VELINDRE NHS TRUST TRUST BOARD REPORT. Sarah Morley Executive Director of OD and Workforce WORKFORCE & OD REPORT

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1 VELINDRE NHS TRUST TRUST BOARD REPORT Meeting Date: 29 th January 2015 Agenda Item: 5.1 Report Author: Executive Sponsor: Presented by: Workforce & OD Team Sarah Morley Executive Director of OD and Workforce Sarah Morley Executive Director of OD and Workforce WORKFORCE & OD REPORT ACRONYMS ABHB Aneurin Bevan Health Board JE Job Evaluation ESR Electronic Staff Record ESS Employee Self Service MSS Manager Self Service NISCHR National Institute of Social Care and Health Research SHO Senior House Officer SpR Specialist Registrar TUPE - Transfer of Undertakings (Protection of Employment) VCC Velindre Cancer Centre WBS Welsh Blood Service WG Welsh Government WOD Workforce and OD 1. PURPOSE & ACTION REQUIRED This report comprises an update on the work being undertaken within the function in relation to the Three Year Delivery Plan Delivering Excellence and current workforce and OD issues of importance or significance. 2. INTRODUCTION The metrics are provided as Appendix 1. These are intended to provide a broad Page 1 of 28

2 overview of workforce trends. 3. CONSIDERATIONS FOR BOARD A. Workforce Information ESR Self Service Phase 2 of the Self Service roll out has commenced across VCC and WBS, which is planned to be completed by the end of February Ongoing training sessions have been organised and publicity of the training sessions has been increased to ensure that all the departments are are aware of their Phase 2 training requirement. Training progress to date is illustrated below and shows that while attendance at MSS/SSS/ASS training is progressing according to plans, uptake of ESS training (which is not mandatory) has been slower: ESS TRAINING PROGRESS VCC CORPORATE NCCC WBS ESS 40% of HEADCOUNT ESS TRAINED MSS/SSS/ASS TRAINING PROGRESS VCC CORPORATE NCCC WBS MSS TRAINING NEED MSS/SSS/ASS TRAINED Work has commenced on agreeing the hierarchies for the final phase, and it is planned that all employees across the Trust will have access to ESR Self Service by the end of May Page 2 of 28

3 B. Workforce Developments All Wales Blood Service The Workforce and Organisational Change Workstream has been seeking agreement with NHSBT on the entity required to be defined under TUPE. Following these discussions, WBS received a proposal from NHSBT and has now developed a joint paper for approval at the AWBS Programme Board during January Job descriptions for new roles to support the development of the Stock Holding Unit (SHU) have been completed and were presented to the January Workforce & Organisational Change Workstream meeting. NISCHR CRC Restructuring and TUPE Transfer Work has continued to progress on the completion of the Due Diligence Action Plan. The Workforce Work Stream next meeting is on the 16 th January As a result of the finalisation of the agreed NISCHR CRC budget 2015/2016 between NISCHR WG and Velindre NHS Trust; all employees affected by the transfer have received formal notification of the proposed TUPE transfer with effect on 31 st March 2015 and six month contractual extension letters to cover the period of transfer. Those employees remaining within the new NISCHR Workforce have also received twelve month contractual extension letters. The extension for employees that are not transferring will enable the management to agree and consult on the future structure of the service whilst maintaining all service provisions. All three Clinical Leads that currently undertake four sessions for NISCHR CRC have been formally notified that their posts are at risk as part of the service changes. All three have been placed on the redeployment register to assist in securing suitable alternative employment with an aim to minimize the potential risk redundancy and redundancy payment. Papers will be presented to the Remuneration Committee for consideration in January 2015 outlining the cost and full reasons. The Trust will continue to seek alternative employment for the three Clinical Leads up until 31 st March Work has commenced on completing an Equality Impact Assessment (EqIA) on the proposed service reconfiguration. A meeting has been scheduled for 14 th January 2015 which will be attended by Ceri Harris, Equality and Diversity Manager. Once completed the assessment will be circulated to the Project Board for comments. All transferring employees have agreed to early engagement with Helen Grindell, NISCHR AHSC, Senior Manager which has proven to be extremely positive. Transferring staff have been given the opportunity to review the proposed relocation paper and have been informed that there is a potential for a collocation with NISCHR Workforce. In addition Q&A sessions have been scheduled for early 2015 with Helen Page 3 of 28

