HR Annual Report to Council of Governors 20th January 2010, Item 10 By Lynn Lane, Director of HR

Overview

• Context • Staff pledges/Engagement • Progress in 2009 - HR/OD Strategy - Management and Leadership Development - Clinical Developments - Occupational Health - Health & Safety - Equality and Diversity - IT Projects/ESR • Future Challenges

NHS Staff Pledges

Lets remind ourselves of the NHS Staff pledges: The NHS will strive to –

Engage

staff in decisions that impact on them and the services that they provide – 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

Quality Staff = Quality Care

• Increasing body of evidence linking engaged workforce to quality care and improved outcomes • Health Commission research on Staff Survey 2008 • The future operating framework “NHS 2010-2015 from Good to Great “ and staff engagement • McLeod report “Engaging for Success” July 2009 • Boorman report- Health & Wellbeing Nov 2009

The HR progress in 2009

• 2008 – – New HR function in place Workforce planning rollout & skills development – Induction of all new staff reviewed – Learning & development expanding provision – ESR/Roster-Pro benefits realisation programme • 2009 – – HR/OD Strategy agreed Equality & Diversity and OD function established – – Single equality scheme Integrated workforce, service and financial plans – Refocus of Learning & Development – ESR/Rosterpro Developments

HR/OD Strategy - 2009 and future

• • • • • • • Engaging and developing the current workforce Leading and managing organisational change Leading and mobilising staff Workforce plans fully aligned with financial and service plans Effective HR performance management Developing new roles to extend skills, fill the medical gap and meet the reduction in nurses resulting from all graduate profession Ensuring training we provide is service led and fit for purpose as we work through the recession, (e.g. service redesign/improvement)

Key Achievements - 2009 Management & Leadership Development

• • • • • • • Leadership and Management programmes improved Developing Leaders - Ashridge programmes RDE praised for its staff development opportunities (Matrix Kitemark) Exemplar of best practice - Assistant Practitioners Managing and Leading Change Customer Care Value added Appraisal

Future Plans – 2010 Management & Leadership Development

• • • • • • 2010 plans include; : Management training to focus on people and change management, and service improvement. Talent Management/Succession Planning Developing in-house apprenticeships Expand new Assistant Practitioner roles throughout the Trust. Simplify and streamline Appraisal Service Re-design – Developing skills

Key Achievements – 2009 Clinical Developments

• • • • • Reviewed Corporate induction for all staff Developing mentors across the Trust Pre-Registration learners induction review Effective use of staff time by providing E Learning modules for relevant staff groups Trust wide Essential Learning Group and Competency Group

Future Plans – 2010 Clinical Developments

• • • • Plans for 2010 Develop the Advanced Practitioner guidance and role Further redesign of corporate induction to reflect corporate image – Induction is a key enabler for staff engagement and retention – New employees’ first major communication with organisation. Examine opportunities to combine essential learning Implement E learning as a method of blended delivery

Key Achievements – 2009 Occupational Health

• • • • • Successful pilot of OH physiotherapy service Health and Wellbeing group reviewing Boorman recommendations Successful Stress Awareness Week Successful implementation of Swine Flu Immunisation programme GMC Guidance on access to medical reports implemented

Future Plans – 2010 Occupational Health

• • • • Develop Boorman recommendations Renew focus on absence management Continue Swine Flu immunisation programme Review Service offer

Health & Safety - 2009

• • • • Health and Safety Action Plan – progressing well and most actions delivered by month 9 HSE visit February to the Sonography Unit to learn how the RD&E support staff with repetitive strain injury Pilot staff physiotherapy service praised HSE visit 16/17 June - RD&E as an exemplar site

Equality and Diversity - 2009

• • • • • • Single Equality Scheme published Training Strategy Developed – over 33% of staff trained this year in equality and diversity Re-accredited as Mindful Employer - Positive About Mental Health Continued consultation with all policies assessed for equality and diversity impact Application to become an NHS Employers Equality Partner Action plan for 2010-2011 being implemented

ESR - Electronic Staff Record

• • • • • • • • Part of national programme (February 2006 wave one) Nationally recognised as an exemplar site now for using the full system Integrated HR Information System Better information and understanding about the workforce Improved control of risks Managers & employees take ownership Can’t hide behind processes, better audit trail Opportunity to review processes

Rosterpro

• • • • Electronic Rostering system Links to ESR Reduces paperwork Releases time to care!

Future challenges

• • • • • NHS 2010-2015 from Good to Great.

- Preventative, People centred, Productive Financial challenges Performance Through People The McLeod report, Engaging for Success Boorman – Health and Well-being Review

2010 Operational plan- Challenges

• • • • • • NHS 2010-2015: from Good to Great.

Quality, innovation, Productivity and Prevention “QiPP” Agenda No inflation increase on Acute tariff- pressure Moving to community provision and prevention 70% of operating costs spent on staff salaries Change, productivity and engagement

Engagement, health & productivity

• • • • Research conducted demonstrates that organisations who are successful in engaging their staff are generally more productive better at engaging with customers less prone to absenteeism less likely to be involved in job accidents • • • Trusts that do well at Health & Wellbeing have higher patient satisfaction have reduced MRSA infection rates likely to be ahead on Health Check scores

Local staff engagement

2008 staff survey - First whole Trust survey

• • • • • • Priorities Using flexible working options Well structured Appraisals and PDP Support for Managers Work related injury and stress Violence bully and harassment Improved staff engagement and wanting better communication with managers and across the Trust as a whole Leverage for continual improvement in staff engagement

Next steps

• •

Dec 2009 staff survey – Second whole Trust survey

Over 51% response rate with result in February 2010 • Proposal for a Staff engagement strategy being explored which includes

Staff Conversations –

• A tried and tested methodology which engages and mobilises staff to come up with creative solutions to challenges in the workplace, both Trust wide and at directorate level.

• • • • Three themes are usually focussed on: What gets in the way of us working as well as you would like to? what would make us feel really proud? what should we prioritise changing together?

Recap

• • • • • Where have we come from?

Continued focus on quality The challenges Engaging staff in the challenge Good to Great

Questions and comments

Thank you for listening Do you have any questions or comments?