +76

11,254 +31 +0.3% +124

17,376 +39 +0.2% +609 1,548 +6 +0.4% +103

15,828 +33 +0.2% +506

9,465 -37 -0.4% +17

20,495 +56 +0.3% +547 1,708 +0 +0.0% +67

18,788 +56 +0.3% +479

WTE Aug

2017

change

since Jul

17

% change

since Jul

17

change

since Dec

2016

% change

since Dec

2016

Total Health Service Staffing 109,095 +157 +0.1% +2,010

55,460 +244 +0.4% +1,339

9,734 +17 +0.2% +106

10,547 -98 -0.9% +11

27,085 -23 -0.1% +281

17,313 -9 +0.0% +251

9,773 -15 -0.2% +30

1,426 -3 -0.2% +43

1,818 +3 +0.2% +74

1,588 +14 +0.9% +85

1,437 +4 +0.3% +72

% change

since Dec

2016

change

since Aug

2016

% change

since Aug

2016

+1.9% +3,517 +3.3%

+2.0% +404 +4.2%+1.8% +101 +3.6%

+2.5% +278 +4.7%

-0.7% +24 +3.1%

+1.2% +739 +2.1%+1.7% +280 +3.9%

+4.2% +114 +7.4%

-0.7% +296 +1.2%

-0.2% +11 +0.7%

+106.2% +41 +5.1%

-1.7% -2 -0.6%

+1.3% +577 +3.9%+1.8% +171 +4.1%

+1.1% +406 +3.7%

+3.6% +909 +5.5%+7.1% +142 +10.1%

+3.3% +767 +5.1%

+0.2% +7 +0.1%

+2.7% +880 +4.5%+4.1% +112 +7.0%+2.6% +769 +4.3%

% change

since Dec

2016

change

since Aug

2016

% change

since Aug

2016

+1.9% +3,517 +3.3%+2.5% +2,065 +3.9%

+1.1% +173 +1.8%

+0.1% +181 +1.7%

+1.0% +641 +2.4%+1.5% +611 +3.7%

+0.3% +30 +0.3%

+3.1% +84 +6.3%

+4.3% +121 +7.1%+5.7% +170 +12.0%

+5.3% +82 +6.0%


By Service Delivery area: August 2017

Source: Health Service Personnel Census

Attendance Management – July, 2017 (Action 5.6)

Benchmark

/ Target

July

2017

% medically

Certified (July

2017)

Absence

Rates 3.5% 4.2% 91%

Service Area WTE Aug

2017

change

since Jul

17

% change

since Jul

17

change

since Dec

2016

% change

since Dec

2016

change

since Aug

2016

% change

since Aug

2016

Total Health Service Staffing 109,095 +157 +0.1% +2,010 +1.9% +3,517 +3.3%Children's 3,046 +14 +0.5% +72 +2.4% +126 +4.3%

