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Published byAriel Carr Modified over 7 years ago
HR Annual Report to Governors Ann McCluskey, Deputy Director of HR on behalf of Lynn Lane, Director of HR 14 January 2009 Item 9 Relates to Domain 3 (C7b, C8a,b, C10a,b, C11a,b,c)
Overview Context Where have we come from? Strategy Framework The challenges Where are we now Developing the Trust plan LDS Management & Clinical Key Achievements Occupational Health Health & Safety IT Projects/ESR
The HR Journey 2007 –Establish HR as fit for purpose –New Induction process –Recruitment function review –ESR development –Strategic scanning for Workforce –Integration with Trust Strategic Direction –Restructuring of Learning and Development 2008 –New function in place –Continual review of induction –Merger of medical staffing and other recruitment –ESR/Roster-Pro benefits realisation programme –Workforce planning rollout & skills development –Workforce plans linked to service plans –Learning & development expanding provision
Context- Closer to Home Ageing population Ageing workforce Medical education and WTD 2009 Next Stage Review Focus on Quality Leadership Workforce planning Education & Commissioning
Local Strategy context RD&E Vision - Respond, Deliver, and Enable –Staff to do their jobs to the best of their ability, by valuing them, ensuring they have the right skills and giving them the opportunity to focus on meeting the needs of patients, so making the RD&E the employer of choice; –Staff to have a good work/life balance, and achieve their full potential –Research and innovation –Future and sustained success through good financial management –As much as 61% of operating cost on salaries means that Good People Management is essential
NHS Constitution – Staff Pledges The NHS will strive to –Provide all staff with well designed and rewarding jobs that make a difference –Provide all staff with personal development, access to appropriate training for their job and management support in order to succeed –Provide support for staff to keep themselves healthy and safe –Engage staff in decisions that impact on them and the services that they provide
Strategy Development - HR Human Resources – adding value HR FUNCTION REVIEW New system and processes New structure and skills Model employer HR Technology Retention and Recruitment Strategic proactive HR Staff Survey & engagement
Workforce Strategy & Planning Developing a whole system approach HR FUNCTION REVIEW WORKFORCE STRATEGY Integrated planning with service & finance Right capacity and skills Right flexibility & redesign capacity Workforce productivity & High Impact Change Equality & Diversity Horizon Scanning & Future proofing
Organisational Development Developing a whole system approach HR FUNCTION REVIEW WORKFORCE STRATEGY ORGANISATIONAL DEVELOPMENT Leadership & Talent management Widening participation & life long learning Career pathways (Skills escalator)
Consolidation and Embedding HR FUNCTION REVIEW WORKFORCE STRATEGY ORGANISATIONAL DEVELOPMENT Quality Workforce
Quality Workforce = Quality Care Increasing body of evidence linking engaged workforce to quality care and improved outcomes –Healthcare commission research on Staff Survey –The future operating framework and staff engagement
5 Year Workforce Challenge Recruitment Challenge Current turnover 12% + Projected retirement @ 60yrs = Replacement of 41% of staff Retention Challenge Retirement @ 55yrs = 18 % High No’s taking early retirement Some return on reduced hrs
Key Themes for the Trust Plan Engage and develop the current workforce Develop Advanced Practitioners to extend skills Develop Assistant Practitioners New career pathways for admin staff Develop innovative recruitment and retention plans Influence the Commissioning agenda
Key Achievements 2008: LDS Management Development 3 Executive Directors and one Lead Clinician on the NHS Top Leaders Development programme Ashridge Leadership Development Programmes Patients First Leadership Programme – Band 6 nurses Effective Manager programme available from January 09 Service-led management workshops ILM Accredited awards for supervisors – delivered in house by qualified tutors NVQ Awards for Leadership Management – in-house delivery (e-portfolios) External providers commissioned re Project Management and Performance Management – courses requiring high degree of professional experience and knowledge
Key Achievements 2008: LDS - Clinical Implementation of Clinical Skills corporate induction day Successful completion of 1 st cohort of Assistant Practitioners using the Higher Professional Diploma in Health & Well Being (first in the country) NVQ learner nationally recognised and awarded Medal of Excellence for outstanding achievements Cited as exemplary of best practice for ‘Engaging the Young Workforce’/work observation week Integration of Placement Development Teams (joint initiative with University of Plymouth and SHA) supporting pre- registration learners in the Trust Additional support staff from BME backgrounds, supporting RD&E ‘Employer of Choice’ initiative
Key Achievements 2008: Occupational Health 90%+ success rate routinely achieved for KPIs Dr Rossiter to chair a group looking at models of delivery of Occupational Health services Pilot physiotherapy service being set up in department to triage musculoskeletal referrals – early intervention to reduce sickness absence etc Stress evaluation tool developed for managers Taking forward development opportunities following Government’s response to the ‘Black Review’, in order to maximise impact on health and well being of local NHS and broader working population.
Key Achievements 2008: Health & Safety The Health and Safety Action Plan continues to be managed pro-actively to a very high standard All the actions on the Health and Safety Action Plan for 2007/08 completed on time to the relevant standard
Key Achievements 2008: IT Projects/ESR Pilot roll out of Self Service completed Manager Self Service and Employee Self Service being piloted Data Validation exercise ongoing Data Collection exercise underway ESR providing meaningful Workforce Information
Key Achievements 2008: IT Projects/Rosterpro Roll out is gathering pace Implemented for Bank cover and availability requests Implemented fully and live within 5 wards Consultation, build and testing for another 21 rosters (live within 3 months) Aiming to complete nursing areas by end of 2009 Positive feedback by end users
Recap Where have we come from? Strategy Framework The challenges Where are we now Developing the Trust plan LDS Management & Clinical Key Achievements Occupational Health Health & Safety IT Projects/ESR
Questions and comments Thank you for listening Do you have any questions or comments?
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