ANNUAL REVIEW OF EFFECTIVENESS WORKFORCE COMMITTEE

Transcription

1 ANNUAL REVIEW OF EFFECTIVENESS WORKFORCE COMMITTEE Number of Meetings: 6 Frequency of Meetings: Attendance summary: Bi Monthly Summary of compliance with 75% attendance rate as outlined in the table at the end of this template WORK OF THE COMMITTEE Survey Results Summary: Five responses were received to the survey. All five respondents felt that the membership of the Committee was appropriate, however, it was felt that attendance could be improved by utilising deputies. All five respondents felt that the scope of the Committee was clear and well defined, although it was acknowledged that there was some cross over with the Finance and the Quality Committees. It was felt that the Cycle of Business needed to be reviewed to ensure it was fulfilling the remit of the Committee. All five respondents felt that the frequency of the meetings enabled business to be conducted effectively. Members noted that it was always a busy agenda. All five respondents felt that the Committee had a positive impact on the Trust. Four out of five respondents felt that the agenda was clearly aligned to the Terms of Reference of the Committee. All five respondents felt that there was constructive challenge and debate at the Committee.

2 All five respondents felt that the papers clearly articulated key issues and assurances. All five respondents felt that identified actions were completed in line with agreed timescales. All five respondents felt that it was clear how the Committee contributed to the Trusts strategic objectives and organizational goals. Any other significant strengths or weaknesses? Details of Main Work Areas 2017/18: Whistleblowing Updates / Freedom to Speak Up Equality & Diversity updates/policies/strategies, etc 2016 and 2017 National Staff Survey Investors in People Internal Audits Task and Finish Groups relevant to the Committee Workforce Metrics Report DBS Assurance Reports HCPC Referrals Assurance Reports Occupational Health Update Reports Fit and Proper Persons Annual Assurance reports 2017 Winter Flu Campaign Action Plans and Updates NEAS Restructure Payroll Updates Sickness & Absence Action Plan University activity update Workforce/Training/Recruitment Plans Workforce Policies for ratification Summary of assurances and risks from various sub-groups 2016/17 Board Assurance Framework update Main Achievements (against Terms of Reference duties & objectives) In 2017/18: IIP Developed Level Stonewall 46 th place highest ranked Health and Social Care Organisation Staff Survey completion rate improved and outcomes maintained Freedom to Speak awareness raising and Champions recruited linking into regional and national networks Payroll successfully moved to YAS Broadening variety of clinicians in the CAS Additional services provided out of hours services Sickness absence policy reviewed and training completed for 82% of managers. Statutory and mandatory training reviewed and content updated by subject matter experts. Occupational Health Service - Safe, Effective, Quality Occupational Health Service (SEQOHS) accreditation.

3 Assurances to be Gained from the Work Undertaken: Whistleblowing cases reduced by 50% (to 3 only) over a 6 month period. Dignity at Work issues continued to reduce. Trans Inclusion Policy was developed. New Contact Centre recruitment process introduced positive results. DBS checks/professional & Membership registration fully compliant. Fit & Proper Persons annual report received with assurance that all relevant checks have been completed. Freedom to Speak Up action plan agreed for completion by March Workforce Metrics Report with updates on recruitment, sickness absence and audit data. Progress with the Restructure in on plan. A comprehensive sickness Absence action plan has been developed Staff survey return was 55%. A task & finish group has been established to address bullying & harassment call to action. Successful application to the Education Skills Agency to be added to the register of apprentice training providers. The Bringing Values to Life event was well attended with around 50 attendees Twenty student paramedics commenced in January 2018 and another 20 were waiting for the trust to receive HEE confirmation of funding. Provisional offers of employment had been made to 41 students due to qualify in summer Investigation was ongoing with regards to the option of becoming a sponsor organisation to enable recruitment from non EU countries. Compared to 2016/17, 10% more frontline staff have been vaccinated against the Flu. NEAS has achieved 25% of the CQUIN payment. Since January 2017, four paramedics have been referred to the HCPC. One of those was also referred to the NMC. Two of those paramedics made self-referrals. Benefits Booklet completed and will be circulated to the workforce and used during induction. The behaviours framework would be launched during February/March. 12 Workforce Policies have been formally ratified by the Committee. Details of main challenges faced by the Group. How were these overcome? If not overcome, how could they be? Lessons Learnt? Sickness absence appointment of a HR Business Manager dedicated to sickness absence management, redevelopment of the sickness absence management policy and associated training. Clinical recruitment paramedic education, international recruitment, GP recruitment developing the recruitment pipeline Staff engagement strengthening working with the Unions Organisational restructure need for sustained communication and engagement Prospective Forward Look at Main Areas of Work for 2018/19: Aligning the trust workforce with the outcomes of the demand and capacity review subject to commissioner funding. Workforce requirement of NHS111 / IUC implementation subject to award of contract IIP progressing against the accreditation standards E&D maintaining/improving Stonewall rating and improving WRES standards Sickness Absence improving both long and short term absences Managing abstraction Improving our culture and staff engagement with values and behaviours Leadership, management development and coaching programmes.

4 Any Proposals to Review Terms of Reference: (In light of the above review of the Group s/committee s activities?) Terms of reference have been fully reviewed. If Yes, Please Give Details of Proposed Changes: Merger of the HR Strategy Group and the Workforce Development Group Changes to the structure of the meeting agenda. Chair of the Committee/Group: C Peacock Date: 5 th March 2018

5 Committee / Group Attendance Names Mar-17 May-17 Jul-17 Sep-17 Nov-17 Feb-18 Totals Totals % Officer % W Lawson C Young C Thurlbeck J Boyle K Forsyth M Johns P Liversidge J Baxter E McDonald C Peacock J Marshall L M % Officer +