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1 Scottish Workforce & Staff Governance Committee Friday 2 November 2007 Royal British Hotel, Edinburgh Present: Scott Anderson Claire Brennan John Callaghan Pat Dawson Frances Elliott Dorothy Elsey Michael Fuller John Gallacher Jo Gillies Alex Killick Lilian Macer Paul Martin (Chair) Lynn Masson Sandra-Dee Masson John Matheson Brian McDonald Jackie Mitchell Chris Murphy Diane Murray Andrew Patrick Ian Reid Mandy Robertson David Steel Elizabeth Stow Mary Trivasse BMA NHS Ayrshire & Arran, SCP NHS Lothian NHS Fife UNITE UNISON (for David Forbes) UNISON RCN UNISON NHS Lothian UNITE RCM NHS NSS NHS Ayrshire & Arran RCN NHS GGC UNISON NHS QIS SOR NHS 24 (for Alex McLuckie, GMB) In attendance: Anne Campbell National KSF Lead (for item 5) Alastair Cook (to observe) Mairi Gaffney (for item 9) Susan Ireland (for item 10) Alastair Leckie (for item 9) Hector Mackenzie (for item 11) Janis Millar (for item 5) John Provan (for item 3 in minute below) Malcolm Wright NHS Education for Scotland (for item 4) Apologies: Robert Anderson George Brechin CDNA NHS Fife

2 Alison Graham Kate Kenmure Patricia McNally Hugh Sweeney Anne Thomson NHS Lanarkshire RCM has stood down. Welcome to Jackie Mitchell, RCM Chartered Society of Physiotherapy NHS Lanarkshire RCN 1. Welcome, introductions and apologies The Chair welcomed members and noted apologies. 2. Minute of meeting held 10 August 2007 and matters arising 2.1 Accuracy Mandy Robertson and Wilma Brown were present at the previous meeting. The Secretariat apologises for this omission. The minute, with attendance amended, was agreed. 2.2 Workplan Members were advised that the workplan has been distributed and updated. Most of the items on the workplan had been completed, although there are a small number of items to be taken forward into next year. 2.3 Equality and Diversity Dorothy Elsey informed members of a workshop for HR workforce leads on workforce monitoring, focussing on sexual orientation and disability, scheduled for 22 November. Members were asked to consider whether the Commission for Equality & Human Rights should be invited to have a discussion with. This was welcomed and will be taken forward. Action Point: SGU to liaise with CEHR to schedule into 2008 meeting of 3. Role of NES and Workforce Development Malcolm Wright made a presentation to members on the role of NES, describing in particular how NES is evolving, its various work-streams and how it can support Boards meet their responsibilities in relation to the education and development of their staff. Members noted they were particularly pleased with attention given to groups for which educational investment had not been a traditional feature, and indicated that this was the correct direction of travel. The Society of Radiographers, for example,

3 noted that NES had been responsible for the inception of a post-graduate ultrasound course in Scotland, and emphasised the positive nature of this. Work in the primary care setting (for example, in the context of pharmacy, dental and practice management) was acknowledged. The KSF was also noted as being critical in facilitating NHS staff development. Members were invited to consider what role might play in working with NES to inform educational and training priorities. It was felt that it would be helpful for to be kept informed around NES s strategic direction. Action Point: presentation to be distributed to members 4. Pre-employment policy draft Dorothy Elsey tabled the draft pre-employment policy to members and Human Resource Directors. Previous drafts had already been circulated, and it was proposed to circulate this electronically following the meeting, with a deadline of two weeks to return comments before sign-off by office-bearers. Members noted it was important for this policy to be launched quickly, in order to be seen as a response to the Glasgow incident. Members were keen to see the policy branded as PIN, and this was agreed. Further work was ongoing in relation to screening for overseas candidates, with input invited from, among others, the Centre for the Protection of National Infrastructure; the English Criminal Records Bureau; Disclosure Scotland and NHSScotland employers. Audit Scotland were due to report on this issue later in November, and it was noted that this report could recommend good practice. Recommendations in this format should then be scrutinised. The broader recruitment framework would be considered with representatives previously nominated (Kate Kenmure and David Forbes) and representatives from the HR community, to consider what would be most helpful. will be kept informed. 5. Knowledge & Skills Framework A paper was circulated to provide members with an update on progress to date and identification of key priorities over the next 12 months. This was welcomed as being a crucial element of the Agenda for Change strand of pay modernisation. Members were invited to consider how to link KSF with. Partnership involvement had been ensured through Anne Campbell s working group with KSF leads (which comprises management and staff-side representatives), and it was suggested that it would be helpful for updates and communication details for this

