Agenda item: MEETING OF THE GOVERNING BODY Date: December 4 Subject: Report of: Summary: Workforce and Learning and Development Report, Quarter : July - September 4 Raffelina Huber, Associate Director of Human Resources The purpose of this paper is to update Bedfordshire Clinical Commissioning Group (BCCG) Governing Body on workforce developments RECOMMENDATION(S): The Governing Body is invited to note this workforce report CORPORATE IMPLICATIONS: BCCG Priorities: Develop the organisation, its workforce and governance IMPACT ASSESSMENTS Equalities/Human Rights Supports the CCG Equality and Diversity Strategy NHS Constitution Supports the NHS Constitution Financial: Legal: Risk Management: Sustainability: Procurement: Conflict of Interest: Agenda Item : Qtr Workforce and Learning & Development Report
WORKFORCE REPORT. PURPOSE The purpose of this report is to update the Governing Body on workforce developments within the Clinical Commissioning Group (CCG).. STAFF BENEFITS The CCG has entered into the following arrangements for the purposes of recruitment and retention of staff: A salary sacrifice lease car scheme is also available from November 4. Staff can enter into a lease agreement with NHS Fleet Solutions and pay the relevant amount through salary sacrifice via the CCG s payroll. The benefits include: The member of staff makes savings on the lease of the car The CCG s carbon footprint reduces as the cars on this scheme have an emission cap There is a small savings for the CCG through reduced employer s national insurance and pension contributions A salary sacrifice cycle to work scheme is available from November 4. The benefits include: Improved health and well-being of staff Reduced carbon footprint Savings for the CCG via reduced National Insurance and Pension contributions Other benefits that continue to be available to all employees is access to the salary sacrifice childcare voucher scheme and discounts in many high street shops and restaurants via the health service discounts website www.healthservicediscounts.co.uk The above mentioned benefits are in addition to the NHS pension scheme which is one of the most generous and comprehensive in the UK, and the training and development opportunities offered by the CCG.. POLICY DEVELOPMENT On October 4, following a day consultation, the Remuneration Committee approved a protocol setting out the arrangements for objective setting and performance management of the Senior Management Team. This has come into effect from November 4. 4. MANAGEMENT/RUNNING COSTS As a result of NHS England requirements for all CCGs to reduce their running costs by % by st April 5, the CCG has focused on reducing the cost of support services and renegotiating expenditure on commissioning support services through bringing services inhouse or sharing with neighbouring CCGs. Steps have also been taken to reduce discretionary spend on clinical time and to ensure greater value for money from the input of GPs into CCG work as well as removing vacancies from the organisation. However, while these elements contribute a significant amount to the savings, further reductions are required and changes have been made to the CCG structures resulting in 7 members of staff being placed at risk of redundancy. The above mentioned changes have achieved an estimated saving of 56,. The redeployment of staff at risk has commenced, however, it is anticipated that there will be a number of compulsory redundancies. Agenda Item : Qtr Workforce and Learning & Development Report
4. STAFF DEVELOPMENT AND WORKFORCE INFORMATION 4.. Staff Development At the meeting on October, the Executive Team agreed the Training and Development Plan for 4-5. The plan was developed following a training needs analysis of appraisals and the outcome of the talent management exercise. The CCG will invest in the training identified in the plan for the benefit of staff and to ensure best value for money from the workforce. The CCG s compliance in all aspects of mandatory training has increased from the previous quarter to just under 9% and the number of staff who have had appraisal and objectives set has also increased since the last quarter to nearly 7%. 4.. Workforce Information The following gives CCG workforce information highlights. Additional information is available at appendix. Sickness absence for this quarter is.8%. This is below the CCG s target of.% and below the national CCG average of.4%. The headcount is 89 staff and 5 WTE, a net decrease of. WTE in the workforce compared with previous quarter. This is supported by the recruitment activity which has been decreasing over the four quarters from vacancies advertised in quarter three () to seven vacancies advertised in quarter two (). Nationally turnover is presented on an annual basis. The national quarterly average is.65%, the CCG has reported turnover under the national average in the last three quarters and has seen a rise in the current quarter. A breakdown of the reasons for leaving in this quarter is at appendix. 5. SENIOR APPOINTMENT / RECRUITMENT Welcome to Alison Borrett, Lay Member Patient and Public Involvement who commenced with the CCG on October 4. 6. RECOMMENDATIONS The Governing Body is invited to note this report. Raffelina Huber Associate Director Human Resources November 4 Attachments: Appendix : Workforce Report Agenda Item : Qtr Workforce and Learning & Development Report
76 4. 86 5.9 9 5. 5 89 Workforce Profile Appendix 8 6 4 8 6 4 Quarter () Workforce Profile by Quarter Quarter 4 () Quarter () Quarter () Headcount FTE 4 5 5 5 5 4 Workforce Profile by Pay Band 5 6 7 8 4 Total Staff Band Band Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 8c Band 8d Band 9 Other Workforce Profile by Quarter and by Pay Band graphs headcount includes all GP s, Lay Members and other non-banded employees on the payroll. Workforce Profile Pay Band table only includes staff on agenda for change and very senior manager pay scales.
Overall Turnover (%) Comparison Appendix Overall Turnover (%) - Quarterly Comparison 8 7 6 5 4.5.67 6.84 Turnover Quarter Quarter 4 Quarter Quarter Turnover (%).5%.67%.9% 6.84% National CCG Average (%).65%.65%.65%.65%.9 Quarter - Quarter 4 - Quarter Quarter - Leaving Reasons Q 9% End of Fixed Term Contract Leaving Reason Q Leavers End of Fixed Term Contract 7% Retirement Age Voluntary Early Retirement - with Actuarial Reduction Retirement Age Voluntary Early Retirement - with Actuarial Reduction Voluntary Resignation - Lack of Opportunities Voluntary Resignation - Other/Not Known 5 Voluntary Resignation - Promotion Voluntary Resignation - Lack of Opportunities Voluntary Resignation - Other/Not Known Voluntary Resignation - Promotion Voluntary Resignation - Work Life Balance 4% Voluntary Resignation - Work Life Balance
.96.8.7 Quarterly Recruitment Activity Comparison Appendix No of Vacancies Posted - Quarterly Comparison 5 8 Quarter Vacancies Posted 5 Quarter - Quarter 4 8 8 7 Vacancies Posted Quarter 8 5 Quarter 7 Quarter - Quarter 4 Quarter Quarter Quarterly Sickness Absence Comparison (%) Quarterly Absence (%) - Comparison.5.4.58.4 Period Absence (%) National Average (%).5 Absence (%) National Average (%) CCG Target Quarter ()..4 Quarter 4 ().7.58 Quarter ().96.4.5 Quarter ().8 Unavailable Quarter () Quarter 4 () Quarter () Quarter () Source: Health & Social Care Information Centre - http://www.hscic.gov.uk/article//website-search?q=ccg+absence&area=both