SHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST HR COMMITTEE MONDAY 16 JANUARY 2012

Transcription

1 F SHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST HR COMMITTEE MONDAY 16 JANUARY 2012 Present: Rhiannon Billingsley (Chair) Shirley Harrison Mark Gwilliam Jane Clawson Kevin O Regan Rhian Bishop Debbie Padwick Ian Scott Kath Richardson David Throssell In Attendance: Joy Spotswood (minute taker) ACTION 1. Apologies Apologies were received from Steve Burgin, Mark Cobb, Anthony Jones and Linda Crofts. 2. Rhiannon Billingsley thanked everyone for giving up their time to meet her on an individual basis which proved to be very beneficial for her. She also confirmed that the future schedule of work for the HR Committee would be linked to the Corporate Plan and future agenda items would be divided into strategic and operational items. The Corporate Strategy was currently being reviewed and would be launched in April. 3. Minutes of Previous Meeting The minutes of the meeting held on 21 November 2011 were accepted as a true record. 4. Matters Arising On Call Review As a paper was due to be submitted to TEG shortly, it was agreed to defer this item to the March HR Committee whereby a further update could be provided. JC Productivity Indicators Directorates Debbie Padwick confirmed that there was nothing further to report at this stage as collating the data was proving to be more complex and as such was taking a little bit longer to collate than originally anticipated. 1

2 Once completed the data would be issued on a quarterly basis and would be a comparative indicator indicating if we are better or worse than the previous month/year. The data would also be linked to financial costs. Debbie Padwick confirmed that she should be in a position to provide information for the next HR Committee. It was therefore agreed that a written report would be submitted at the next meeting. DP Equality & Human Rights Although this item was due to be brought back to this meeting, it was agreed to defer it again as there was nothing further to report at this stage. 5. Recruitment Strategy Defining the Affordable Workforce The Trust s Recruitment Control Strategy will be devolved to each directorate from this month onwards. It will be the responsibility of each individual directorate to implement their recruitment controls based on the quota given to them. The idea being that directorates will be better equipped to implement vacancy controls and ensure patients are not put at risk as a result of vacancy restrictions. Mark Gwilliam confirmed the need to have controlled workforce plans in place. David Throsell requested that a list detailing vacancies that had been approved be feed back to Medical Personnel. Ian Scott queried the process on vacancy controls for Consultants. Mark Gwilliam confirmed that the responsibility is with the directorate. Rhiannon Billingsley requested that any further queries regarding vacancy controls are raised at a meeting outside of the Committee. It was agreed to bring the Recruitment Strategy back as an agenda item for the next meeting. DP/JS 6. Staff Engagement Staff Engagement Report Rhian Bishop provided the Committee with an update on the Staff Engagement Report. Staff Involvement Workstream Nine Shaping the Future Roadshows presented by the Chief Executive were held across the Trust in November and December, which were attended by 1,200 staff. Additional sessions had been organised for the Hotel Services directorate in January, which had been attended by 600 staff. A Trust wide survey had been circulated in December to seek views on Trust values etc. To date over 2,000 staff have participated in the survey with the closing date being 16 January. The results will be used to inform the new appraisal. Staff Journey Workstream Work ongoing as to how to make staff feel valued long service awards identified as a missed opportunity. Increasing senior management visibility proposal to be discussed at next Leadership Executive Group. 2

