NHS Quality Improvement Scotland Workforce Monitoring Report

Transcription

1 NHS Quality Improvement Scotland Workforce Monitoring Report June 2009

2 Contents 1 Introduction 2 Background 3 Average number of staff in post during The ethnic make up of NHS QIS workforce 5 The make up of NHS QIS workforce (other equality and diversity strands) 6 Recruitment and selection Information on the ethnic origins of applicants for posts Information on the ethnic origins of staff recruited during Staff recruited during and by other Equality and Diversity Monitoring strands Promotions 7 Leavers 8 Access to training 9 Performance assessment procedures 10 Discipline and grievance procedures 2

3 1 Introduction Report This is the NHS QIS Workforce Monitoring Report for , i.e. 1 st April 2008 to the 31 st March Production of the report is a statutory requirement to ensure that NHS QIS is applying the principles of racial equality to its own workforce and to prospective employees. 2 Background In January 2007, the Commission for Racial Equality (CRE) (now part of the Equality and Human Rights Commission) reviewed the Workforce Monitoring Reports produced by every NHS Board in Scotland. In June 2007, the CRE wrote to each NHS board individually, detailing the information they wished to see included in each report. The NHS QIS Workforce Monitoring Report , incorporates most of the additional information requested, using the headings recommended by the CRE. 3 Average number of staff in post during The average number of substantive staff in post during was 248 (permanent and fixed term staffing only). This represented an increase of 7.53% in the previous years average headcount. These figures do not include staff on secondment to NHS QIS or those recruited to specialist roles on a sessional basis. 3

4 4 The ethnic make up of NHS QIS workforce At present, by collecting information from the staff recruitment and selection process and from Staff Engagement Forms, and the NHS Scotland Equality Monitoring Survey of March 2007, we currently hold records detailing ethnicity on our system for 94.14% of our staff. It should be noted however, that all employees and prospective employees have a legal right not to disclose their ethnicity, if they so choose and NHS QIS normally seeks the voluntary co-operation of employees in the provision of this information. The information for the 94.14% of staff who have responded is shown below NHS QIS - Staff by Ethnicity %age 1 April 2007 %age 31 March 2008 %age 31 March White Scottish White Irish White British Pakistani Other White Other Asian Indian Declined Any Mixed Background African NHS QIS - Staff by Ethnic Group %age 1 April 2007 %age 31 March 2008 %age 31 March Census, %age of Scottish population in each category African 1.36% 1.63% 0.78% 0.10% Any Mixed Background 1.81% 0.82% 0.78% 0.25% Declined 6.79% 5.71% 5.86% n/a Indian 1.36% 1.63% 0.78% 0.30% Other Asian 0.90% 0.82% 1.17% 0.12% Other White 4.52% 4.90% 4.30% 1.54% Pakistani 0.41% 0.63% White British 18.10% 18.78% 18.36% 7.38% White Irish 2.71% 2.86% 2.34% 0.98% White Scottish 62.44% 62.45% 65.63% 88.09% As can be seen from the figures illustrated above the make up of the organisation has remained fairly consistent over the three year period. In comparison with the 2001 Census figures for the population in these categories the organisation shows quite favourably in many categories however, there are categories where NHS QIS has not 4

5 recorded any staffing against i.e. Bangladeshi, Caribbean, Chinese and Other Black and Other Ethnic Background. 5 The make up of NHS QIS workforce (other equality and diversity strands) NHS QIS - Staff by Religion or Belief Buddhist Christian - Other Church of Scotland Declined Hindu Judaism Muslim No Religion %age 01 April % 20.81% 18.55% 0.45% 38.46% 1.81% 11.76% 0.45% %age 31 March % 11.02% 20.82% 17.55% 0.41% 0.41% 36.33% 1.63% 11.02% 0.41% %age 31 March % 10.94% 20.31% 16.41% 0.78% 0.39% 36.33% 2.34% 11.72% Other Roman Catholic Sikh In line with many of the other reporting categories, we continue to see a reduction in the numbers of staff who opt to decline providing information on religion or belief. At this time, the organisation holds data relating to religion or belief for 83.59% of employees. This is a 2.14% increase in reporting and, while not a dramatic swing, it is a positive indicator that employees feel more relaxed about responding to the question and that the efforts of the organisation in promoting equality and diversity are working. NHS QIS - Staff by Sexual Orientation Bisexual Declined Gay Heterosexual Lesbian %age 01 April % 21.27% 0.90% 76.47% 0.45% %age 31 March % 17.96% 1.63% 78.78% 0.82% %age 31 March % 16.02% 1.95% 80.86% 0.39% 83.59% of staff have responded to the sexual orientation question which is a 5.25% increase on the figure reported for the organisation for