4 and her team. C. Employment Relations Pay Awards and Contracts 2014/2015 The Minister issued a statement on the 20 th November 2014 detailing the proposals for the 2014 / 15 and 2015 / 16 pay rounds. These proposals were accepted by the Trades Unions involved at the Welsh Partnership Forum and all planned industrial action was cancelled. The details are as follows: The living wage ( 7.85) was introduced for NHS Wales employees from 1 January A non-consolidated, non-pensionable lump sum payment of 187 (full time equivalent) to be payable to all Agenda for Change employees in post as at 1 December In addition to this one-off payment, employed staff will continue to receive incremental progression. A 1 % consolidated uplift will be applied to all staff on Agenda for Change pay scales from 1st April Establishment of an NHS workforce commission which will consider a broad range of workforce issues, including the Agenda for Change pay arrangements. Details of changes to Agenda for Change terms and conditions which were agreed and balloted on earlier in 2014 will also now be implemented with details of implementation dates to follow. The main points are: Pay during Sickness Absence This will affect staff above spine point 8 (top of Band 2 and 3 rd point of Band 3) who will from 1 st January 2015 will no longer be entitled to receive any allowances or payments linked to unsocial hours, working patterns or additional work commitments when they are off sick. Pay Structure and Career Progression This will affect all staff who are still receiving annual increments and will link a successful annual appraisal to receipt of future increments. Travel From 1 st January 2015 the HMRC Approved Mileage Allowance Payment regime will apply to the rate of reimbursement of travel expenses. This will pay a rate of 45 pence per mile up to the first 10,000 miles. Page 4 of 28

5 D. Health and Wellbeing Sickness Absence Management October 2014 Update The Trust s overall sickness absence rate for October 2014 was 3.86% (excluding hosted organisations). The accumulative figure for the Trust over the last 12 months is 3.66% which has seen an increase since September There has been an increase across each division with figures rising by a considerable amount. VCC has reached 3.68% and the Welsh Blood Service at 6.27%. There has been an increase of additional employees going onto Long Term Sick within October and it would appear that the sickness figure for the Welsh Blood Service has increased due to a further 3 employees on LTS with effect from October Corporate have also reported an increase to 6.07% for October. There are 3 employees that continue to remain on LTS. The Health & Wellbeing Facilitator continues to work closely with all Managers of the respective hotspot areas across all divisions to ensure the appropriate support and guidance is being provided to all employees and to ensure consistency, and the priority will be to focus on LTS absence. Managers have appeared proactive in the agreed actions and actions are being addressed within the monthly timescale. Health & Wellbeing initiatives are continuing to progress. Discussions have taken place with the Head of Communications in relation to changes to be made to the staff intranet page to enable all employees to have instant access to information and guidance on all health and wellbeing topics as well as a more user-friendly website. A new welcome day induction has been created whereby the Health & Wellbeing Facilitator will participate to promote all the health and wellbeing benefits and advise new employees of the Sickness Policy. The Health & Wellbeing Group is being looked into to commence as soon as possible with a strong management group including the General Manager of the Cancer Centre. With a strong emphasis to address the high levels of absence due to Stress, Anxiety and Mental Health disorders, communication is in place with the Clinical Psychologist within VCC to establish a Mindfulness group session for staff to attend and develop new skills and coping mechanisms. The Health & Wellbeing Facilitator continues to research other commons themes that could be beneficial to support Trust employees. E. Education & Development Induction Training A Workforce & OD team working group has established a new format for Velindre s new staff induction training which will be implemented as of January The Page 5 of 28