Dublin Midlands 10,216 +59 +0.6% +147 +1.5% +382 +3.9%

Ireland East 11,233 -21 -0.2% +261 +2.4% +414 +3.8%

RCSI 8,703 +38 +0.4% +257 +3.0% +350 +4.2%

Saolta Healthcare 8,601 +67 +0.8% +144 +1.7% +184 +2.2%

South/ South West 9,843 +43 +0.4% +258 +2.7% +399 +4.2%

University of Limerick 3,799 +45 +1.2% +203 +5.6% +208 +5.8%

other Acute Services 19 -0 -2.2% -4 -15.9% -0 -1.6%

Acute Services 55,460 +244 +0.4% +1,339 +2.5% +2,065 +3.9%

CHO 1 4,789 -5 -0.1% -9 -0.2% +65 +1.4%

CHO 2 4,839 -24 -0.5% +37 +0.8% +88 +1.8%

CHO 3 3,956 +11 +0.3% +49 +1.3% +67 +1.7%

CHO 4 6,738 -2 +0.0% +182 +2.8% +310 +4.8%

CHO 5 4,389 -23 -0.5% +17 +0.4% +38 +0.9%

CHO 6 3,670 -8 -0.2% -665 -15.3% -652 -15.1%

CHO 7 6,232 -45 -0.7% +703 +12.7% +770 +14.1%

CHO 8 5,643 -9 -0.2% +7 +0.1% +99 +1.8%

CHO 9 6,301 +3 +0.0% +41 +0.7% +128 +2.1%

Other Non-Acute 434 -3 -0.8% +26 +6.5% +67 +18.3%

PCRS 376 +1 +0.3% +9 +2.6% +16 +4.3%

Community Services 47,366 -105 -0.2% +398 +0.8% +995 +2.1%

Health & Wellbeing 1,426 -3 -0.2% +43 +3.1% +84 +6.3%

Ambulance 1,818 +3 +0.2% +74 +4.3% +121 +7.1%

Corporate 1,588 +14 +0.9% +85 +5.7% +170 +12.0%

Health Business Services 1,437 +4 +0.3% +72 +5.3% +82 +6.0%


EWTD Compliance to 31st

August (Actions 5.1, 5.8)

Some key points:

1. The data deals with 5,312 NCHDs – approximately 94% of the total eligible for inclusion.

Note that this is calculated on the basis that the number of NCHDs is increasing on a month

by month basis. The number of NCHDs included in August 2015 was 5,277, in August 2016

it was 5,509;

2. Compliance with a maximum 48 hour week is at 82% as of end August – unchanged from

July;

3. Compliance with 30 minute breaks is at 99% - unchanged from July;

4. Compliance with weekly / fortnightly rest is at 99% - unchanged from July;

5. Compliance with a maximum 24 hour shift (not an EWTD target) is at 97% - unchanged

from July;

6. Compliance with a daily 11 hour rest period is at 97% - unchanged from July. This is closely

linked to the 24 hour shift compliance above.


Mediation Awareness Week

Mediation Awareness Week, 7th to 14th October 2017, will highlight the benefits of mediation

and the opportunity it offers to resolve conflict right across our society. During this week,

mediators from community groups, professional bodies, educational establishments, public

bodies and family interest groups will give their time voluntarily to help the Irish public

understand what mediation is and the important role it can play in resolving disputes between

individuals, businesses and community organisations.

HSE National HR Mediation Service (Action 6.5.1)

Our service is actively supporting Managers and Staff dealing with issues causing conflict in the

workplace.

Mediation promotes an effective and positive way to resolving issues, difficulties and disputes.

It is a Confidential Voluntary process of conflict prevention and resolution that allows the

parties in dispute the opportunity to address and resolve their issues in a confidential and

private environment.

Our service promotes early intervention in conflict, reducing the need for more lengthy and

stressful formal processes and Investigations.

For more Information and Advice or to speak to a Mediator: Contact: 046-9251255

Email: [email protected]

To download our Information Leaflet and Poster visit our web page:

http://www.hse.ie/eng/staff/benefitsservices/Mediation_Service/

National Workplace Unit (Investigations) (Action 6.6)

National HR Investigation Support Section

Pilot of Suite of Forms

Trust in Care - Suite of Forms

Dignity at Work - Suite of Forms

Disciplinary - Suite of Forms

From 1st

August 2017 to 30th

September 2017 the above Draft Forms were piloted in service

areas of the HSE. Feedback from the pilot has been extremely positive. An evaluation period is

now being held where all feedback is being examined. The live forms will be introduced in

December 2017.

PRIORITY 6 PERFORMANCE


The Draft Forms will continue to be used prior to the introduction of the live forms. We have

been contacted by services within the HSE, outside of the pilot group, who are asking can they

use the Draft Complaint Notification, Preliminary Screening Outcome and Investigation Request

Forms in relation to the above Policies/Procedure, and we have agreed to same.

A significant output from the pilot was the receipt of a large number of requests for Pre-

Screening training across all policies/procedures.

