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

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1 VELINDRE NHS TRUST TRUST BOARD Meeting Date: 30 th July 2015 Agenda Item: 5.3 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 JE Job Evaluation ESR Electronic Staff Record ESS Employee Self Service MSS Manager Self Service 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 IIP Investors in People NCCC - National Collaborating Centre for Cancer OD Organisational Development 1. PURPOSE & ACTION REQUIRED This report provides an update on the Workforce and OD elements of the Trust s Three Year Delivery Plan Delivering Excellence and current workforce and OD issues of importance or significance. The structure of the report has been refreshed to reflect the specific workforce priorities required to ensure that staff are supported to excel. Page 1 of 20

2 2. INTRODUCTION The metrics are provided as Appendix 1. These are intended to provide a broad overview of workforce trends. 3. CONSIDERATIONS FOR BOARD A Productive, Healthy Workforce: ESR training / ESR update Training of staff, administrators, supervisors and managers in the use of ESR has largely been completed across the Trust. Some one-to-one training is still taking place in VCC and the Blood Collection Team training in WBS has been postponed until September 2015 to allow for thorough embedding of BECS prior to ESR Self Service implementation. Feedback from learners is that they need some ongoing support from their local Workforce team in order to develop confidence at using the system. This is in line with expectations on the basis of national ESR user survey outcomes. Workforce colleagues continue to support supervisors and managers throughout the organisation to transition from paper to electronic processing. Establishment of a PADR Working A new PADR Working Group met for the first time at the end of June with representatives from across the Trust. The purpose of the group is to support Velindre NHS Trust in achieving the published PADR activity targets as follows: 2015/ %, 2016/ % and in 2017/ %. The first group meeting generated sixteen distinct actions and the group agreed to convene for 12 months, meeting on a monthly basis throughout 2015 and extending to 6-weekly in Health and Well being update The proposal of a new Live Well Work Well framework was introduced as a new resource to promote all health and wellbeing initiatives that exist within the Trust, as well as an opportunity to develop new ideas. With ongoing promotion of the Employee Assistance Programme which is now becoming more widely recognised by Managers and their teams, employees are being encouraged to use this service as much as possible. In addition to this service, the Complementary Therapies continues to be offered and has had an increase of employees attending. The Therapies team has felt the service requires an additional day during the week to be able to meet the demands of the service. A Workforce and OD, Health & Wellbeing Steering Group has been established in order to progress all of the above initiatives with a particular focus on different themed Focus sessions which will be held on a quarterly Page 2 of 20

3 basis. The first theme will concentrate on Stress and Anxiety with the assistance of the Clinical Psychologist at VCC to provide an Introduction to Mindfulness. The aim is to teach staff how to deal with stress and provide the tools and coping mechanisms in order for staff to learn new ways that work best for them, which will result in them being able to cope more effectively and remain in the workplace. Contact has been established with Public Health Wales to identify all National and Regional Health and Wellbeing Campaigns promoted by them. PHW undertake quarterly seminars with organisations across Wales, which will enable the Trust to forge links with organisations to share good practice. The next meeting will take place in September which will be attended by a representative from the WfOD team. An Engaged, Empowered Workforce, enabled by; OD Strategy Development The Trust s Organisational Development Strategy will define the culture we should create to enable delivery of our ambitious IMTP and transformational service change plans. Between April and June 2015 the development of the OD strategy, Building Excellence has been in the diagnosis phase with opportunities for staff to be involved and share their ideas on what makes them proud and what they would change if they had a magic wand. Through completion of the online questionnaire, attendance at a workshop or through discussion at team meetings, over 350 members of staff have participated. This has provided a rich and diverse range of feedback with which to work. Analysis of the main themes is currently being undertaken with a view to them being shared over the summer with Trust Board members, Executive Board members and staff who indicated a wish to continue their involvement. Pulse Survey update The first Staff Pulse Survey has been launched in online and paper format throughout the Trust. The survey will remain open for responses throughout the month of July As of 13 th July 160+ responses had been received online (no paper submission as yet). The data submitted will allow comparison with the 2013 NHS Wales Staff Survey results and analysis will support understanding of whether initiatives commenced since 2013 have had a positive impact on Trust staff. In addition the data will also greatly contribute to the development of the Trust s Building Excellence OD Strategy, which is due to be published in early Autumn Page 3 of 20