6 format was approved by the December meeting of the Workforce Committee and will be a single Trust-wide Welcome Day which will focus on providing a cultural introduction to our organisation and will not contain any face-to-face mandatory or statutory training. During 2015 the Welcome Day will rotate around the three substantive Divisions of the Trust each month in the following proportions: VCC hosting 6 days, WBS hosting 4 days and Corporate HQ hosting 2 days Mandatory & Statutory Requirements Matrix The Trust s Education & Development Manager met with all internal subject experts during quarter 4 of 2014 in order to create a revised matrix of Trust-wide mandatory & statutory training needs: The matrix was approved by the Trust s Workforce Committee in December 2014 and is subject to final approval by the Executive Management Board in their January 2015 meeting. This matrix provides more detail as to the defined training requirements for all Trust staff groups and will support members of staff and line managers in their understanding of the training that they must attend. Following final approval the Education & Development team will be working to link ESR competencies to each training need in order to enable fully populated Compliance Matrix reports via ESS and MSS. Communication Skills Training Lisa Wilks is now a trained facilitator for Sage & Thyme Foundation Skills in communication skills. Lisa will present a business case to the VCC SMT in February for agreement to fund a collaboration with Aneurin Bevan University Health Board to deliver the workshop to all clinical staff and clinical facing admin staff. The cost is estimated as 1000 per annum for 46 workshop places. Sage & Thyme is a quality assured and evaluated skills workshop that has demonstrated reduced complaints, greater patient satisfaction and increased job satisfaction. CARE to Communicate is a customer skills workshop for non-clinical staff which has been launched in VCC and the Corporate Division for regular delivery in The half-day workshop will integrate reference to Putting Things Right and the Trust s Communications Strategy. WBS are working with an external training provider to scope and launch a 1-day communication and service training programme entitled Working Better Together. Medical Education The Undergraduate Team, in which the Education & Development Department play a fundamental part, have received an Excellence Award for best Undergraduate Team from Cardiff University. This is in recognition of all that we do to consistently deliver excellent support for year 3 students when they are doing their oncology project. The Page 6 of 28

7 award will be presented on 5th February An abstract for the Foundation Programme (FP) Taster weeks organised by the Education & Development team has been accepted as an oral presentation at the NACT Conference in London on 5th March The next FP programme is scheduled for 2nd February with 2 doctors attending. There has been an increase in attendance at the SHO Teaching in December by 3% with the changes made and good communication we are hopeful that this increase should continue each month. F. Medical Personnel A considerable amount of time has been allocated to increase up to date job plans. Whilst the current data is showing 14% unsigned, a further 6 have also been completed, and are awaiting sign off. Work will commence when the new Clinical Director is in post (April 2015) to start planning the next 12 months to ensure the maximum number are completed. Work is continuing to ensure that all revalidation is undertaken in a timely manner and that the quality of the returns are at an acceptable level. A recent Audit carried out by NHS Wales Shared Services Partnership Audit and Assurance Services whilst, reported that the Board should have reasonable assurance associated with the management of medical staff revalidation also highlighted a number of required areas of improvement. A management action plan has been development by the Medical Director and Medical Staffing to address these areas. 4. ACTIONS/RECOMMENDATION TO THE BOARD The Trust Board is asked to NOTE the content of the narrative report and the attached metrics report. Page 7 of 28

8 Executive Board Thursday 22 nd January 2015 Workforce Metrics Report This report provides information relating to the core Trust functions Corporate Services, Velindre Cancer Centre and Welsh Blood Service. Hosted Divisions (such as NWIS and NWSSP) are reported on where shown. Due to ESR data entry requirements, some data is not available until 6-8 weeks after occurrence, including sickness absence. All data provided is for the last available full month. Contents 1 Effective Employment Practices and an Engaged Workforce 1.1 Staff in Post 1.2 Turnover 1.3 Recruitment 1.4 Policies 1.5 Employment Relations 1.6 Redeployment 1.7 Special Leave 2 A Healthy Workforce 2.1 Sickness Absence 2.2 Occupational Health 3 Safe, Skilled and Competent Workforce 3.1 Performance Appraisal & Development Review Completions 3.2 Mandatory and Statutory Training Compliance 3.3 Face-to-Face Training Course Attendance 3.4 Training Completion Methodologies 3.5 Service Improvement & Organisational Development 3.6 Referrals made to statutory/professional bodies 3.7 Medical Staffing Compliance 4 Pay Bill Page 8 of 28

