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

• 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-

• Closer to Home• Ageing population • Ageing workforce• Medical education

and WTD 2009• Next Stage Review

• 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 FUNCTION REVIEW

New system and processes

New structure and skills

Model employer

HR Technology

Retention andRecruitment

Strategic proactiveHR

Staff Survey& engagement

Workforce Strategy & Planning

• Developing a whole system approach

HR FUNCTION REVIEW

WORKFORCE STRATEGY

Integrated planning with service & finance

Right capacity and skills

Right flexibility & redesign capacity

Workforce productivity& High Impact Change

Equality & Diversity

Horizon Scanning &Future proofing

Organisational Development

• Developing a whole system approach

HR FUNCTION REVIEW

WORKFORCE STRATEGY

ORGANISATIONALDEVELOPMENT

Leadership & Talent management

Widening participation & life long learning

Career pathways (Skills escalator)

Consolidation and Embedding

HR FUNCTION REVIEW

WORKFORCE STRATEGY

ORGANISATIONAL DEVELOPMENT

QualityWorkforce

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

1 2 3 4 5 6 7 8

..

0

200

400

600

800

1000

1200

wte

AFC Pay Band

..

2008

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

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 pre-registration 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

• 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?