STAFF GOVERNANCE REPORT

Transcription

1 LOTHIAN NHS BOARD East Lothian Community Health Partnership Sub-Committee 14 th December 20 ER MANAGER NHS LOTHIAN STAFF GOVERNANCE REPORT 1 Purpose of the Report 1.1 To update and advise members of Community Health Partnership Sub-Committee on performance for the year to date across a range of Employee Relations/Staff Governance information pertaining to. 2 Recommendations The Sub-Committee is:- 2.1 Invited to note and comment on the data provided to date. 3 Summary of the Issues 3.1 The main issues are : SUMMARY Turnover statistics for period September 20 to November 20 Number of new starts in employment September 20 to November 20 Sickness absence statistics and year on year comparison graphs More that 4 absences in rolling year for November 20 Number of staff who returned during September 20 to November 20 Open absences over 4 weeks in duration General Information update

2 4 Turnover Statistics 4.1 Turnover within for the quarter September 20 to November 20. Leavers Turnover rate in time Annualised Turnover period % 5.08% 4.2 New starts in employment within period = 17 5 Sickness Absence Statistics 5.1 This section provides updated sickness absences figures for East Lothian Community Health Partnership. Graphs and narrative reflect sickness absence levels within the CHP for this financial year i.e. April 20 to March 20, showing the year to date sickness absence position for staff within the CHP. All areas within the CHP are reviewed and monitored in accordance with NHS Lothian s Promoting Attendance at Work Policy. Monthly figures are produced for each Service within the CHP. Absence Figure for November % Long Term Absence 3.25% Short Term Absence 2.03% 21 employees met the trigger level of 4 absences in a rolling 12 month period in November 20. employees returned to work after being managed through the absence procedure in period September 20 to November 20. Also as at there were 19 employees with open ended absences greater than 4 weeks. The following graphs show absence for the past two years as a comparison i.e. the current year 20/20 and previous year 20/20. Absence Figure Comparison 200/20 to 20/20 20/ 20 Apr- May- Jun- Jul- Aug- Sep- Oct- Nov- Dec- Jan- Feb- Mar / 20 Apr- May- Jun- Jul- Aug- Sep- Oct- Nov- Dec- Jan- Feb- Mar

3 For the Month of November other Primary Care Percentage Absence:- Edinburgh CHP 4.60% West Lothian CHCP 5.58% REAS 5.47% Midlothian CHP 2.97% 5.28% Graph 1 Sickness Absence 20/ Percentage Apr- May- Jun- Jul- Aug- Sep- Oct- Nov- Dec- Jan- Feb- Mar Month 3

4 Graph 2 Sickness Absence 20/ Percentage TREND LINE Apr- May- Jun- Jul- Aug- Sep- Oct- Nov- Dec- Jan- Feb- Mar Month 6 General Information Update 6.1 Severe weather thank you to all staff Staff across NHS Lothian have been thanked for going the extra mile, in some cases literally, to get to work and keep services running for patients during the severe conditions. Everyone s efforts are greatly appreciated, and the chief executive, Professor James Barbour, has written a personal thank-you which is currently on the home page of the staff intranet. 6.2 Scottish Health Awards 20 winners We are delighted that five of finalists went on to win in their categories: Anna Paisley, Consultant Surgeon, Royal Infirmary Edinburgh Dr Andrew Flapan, Clinical Director, Royal Infirmary or Edinburgh Jason Wallace, Veterans Peer Support Worker, Veterans First Point Angela Lindsey, Allied Health Professions Manager, Edinburgh Community Health Partnership Midlothian Health Visitor Team, Midlothian Community Health Partnership. 6.3 Healthcare support workers mandatory standards and codes As part of the Scottish Government s commitment to patient safety, all health boards must, from 31 st December 20, ensure that new-start HCSWs achieve a set of induction standards and comply with a code of conduct, usually within three months of starting work. All existing HCSWs are also expected to sign up to the code of conduct at the time of their personal development plan review, and employers of HCSWs must also comply with a code of practice. NHS Lothian already meets many of the new standards and is working to ensure all of them are now integrated into existing corporate induction, on-the-job induction and 4

5 personal development plans. Managers will be made aware of the new process at the recruitment stage initially. Note: the term healthcare support worker (HCSW) applies not only to clinical and AHP support workers, but to most staff in support services such as admin, estates, facilities, finance, ehealth and catering. 6.4 Changes to recruitment and selection training NHSL s current two-day course on Management in Practice 2 (MIP2) - Recruitment and Selection will change in format to two separate one-day courses from January Important change to Equality and Diversity law Last month, the Equality Act came into force, making the law on equality simpler while covering more people. The law says it is illegal to discriminate against people on the grounds of their age, disability, gender, pregnancy, race, religion, sexual orientation or if they are transgender. The new rules will affect how everyone across the organisation is managed, particularly in recruitment and promotion, flexible working arrangements and dignity at work - bullying, harassment and abuse in the workplace. Sylvia Mack Employee Relations Manager, NHS Lothian 07 th December 20 5