9 1. Effective employment practices and an engaged workforce 1.1 Staff In Post The staffing figures are presented on a 12 month rolling basis for Velindre NHS Trust and Divisions. Staff in Post 2,000 1,800 1,600 1,400 1,200 1, Velindre NHS Trust - Staff in Post by Month Jan-14 Feb-14 Mar-14 Apr-14 May-14 Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Velindre NHS Trust 1, , , , , , , , , , , , Corporate Services Velindre Cancer Centre Welsh Blood Service Hosted Organisations 1, , , , , , , , , , , , Page 9 of 28

10 Staff in Post by Pay Band as of 31 st December 2014 Velindre NHS Trust excluding Hosted WTE by Pay Band - 31st December 2014 Other Medical & Dental Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 8c Band 8d Band * Other = Very Senior Manager, Ad Hoc and Whitley pay scales. Staff in Post by Staff Group as of 31 st December 2014 Velindre NHS Trust excluding Hosted Page 10 of 28

11 Staff in Post by Age Profile as of 31 st December 2014 Velindre NHS Trust including Hosted 250 Velindre NHS Trust Headcount by Age Band and Staff Group excl Hosted as of 31st December Nursing and Midwifery Registered Medical and Dental Healthcare Scientists Estates and Ancillary Allied Health Professionals Administrative and Clerical Additional Clinical Services Add Prof Scientific and Technic Page 11 of 28

12 1.2 Labour Turnover Rate January December 2014 Starters Headcount Starters FTE Leavers Headcount Leavers FTE LTR Headcount % Headcount FTE Velindre NHS Trust (excluding Hosted Organisations) 1,207 1, Corporate Services Velindre Cancer Centre Welsh Blood Service Hosted Organisations 1,950 1, LTR FTE % The labour turnover rates exclude bank staff, junior medical staff and internal transfers within the Trust. The 2013/14 average NHS Wales LTR is 5.4%. Labour Turnover by Staff Group and Destination on Leaving Velindre NHS Trust excluding Hosted (January December 2014) Page 12 of 28

13 1.3 Recruitment Velindre Recruitment Activity November October 2014 Recruitment Timeline - Working Days November Nov-13 Dec-13 Jan-14 Feb-14 Mar-14 Apr-14 May-14 Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 WTE s Adverts 1000 Current time to recruit - Advert to Req to Appt days Current time to recruit - Onboard Current time to recruit - Onboard minus outliers Optimum time to recruit - Advert to Req to Appt days Optimum time to recruit - Onboard Aug-14 Sep-14 Oct-14 Nov October 2014 (Working Days) Two Days or Less Three to Five Days Six or More Days More Than Ten Total Target Average Days Adverts Placed Shortlist Sent Conditional Appt Letters Issued (6 10 days) Policies The following policies are currently being reviewed: Policy Name Policy Lead Review Date Date to be completed by Status Accessing NHS Pension and Retirement Policy All Wales 20/11/ /12/2014 Consultation period has ended Adverse weather policy Vicki Harris 15/11/ /10/2014 Consultation period has ended The following policies are out of date and are to be reviewed: Policy Name Policy Lead Review Date Sickness Absence All Wales Policy 01/08/2014 Policy for Employing Ex Offenders and People with a Criminal Record Sarah Morley/Helen Watkins Dec 2014 Page 13 of 28

14 The following policies were approved during the last quarter: Policy Name Policy Lead Next Review Date Stress and Mental Health Wellbeing Policy Sarah Morley July 2017 Special Leave Policy - All Wales Policy All Wales Nov Employment Relations The below data includes staff on informal and formal stages of the relevant policies. It does not capture activity and cases that have not yet reached these stages. Capability Disciplinary Grievance Dignity at Work Employment Tribunal I 1F 2F FF A I In H A I In H A I In H A Corporate VCC WBS I = Initial/Informal stages 1F = First Formal Stage 2F = Second Formal Stage FF = Final Formal In = Investigation H = Hearing A = Appeal 1.6 Redeployment (SAE Suitable Alternative Employment) Division Date Entered on Redeployment VCC 19/11/14 Date Redeployment Due to End 11/02/15 Reason Redeployment End of fixed term for Outcome Extension of post to June /10/15 29/12/14 Capability ill health Period on redeployment extended - awaiting prior consideration interview. 29/12/14 22/03/15 End of fixed term Seeking SAE 29/12/14 29/12/14 09/01/15 22/03/15 22/03/15 31/03/15 End of fixed term End of fixed term End of fixed term Seeking SAE Seeking SAE Seeking SAE Page 14 of 28

