ENC 14.
Meeting
Trust Board
Date
3rd March 2016
Title of Paper
Workforce Performance Report
Lead Director
Mark Sinclair, Director of Organisational Development
and HR
Sebastian Smith – Cox, Workforce Information and
Planning Specialist
Author
PURPOSE OF THE PAPER
To present key monthly and quarterly workforce performance metrics to 31 January
2016
SUMMARY OF THE KEY POINTS

Pay expenditure against budget for January 2016 resulted in a £372k overspend.
The monthly pay variance decreased by £513k month on month, and represents a
£377k reduction when compared year on year to January 2015. The YTD pay
variance shows an overall underspend of £91k so far this year, a £4.3m reduction
compared to the same period during 14/15.

Monthly agency spend was £976k representing 7.01% of the pay bill, an increase
of £291k and 1.95% (as a percentage of the total pay bill) compared to December
2015. 15/16 YTD agency spend stands at £7.1m, equivalent to 5.06% of the total
pay bill. This represents a £369k increase compared to the same period during
14/15.

Sickness during January 2016 stood at 5.90%, increasing by 0.32% month on
month and by 0.86% when compared to absence levels at the end of Q2 15/16.
The sickness absence during the past 12 months stands at 5.04%, a 0.25%
increase year on year.

The January 2016 appraisal rate stands at 86%, a 2.96% reduction since
December 2015.

The January 2016 Mandatory Training compliance outturn stands at 85%.
RECOMMENDATIONS
1. NOTE the performance against workforce performance indicators and key
workforce activities.
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LINKS

Strategic Objectives

Annual objectives

Monitor / CQC /
Regulatory
Requirements
IMPACT



Patient Experience
Quality & Safety
Financial


Workforce
Equality & Diversity
Engaged & Empowered Workforce, Good Use of
Resources.
This report monitors workforce key performance
indicators and focuses on improving performance in line
with specific objectives within the Annual Plan.
Mandatory training compliance to meet NHSLA, CQC
and HSE requirements.
Progress with For One and All programme.
Mandatory training and appraisal compliance.
Workforce pay and agency and bank expenditure
breakdown.
Summary of performance on key workforce indicators.
Workforce profile compares diversity profile against
local population.



Estates
IM&T
Communications /
Engagement
RISKS
 Failure to address vacancy levels and control agency spend could lead to
overspends in operational budgets.
 Failure to ensure the continued effective management of sickness absence will
result in additional staffing costs resulting from need to cover patient critical roles
with bank or agency staff and potential declines in morale within the workforce, as
staff are expected to cover for absent colleagues.
 Failure to ensure completion of mandatory updates for all staff will impact on our
ability to meet NHSLA, CQC and HSE requirements.
 Lack of progress and impact from Health & Wellbeing initiatives and
Organisational Development will result in poor Staff Experience and Staff Survey
results
PREVIOUS CONSIDERATION
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