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â€˜Providing efficiency and workforce â€“ the key challengeâ€™. Dean Royles Director, NHS Employers 17 March 2011. If HR developed film titles. The Good, the Bad and the Surgically Challenged Four Civil Partnership Ceremonies and a Funeral
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Director, NHS Employers
17 March 2011
Core metric framework
Workforce Cost-effectiveness = Cost-weighted activity/ Workforce Costs
Unit Costs drivers
Outputs and Quality
Non-workforce inputs (£)
Paybill per FTE/ cost-weighted labour input per FTE
Paybill per FTE (£)
In practice, this would be quality-adjusted, cost-weighted activity
Staff numbers (FTE)
Cost-weighted labour input
Workforce costs (£)
Labour Productivity = Cost-weighted activity/Cost weighted labour input
Temporary staff volume (FTE)
Cost-weighted labour input, excluding staff in the community
Cost-weighted activity (£)
Temporary Staff average unit cost (£ per FTE)
Temporary staff costs (% of workforce costs)
Total measure of activity, including activity in the community setting
Note that community based activity data are not readily available, therefore labour inputs are adjusted to account for the lack of community in the outputs
Sickness absence (%)
Composite indicator of three dimensions of quality - clinical effectiveness, safety and patient experience
Hospital acquired infection rates
Staff satisfaction (composite indicator)
Survey data shows that overall engagement is linked to better general health & well-being, lower presenteeism and less work-related stress.
This link is reflected in each of the 3 areas that make up overall engagement
Overall staff engagement significantly relates to Annual Health Check data. The higher the engagement score, the higher the Annual Health Check score
This is especially seen in the ‘Quality of Services’ element.
Overall staff engagement significantly relates to Patient Satisfaction scores.
Importantly the chart shows this is a relationship where it is moving to high levels of engagement that makes the biggest difference
Overall staff engagement significantly relates to rates of Absenteeism.
Importantly the chart shows this is a relationship where it is moving to high levels of engagement that makes the biggest difference.