15 WBS Corporate SAE Suitable Alternative Employment 1.7 Special Leave The Trust approved 78 special leave applications in December Leave reason FTE Lost % Antenatal Attendance at Public Bodies Bereavement Carer s Leave Compassionate Leave Emergency Leave/Time off for dependents Leave reason FTE Lost % Interview Leave Jury Service Medical/Dental appointment Other Parental Leave Time off in Lieu Training with Reserve and Cadet Forces Blank/Undefined Total FTE Lost = Healthy Workforce 2.1 Sickness Absence The sickness target set by the Welsh Government (for 2012/13) was 3.54%. This has been adopted by the Trust for 2013/14 and 2014/15. Page 15 of 28

16 Velindre NHS Trust Cumulative Sickness Absence excl Hosted WTE % 5.0% 4.8% 4.6% 4.4% 4.2% 4.0% 3.8% 3.6% 3.4% 3.2% 3.0% May 12 Apr 13 Jun 12 May 13 Jul 12 Jun 13 Aug 12 Jul 13 Sep 12 Aug 13 Oct 12 Sep 13 Nov 12 Oct 13 Dec 12 Nov 13 Cumulative 12 Month 4.49% 4.55% 4.56% 4.53% 4.59% 4.56% 4.44% 4.29% 4.21% 4.09% 4.12% 4.13% 4.00% 3.95% 3.89% 3.83% 3.82% 3.80% 3.89% Target 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% 3.54% Jan 13 Dec 13 Feb 13 Jan 14 Mar 13 Feb 14 Apr 13 Mar 14 May 13 Apr 14 Jun 13 May 14 Jul 13 Jun 14 Aug 13 Jul 14 Sep 13 Aug 14 Oct 13 Sep 14 Nov 13 Oct 14 Cumulative sickness absence rate for Velindre NHS Trust per rolling 12 month period Cumulative Sickness Absence rates Dec 12 Nov 13 Jan 13 Dec 13 Feb 13 Jan 14 Mar 13 Feb 14 Apr 13 Mar 14 May 13 Apr 14 Jun 13 May 14 Jul 13 Jun 14 Aug 13 Jul 14 Sep 13 Aug 14 Oct 13 Sep 14 Nov 13 Oct 14 Percentage Variance from Target Velindre NHS Trust (Excluding Hosted) 4.29% 4.21% 4.09% 4.12% 4.13% 4.00% 3.95% 3.89% 3.83% 3.82% 3.80% 3.89% +0.35% Velindre Cancer Centre 3.64% 3.57% 3.40% 3.45% 3.52% 3.44% 3.44% 3.49% 3.51% 3.57% 3.56% 3.56% +0.02% Corporate Services 7.22% 6.87% 6.45% 6.01% 5.72% 5.38% 5.07% 4.67% 4.24% 3.99% 3.92% 4.16% +0.62% Welsh Blood Service 4.83% 4.79% 4.80% 4.82% 4.79% 4.65% 4.56% 4.38% 4.29% 4.21% 4.19% 4.40% +0.86% Hosted Organisations 3.76% 3.79% 3.74% 3.75% 3.65% 3.57% 3.51% 3.49% 3.47% 3.50% 3.50% 3.49% -0.05% Page 16 of 28