6 NHS QIS - Staff by Disability Status Declined Not Known No Yes %age 01 April % 19.46% 70.14% 1.36% %age 31 March % 17.14% 70.61% 2.45% %age 31 March % 19.92% 71.48% 2.34% The question of disability is one which we have not fully managed to address with still 25% of the organisation either declining to respond or their status is not known. NHS QIS - Staff by Gender Female Male %age 01 April % 21.97% %age 31 March % 22.86% %age 31 March % 23.44% The gender balance of the organisation shows slight improvements year on year with an overall 1.47% swing in favour of male employees within NHS QIS, however, the figures continue to be reflective of the service throughout NHSScotland. However, as will be illustrated further in the recruitment statistics, 34.5% of applications to join the organisation came from male candidates which is encouraging. 6

7 NHS QIS - Staff by Transgender Status Yes No Declined %age 01 April % 3.14% %age 31 March % 3.38% %age 31 March % 2.34% Another slight decrease in the numbers failing to respond to the question with 97.65% of staff providing information. NHS Quality Improvement Scotland - Staffing by Pay Band % % % BAND 2 BAND 3 BAND 4 BAND 5 BAND 6 BAND 7 BAND 8A BAND 8B BAND 8C BAND 8D EXEC B EXEC C EXEC D EXEC F CONSULT ANT %age Staff by Pay Band % 4.98% 14.48% 25.79% 21.72% 12.22% 6.33% 4.07% 1.81% 0.45% 0.45% 0.90% 0.45% 0.45% 0.45% 0.90% %age Staff by Pay Band % 5.31% 15.10% 26.94% 21.63% 11.84% 6.12% 3.67% 1.63% 0.41% 1.22% 0.82% 0.82% 0.41% 0.82% 0.41% %age Staff by Pay Band % 7.42% 17.97% 25.39% 18.75% 13.28% 5.47% 3.52% 1.56% 0.39% 1.17% 1.17% 0.78% 0.39% 0.39% GRADE N/A Figures indicate that as an organisation, staffing in the lower bandings is on the increase while senior management and executive level staffing remains almost constant. 7

8 6 NHS QIS Recruitment and Selection Information on the ethnic origins of applicants for posts The NHS QIS recruitment statistics for the period 1 April March 2009 are shown below. As a comparator, we have included information from the 2001 Census showing the percentage of the Scottish population in each of the ethnicity categories. Applications by Ethnicity 2001 Census, %age of Scottish %age Applications 2007/2008 %age Applications 2008/2009 population in each category African 3.14% 2.54% 0.10% Any Mixed Background 0.29% 1.01% 0.25% Bangladeshi 0.19% 0.04% Caribbean 0.30% 0.04% Chinese 0.67% 1.07% 0.32% Declined 5.80% 2.78% n/a Indian 4.09% 2.84% 0.30% Other Asian 0.57% 1.07% 0.12% Other Black 0.18% 0.02% Other Ethnic Background 0.29% 0.18% 0.19% Other White 6.94% 8.46% 1.54% Pakistani 1.52% 1.48% 0.63% White British 14.16% 10.71% 7.38% White Irish 1.52% 2.54% 0.98% White Scottish 60.84% 64.85% 88.09% NHS QIS figures are fairly reflective of the 2001 Census figures with a broad spread across all ethnicities. Significant differences appear in the number of applicants who are of White Scottish origin in comparison to the census figures with an almost 25% negative variation. There were other significant positive figures for African, Indian and Other White ethnic groups when compared to the 2001 figures.

9 Information on the ethnic origins of staff recruited during The NHS QIS recruitment statistics for the period 1 April March 2009 are shown below. As a comparator we have included information from the 2001 Census showing the percentage of the Scottish population in each of the ethnicity categories. NHS QIS Staff Recruited 2007/08 & 2008/09 by Ethnicity African Declined Indian 2007/ % 3.08% 1.54% 9.23% 1.54% 13.85% 3.08% 64.62% 2008/ % 2.38% 3.33% 16.67% 3.33% 7 %age Population by Ethnicity 2001 Census 0.10% 0.30% 0.12% 1.54% 0.63% 7.38% 0.98% 88.09% Other - Asian Other White Pakistani White British White Irish White Scottish 9