Meeting with CHO Area Heads of Human Resources

Members of the Workplace Relations Unit attended a meeting with the CHO Heads of Human

Resources on 13th

September 2017. A presentation outlining the work of the Workplace

Relations Unit and the related Sections within the unit was delivered, followed by a question

and answer session. It was a very positive meeting and the Heads of Human Resources in the

CHO areas fully supported the work and initiatives taking place.

Date for your Diary

Following significant requests to the National Human Resources Division Workplace Relations

Unit for more Investigation Commissioner Training In addition and as a result of the Pilot taking

place on the Draft Human Resources Investigation forms Mr. Gerry O’Neill has agreed to put a

programme in place for Pre Screening training.

Training is planned for the following dates:-

30th

November 2017 – Pre Screening Training

23rd

November 2017 – Investigation Commissioner Training

Please contact Ms. Kim Inglis, National Human Resources Division, Workplace Relations Unit,

Investigation Support Section for further information and to book a place – [email protected].

Investigation Referrals

All requests for investigators to undertake all Human Resources investigations should now be

submitted to the National Human Resources Division Workplace Relations Unit, Investigation

Support Section. All Human Resources investigation team members must now be nominated

by the National Human Resources Division, Workplace Relations Unit, Investigation Support

Section only, details below:- National Human Resources Division, Workplace Relations Unit,

Investigation Support Section - [email protected]

HSE Coaching - Internal Coaching Service

Internal Mentoring Service


An “as is” process is currently underway by the National Human Resources, Workplace Relations

Unit, Staff Development Section, regarding the current mentoring service provided within the

HSE.

EMCC Ireland (European Mentoring and Coaching Council) is leading the way in worldwide

initiatives for the professionalisation of Coaching and Mentoring and has developed ‘The

Professional Charter for Coaching and Mentoring’ in conjunction with the ICF.

Following on from this, the Staff Development Section met with the EMCC Ireland with a view to

developing an internal Mentor Training Programme which when completed will accredit

individual Mentors. Furthermore, the Mentor Training Programme will be accredited and will

also result in the accreditation of the HSE through the International Standards for Mentoring

and Coaching Programmes (ISMCP).

Internal Coaching – Complaints Process

The “as is” review of Internal Coaching has now been completed and a draft report has been

submitted

Operations Section

Draft Complaint, Pre Screening & Investigation Forms

Feedback from this pilot, which has concluded is informing the development of the final suites

of forms

Drop down answer selections are being applied to all forms to facilitate ease of use and to

standardise location and service information for statistical analysis.

All 9 forms will be available on our new Intranet space once the review is complete. Work has

commenced with HSE ICT partners to migrate these Word based forms into eForms to facilitate

electronic on-screen data entry and submission.

01 HSE Trust in Care – Complaint Notification

02 HSE Trust in Care – Preliminary Screening Outcome

03 HSE Trust in Care – Investigation Request

01 HSE Dignity at Work – Complaint Notification

02 HSE Dignity at Work – Preliminary Screening Outcome

03 HSE Dignity at Work – Investigation Request

01 HSE Disciplinary Procedure – Complaint Notification

02 HSE Disciplinary Procedure – Gathering of Preliminary Facts Outcome

03 HSE Disciplinary Procedure – Investigation Request

Investigations Database


Work is on-going in further refining our technical requirement specification for the electronic

Complaints Management System.

ICT Business Case – Complaints Management System

A pilot and testing platform has been established with HSE ICT partners to examine and

evaluate potential ICT solutions to Customer Relationship Management (CRM) as well as

document management and workflow assignment.

HSE Intranet / HSE Website

Content for our HSE Intranet Information Resource is being finalised with the various sections

within the National Human Resources Division, Workplace Relations Unit. Our partners in HSE

Digital are working with us in terms of site structure and content advice. It is intended that our

HSE Intranet presence will be “live” by the end of October.