3 Health and Wellbeing Workstream - Shortest day health and wellbeing festival held. - More exercise classes on site. - Seeking funding to improve staff fast tracking for Muscular Skeletal injuries. - Plans to improve support for staff with stress. - Other areas to be investigated eg. on site gym, Boris bikes. Leadership for Engagement An external speaker on engagement, Paul Willis from Leeds Met Business School was well received at the Leadership Forum. Evaluation has shown that leaders are interested to hear examples of good practice. It will be followed up with a Guest lecture by Debbie Taylor on Staff Engagement in tough Times in March. JS The Effective Manager series was launched on 5 December with a talk by Neil Riley on Management Survival at STH. Performance Management/Behaviourally based Appraisal Development is ongoing, with the final paper going to TEG in January with a view to launching it on 1 April. Staff Survey Update The 2011 staff survey closed at the beginning of December, the final position was:- Returned completed 985 (includes CQC sample returned complete 412) Response rate 50% (2% increase on 2010). Most directorates will receive a directorate level raw data report this year due to the higher number of total respondents. (NB this would not have been the case if only the CAC sample had been undertaken). The Trust will receive these by February but all data embargoed until CQC benchmarked data published in March. It was agreed to bring CQC Benchmark data back to the next HR Committee in March to review how this data relates to the Corporate Plan. R Bishop/JS 6. Workforce Efficiency Programme Update Mark Gwilliam provided an update on the Workforce Programme summary (April November 2011) which had been circulated (attached). 13 Workforce Profiling Schemes Mark also provided the Committee with an update on the 13 Workforce Profiling Schemes (attached). 7. HR KPI Summary/Exception Report Debbie Padwick circulated a copy of the latest KPI Summary report for both the Trust and Community Services for November (see attached). 8. Absence Management The Trust s sickness absence target for 2011/12 is 3.5%. The Trust s position to date (figures given up to October 2011) show the overall Trust performance as 3.95%. All directorates are actively managing sickness absence and have support from HR. A relaunch of the sickness reporting procedures will take place this month. A revised sickness absence policy is expected to be implemented in time for the new financial year 2012/13. The 3

4 policy introduces a more stringent approach to movement through formal stages of absence management. The Employee Relations Team are ready to pilot a new directorate sickness report that enables better tracking of individual casework. Our aim is to share this report with our new business partnering structure from early February It was agreed to bring this item back to the Committee for review at the next meeting. JC/JS 9. Transforming Community Services Mark Gwilliam reported that Penny Brookes, Clinical Director, Community Services, is currently reviewing management structures and is looking to go out to consultation in February. 10. OLM Progress Report Following the approval by TEG to support the need for a Trust wide central recording system for mandatory training, progress has now commenced. The additional Band 2 and 4 posts are now to be funded as approved by the Chief Executive. In total the 3- Band 2 posts will be responsible for inputting the data with the Band 4 post undertaking training. All data will be inputted centrally by Learning and Development and uploaded onto ESR by the end of February. Once the data has been inputted, the process of analysing the data will commence at the beginning of the new financial year. This data will link into the CQC and NHSLA requirements. It was agreed to bring a written action plan back to the next meeting. DP 11. NHSLA Level 1 Update HR related policies have been approved and ratified by TEG and now satisfactory progress has been made in order to commence the assessments in February. 12. HR/Staff Side Time Out A joint HR/Staff Side Time took place on the 13 January. The group consisted of a 50/50 split of HR and Staff Side representatives. The timeout was facilitated by Debbie Taylor, with the purpose being to review industrial relations and look at the relationship between HR and Staff Side and how they can work effectively together. It was agreed to formulate an action plan following comments received at the time out, these included:- - Producing a Partnership Agreement - Re-titling of names and terminology used It was agreed to bring the action plan back to the next HR Committee. MG/JS 13. Any Other Business Pension Update Mark reported that negotiations between the Government and NHS Unions regarding NHS Pensions is continuing and it is reported that there has been some movement to reaching a satisfactory agreement. Kath Richardson 4

5 As this was Kath Richardson s last HR Committee before her retirement, Mark took the opportunity, on behalf of the HR Committee, to thank her for all her hard work over the years and wished her a long and happy retirement. 14. Items to be Highlighted to the Board of Directors Staff Engagement HR/Staff Side Time Out 15. Date and Time of Next Meeting The next meeting will be held on Monday 19 March at 9.30 am in the NGH Boardroom, NGH. 5