10 Staff recruited during and by other Equality and Diversity Monitoring strands The NHS QIS recruitment statistics for the periods 1 April March 2008 AND 1 April March 2009 are shown below. As a comparator we have included information from the 2001 Census showing the percentage of the Scottish population in each of the categories relating to religion or belief and sexual orientation. We only have 2001 Census comparators for these two categories and have therefore used recruitment application data as the comparator. NHS QIS Staff Recruited 2007/08 & 2008/09 by Religion or Belief 45.00% % % % % Buddhist Christian - Other Church of Scotland Declined Hindu Jewish Muslim No Religion Other Roman Catholic 2007/ % 18.46% 24.62% 10.77% 1.54% 32.31% 10.77% 2008/ % 16.67% 21.67% % 1.67% 33.33% 3.33% Census 0.13% 6.81% 42.40% 5.49% 0.11% 0.13% 0.84% 27.55% 0.53% 15.88% 10

11 Recruitment figures across most of the religious strands show an increase in comparison to the 2001 Census figures, although there appears to be a significant decrease in both Church of Scotland and Roman Catholic which seem to be offset against increases in those who responded as Christian Other and No Religion. This may be something to consider monitoring in future reports and identify any developing trend. NHS QIS Staff Recruited 2007/08 & 2008/09 by Sexual Orientation Declined Heterosexual Gay Lesbian 2007/ % 89.23% 4.62% 1.54% 2008/ % 1.67% %age Applications 2008/ % 88.34% 1.60% 0.59% Recruitment figures are closely reflective of 2001 Census results, although it should be highlighted that recruitment figures for Gay and Lesbian employees are down in comparison with recruitment statistics and this may be an area of challenge for future recruitment to address. 11

12 NHS QIS Staff Recruited 2008/09 by Gender / /09 %age Applications 2008/ Female Male Declined 2007/ % 23.08% 2008/ % 21.67% %age Applications 2008/ % 34.56% 1.30% As mentioned previously when reporting on the gender balance of the organisation, recruitment figures indicate more male candidates applying and less female candidates than before and again, those not providing this information are on the decrease which is a positive step. However, this swing from female to male is not mirrored in the figures of those actually recruited which indicate a slight drop against last year s figures. NHS QIS Staff Recruited 2008/09 by Disability Status / /09 %age Applications 2008/ No Yes Declined 2007/ % 6.15% 12.31% 2008/09 10 %age Applications 2008/ % 2.78% 2.72% Applications from candidates stating they have a disability show a slight increase on last year s reported figures, however more work needs to be done to encourage applications from disabled groups. Again however, the promising numbers applying are not being reflected in the figures of those joining the organisation. Promotion of the awarding of the Disability Symbol ( Two Ticks ) in May 2009, might potentially address this imbalance in the future.

13 NHS QIS Staff Recruited 2008/09 - Transgender? / /09 %age Applications 2008/ No Yes Declined/Not Known 2007/ % 1.54% 2008/ % 1.67% %age Applications 2008/ % 0.18% 3.14% The numbers of people who declined to give this information has remained almost the same, however, there was an increase in those who responded Yes which should be taken as a positive measure. The numbers of applicants who chose to decline providing this information is almost double that of those declining when in employment, which may indicate that people are reluctant to disclose this type of information pre-selection. NHS QIS Staff Recruited 2007/08 & 2008/09 by Age Group / /09 %age Applications 2008/ / % 47.69% 21.54% 23.08% 1.54% 1.54% 2008/ % 25.00% 23.33% 23.33% 5.00% %age Applications 2008/ % 32.96% 21.01% 18.64% 2.54% 0.06% In terms of numbers recruited, there are encouraging results at the two opposing ends of the scale with significant increases in the and age groups. Equally significant is the sharp decrease in those recruited in the age group despite this age group attracting the largest proportion of applications. 13

14 It should be noted that the age groupings detailed above are reflective of the groups applied in our Recruitment Management System and not those utilised by the Scottish Workforce Information Standard System (SWISS) which is recognised as the standard reporting tool for NHSScotland. Steps will be taken locally to comply with this format in future reports. Promotions Data in relation to promotions has not previously been collected and, therefore, we are not in possession of any meaningful comparators with which to draw any conclusions at this stage. The next reporting period ( ) will rectify this situation and we, therefore, present the data for information only. Applications for Promotion & Success Rate by Ethnicity African Chinese Other Asian Other White White British White Irish White Scottish %age Promotion Applications 0.88% 0.88% 2.63% 10.53% 8.77% 4.39% 71.93% %age Success Rate 33.33% 25.00% % Applications for Promotion & Success Rate by Religion or Belief Christian - Other Church of Scotland Declined Hindu Jewish No Religion Roman Catholic %age Applications for Promotion 13.16% 28.07% 7.89% 1.75% 1.75% 31.58% 15.79% %age Success Rate 6.67% 21.88% 33.33% % 22.22% 14