HSE Coaching – External Coaching Services

The HSE External Coaching Service continues to be managed and administered as per the

procurement framework. Mid-point evaluations are being introduced for those applicants at

the halfway mark of their coaching allocation. All applications for external coaching should be

directed to [email protected] / 046 9251329 in the first instance who will provide the

appropriate application forms and guidance on the agreed process.

The National Human Resources Workplace Relations Unit can be contacted at: National Human

Resources Division, Workplace Relations Unit, Health Service Executive, Bective Street, Kells, Co.

Meath Tel: 046 9251790 Email: [email protected]

Mentoring – Women in Leadership (Action 6.8.1)

Following the event in August designed to support Women in Leadership across the Health

Sector and following interest in holding further events to facilitate networking, collegiality and

promotion of this vitally important agenda, the HR Division are planning a number of Breakfast

and Lunch sessions, webinairs, etc in the coming months. Our next event will be a breakfast

session on 17th

October with Orlaith Carmody. Orlaith is a very successful businesswoman and

author of Perform as a Leader, RTE news reporter for a number of years and a great advocate

for Women in Leadership.

HR Education Programme – HR Senior Staff (Action 6.10)

The HR Education Programme on employment law & effective HR practice continues and next

programme will be delivered on 4th

October and will address “Industrial Relations in the HSE.”

Given the extremely complex industrial relations environment within which the HSE operates

this is an extremely important session for senior practitioners. This element of the programme

will deal comprehensively with the following issues:


• Overview of the Industrial Relations Acts as they related to trade disputes

• Procedural aspects to balloting for industrial actions

• Dealing with “work to rule” situations

• Unofficial industrial action

• Restraining industrial action, can it be done - how practical is it?

• Complaints to the Workplace Relations Commission / the Labour Court under the Industrial

Relations Acts / the Workplace Relations Act 2015, including:

o Part IV of the Workplace Relations Act 2015 (as it relates to industrial relations)

o Dealing with individual complaints under Section 13 of the Industrial Relation Acts

1969

o Investigation of a “trade dispute” by the Labour Court in accordance with Section 20

of the Industrial Relations Act 1969

o Investigation of a "trade dispute" by the Labour Court in accordance with Section

26(1) of the Industrial Relations Act 1990.

• Collective agreements: what are they, are they binding on employers?

• Overview of the Industrial Relations Acts as they related to trade disputes

• Procedural aspects to balloting for industrial actions

• Legal status of the Public Service Agreements (PSA, Haddington Road Agreement, Lansdowne

Road Agreement).


Activity Update – CERS

Lansdowne Road 2

The Public Services Committee of the Congress of Irish Trade Unions, at a meeting on

September 18th

, formally endorsed by a margin of 80% the provisions of the Lansdowne Road 2

Agreement. The agreement was supported by all unions with membership within the Health

Services with the exception of UNITE, who, have always been collectively bound by the overall

result of such national agreements. The Psychiatric Nurses Association and the Irish Dental

Association, both of whom are outside of ICTU, but who were party to the process that lead to

the agreement are currently involved in balloting their members and expect results from both

around mid-October.

The matter of looking further at particular grades who have challenges with regard to

recruitment and retention of staff will be commencing shortly. With regard to the health

services, there will be the focus on the area of nursing, Consultant Medical Staff, NCHD’s, and

certain Allied Health Professionals such as Radiography. The health sector element of this

exercise will be dealt with in the first case and is expected to conclude by the middle of 2018.

Other issues that now stand to be addressed relate to certain matters that were previously

agreed to pending the outcome of the pay talks process, these include restoration of certain

allowances to nursing staff as per the Nursing/Midwifery agreement of March 2017 and the

granting of incremental credit to Support Staff who heretofore been recruited under the

provisions of the intern programme, which was a specific feature of the Haddington Road

Agreement of 2013. Relevant circulars with regards to these matters will be issued to the

system shortly.