17 Long Term/Short Term Sickness of Trust and Divisions, excluding Hosted Organisations 3.5% 3.0% 2.5% Short Term Absence WTE % 2.0% 1.5% 1.0% 0.5% 0.0% Apr May Jun Jul Aug Sept Oct Nov Dec Jan Feb Mar 2012/ % 1.78% 2.42% 2.61% 1.70% 2.02% 2.80% 3.22% 2.53% 2.61% 2.49% 2.47% 2013/ % 2.07% 1.90% 1.84% 2.00% 2.46% 2.21% 2.42% 1.92% 1.94% 2.13% 1.81% 2014/ % 2.00% 1.41% 2.46% 1.22% 2.02% 2.75% 3.5% 3.0% 2.5% Long Term Absence WTE % 2.0% 1.5% 1.0% 0.5% 0.0% Apr May Jun Jul Aug Sept Oct Nov Dec Jan Feb Mar 2012/ % 2.10% 1.54% 2.05% 2.11% 2.34% 2.24% 1.79% 2.51% 1.97% 1.76% 1.77% 2013/ % 2.34% 2.17% 2.76% 2.25% 1.55% 1.45% 1.01% 2.09% 1.80% 2.12% 2.02% 2014/ % 1.81% 1.89% 1.48% 2.59% 1.73% 2.01% Page 17 of 28

18 Estimated Sickness Cost for Velindre NHS Trust for August, September and October 2014 Estimated Cost Absence (WTE) Aug-14 Sep-14 Oct-14 3 Month Period No of Episodes Estimated Cost Absence (WTE) No of Episodes Estimated Cost Absence (WTE) No of Episodes Estimated Cost Cumulative Absence (WTE) Cumulative Estimated Cost Velindre NHS Trust 1, ,003 1, ,113 1, ,037 4, ,154 Corporate Services , , , ,869 Velindre Cancer Centre , , ,166 2, ,444 Welsh Blood Service , , ,588 1, ,841 Sickness Absence by Staff Group Velindre NHST by Staff Group excluding Hosted Orgs November October 2014 Medical and Dental 0.57% Add Prof Scientific and Technic 1.63% Healthcare Scientists 2.19% Allied Health Professionals 2.63% Administrative and Clerical 3.35% Nursing and Midwifery Registered 4.80% Additional Clinical Services 6.83% Estates and Ancillary 7.09% 0% 1% 2% 3% 4% 5% 6% 7% 8% 9% Page 18 of 28

19 Top 10 Sickness Absences by Absence Days and FTE Lost October 2014 Absence Reason Absence Days % S10 Anxiety/stress/depression/other psychiatric illnesses S12 Other musculoskeletal problems S25 Gastrointestinal problems S13 Cold, Cough, Flu - Influenza S17 Benign and malignant tumours, cancers S98 Other known causes - not elsewhere classified S15 Chest & respiratory problems S28 Injury, fracture S11 Back Problems S99 Unknown causes / Not specified Absence Reason FTE Lost % S10 Anxiety/stress/depression/other psychiatric illnesses S12 Other musculoskeletal problems S25 Gastrointestinal problems S13 Cold, Cough, Flu - Influenza S17 Benign and malignant tumours, cancers S15 Chest & respiratory problems S28 Injury, fracture S98 Other known causes - not elsewhere classified S11 Back Problems S30 Pregnancy related disorders Top 5 Sickness Absences for Top 3 Staff Groups by Absence Days and FTE Lost October 2014 Additional Clinical Services Absence Reason Absence Days % Absence Reason FTE Lost % S12 Other musculoskeletal problems S25 Gastrointestinal problems S25 Gastrointestinal problems S12 Other musculoskeletal problems S10 Anxiety/stress/depression/other psychiatric illnesses S10 Anxiety/stress/depression/other Absence Reason psychiatric illnesses FTE Lost 16.0 % S24 Endocrine / glandular problems S24 S10 Endocrine Anxiety/stress/depression/other / glandular problems psychiatric illnesses S13 Cold, Cough, Flu - Influenza S13 S98 Cold, Other Cough, known Flu causes - Influenza - not elsewhere classified Absence Reason Absence Days % S13 Cold, Cough, Flu Absence - Influenza Reason FTE Lost 13.8 % S11 S10 Anxiety/stress/depression/other psychiatric illnesses S12 Back Other Problems musculoskeletal problems S12 S13 Cold, Cough, Flu - Influenza S28 Other Injury, musculoskeletal fracture problems S98 Other known causes - not elsewhere classified S10 Anxiety/stress/depression/other psychiatric illnesses S11 Back Problems S15 Chest & respiratory problems S17 Benign and malignant tumours, cancers S18 Blood disorders Absence Reason Absence Days % S12 Other musculoskeletal problems S28 Injury, fracture S10 Anxiety/stress/depression/other psychiatric illnesses S15 Chest & respiratory problems S18 Blood disorders November sickness absence rates will be available on 19th January Nursing and Midwifery Estates and Ancillary Page 19 of 28

