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Showcasing Innovation in Workforce Productivity

Showcasing Innovation in Workforce Productivity. Pathfinder Project –Gathering Health and Wellbeing Data Workshop. Presentation by. Greater Manchester West Mental Health NHS Foundation Trust Ruth Barker, Head of Human Resources Fiona Johnson, Workforce Planning Manager. Introduction.

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Showcasing Innovation in Workforce Productivity

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  1. Showcasing Innovation in Workforce Productivity Pathfinder Project –Gathering Health and Wellbeing Data Workshop

  2. Presentation by Greater Manchester West Mental Health NHS Foundation Trust Ruth Barker, Head of Human Resources Fiona Johnson, Workforce Planning Manager

  3. Introduction • Overview of the Project • Why we are here today • Our aims as participants in the project • Timescales past and future

  4. Initial Data Collection

  5. Initial Data Collection (cont.)

  6. Initial Data Collection (cont.)

  7. Most Information was to Hand • Occupational Health & Counselling • RIDDOR • Relevant Policies (10) • Staff Survey Results • Training Provision • Organisation Charts • Strategic Workforce Plan • GMW Drivers for Change • Staff in Post data • Grade Mix data (Christmas Trees)

  8. Some Info had to be prepared • The Trust Story • Staffing and absence data.

  9. Initial Data Collection

  10. Electronic Staff Record • Reference Period • Absence data required in respect of each quarter in: • 2009/2010, 2010/2011, and 2011 (to quarter ending Dec 2011). • Types of Absence • Current ESR reasons • S10 – Anxiety/Stress/Depression/Other Psychiatric Illness • S32 – Substance Abuse • Previous ESR Reasons • Mental Disorders • Psychological • Stress/Anxiety • Substance/Alcohol Misuse • Data Required • In respect of each type of absence and in total: • Number of people who have had an occurrence of absence, instances of absence, FTE days lost, calendar days lost, percentage time lost • Presentation of Data • Data to be presented to allow analysis by Directorate, by in-patient and by community, by gender, by pay-band (sub divided by review/non-review body XR/XN).

  11. Example of data submitted

  12. Local Development of data

  13. Standardised Graphs

  14. Summarised Comparative Data

  15. Benefits of data gathering • 3 years worth of data – spot the trends • Data quality – Not Known/Undisclosed • Benchmarking

  16. Next Steps • Analysis of increase in occurrences of absence • Obtain consistent data from ESR, Occ Health and RIDDOR • Which data is of most use to Directorates and preparation of data pack for each. • How do we identify where to target interventions • How do we identify most effective interventions

  17. Things we would do differently • Align all data sources as far as possible (Occ Health, RIDDOR) • Trust story – would have done by Directorate, with more detail (objective explanation of data)

  18. Conclusions • Be absolutely clear on what you are gathering – define your data requirements precisely. • Outline your Organisation’s history in detail. • Check the data you receive from OH, EAPsetc • Data requirements of project differed from those of line managers. • Remember data is the means to an end.

  19. Any Questions?

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