Radiography Issues

Agreement has now been reached for the establishment of a Review, of the provisions of

LCR20232 regarding Radiography grades. This exercise which will be independently chaired will

deal with a number of issues that have been problematic in the Radiography profession in

recent times, particularly relating to difficulties with regard to the provision of on-call services.

It should be emphasised that any matters pertaining to pay cannot be dealt with in this forum

and if there are such issues that require addressing, they will have to be dealt with via the

mechanisms allowed for under the Public Service Pay Commission.

Emergency Department-Claim by SIPTU/IMPACT/IMO

The claim by the above 3 unions for granting of concessions similar to those applicable to

nursing grades arising from the January 2016 agreement was before the Labour Court for a

second time recently. However, once again, the Court was reluctant to deal with the matters,

and again requested the parties would recommence a process of direct engagement, with the

assistance of the Workplace Relations Commission if necessary.

PRIORITY 7 PARTNERING


This reengagement is due to commence in the near future.

Community Healthcare Networks

A process of engagement with staff organisations regarding the development of Community

Healthcare Networks as to how the CHO report has been initiated. Community Healthcare

Networks are geographically based units which consist of an average of 5 multidisciplinary

primary care teams which will deliver local services to an average population of 50,000.

The CHO report describes staff assigned to primary care teams and each CHN

(Community Healthcare Network) will be managed by a Network Manager who will be the

person accountable for the delivery of Primary Care within the CHN.

The management proposal is that each CHO will have a CHN learning site. These learning sites

will provide an opportunity to test the network concept. The intention is that the process to

initiate the learning sites will be activated early in 2018.

Progressing Disability Services

HSE management have commenced talks with the relevant unions with regards to progressing

the PDS initiative. The intention is that the measures necessary to expedite this matter will be

concluded before year end.

Compassionate / Bereavement Leave – National Claim

The unions’ claim for revised bereavement leave arrangements to be extended to health service

employees was the subject of a conciliation conference under the auspices of the Workplace

Relations Commission (WRC) on the 22 September 2017. The unions are seeking to have the

revised arrangements which were introduced in the Civil Service in January 2017 and set out in

Circular 01/2017 (DPE202-020-2016) to be applied to the health service. This claim was raised

by the unions at the National Joint Council in March 2017 and the HSE subsequently carried out

a costing exercise, at the request of the Department of Health, to get an estimate of the

potential cost implications. At the conciliation conference the management side (represented

by HSE and Department of Health officials) advised the unions that this claim is currently under

review and the Department of Health are engaging with the Department of Public Expenditure

& Reform on the issue of funding. The outcome of the conciliation conference was that the

management side agreed to submit a response to the WRC within 3 weeks.

The existing national arrangements for compassionate leave in the health service are set out in

HSE HR Circular 016/2012.

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

(Priority Action 7.9)

Considerable progress has been made been made during the union consultation process and

agreement has been reached on a number of issues. Any issues which remain unresolved were

referred by DPER for facilitation discussions under the auspices of the Workplace Relations

Commission (WRC). This facilitation process was held in April and was attended by


representatives from the public service unions and sectoral management. Following the WRC

discussions, the management side agreed to consider revisions to its current proposals. DPER

are currently undertaking a review of certain aspects of the original proposals prior to further

engagement with the unions.

The purpose of the Review is to look at the overall effectiveness and operation of the Public

Service Sick Leave Scheme to date and to assess any operational difficulties which have arisen

since its introduction. However, the fundamental terms of the Scheme, such as the overall sick

pay limits and the dual look back, are beyond the scope of this Review. Based on feedback from

public service management and the outcome of the union consultation meetings, DPER have

developed a number of recommendations to improve the operation of the Scheme in terms of

cost-effectiveness, standardisation and equity.