20 3. Safe, Skilled and Competent Workforce 3.1 Performance Appraisal & Development Review Completions PADR Compliance January - December 2014 Compliance % Jan 14 Feb 14 Mar 14 Apr 14 May 14 Jun 14 Jul 14 Aug 14 Sep 14 Oct 14 Nov 14 Dec 14 Velindre NHS Trust (excl Hosted) 52.30% 55.59% 66.90% 69.22% 69.19% 68.82% 67.45% 66.73% 64.98% 59.39% 53.54% 49.56% Corporate Division 46.07% 50.56% 55.68% 57.47% 56.82% 53.49% 53.41% 53.85% 53.26% 50.53% 50.52% 46.46% Velindre Cancer Centre 66.15% 66.62% 68.55% 69.20% 67.73% 66.56% 64.40% 63.64% 60.66% 51.51% 42.53% 38.22% Welsh Blood Service 30.24% 37.89% 66.67% 71.91% 74.42% 75.96% 75.77% 75.00% 75.19% 75.13% 73.25% 69.97% Target 80.00% 80.00% 80.00% 80.00% 80.00% 80.00% 80.00% 80.00% 80.00% 80.00% 80.00% 80.00% Appraisal Reviews Completed (January December 2014) Org L4 Assignment Count Reviews Completed Reviews Completed % 120 Corporate Division Velindre Cancer Centre Welsh Blood Service Grand Total 1, The above data includes data for medical appraisals. Divisions have developed action plans to ensure that they achieve the Trust target of 80%. The Trust s revised PADR paperwork, including Talent Management Tool, has been deployed across Velindre Cancer Centre and Corporate, while Welsh Blood Service are currently in the pilot phase. Page 20 of 28

21 3.2 Mandatory and Statutory Training Compliance Due to resource constraints Mandatory & Statutory training compliance figures will be reported on a quarterly basis during The next report will be available in February and accurate to 31st January Training Course Attendance Month Jan 14 Feb 14 Mar 14 Apr 14 May 14 June 14 Jul 14 Aug 14 Sept 14 Oct 14 Nov 14 Dec 14 Number of Bookings Attended DNA Cancelled % 80% Candidate Status on Class 60% 40% 20% 0% Attended DNA Cancelled June 13 July 13 Aug 13 Sept 13 Oct 13 Nov 13 Dec 13 Jan 14 Feb 14 Mar 14 Apr 14 May 14 June 14 Jul-14 August 14 Sept 14 Oct 14 Nov-14 Dec Training Completion Methodologies Month Jan 14 Feb 14 Mar 14 Apr 14 May 14 June 14 July 14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Classroom e-learning Page 21 of 28

22 Training Completion 600 Number of Staff Classroom e-learning 0 Jan 14 Feb 14 Mar 14 Apr 14 May 14 June 14 July 14 Aug-14 Sep-14 Oct-14 Nov-14 Dec Service Improvement & Organisational Development Leadership and management development engagement Number of Delegates in the year ending on final day of: Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 % OF TOTAL HEADCOUNT (3 DIVISIONS) 19% 23.50% 16.80% 12.35% 13.27% 9.95% 14.35% ILM Core Management Skills Programme ILM Level 3 Certificate in the Principles of Leadership & Management ILM Level 5 Certificate in Management Velindre NHS Trust Leadership Development Programme TOTAL LEARNERS % 80% 60% 40% 20% 0% % of Divisional headcount to have engaged with in-house Management or Leadership training in previous 12 months: Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Page 22 of 28