4 Investors in People In June 2015, the Trust was successful in achieving re-accreditation as an Investors in People organisation. This is a positive indication that the Trust has embedded the principles of IIP and is committed to the development of our employees with a solid foundation of good practice. The feedback report highlights areas we can further strengthen to ensure the Trust continues to grow its good practice and continue high standards of people management. Partnership Working As we embark on a period of organisational and cultural change across the Trust, strong and effective relationships with staff and their representative organisations are increasingly important to ensure that staff voice is heard in everything we do. Continuing constructive dialogue with Trade Union Organisations at the Local Partnership Forum is important to ensure open and honest dialogue enabling the early resolution of issues as close to the source as possible. In order to further develop partnership working a workshop is planned for early September to define the role staff representatives can play to support our significant change agenda. A Transformed, Modernised Workforce delivered through; All Wales Blood Service A due diligence process is in place to support the detailed activity associated with workforce elements of the programme, particularly the transfer of staff in accordance with TUPE legislation. As part of the implementation phase, banding of new posts is taking place during July 2015, in preparation for recruitment processes from Autumn onwards. N-CCC The Trust recently tendered to become a Guideline Development Centre in accordance with the service model established by NICE. Unfortunately the Trust was unsuccessful in the bid, and the contract has been awarded to the Royal College of Obstetrics and Gynaecology (RCOG). Given this a Transition Board is being established to manage the transfer of services and staff to the new employing organisation and to manage the due diligence process. A Skilled and Flexible Workforce facilitated by; Leadership Development: The Trust is currently supporting 32 middle and senior managers to develop Leadership skills and confidence via our Velindre NHS Trust Leadership Development Programme. The first 16 will complete their programme in September 2015, while the second group will continue their development journey in Page 4 of 20

5 IQT training IQT training continues across the Trust, and a first all users encouraging completion of IQT Bronze has been distributed to the three substantive Divisions, which resulted in 40 members of staff successfully completing the elearning. An IQT training strategy is being developed in partnership with all members of the Trust s Service Improvement Steering Group. A final document will be submitted to the Steering Group for approval in September Work Experience: Unfortunately Careers Wales have had to withdraw their support for work experience placements due to the cessation of Welsh Government funding. As a result Velindre NHS Trust will need to establish internal processes to manage the provision of placements for school, college and university students, along with job seekers who apply for placements under the LIFT scheme. Discussions are underway and a formal process will be established in partnership between the Trust s Training, Education & Development Specialists group and the Operational Workforce group. It is hoped to have a revised process in place by the end of August Page 5 of 20

6 Trust Board Thursday 30 th July 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. In addition, a review of the workforce metrics has indicated the benefit of different reporting timescales which are indicated in the contents table below. Contents 1 A productive, healthy workforce 1.1 Staff in Post (quarterly) 1.2 Turnover (annually) 1.3 Recruitment (monthly) 1.4 Age profile (quarterly) 1.5 Sickness Absence (monthly) 2 An engaged, enabled workforce 2.1 Performance Appraisal & Development Review Completions 2.2 Mandatory and Statutory Training Compliance 2.3 Medical Staffing Compliance 3 Pay Bill 1. A productive, healthy workforce 1.3 Recruitment Page 6 of 20

7 Velindre Recruitment Activity June May 2015 Recruitment Timeline - Working Days February - May Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar-15 Apr-15 May-15 Adverts WTE s Feb-15 Mar-15 Apr-15 May-15 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 Two Days or Three to Five Six or More More Than Average May 2015 (Working Days) Total Target Less Days Days Ten Days Adverts Placed Shortlist Sent Conditional Appt Letters Issued Page 7 of 20

