Workforce Performance Report
June 2013 Public
Jayne Halford
Deputy Director of HR
Caring, safe and excellent
1
Headline HR KPIs
Specialised - Sickness Rates by Length of Episode
Short term
Medium Term
Long Term
8.0%
7.0%
6.0%
5.0%
4.0%
3.0%
2.0%
1.0%
0.0%
C&F Sickness Rates by Length of Episode
Corporate- Sickness Rates by Length of Episode
Long Term
Medium Term
Short term
Medium Term
4.0%
4.5%
3.5%
4.0%
3.0%
3.5%
2.5%
3.0%
2.0%
2.5%
1.5%
2.0%
1.0%
1.5%
0.5%
0.0%
1.0%
0.5%
0.0%
4
EXIT QUESTIONNAIRE DATA
5
SPECIALIST MENTAL HEALTH SERVICES - PERFORMANCE AGAINST TARGET –
ALL INDICATORS
6
SPECIALIST MENTAL HEALTH SERVICES - PERFORMANCE AGAINST TARGET
- ALL INDICATORS
Analysis/Actions being taken by the HR Team in Month
Turnover
10.35% v Trust target 12%
Overall turnover is within target and relatively unchanged. There is always more turnover on the wards where staff can be promoted than in the
Community teams where promotion would require a move into management.
Sickness
4.32% v Trust target 3.5%
The overall sickness figure at 4.32% is reducing monthly and long term sickness cases at 2.13% (which equates to c 20 people)are being resolved through
medical discharge or phased returns to work.
Bank and agency
5.51% v Trust target 5%
Usage is increasing due to the shortage of staff on the wards and the nature of the patients with a need to have a higher ratio of staff for observations . To
reduce vacancies the Division has recently recruited 14 staff nurses in to the Oxford Adult wards and 4 in Bucks Adults. These staff are anticipated to start
at the end of August when the need for bank and agency should decrease. The use of agency workers on the ward is unusual but NHSP are unable to fill all
shifts that are required and there is a need for regular staff to be employed to cover vacancies. 3.7% of the salary bill is being worked on sessional shifts.
Vacancies
4.95% v Trust target 9%
The MH division is well below the KPI and currently has 86 candidates awaiting clearance or working their notice and 13 roles to be filled. Clinical roles are
being agreed by the Operations team prior to recruitment . The Older Adult wards are recruiting additional sessional staff to provide support for
observations.
.
7
OXFORDSHIRE COMMUNITY SERVICES – PERFORMANCE AGAINST TARGET
– ALL INDICATORS
8
OXFORDSHIRE COMMUNITY SERVICES – PERFORMANCE AGAINST TARGET
- ALL INDICATORS
Analysis/actions being taken by HR in the month:
Turnover 13.4% v Trust target 12%
•The Division remains slightly above Trust target at 13.4%: there remains variation across the services.
•There is a mixture of reasons for leaving within Community Division which include retirement, promotion, and workload as significant reasons for staff
leaving.
•Analysis of recent staff survey results has identified concerns with workload and staffing levels within Community Nursing teams. HR and Management
are still developing and updating action plans based on staff survey findings.
Sickness 4.73% v Trust target 3.5%
Whilst sickness is still above the Trust target of 3.5% in some areas it has fallen substantially since the previous month from 5.20% to 4.73%.
•Training in short term sickness absence management for the Band 6/7s in the Community Nursing teams has now been delivered to all Localities.
•The HR team are also working closely with Community Nursing management to ensure that sickness is being accurately recorded on Turn Around
Documents. A training programme similar to that which was rolled out in Community Nursing teams is being planned for Community Hospitals.
Bank and Agency
2.1% v Trust target 5%
Bank and Agency usage is below Trust target and correlates with a reduction in vacancies and higher usage of sessional contracts. Use of overtime is also
a feature in Community.
Usage is currently showing as being high within Urgent Care and work needs to be undertaken to drill down to the reasons for this.
Usage within Community Hospitals has reduced since the previous month.
A large percentage of the Community Hospital vacancies have been filled so it is anticipated that Bank and Agency usage will reduce further over the
coming months.
Vacancies: (from candidate pipeline)
7.12% v Trust target 9%
The number of vacancies is currently 150 of which 15 are at offer and 86 are at offer accepted.
The trend in vacancies was a decrease until last month when there was a peak, this month may show the beginning of a downward trend again. There
remain pockets of vacancies to which it is proving difficult to recruit.
A Community Services Recruitment Project Group has been set up by HR and continues to review actions with regard to hard to fill vacancies (e.g.
Townlands Community Hospitals). Agreed actions so far include attendance at the National RCN Recruitment fair in London and researching/costing the
possibility of recruiting qualified nurses from Ireland as part of plans to cover winter escalation beds.