23 3.5.2 IQT training compliance Overall Trust Corporate VCC WBS Headcount (inc NISCHR- CRC) Completed % Headcount Completed % Headcount Completed % Headcount Completed % Board Bronze % 81 56% % 410 7% Silver Gold % 75% 50% 25% 0% IQT % Spread Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Corporate VCC WBS Overall Trust Formal coaching mentoring & team development interventions During December 2014: Two formal coaching sessions were undertaken by accredited coaches. NB: This does not capture data relating to any externally sourced coaching sessions or the significant number or internal informal coachingstyle conversations being undertaken by trained line managers and others. No formal mentoring sessions were undertaken by accredited mentors. No formal Team Development sessions were facilitated by members of the Education & Development team. 3.6 Referrals made to statutory/professional bodies During March 2014 no referrals were made to professional and external bodies. Page 23 of 28

24 3.7 Medical Staffing Compliance Job Plan Compliance (Medical & Dental) With Expired % With Expired With Unsigned % With Unsigned With Current % With Current Role Assignments Plan Plan Plan Plan Plan Plan Consultant % % % Hospital % % % Practitioner Medical Director % % % Specialty Doctor % % % Grand Total % % % Revalidation Compliance and deferrals Total Number of Consultants 54 Consultants Revalidated to Date 26 Consultants due to be revalidated by 31 st December Consultants deferred to date SHO training attendance % Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 SHO's on rotation at VCC Teaching Sessions Timetabled Sessions Cancelled Sessions Run as Planned Total Delegates Attended Total Delegates DNA Average attendance at sessions run Overall % attendance 18% 36% 59% 40% 35% 29% 32% Page 24 of 28

25 No of Training Places % 80% 60% 40% 20% SHO Training Attendance Analysis Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 SHO's Overall % attendance Total Delegates Attended Total Delegates DNA Average attendance at sessions run 0% Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Page 25 of 28

26 4. Pay Bill This graph shows the monthly total pay spend for Velindre Divisions (Corporate, VCC & WBS), including all elements of pay that are paid via the payroll, but excluding all payments made via invoice eg. agency costs. Velindre NHS Trust Total Earnings and Basic Pay January - December ,000,000 2,950,000 2,900,000 2,850,000 2,800,000 2,750,000 2,700,000 2,650,000 2,600,000 2,550,000 2,500,000 2,450,000 2,400,000 Jan-14 Feb-14 Mar-14 Apr-14 May-14 Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Total Earnings Basic Pay The following graphs show the variable costs that make up the pay bill. These costs are monitored within Divisions and any issues of significance are identified and addressed. A breakdown of the elements of variable pay can be provided (e.g. overtime, unsocial hours, oncall). Page 26 of 28

27 Variable Pay as % of Total Pay Bill 10.0% 9.5% 9.0% 8.5% 8.0% 7.5% 7.0% Jan-14 Feb-14 Mar-14 Apr-14 May-14 Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Velindre NHS Trust 7.72% 8.59% 7.79% 7.99% 8.20% 7.67% 8.35% 7.52% 7.32% 8.64% 7.69% 7.72% Overtime/Additional Duty Hours Costs: January December 2014 Page 27 of 28

28 30,000 Velindre Divisions Overtime/ADH January - December ,000 20,000 15,000 Velindre NHS Trust Corporate Division Velindre Cancer Centre Welsh Blood Service 10,000 5,000 0 Jan-14 Feb-14 Mar-14 Apr-14 May-14 Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Average monthly Overtime/ADH for the Velindre Divisions is 20,847. The cost for the rolling 12 months is 250,164. Average monthly Overtime/ADH for Velindre Cancer Centre is 9,216. The cost for the rolling 12 months is 110,592. This accounts for 44.2% of Velindre s Overtime/ADH. Average monthly Overtime/ADH for Corporate Services is 124. The cost for the rolling 12 months is 1,488. This accounts for 0.6% of Velindre s Overtime/ADH. Average monthly Overtime/ADH for Welsh Blood Service is 11,507. The cost for the rolling 12 months is 138,084. This accounts for 55.2% of Velindre s Overtime/ADH. Page 28 of 28