8 Healthy Workforce 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/ % 4.8% 4.6% 4.4% Velindre NHS Trust Cumulative Sickness Absence excl Hosted WTE % 4.2% 4.0% 3.8% 3.6% 3.4% 3.2% 3.0% 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 Dec 13 Nov 14 Jan 14 Dec 14 Feb 14 Jan 15 Mar 14 Feb 15 Apr 14 Mar 15 Cumulative 13 Month 4.00% 3.95% 3.89% 3.83% 3.82% 3.80% 3.89% 3.99% 4.10% 4.22% 4.22% 4.28% 4.34% 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% May 14 Apr 15 Cumulative sickness absence rate for Velindre NHS Trust per rolling 13 month period Cumulative Sickness Absence rates 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 Dec 13 Nov 14 Jan 14 Dec 14 Feb 14 Jan 15 Mar 14 Feb 15 Apr 14 Mar 15 May 14 Apr 15 Percentage Variance from Target Velindre NHS Trust (Excluding Hosted) 4.00% 3.95% 3.89% 3.83% 3.82% 3.80% 3.89% 3.99% 4.10% 4.22% 4.22% 4.28% 4.34% +0.80% Velindre Cancer Centre 3.44% 3.44% 3.49% 3.51% 3.57% 3.56% 3.56% 3.61% 3.76% 3.91% 3.90% 3.89% 3.88% +0.34% Corporate Services 5.38% 5.07% 4.67% 4.24% 3.99% 3.92% 4.16% 4.37% 4.29% 4.18% 4.14% 4.16% 4.20% +0.66% Welsh Blood Service 4.65% 4.56% 4.38% 4.29% 4.21% 4.19% 4.40% 4.55% 4.65% 4.75% 4.80% 4.97% 5.18% +1.64% Page 8 of 20

9 Hosted Organisations 3.57% 3.51% 3.49% 3.47% 3.50% 3.50% 3.49% 3.49% 3.47% 3.55% 3.57% 3.63% 3.67% +0.13% 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% 1.39% 2.46% 1.22% 1.98% 2.79% 2.29% 2.38% 2.69% 2.29% 2.21% 2015/ % Page 9 of 20

10 Long Term Absence 3.5% 3.0% 2.5% WTE % 2.0% 1.5% 1.0% 0.5% 0.0% Estimated Sickness Cost for Velindre NHS Trust for February, March and April 2015 Estimated Cost Absence (WTE) Feb-15 Mar-15 Apr-15 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, ,848 1, ,883 1, ,530 4, ,263 Corporate Services , , , ,394 Velindre Cancer Centre , , ,334 2, ,420 Welsh Blood Service , , ,503 1, ,447 Sickness Absence by Staff Group 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% 2.60% 1.74% 1.92% 2.55% 2.96% 2.30% 2.01% 2.35% 2015/ % Page 10 of 20

11 Velindre NHST by Staff Group excluding Hosted Orgs May April 2015 Medical and Dental 0.46% Allied Health Professionals 1.96% Healthcare Scientists 2.01% Add Prof Scientific and Technic 2.34% Administrative and Clerical 3.90% Nursing and Midwifery Registered 6.37% Additional Clinical Services 7.08% Estates and Ancillary 8.29% 0% 1% 2% 3% 4% 5% 6% 7% 8% 9% Top 10 Sickness Absences by Absence Days and FTE Lost April 2015 Absence Reason Absence Days % S10 Anxiety/stress/depression/other psychiatric illnesses 1, S28 Injury, fracture S25 Gastrointestinal problems S11 Back Problems S12 Other musculoskeletal problems S17 Benign and malignant tumours, cancers S13 Cold, Cough, Flu - Influenza S99 Unknown causes / Not specified Page 11 of 20

12 S98 Other known causes - not elsewhere classified S26 Genitourinary & gynaecological disorders Absence Reason FTE Lost % S10 Anxiety/stress/depression/other psychiatric illnesses S28 Injury, fracture S25 Gastrointestinal problems S12 Other musculoskeletal problems S11 Back Problems S17 Benign and malignant tumours, cancers S13 Cold, Cough, Flu - Influenza S99 Unknown causes / Not specified S98 Other known causes - not elsewhere classified S26 Genitourinary & gynaecological disorders Top 5 Sickness Absences for Top 3 Staff Groups by Absence Days and FTE Lost April 2015 Additional Clinical Services Absence Reason Absence Days % S28 Injury, fracture S12 Other musculoskeletal problems S11 Back Problems S10 Anxiety/stress/depression/other psychiatric illnesses S25 Gastrointestinal problems Nursing and Midwifery Absence Reason Absence Days % S10 Anxiety/stress/depression/other psychiatric illnesses S99 Unknown causes / Not specified S28 Injury, fracture S25 Gastrointestinal problems S11 Back Problems Absence Reason FTE Lost % S28 Injury, fracture S12 Other musculoskeletal problems S11 Back Problems S10 Anxiety/stress/depression/other psychiatric illnesses S25 Gastrointestinal problems Absence Reason FTE Lost % S10 Anxiety/stress/depression/other psychiatric illnesses S99 Unknown causes / Not specified S28 Injury, fracture S25 Gastrointestinal problems S17 Benign and malignant tumours, cancers Estates and Ancillary Absence Reason Absence Days % S10 Anxiety/stress/depression/other psychiatric illnesses S11 Back Problems S17 Benign and malignant tumours, cancers S28 Injury, fracture S99 Unknown causes / Not specified Absence Reason FTE Lost % S10 Anxiety/stress/depression/other psychiatric illnesses S11 Back Problems S28 Injury, fracture S17 Benign and malignant tumours, cancers S12 Other musculoskeletal problems May sickness absence rates will be available on 20th July Page 12 of 20