DPER’s recommendations address the operation of three key components: Temporary

Rehabilitation Remuneration (TRR), the Critical Illness Protocol and the ‘Look Back’ period for

calculating payment. The recommendations also deal with a number of other issues arising

from the application of the sick pay scheme which have been raised by the sectors. It is hoped

that the WRC process will resolve the outstanding issues which relate to TRR and the ‘Look Back’

methodology.

Circular on Injury Allowance

HSE HR Circular 13/2017, which sets out the revised arrangements governing payment of the

injury allowance, has issued (http://www.hse.ie/eng/staff/Resources/HR_Circulars/HR-Circular-

013-2017-re-Injury-at-Work-Allowance.html ).

The Circular provides that the application of a ‘degree of impairment’ rating for the purposes of

calculating the injury allowance payment for employees who are temporarily incapacitated has

ceased with effect from 16th

March 2017.

The unions also submitted a claim for retrospective application of the injury allowance payment

and this matter is currently under review.

Work is now underway in conjunction with the Department of Health to extend the injury

allowance scheme to employees who are members of the Single Scheme 2012 and who

currently do not have access to this allowance. The intention is that Single Scheme members

will receive equivalent benefits to those covered by the pre-existing pension schemes. In the

interim, individual cases which arise may be examined.

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

Retrospective Vetting of Existing Employees

A Circular in relation to retrospective vetting of existing employees under Section 21 of the

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

Health service employers have a statutory obligation to ensure that applications for

retrospective vetting disclosures are made not later than 31 December 2017.


A copy of the Circular and related documents are available on the HSE website:

https://www.hse.ie/eng/staff/Resources/HR_Circulars/HR%20Circular%20022%202017%20re%

20National%20Vetting%20Bureau%20Acts%202012-2016%20-

%20Garda%20Vetting%20of%20Existing%20Health%20Service%20Employees%20Engaged%20in

%20relevant%20work%20with%20Children%20or%20Vulnerable%20Persons%20-

%20Section%2021.html

The Act provides a statutory basis for the vetting of persons carrying out relevant work with

children or vulnerable persons and prohibits any person to undertake relevant work or activities

unless the organisation receives a vetting disclosure from the National Vetting Bureau of the

Garda Siochana in respect of that person. The Act defines relevant work or activities as “any

work or activity which is carried out by a person, a necessary and regular part of which consists

mainly of the person having access to, or contact with, children or vulnerable adults”.

The Act came into operation on 29th

April 2016 (except for the Re-vetting provisions under

Section 20 which are yet to be enacted). Section 21 of the Act provides for the retrospective

vetting of employees who are carrying out “relevant work or activities” and who were not

previously vetted. Regulations (SI No. 223 of 2016) provide that applications for retrospective

vetting disclosures shall be made not later than 31 December 2017.

Health service management within the services are required to identify those employees who

have not previously been vetted and whose positions are deemed to come within the scope of

section 21 of the Act. Prior to requesting an employee to undergo Garda vetting in accordance

with Section 21, managers are required to establish whether the employee is engaged in

relevant work so that confirmation can be provided to the Bureau on the vetting application

form. The Bureau have raised concerns with the HSE regarding inappropriate applications for

vetting and have advised that vetting applications should only be submitted for health service

positions which constitute relevant work as defined by the legislation.

It is imperative that employers adhere to the statutory deadline for submitting applications for

retrospective vetting disclosures to the Bureau not later than 31 December 2017 and monitor

progress in this regard.

National Joint Council – Policies and Procedures Sub-Group

The National Joint Council (NJC) Policies and Procedures Sub-Group is the national forum for

engagement with the health service trade unions on draft HSE/health service policies and

procedures. This forum is convened under the auspices of HSE Corporate Employee Relations

Services (CERS) which facilitates this consultation process between management and health

service unions. The meetings generally take place on a monthly basis. The most recent meeting

took place on the 26 September 2017 and involved a presentation and discussion on the

National Strategic Framework for Health Workforce Planning which is currently being developed

by the HSE and Department of Health. Policies which are scheduled for discussion at the

November 2017 meeting include the draft Policy and Procedure for the Management of


Intoxicant Misuse, the draft HSE Manual Handling and People Handling Policy, and the draft

Policy for the Prevention and Management of Stress in the Workplace Policy.

