Workforce Performance Report
April-May 2012
Trends and Forecasting
•Against the last 12 months turnover is showing
a slight increase although still below the trust
target of 12%. In April and May this comprised
103 and 92 leavers respectively (h/c). If there
are further MARS schemes this increase may
continue.
•WTE has grown by 4.5% with c 80 staff TUPE’d
in from Bucks in October 2011; growth slowed in
May 2012 largely as a result of MARS. A TUPE in
in October of 40 staff will even out any future
decrease due to MARS.
•Sickness absence has been consistently above
the 3.5% target i.e. 3.8% this has been the case
for the last 6 months however work is taking
place in divisions to improve sickness
management e.g. Short term sick trend analysis.
•The vacancy rate has been variable over the
last 12 months; live vacancies latterly have
increased
•Bank and agency spend peaked in March 12 but
are now being managed down significantly, this
largely the result of monitoring in community
hospitals.
Actions
•Development of a new on-line exit questionnaire has begun to better capture reasons for leaving.
•There is a focus on recruitment of sessional staff to further decrease bank and agency spend.
•Casework has decreased with an emphasis on proactive management and closer working with Occupational
Health. Also a total of 65 new investigators have been trained which will spread the workload and ultimately
reduce delays
•Senior HRBPs are rolling out workforce planning in their divisions.
•A number of recruitment Open Days have been organised to spotlight and focus on key areas such as Reablement and some Children’s services. `
Projects
Milestone Summary
Payroll re-tender
•PQQ Evaluations completed June 15 2012
•Finalising of IT spec and scoring due for completion 28 June 2012
•ITT due for publication on June 29 2012
E-Expenses Retender
•Preparation of PQQ and marking scheme due for completion June 22nd 2012
•Advertisement in OEJU to be placed July 6th 2012
Learning and Development
Online dashboard reporting for the new statutory and mandatory training – completed May 2012.
Resuscitation eLearning training pre-assessment – filming on track for 22 June & user testing 6 August.
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2
Statutory and Mandatory Training / PDR’s
100
90
80
70
60
S&M Combined
50
Mandatory
40
Statutory
30
20
10
0
Apr-12
May-12
100
90
80
70
60
PDRs
50
40
30
20
10
0
Apr-12
May-12
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Statutory and Mandatory Training Benchmarking
Trust
Target
Performance
Berkshire Healthcare FT
Statutory Training defined as: Fire, Manual Handling and Health & Safety
85%
85%
Other ‘mandatory’ training
(*except PMVA which is 85% performance)
85%
57%*
Milton Keynes Hospital FT
Statutory comparable to Oxford Health FT
85%
57%
85%
85%
Subject only
reporting
95%
Subject only
reporting
80%
74%
85%
74%
75%
Subject only
reporting
Bucks Healthcare Trust
Statutory defined as ‘legislative’
Mandatory – the rest
Southern Health FT
S&M not differentiated; based on NHSLA minimum data set.
Oxford University Hospitals Trust
S&M not differentiated; based on NHSLA minimum data set.
Portsmouth Hospitals FT
S&M not differentiated; based on NHSLA minimum data set.
University Hospitals Southampton FT
S&M not differentiated; based on NHSLA minimum data set.
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Trends and Forecasting
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Each Division has signed-off action plans including risk assessments to ensure patient and staff safety.
Performance in April adjusted for the increased targets, removal of key exemptions and tighter refresher periods
(Resuscitation and PMVA) would have shown 70% for combined statutory and mandatory training.
The equivalent combined performance in May shows an 8% improvement to 78%. This comprises 74% statutory (against
100% target) and 98% mandatory (against 85% target).
Alternative eLearning solutions have been established and promoted to reduce time away from service delivery and avoid
50 additional classroom based sessions.
Scheduling of 300 additional courses has been achieved for 50%, whilst scoping continues to enable extra Subject Matter
Expert (SME) resource, mainly from Nursing & Clinical Standards Directorate.
Benchmarking conducted this month (see Appendix) across local Trusts shows:
The composition of ‘statutory’ and ‘mandatory’ varies with some not choosing to differentiate
Targets vary from 75-95% with most set at 85%
Range of current performance varies between 57% and 85%.
PDRs
The new PDR process and cycle has been introduced with support into Divisions from HR Business Partners.
Performance in April adjusted for the removal of key exemptions (sessional workers, new starters) and the new 100%
target would have shown 64%, a predicted reduction at the start of the new cycle.
The equivalent performance in May shows an improvement to 71%, an upward trend for all Divisions which should
continue as the cycle is completed for P4.
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