13 2 An Engaged and Enabled Worforce 2.1 Performance Appraisal & Development Review Completions PADR Compliance July June 2015 Compliance % Jul 14 Aug 14 Sep 14 Oct 14 Nov 14 Dec 14 Jan 15 Feb 15 Mar 15 Apr 15 May 15 Jun 15 Velindre NHS Trust (excl Hosted) 70.52% 70.36% 69.88% 66.96% 65.38% 64.09% 64.61% 65.04% 66.09% 65.79% 61.94% 61.00% Corporate Division 54.55% 54.95% 53.85% 51.06% 51.04% 46.94% 45.36% 40.40% 37.37% 34.02% 47.42% 46.32% Velindre Cancer Centre 67.67% 67.43% 65.71% 59.24% 54.02% 53.12% 54.74% 56.39% 60.39% 60.12% 57.29% 56.32% Welsh Blood Service 79.08% 79.12% 80.36% 83.42% 87.27% 85.90% 84.64% 83.12% 79.53% 79.89% 73.21% 73.08% 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 (July 2014 June 2015) 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 13 of 20

14 2.2 Mandatory and Statutory Training Compliance (as of 30 th April 2015 next report due August 2015 will be calculated as of 31 st July 2015) Course Target Staff Group Frequency # Staff Completed During Repetition Period # Staff who Require Combined % Compliance Corporate % Compliance VCC % Compliance WBS % Compliance Communication & Customer Service All new staff Once Only % 4% 25% 0% Dementia - Level 1 All staff 3 Years 51 TBC TBC 0% 7% TBC Dementia - Level 2 All clinical staff who work directly with service users 3 Years 16 TBC TBC N/A 4% TBC Dignity at Work All staff 5 Years % 19% 81% 81% Display Screen Equipment Safety All staff defined as DSE users within the Trust Policy Once Only % 39% 69% 100% Environmental Awareness All staff 3 Years % 29% 52% 51% Equality All staff 3 Years % 47% 54% 81% Fire Response Team Staff acting as designated Fire Response Team members 1 Year % N/A 67% N/A Fire Safety All staff 2 Years % 93% 88% 81% Fire Warden Staff acting as designated Fire Wardens 1 Year % 27% 47% 90% Gender-Based Violence TBC TBC 172 TBC TBC 0% TBC TBC Page 14 of 20

15 Health and Safety All staff 3 Years % 93% 95% 92% Induction Welcome Day (in past 12 months) All new staff Once Only % 100% 70% 90% Infection Control Level 1 All staff 3 Years % 23% 57% 90% Infection Control Level 2 Staff working in high risk environments Annual % 100% 32% TBC Information Governance All staff 2 Years % 48% 63% 77% Manual Handling Module A All staff TBC % 91% 95% 32% Manual Handling - Module B All staff who undertake Inanimate Load Handling TBC 826 TBC TBC 100% TBC 49% Manual Handling - Module C PADR for Appraisers All staff who undertake patient moving and handling All staff responsible for undertaking PADR discussions TBC % N/A 87% 95% Once Only % 63% 131% 69% PREVENT CounterTerrorism All staff Once Only % 16% 44% 86% Radiation Protection Level 1 All non Clinical Staff based on VCC site Once Only % 100% 100% N/A Radiation Protection - Level 2 Clinical staff working at VCC 2 Years % N/A 48% N/A Radiation Protection - Level 3 Senior VCC nurses who hold the operational pager Annual % N/A 16% N/A Page 15 of 20

