Transcript HR Annual Report to Governors

HR Annual Report to Governors
Ann McCluskey, Deputy Director of HR
on behalf of Lynn Lane, Director of HR
14 January 2009
Item 9
Relates to Domain 3 (C7b, C8a,b, C10a,b, C11a,b,c)
Overview
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Context
Where have we come from?
Strategy Framework
The challenges
Where are we now
Developing the Trust plan
LDS Management & Clinical Key Achievements
Occupational Health
Health & Safety
IT Projects/ESR
The HR Journey
2007
– Establish HR as fit for
purpose
– New Induction process
– Recruitment function
review
– ESR development
– Strategic scanning for
Workforce
– Integration with Trust
Strategic Direction
– Restructuring of Learning
and Development
2008
– New function in place
– Continual review of
induction
– Merger of medical staffing
and other recruitment
– ESR/Roster-Pro benefits
realisation programme
– Workforce planning rollout
& skills development
– Workforce plans linked to
service plans
– Learning & development
expanding provision
Context•
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Closer to Home
Ageing population
Ageing workforce
Medical education
and WTD 2009
• Next Stage Review
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Focus on Quality
Leadership
Workforce planning
Education & Commissioning
Local Strategy context
RD&E Vision - Respond, Deliver, and Enable
– Staff to do their jobs to the best of their ability, by valuing them,
ensuring they have the right skills and giving them the
opportunity to focus on meeting the needs of patients, so
making the RD&E the employer of choice;
– Staff to have a good work/life balance, and achieve their full
potential
– Research and innovation
– Future and sustained success through good financial
management
– As much as 61% of operating cost on salaries means that
Good People Management is essential
NHS Constitution – Staff Pledges
The NHS will strive to
– Provide all staff with well designed and rewarding jobs that
make a difference
– Provide all staff with personal development, access to
appropriate training for their job and management support in
order to succeed
– Provide support for staff to keep themselves healthy and safe
– Engage staff in decisions that impact on them and the
services that they provide
Strategy Development - HR
• Human Resources – adding value
HR
Technology
Strategic proactive
HR
Model
employer
New system
and processes
Staff Survey
& engagement
Retention and
Recruitment
HR FUNCTION
REVIEW
New
structure
and skills
Workforce Strategy & Planning
• Developing a whole system approach
Right
flexibility &
redesign
capacity
Horizon Scanning &
Future proofing
WORKFORCE
STRATEGY
Integrated planning with
service & finance
Right capacity
and skills
HR FUNCTION
REVIEW
Equality &
Diversity
Organisational Development
• Developing a whole system approach
Leadership &
Talent
management
WORKFORCE
STRATEGY
ORGANISATIONAL
DEVELOPMENT
HR FUNCTION
REVIEW
Career
pathways
(Skills
escalator)
Widening
participation & life
long learning
Consolidation and Embedding
WORKFORCE
STRATEGY
ORGANISATIONAL
DEVELOPMENT
Quality
Workforce
HR FUNCTION
REVIEW
Quality Workforce = Quality Care
• Increasing body of evidence linking engaged
workforce to quality care and improved outcomes
– Healthcare commission research on Staff Survey
– The future operating framework and staff
engagement
5 Year Workforce Challenge
Recruitment Challenge
• Current turnover 12% +
• Projected retirement @
60yrs
• = Replacement of 41% of
staff
Retention Challenge
• Retirement @ 55yrs = 18 %
• High No’s taking early
retirement
• Some return on reduced
hrs
1200
1000
800
wte 600
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400
2008
200
0
1 2
3 4
5 6
AFC Pay Band
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7
8
Key Themes for the Trust Plan
• Engage and develop the current workforce
• Develop Advanced Practitioners to extend skills
• Develop Assistant Practitioners
• New career pathways for admin staff
• Develop innovative recruitment and retention plans
• Influence the Commissioning agenda
Key Achievements 2008:
LDS Management Development
• 3 Executive Directors and one Lead Clinician on the NHS Top
Leaders Development programme
• Ashridge Leadership Development Programmes
• Patients First Leadership Programme – Band 6 nurses
• Effective Manager programme available from January 09
• Service-led management workshops
• ILM Accredited awards for supervisors – delivered in house by
qualified tutors
• NVQ Awards for Leadership Management – in-house delivery
(e-portfolios)
• External providers commissioned re Project Management and
Performance Management – courses requiring high degree of
professional experience and knowledge
Key Achievements 2008: LDS - Clinical
• Implementation of Clinical Skills corporate induction day
• Successful completion of 1st cohort of Assistant Practitioners
using the Higher Professional Diploma in Health & Well
Being (first in the country)
• NVQ learner nationally recognised and awarded Medal of
Excellence for outstanding achievements
• Cited as exemplary of best practice for ‘Engaging the Young
Workforce’/work observation week
• Integration of Placement Development Teams (joint initiative
with University of Plymouth and SHA) supporting preregistration learners in the Trust
• Additional support staff from BME backgrounds, supporting
RD&E ‘Employer of Choice’ initiative
Key Achievements 2008: Occupational Health
• 90%+ success rate routinely achieved for KPIs
• Dr Rossiter to chair a group looking at models of
delivery of Occupational Health services
• Pilot physiotherapy service being set up in department
to triage musculoskeletal referrals – early intervention
to reduce sickness absence etc
• Stress evaluation tool developed for managers
• Taking forward development opportunities following
Government’s response to the ‘Black Review’, in order
to maximise impact on health and well being of local
NHS and broader working population.
Key Achievements 2008: Health & Safety
• The Health and Safety Action Plan continues to be
managed pro-actively to a very high standard
• All the actions on the Health and Safety Action
Plan for 2007/08 completed on time to the relevant
standard
Key Achievements 2008: IT Projects/ESR
• Pilot roll out of Self Service completed
• Manager Self Service and Employee Self Service
being piloted
• Data Validation exercise ongoing
• Data Collection exercise underway
• ESR providing meaningful Workforce Information
Key Achievements 2008: IT Projects/Rosterpro
• Roll out is gathering pace
• Implemented for Bank cover and availability requests
• Implemented fully and live within 5 wards
• Consultation, build and testing for another 21 rosters
(live within 3 months)
• Aiming to complete nursing areas by end of 2009
• Positive feedback by end users
Recap
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Where have we come from?
Strategy Framework
The challenges
Where are we now
Developing the Trust plan
LDS Management & Clinical Key Achievements
Occupational Health
Health & Safety
IT Projects/ESR
Questions and comments
Thank you for listening
Do you have any questions or comments?