15 Applications for Promotion & Success Rate by Sexual Orientation Declined Gay Heterosexual Lesbian %age Applications for Promotion 8.77% 0.88% 89.47% 0.88% %age Success Rate 22.55% Applications for Promotion & Success Rate by Age Group % % % % Declined %age Applications for Promotion 11.40% 35.96% 21.05% 24.56% 2.63% 0.88% 3.51% %age Success Rate 23.08% 26.83% 12.50% 17.86% 25.00% 15

16 Applications for Promotion & Success Rate by Gender Male Female %age Applications for Promotion 21.05% 78.95% %age Success Rate 16.67% 21.11% Applications for Promotion & Success Rate by Disability Status YES NO Declined/Not Known %age Applications for Promotion 2.63% 96.49% 0.88% %age Success Rate 20.91% 16

17 7 Leavers Information on the ethnicity of staff leaving NHS QIS during both and is shown below. By way of illustrative comparison, we have overlaid recruitment applicant data with the corresponding leaver data by each equality strand, in order to identify any significant trends. NHS QIS - Leavers by Ethnicity 2007/08 & 2008/ %age of Total Leavers 07/08 %age of Total Leavers 08/09 Applicants 2008/09 by Ethnicity 2 1 African Any Declined/ Mixed Not Backgrou Known %age of Total Leavers 07/ % 4.88% 7.32% 9.76% 7.32% 2.44% 65.85% %age of Total Leavers 08/ % 6.00% 2.00% 6.00% 2.00% 18.00% 6.00% 56.00% Applicants 2008/09 by Ethnicity 2.54% 1.01% % 8.46% 1.48% 10.71% 2.54% 64.85% Indian Other White Pakistani White British White Irish White Scottish *None of the leavers cited racial discrimination or racial harassment as the reason for leaving. NHS QIS Leavers 2007/08 and 2008/09 by Religion or Belief 45.00% % % 2 %age of Total Leavers 07/08 %age of Total Leavers 08/09 Applicants 2008/09 by Religion 15.00% % Christian - Other Church of Scotland Declined/Not Known Muslim No Religion Roman Catholic %age of Total Leavers 07/ % 26.83% 17.07% 41.46% 12.20% %age of Total Leavers 08/ % 26.00% 18.00% 2.00% 32.00% 6.00% Applicants 2008/09 by Religion 9.35% 21.54% % 38.22% 15.33% By using the recruitment figures as a comparator, we can see that there generally appears to be equal numbers applying to those leaving the organisation across all of the religious groups. 17

18 NHS QIS Leavers by Sexual Orientation 2007/08 & 2008/ %age of Total Leavers 07/08 %age of Total Leavers 08/09 Applicants 2008/09 by Sexual Orientation %age of Total Leavers 07/ % 2.44% 82.93% %age of Total Leavers 08/ % 2.00% Applicants 2008/09 by Sexual Orientation Declined/Not Known Gay Heterosexual Lesbian Other Bisexual 7.57% 1.60% 88.34% 0.59% 0.53% 1.36% Applications from many of the sexual orientation strands show that more are applying to join the organisation than have actually left, although the increase in those joining the organisation who have declined to provide this information compared to during the recruitment phase may suggest that while they are comfortable declaring during the anonymous recruitment and selection stages they are much less so once they actually become employees. NHS QIS Leavers by Disability Status 2007/08 & 2008/ %age of Total Leavers 07/08 %age of Total Leavers 08/09 Applications by Disability Status 2008/ %age of Total Leavers 07/ % 56.10% 2.44% %age of Total Leavers 08/ % 82.00% 2.00% Applications by Disability Status 2008/09 Declined/Not Known NO YES 2.72% 94.50% 2.78% 18

19 NHS QIS Leavers by Gender 2007/08 & 2008/ %age of Total Leavers 07/08 %age of Total Leavers 08/09 Applications by Gender 2008/ Female Male Declined %age of Total Leavers 07/ % 17.07% %age of Total Leavers 08/ Applications by Gender 2008/ % 34.56% 1.30% Balance between male and female leavers is generally indicative of the gender balance for the organisation, although as previously mentioned in the recruitment data, the balance in applications is far more positive, although may be not as yet reflected in the numbers of male candidates joining the organisation following selection. 19

