Triggers - Workforce Modernisation Hub

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Transcript Triggers - Workforce Modernisation Hub

Workforce Assurance Tool Overview & Application
John Parker
Workforce Planner / Analyst
East Cheshire NHS Trust
June 2013
Workforce Assurance Tool Overview & Application
John Parker
Freelance Workforce Planner / Analyst
June 2013
Aims for Today
• … provide an overview of the key functional areas
of the Workforce Assurance Tool
…give the opportunity to see navigation
through the WAT and look at how metrics can be
…establish how the Workforce Assurance Tool
can assist in providing oversight of the workforce
Assurance Process & Navigating
the WAT in practice
Tool developed for West Midlands SHA in response to Francis Enquiry
WAT – Assurance Framework
Trigger Groups – Groups of similar assurance triggers e.g.
workforce or finance
Triggers– Collections of similar metrics e.g. Staff turnover or CIPs
Metrics: Individual metrics in relation to specific triggers (311)
Weighted aggregation: to allow Chalk + Cheese = Green
Up to date?
Navigating the WAT
1. My analysis - Organisation and metric dashboard
2. My actions – Reporting and uploading of Trust plans
3. My resources – Supporting material and FAQs
WAT – Core Functions
The tool is intended to
The tool is not intended to
• Triangulation between workforce,
activity and finance data
• A tool to publish information
• A national platform to workforce
assurance that can be adapted as
• Best practice approach that is built on
existing published literature
• An approach that recognises that
assurance criteria will change and be
refined over time
• A performance management tool
• A data collection tool; existing data is
• A directorate and divisional
assurance tool
TDA Mandate
Annex F: Workforce
TDA Planning Guidance 2013: Requirement for Trusts to…
3. The Trust is either using or has familiarised itself with
the National Workforce Assurance Tool application, in
anticipation of its rollout later in 2013
“We will expect Trusts to know that they are red flagged and why”
Annex F: Workforce
WAT has the potential to assist Trusts with further compliance:
1. The Trust has a Board-approved workforce plan which includes the period
2. The workforce plan has been approved by the medical and nurse directors
prior to Board ‘sign off’
4. Workforce metrics, benchmarking, trends and plans, with related quality
metrics and intelligence have been used to identify trends, measure
performance and inform the workforce plan for 2013/14
6. It is important that activity, financial and workforce plans are changing in a
proportionate way over the planning period. Triangulation of the workforce
plan for 2013/14 with financial and activity plans for 2013/14 has been
7. The triangulation demonstrates that the workforce plans are consistent with
activity and financial plans
9. A system to deliver the workforce plan is in place which provides assurance to
the Board
The Midwife to Births Ratio Review
Summary of Findings
• The WAT correctly identifies that our midwife to birth ratio is greater than
RCM recommended but we disagree that the measure is consistent with
RCM guideline definitions.
• The tool has functionality that enables cross referencing to local data
• The precise definition of measures is critical and may require further work
(births or birth related admissions and midwifes or midwifes excluding
support roles) on the tool.
• By the method used in the local maternity network our ratio is even further
away from the RCM guidelines.
• The measure did not inform the Trust.
• Does the measure/tool help to increase the number of midwifes?
(((I0213*1000)+(I0193*1000))/number of months in actual data) /
NULLIF((I0443*1000)*I0463)/12)+(((I0213*1000)+(I0193*1000))/number of months in actual data)
Summary of Flag Reviews
• Red Flag Bed occupancy
• KH03 return from Trust based on usage (> 100%
• Return now amended, will take up to 6 months to
work through WAT
• Red Flag Midwife : Birth Ratio
• Dispute method used is RCM standard
• Service and Operational Management aware of
Midwifes < RCM guidelines
• Green Flag Nurse Temporary staff cost
• Known issue in Trust (if we are green…..)
• Dispute calculation….
Organisational Choices
• Do Nothing (it will probably go away or be replaced by
something different, anyway I already know about my workforce
and who are the TDA?……)
• Carry out an urgent scoping exercise to understand red flags in
Organisation Indicators (needs competent widely experienced
• ? done by HR
• ? done by Governance
• ? done by Operations
• ? done by Information
• Carry out detailed analysis and implement recommendations or
board to acknowledge risk (? Led by Operational Manager)
• Complete Plan assurance - requires Workforce, Finance and
Activity templates to be completed
• Utilises existing, established data – latest but not up to
• Triangulates Finance, Activity and workforce metrics
• Generates red flags for statistical anomalies
• Useful audit of data returns (DQ / misinterpreted will
cause many anomalies)
• Mandated by TDA for non FT’s
• Gives assurance (after all indicators are investigated
and understood) and false assurance until…..…
• Tool “is a stick to be beaten with” without investigations
• Resources required - not just an HR issue
• Provides workforce plan Assurance