16 Radiation Protection Supervisors Update Staff acting as RPS in VCC clnical areas Annual TBC 11 TBC N/A TBC N/A Recruitment & Selection All staff responsible for acting as an Interview Panel Chair Once Only % 24% 28% 75% Resuscitation Level 1 - Basic Life Support 1 Any clinical or non-clinical staff - dependent on local risk assessment or work context Once Only 511 TBC TBC TBC TBC TBC Resuscitation Level 2 - Basic Life Support 2 Resuscitation Level 3 - Immediate Life Support Staff with direct clinical care responsibilities, inc all registered healthcare professionals Registered healthcare professionals who participate in the VCC Resuscitation Team Annual % N/A 28% TBC Annual % N/A 100% N/A Safeguarding Adults Level 1 All staff 3 Years % 13% 16% 0% Safeguarding Adults Level 2 All clinical staff 3 Years % 100% 62% 90% Safeguarding Children Level 1 All Staff Once Only % 46% 100% 97% Safeguarding Children Level 2 All Staff who work directly with service users 3 Years % 100% 75% 0% Stress for Managers All Supervisors & Managers Once Only % 97% 134% 82% Violence & Aggression - Module A All Staff Once Only % 100% 87% 97% Page 16 of 20

17 Violence & Aggression - Module B Violence & Aggression - Module C Staff who regularly deal with service users in an environment who are assessed as being at low risk Staff who regularly deal with service users in an environment who are assessed as being at higher risk TBC 211 TBC TBC 100% TBC 5% TBC 1 TBC TBC N/A TBC N/A Welsh Language Awareness All Staff Once Only % 24% 54% 78% Total Compliance % 52% 66% 67% 2.3 Medical Staffing Compliance Job Plan Compliance (Medical & Dental) Role Assignments With Expired Plan % With Expired Plan With Unsigned Plan % With Unsigned Plan With Current Plan % With Current 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 1 3. Pay Bill Page 17 of 20

18 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. 3,200,000 Velindre NHS Trust Total Earnings and Basic Pay July June ,150,000 3,100,000 3,050,000 3,000,000 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 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar-15 Apr-15 May-15 Jun-15 Total Earnings Basic Pay On 1 st January 2015, NHS Wales implemented the Living Wage for NHS staff within Band 1 and the lowest three points of Band 2, which resulted in an increase in employee costs. Employees covered by Agenda for Change (AfC) received a one off payment as part of the January 2015 monthly salary. This did not apply to senior managers or employees on non-afc terms in conditions. 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 18 of 20

19 Variable Pay as % of Total Pay Bill 13.5% 13.0% 12.5% 12.0% 11.5% 11.0% 10.5% 10.0% 9.5% 9.0% 8.5% 8.0% 7.5% 7.0% Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar-15 Apr-15 May-15 Jun-15 Velindre NHS Trust 8.35% 7.52% 7.32% 8.64% 7.69% 7.96% 12.98% 8.46% 8.51% 7.31% 8.33% 8.28% Overtime/Additional Duty Hours Costs: July 2014 June 2015 Page 19 of 20

20 40,000 Velindre Divisions Overtime/ADH July June ,000 30,000 25,000 20,000 15,000 Velindre NHS Trust Corporate Division Velindre Cancer Centre Welsh Blood Service 10,000 5,000 0 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar-15 Apr-15 May-15 Jun-15 Average monthly Overtime/ADH for the Velindre Divisions is 24,490. The cost for the rolling 12 months is 293,880. Average monthly Overtime/ADH for Velindre Cancer Centre is 10,301. The cost for the rolling 12 months is 123,612. This accounts for 42.0% of Velindre s Overtime/ADH. Average monthly Overtime/ADH for Corporate Services is 189. The cost for the rolling 12 months is 2,268. This accounts for 0.8% of Velindre s Overtime/ADH. Average monthly Overtime/ADH for Welsh Blood Service is 14,000. The cost for the rolling 12 months is 168,000. This accounts for 57.2% of Velindre s Overtime/ADH. Page 20 of 20