Job Adverts and publicity material are currently being reviewed along with the development of rotational posts within Community Nursing and
Community Hospitals.
9
CHILDRENS & FAMILIES SERVICES – PERFORMANCE AGAINST TARGET
- ALL INDICATORS
10
CHILDRENS & FAMILIES SERVICES – PERFORMANCE AGAINST TARGET
– ALL INDICATORS
Analysis/Actions being taken by the HR Team in Month
Turnover
 Turnover 12.73% v target 12%
Overall turnover (12 monthly) has seen a slight decrease but remains just over trust target. Turnover has stabilised in Oxon Childrens and Families for the last 4 months and
is on trust target.
Sickness
Sickness 2.72% v Trust target 3.5%
We have seen another slight decrease from April. Overall short term sickness accounts for 0.74%, medium term 0.68% and long term 1.34%.
:
The sickness rate compares favourably with the Trust’s target rate of 3.5% and is still the lowest % across all four divisions. Direct HR interventions will continue and focus on
hot spot areas.
Analysis/Actions being taken by the HR Team in Month
The top 3 reasons for sickness absence are:
Anxiety/stress/depression/other psychiatric illnesses = 33.18%
Gastrointestinal problems = 10.81%
Benign and malignant tumours, cancers = 10.05%
Bank & Agency
Agency & bank 3.0 %vs. Target 5.0%
Agency spend has seen an increase this month of 1.34% but remains below trust target.
Agency spend accounts for 2.8%, Bank 0.3% and Sessional 1.32%.
Contributing factors are increased patient observations ratios and vacancies (all are in the recruitment pipeline, with the exception of 1 advert to go).
Actions include continued monitoring of recruitment timelines and sickness absence monitoring
Vacancies
Vacancies 2.2% v Trust Target 5%
Of 86 vacancies 11 are live, 6 at shortlisting, 22 at interview stage , 15 have been offered, 29 offers have been accepted and 3 posts not filled.
Other
HR support provided to C&ASH Tender. Remodelling work, TUPE transfers , an on-going inpatient pilot programme.
11
SPECIALISED SERVICES – PERFORMANCE AGAINST TARGET
- ALL INDICATORS
12
SPECIALISED SERVICES – PERFORMANCE AGAINST TARGET
- ALL INDICATORS
Analysis/Actions being taken by the HR Team in Month
Turnover
15.32% v Trust target 12%
• The rolling 12 month average staff turnover rate is above target at 15.3%. The HR Department is now running exit questionnaires – input for the division
will be analysed and an action plan developed as appropriate.
Sickness
4.7% v Trust target 3.5%
•Sickness is above target at 4.7% but has reduced significantly since the peak in December 2012 of almost 7%. The reduction in absence levels results from
the return to work of a number of staff on long term sick leave, health capability dismissal and ill health retirement.
• Some of the sickness absence in the Forensic Services is linked with HR casework processes and as these are drawn to a conclusion it is anticipated that the
individuals will return to work.
• It is expected that the absence rate will continue to reduce and the HR team will continue to support managers with absence management processes.
Bank & Agency
2.5% v Trust target 5%
•Bank and Agency is below target at 2.45%
• The Forensic Services prefer to use Sessional Contracts instead of bank or agency. The sessional use in Forensic Services was 9.9%.
• Specialised Community Services is using agency to cover a manager ‘s period of absence, dental and GP cover.
• The Modern Matron in Huntercombe Prison Healthcare reports a disappointing response to advertisements for sessional contracts in the
prison.
13
CORPORATE SERVICES - PERFORMANCE AGAINST TARGET – ALL INDICATORS
14
CORPORATE SERVICES – PERFORMANCE AGAINST TARGET – ALL INDICATORS
Analysis/Actions being taken by the HR Team in Month
Turnover
9.83% v Trust target 12%
Turnover in Corporate Services as a whole was 9.8% against a Trust target of 12%. However the statistics in some of the departments look higher at between 15 % and 20%.
This is due to the small numbers of staff in these department and is due to one person leaving a team.
Sickness
2.5% v Trust target 3.5%
Sickness levels across the Division were well below the Trust target of 3.5% at 2.5%. The Medical Directorate was the only directorate above the target at 4.3%.
Bank & Agency
5% v Trust target 5%
Bank and agency spend across the Division was 5.01% for the month .
All agency spend in Corporate Services is currently under scrutiny by the Finance Director and CEO and plans are in place to reduce agency spend in this area.
Vacancies
10.7%v Trust target 9%
Vacancies in Corporate Services are above the Trust target at 10.73%. All recruitment is under scrutiny and vacancy rates may remain above target. In facilities some
ancillary post are not being filled permanently pending moves to Manor House. There are a number of vacancies in the Pharmacy Store and this is being reviewed.
15
Download

86ii_BOD_HR-Performance-Report_jUNE