4 group to be circulated to. This would help to assess whether the KSF was being implemented consistently across Scotland. This reference group has a workplan which includes the development of a benefits toolkit, to be produced by the end of the financial year. Action Point: SGU to distribute membership/contacts list for KSF group Members noted the re-launch of KSF in England and considered if a similar exercise would be appropriate for NHS Scotland or if it would be misleading as a re-launch may send the message that KSF had been abandoned while the focus was on assimilation. The concept of acting as a programme board for the KSF was suggested, which in practice would mean taking responsibility and giving authority to the reference group s workplan; receiving updates on progress; and addressing slippages. The detail of this would be discussed between the SGU and Anne Campbell. Action Point: SGU to liaise with KSF team 6. Workforce Planning Jo Gillies updated members on three aspects of workforce planning: 6.1 Taking forward integrated workforce planning Work is in progress to integrate workforce planning with other planning tools. Additionally, consideration is being given to how requests for information might be amalgamated into one process. 6.2 Preview of National Workforce Plan The National Workforce Plan is expected to be published in December and general comments are welcomed from members. The intention has always been to merge workforce planning with financial planning and service planning, without diminishing Boards consideration of workforce planning issues. Guidance on workforce planning will also be incorporated into LDP guidance. From a local perspective, it was felt that it would be helpful to have clarity around what needs to be escalated to regional level. It was also suggested that inclusion of national financial assumptions in the national plan would be useful. 6.3 Progress in determining provisional training supply numbers

5 Members noted that these figures were not aggregates of Board estimates but also factored in issues such as vacancies and attrition rates. The final process for determining numbers varied for the different staffing groups. 7. Employment Policy Update Claire Brennan updated members on progress on some key aspects of the SGU s work. John Davidson has taken on the PIN review work and commenced the review as of 1 November Current priorities are to establish an engagement strategy with stakeholders; identify priorities for reviewing PINs; and agree a process for conducting the review. An inclusion index survey has been piloted in NHS Tayside and NHS Shetland focusing on Equality and Diversity and will be considered as one of the options for the next NHS Staff Survey. The group which previously discussed options around the Survey will re-convene for further discussion. Action Point: Claire Brennan to circulate paper summarising these aspects. 8. Ill Health Retiral John Provan updated members on the joint review of the NHS Pension and the Injury Benefits scheme. Ill Health Retirement will be reviewed separately. The revised pension plan will ensure long-term financial sustainability, while maintaining value as a recruitment tool. Agreement has been reached on the reform and approval given by the Cabinet Secretaries. An announcement was made at the end of September. Members noted the particular challenges presented by staff working later in life, new recruits will have a pensionable age of 65 but may work up to 75. Current figures show the average actual retirement age is 63, which indicates staff are already working longer then the requirement of 60. Action Point: presentation to be distributed to members 9. OHS Xtra Members received an update on the progress of the OHSxtra pilot from Mairi Gaffney and Alastair Leckie. The final report had been circulated to members previously. Members noted the progress of the funding distribution to six further Boards, and noted that participating Boards were all signed up to collecting data in order to strengthen the evidence base. Commercial possibilities were also being considered.

6 Specific concerns from one Board would be raised and discussed outwith this meeting. A broader discussion on the whole Working Well concept would be brought to a future meeting of. 10. Dress Code and National Uniform Policy Susan Ireland updated members on the dress code. Work is ongoing to identify key principles that might be commended to Boards, using the Department of Health dress code as a starting point. It was acknowledged that the general public was a key stakeholder in this issue, and it was suggested that consultation at this level should take place in order to assure public confidence. It was recognised that the issue was particularly complex, with different needs according to different staff group. The uniform group has been considering the possibility of a national uniform specification. The rationale for this included the potential for significant financial savings, a coherent corporate image and better quality of care due to different professional groups becoming more easily recognisable. The main priority would of course be to identify a specification that was fit for purpose, and workshops have been held to involve local stakeholders. will be kept updated. Action Point: Briefing sheet on Laundry issues to be prepared 11. Updating Guidance on Volunteering in the NHS Members noted that guidance on Volunteering in the NHS has not been updated in several years. Members also wished to reassure staff that volunteers would not be used to replace staff, only to complement their activities. Members were generally positive and welcomed the final recommendations of the paper. 12. Items for information Papers were distributed to members prior to the meeting, and noted. 13. AOCB None. 14. Date of Next Meeting Friday 18 January 2008

7 10:00 Dalian House, Glasgow