20 8 Access to Training Although training activity throughout NHS QIS can be quite diverse due to the specialist nature of the roles undertaken, the figures shown below demonstrate that access to training within the organisation is comparable year on year and when using current staffing as a comparator, the actual take up of training by each of the equality and diversity monitoring categories is broadly reflective of the make up of the organisation across all of the monitoring strands. NHS QIS - Access to Training by Ethnicity African Any Mixed Backgrou Declined %age Total Training Hours 07/ % 1.02% 5.61% 1.53% 1.53% 6.63% 1.02% 16.84% 1.02% 63.27% %age Total Training Hours 08/ % 1.08% 5.04% 1.08% 1.08% 4.68% 1.08% 18.35% 2.16% 64.39% %age Current Staffing 31 Mar % 0.78% 5.86% 0.78% 1.17% 4.30% 18.36% 2.34% 65.63% Indian Other Asian Other White Pakistani White British White Irish White Scottish NHS QIS - Access to Training by Religion or Belief % % % % % Christian - Other Church of Scotland Declined Hindu Muslim No Religion Other Roman Catholic %age Total Training Hours 07/ % 19.29% 16.75% 1.02% 1.02% 37.56% 1.02% 11.68% 1.02% %age Total Training Hours 08/ % 14.86% 11.26% 0.90% 0.90% 45.50% 3.15% 13.96% 1.35% %age Current Staffing 31 Mar % 20.31% 16.41% 0.78% 36.33% 2.34% 11.72% Sikh 20

21 NHS QIS - Access to Training by Sexual Orientation Bisexual Declined Gay Heterosexual Lesbian %age Total Training Hours 07/ % 1.54% 78.46% 1.54% %age Total Training Hours 08/ % 1.82% 81.09% 1.09% %age Current Staffing 31 Mar % 16.02% 1.95% 80.86% 0.39% NHS QIS - Access to Training by Disability Status Yes No Declined Not Known %age Total Training Hours 07/ % 36.91% 62.23% %age Total Training Hours 08/ % 90.51% 6.93% %age Current Staffing 31 Mar % 71.48% 6.25% 19.92% NHS QIS - Access to Training by Gender Male Female %age Total Training Hours 07/ % 77.04% %age Total Training Hours 08/ % 76.45% %age Current Staffing 31 Mar % 76.56% 21

22 NHS QIS - Access to Training by Age Group 35.00% % % % %age Total Training Hours 07/ % 33.33% 30.30% 19.70% 8.59% 1.52% %age Total Training Hours 08/ % 29.20% 26.28% 24.82% 13.87% 1.09% %age Current Staffing 31 Mar % 30.48% 26.16% 23.83% 12.50% 0.78% 22

23 9 Performance Assessment Procedures Staff benefiting or suffering detriment as a result of appraisal systems for the period 1 April March 2009 The Performance and Development Review (PDR) system is seen to be a benefit to staff as it supports their personal development. Where an employee does not have a PDR, it is seen as detrimental to that employee. Where an employee has not been in post for the required period of time to have a full PDR this is counted as a not applicable or N/A for the purposes of reporting. For the reporting period of 1 April March 2009, a total of 137 staff were in receipt of a full PDR with a further eighty (80) counted as not applicable by virtue of the fact that they had not been in post for the required time period. NHS QIS like many other health boards was given an extension to achieve 100% compliance to have PDRs in place for all applicable staff by the end of the financial year. However, by close of the extended deadline of 31 May 2009, it was confirmed that all applicable employees had now received a PDR. 10 Discipline and grievance procedures NHS QIS has not produced any formal reporting figures in relation to either disciplinary or grievance procedures undertaken during this reporting period as the breakdown of the actual numbers involved would not provide any meaningful analysis material due to the small numbers involved. What can be stated is that during the reporting period 1 April March 2009, there were no recorded incidents of any formal disciplinary action relating to misconduct within NHS QIS. However, there are on record five (5) formal hearings related to either performance or attendance issues during the last year. The number of formal procedures undertaken is so low that no meaningful conclusions can be drawn. The introduction of our Attendance Management and Management of Employee Capability policies, which were developed in consultation and partnership with employees and management, now gives line management and employees the opportunity to work together to identify potential issues, overcome any barriers and provide a supportive framework to enabling every employee to work effectively. These policies will be further enhanced by the introduction of the Managing Work Related Stress policy and the organisation will continue to monitor and report as and when available information will provide meaningful analysis. In terms of grievances, NHS QIS has not received any grievances during the reporting period. Any future instances will be handled in accordance with our internal processes and recorded by Human Resources and reported accordingly. It should be noted that the overwhelming majority of issues that concern staff are satisfactorily resolved at local discussion level, without recourse to any formal grievance procedures. 23

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