1. Workforce Performance Report Sept 2016
Mike McEnaney
Director of Finance

2. Agency Spend
Agency spend has increased this month to 7.34% from 6.93% in July. A major factor in the Agency spend is Medical cover in the Children and Young People’s Directorate and ongoing spend in Highfield (Oxford) and Thames House.
Target: 5.00%
This Month: 7.34%
Last Month: 6.93%
Last Year: 7.31%

3. Temporary Staffing Spend
Temporary Staffing as a % of total pay continues to increase and has already reached the highest point of last year, 11.3% despite an estimated £1.5m saving pa due to reductions in agency rates. Agency spend increased by £100k and is 275K above the target submitted to Monitor by the Trust and £632k above the target set by Monitor.
Spend increased across all directorates. Nursing and Additional Clinical Services (HCA’s) increased significantly whilst Admin and Clerical decreased. Flexible Worker spend increased by 12% to £721k.

4. Vacancy
The Vacancy rate has increased to 10.1% in August from 8.2% in July. This has been driven by increases in Older Peoples and Adult Directorates as well as some costing corrections by Finance.
Target: 9.00%
This Month: 10.1%
Last Month: 8.2%
Last Year: 10.2%

5. Recruitment Figures 26/8/16
Vacancy Stats
Directorate:
Total Number of Vacancies:
Live:
Shortlisting:
At Interview:
Vacancies at Offer:
Number of Candidates going through pre-employment checks :
Candidates Cleared:
Candidates with a start date:
Adult Services
253 89 18 11 30 82 43 31
Children and Young People
244 34 39 22 20
119 68 56
Corporate 62 13 4 8 6 9 7
Older People
304 86 17 21 16
152 42
Staffing Solutions 27
Grand Total:
863
222 78 72
410
173
110

6. Sickness
Sickness has increased significantly over the last two months from 3.69% in June to 4.05% in August. The upturn is driven by an increase in ‘Stress/Anxiety’ and ‘Musculoskeletal’ conditions across staff groups but needs to be viewed within the context of an increase from a Summer low which saw a significant fall in instances of ‘Cold/Flu’.
Target: 3.50%
This Month: 4.05%
Last Month: 3.91%
Last Year: 3.95%

7. Turnover
Turnover has continued its decline from a peak in March of 14.4% to stand at 13.86% in August. This reduction has been experience across all directorates except Older Peoples, which has seen a consistent increase over the last 10 months.
Target: 12.00%
This Month: 13.86%
Last Month: 14.03%
Last Year: 13.9%

8. Recruitment Apprenticeships: Cohort 2 – September 2016
We recruited 9 apprentices in total who started in September 201, 8 business administration across Adult and CYP Directorates and 1 clinical in Adults.
Cohort 3 – January 2017
Plans are underway for advert October 2016, assessment day November 2016 with a proposed start date 9th January 2017.

9. WRES - Sept 2016 September 2016 Indicator 2016 WRES Agreed action Plan
Update
Percentage of staff in each of the AfC Bands 1-9 and VSM (including executive Board members) compared
with the percentage of staff in the overall workforce
White: 84.3%
BME:14.1%
Not stated: 1.6%
This will be kept under review by effective workforce planning and incorporated into workforce strategy.
 E&D Lead and Recruitment SHRBP to discuss steps towards positive action and how managers and Recruitment can use Positive Action measures.
 Board will need to consider Positive Action measures particularly with reference to forthcoming senior appointments (HR Director, Service Director).
Positive action statement included in HR Director advertisement.
Relative likelihood of staff being appointed from shortlisting across all posts.
Relative likelihood of White staff being appointed from shortlisting compared to BME staff times greater.
Continue to train managers involved in the recruitment process. Continue to review recruitment process proportionality by each key stage of the process.
 Continue regular reviews by E&D Lead and Recruitment SHRBP. Plan accordingly
Regular reviews by E&D Lead and HR taking place – too early to identify trends or issues but will continue monitoring.

10. WRES 2016 Indicator 2015 WRES Agreed action Plan Update
Relative likelihood of staff entering the formal disciplinary process, as
measured by entry into a formal disciplinary investigation.
Relative likelihood of BME staff entering disciplinary process compared to White staff: 4.64 times greater
Extended session on Equality at Trust induction Introduction of Unconscious Bias training.
Preliminary review at the earliest possible stage of any disciplinary process to ascertain if there are cultural issues that could be addressed outside the formal procedure.
Arrangements being made to pilot this in Forensic Service. It will then go to LAG.
This preliminary review requires further “bedding in” in HR and arrangements are in place for this.
Relative likelihood of staff accessing non-mandatory training and CPD.
Relative likelihood of White staff accessing non-mandatory training compare to BME staff: 1.18 times greater
Action for L&D to review in 2016
Helen Green reviewing but believes that ethnicity is not known by L&D

11. WRES 2016 Indicator 2015 WRES Agreed action Plan Update
%age of staff experiencing bullying from patients , relatives
White: 28.67%
BME: 27.35%
Line managers to continue to address concerns locally.
 Plans to set up network of ‘Fair Treatment at Work’ Facilitators under way.
Fair Treatment Facilitator training in October 2016
%age of staff experiencing bullying from staff
White: 22.98%
BME: 26.87%
Line managers to continue to address concerns locally. A toolkit to allow managers to work with teams to address issues of local concern arising from staff survey has been implemented and feedback requested in September 2016 in the form of "You Said...We Did"
 Plans to set up network of ‘Fair Treatment at Work’ Facilitators under way.
Mixed response from Directorates on staff survey action plans.
Fair Treatment Facilitator training October 2016
%age of staff believing the Trust provides equal opportunities
White: 88.8%
BME: 70.51%

12. WRES 2016 Indicator 2015 WRES Agreed action Plan Update
%age of staff experiencing discrimination at work
White: 6.12%
BME: 16.37%
As above, line managers to continue to address concerns locally. A toolkit to allow managers to work with teams to address issues of local concern arising from staff survey is available.
 Plans to set up network of ‘Fair Treatment at Work’ Facilitators under way.
 E&D Lead in conjunction with HR and L&D will explore options for schemes to coach, mentor and provide shadowing opportunities at work to support the career advancement of staff from BME backgrounds.
As above, mixed response from Directorates re Staff Survey Action Planning.
Training in October 2016.
No update
Percentage difference between the organisations’ Board voting membership and its overall workforce.
-14.3

13. WRES 2016 Indicator 2015 WRES Agreed action Plan Update
%age of staff experiencing discrimination at work (continued)
Percentage difference between the organisations’ Board voting membership and its overall workforce.
-14.3
E&D Lead to explore options for WRES Roadshow/ event during Black History Month
Board to consider options to increase diversity (Associate Director role)
Exec approved proposal to hold a series of roadshows celebrate Black History month (Oct 2016). Also to ensure BME staff were made aware of these events, including Linking Leaders in September and be offered the opportunity to attend.
KR to discuss with the Comms team picking up on the positive stories
No update
Percentage difference between the organisations’ Board voting membership and its overall workforce.
-14.3