Workforce Performance Report March 2013. Jayne Halford Deputy Director of HR. Caring, safe and excellent. Headline HR KPIs.
Jayne Halford Deputy Director of HR
Caring, safe and excellent
Recruitment Solutions is an internal agency focussing on recruiting administrative staff. The chart above shows the impact on savings by utilising this internal resource rather than using external agencies.
Sickness remains above Trust target in all areas of the Division apart from Oxon Community Management and is highest within District Nursing at 5.5 % of which 12.48% is notable in the south-east locality. Management of sickness absence continues to be a high priority for the Divisional HR team. HR are also attending Community Nursing locality meetings to provide support to managers regarding sickness absence levels and two separate absence management training sessions have been delivered as part of the action plan to address sickness absence within the service. To date all Band 7 staff in the service have received this training and the HR team continue to work towards delivering this to all Band 6 staff. Further training from HR has also been provided in March though delivery of training on Managing Performance at the Community Hospital’s Deputy Ward Manager development day and the presentation regarding recruitment partnership working was also shared with Community Hospital Unit managers.
The HR team also provided input into the Countywide Services away day regarding partnership working between HR and services. Absence management continues to be a priority within the Division with decisions in March that seven staff will exit the Trust in March due to proactive formal management of ill health situations. Six of these staff were from Community Hospitals and one from Community Nursing. They are evidence of a proactive formal approach to management of long term sickness across the Division. We continue to manage five staff formally regarding long term sickness absence and manage 2 disciplinary processes. Agency levels continue to rise within the Division and HR are working with Unit managers to monitor this situation and focus attention on recruitment and sickness absence management
The Division remains slightly over the Trust target at 12.58%; however this does incorporate some areas where turnover warrants supplementary analysis and action, specifically within some Community Nursing Teams. Analysis is currently taking place and actions will follow from this. Turnover remains a concern within some of the Community Nursing teams. The overall turnover for the service is 14.7% however there are particular high spots, with the West locality being at 26% and the South East locality 24.4%.
Bank and Agency
Bank and Agency spend is below the Trust target. Usage continues to be predominately within Community Hospitals. Community Hospitals used 97 shiftsduring the week ending 31st March 2013, representing 37% of the total shifts used with 14 shift requests (11%) due to escalation beds and 48 shift (39%) requested due to sickness absence. Overall performance YTD averages 49.5 shifts per week, which is below the Trust target of 60. Didcot and Wallingford continue to be the highest users.
The number of vacancies has continued to rise to currently 139 of which 69 are at offer accepted and 27 cleared to start.
There are 18 open cases in the Division which are being proactively managed. 11 of these are ill health capability cases and in 5 of these cases the employee has been dismissed with notice on the grounds of capability. There are 4 Capability Performance cases where formal action plans are in place. There is 1 Dignity at Work/Grievance case which is about to be closed with further informal action to follow. There are 2 Discipline and Conduct cases which are at the investigation stage. There is 1 Employment Tribunal claim which relates to withdrawal of an employment offer and Disability Discrimination is being cited.
Specialist Mental Health
Oxon Community Services
Alternative approaches are under review with the Re-ablement service to address the Risk Category 4 performance within OCSD.
Children & Families Services
In conjunction with Medical Education Supervisors, the low performance of Junior Doctors is being targeted, particularly following the February intake.
The following courses have been selected as high risk for the highest risk group; All registered staff working on inpatient wards.
Dedicated L&D staff resource has worked with ward managers and their staff to ensure completion of eLearning.
An eLearning solution for infection control has been developed with sections tailored for specific groups.
A decision has been taken to require staff in Older Adult wards to have extended PMVA training in order to improve patient safety.
Supporting staff on eLearning will provide an alternative to class-room attendance across several training subjects.
Providing an alternative delivery method for infection control targeted at specific groups will enhance the relevance and completion of training.
The extension of PMVA training for OA staff will necessitate increased training provision and may reduce performance against target during implementation of the change.