Health service management Policy Leads with draft national policies and procedures which

require consultation with the unions should email Susan Keegan ([email protected]) in CERS

enclosing a copy of the draft documentation and a brief summary of the topic. The topic will be

scheduled on the agenda for the next available meeting date having regard to the agreement

with the unions that a maximum of four draft policy documents would be circulated between

meetings to facilitate the review process. Following confirmation of the meeting date, a copy of

the draft documentation and details of the relevant Policy Lead are circulated to the unions

which may submit comments and feedback in advance. The Policy Lead is responsible for

presenting the draft document to the trade unions at the meeting, addressing issues raised and

undertaking any follow up action agreed. Any queries on this process may be e-mailed to Susan

Keegan.


E-Human Resource Management (e-HRM) & Technology (Action 8.18)

The HeLM (Health electronic Learning Management) Project continues to make steady progress.

A very successful one day workshop was held in August at the Tibradden Blended Learning Suite

at the Centre for Learning and Development at Tallaght Hospital, Dublin, with members of the

HeLM National Reference Group and their nominees facilitated by the HSELanD Team to review

and assist with the creation and development of suitable suite of on line learning resources to

support the implementation of the Learning Management System.

HOPE EXCHANGE PROGRAMME 2018

Applications are now invited from health professionals to participate in a programme designed

to promote the exchange of knowledge and expertise within the EU and to provide training and

experience for hospital and healthcare professionals in a European context. The length of the

exchange period is 4 weeks, starting on Monday 7th

May 2018 for all candidates.

Further information and application forms may be downloaded from the HOPE website. The

address of the website is: http://www.hope.be/hope-exchange-programme/

Completed application forms must be returned by 31st

October 2017 to the National Co-

Ordinator, Mr. Eamonn Fitzgerald. Email: [email protected].

HOPE, the European Hospital and Healthcare Federation, is a European non-profit organisation,

created in 1966 representing national public and private hospital associations and hospital

owners. With 37 organisations from the 28 Member States of the European Union, Switzerland

and the Republic of Serbia, HOPE covers almost the 80% of hospital and social care activity.

HOPE mission is to promote improvements in the health of citizens and a uniformly high

standard of hospital care by the European Union, fostering efficiency, effectiveness and

humanity in the organisation and operations of hospital and health services.

One of the basic objectives of HOPE is to promote exchange of knowledge and expertise within

the European Union and to provide training and experience for hospital and healthcare

professionals in this European context. Since 1981, the European Hospital and Healthcare

Federation is running the HOPE Exchange Programme. It is a training programme for

professionals with managerial responsibilities working in hospitals and healthcare facilities.This

Exchange Programme aims to lead to better understanding of the functioning of healthcare and

hospital systems within the EU and neighbour countries, by facilitating co-operation and

exchange of best practices.

The length of the exchange period is 4 weeks, starting on Monday 7th

May 2018. It has been

followed, since 1988, by an evaluation meeting and since 1992 also by a seminar in June, to

which all professionals of the HOPE Exchange Programme are invited. Each year these meetings

PRIORITY 8 HUMAN RESOURCE PROFESSIONAL SERVICES


are organised in a different country by its national delegation of HOPE. In 2018, this will take

place in Stockholm, Sweden from Sunday 3rd

to Tuesday 5th

June. During the evaluation meeting

each professional is requested to contribute to a national presentation of his/her experiences

abroad.

Story boards, videos and further details in relation to all actions outlined in this Report are

available on our @HSE_HR twitter account. Our next HR monthly report will issue on the 6th

November, 2017.

Rosarii Mannion

National Director Human Resources

september hr report - hse.ie · september, 2017 monthly hr report follow us on twitter: @hse_hr...

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