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

2. Temporary Staffing Spend
There is a lag of approximately one month in agency spend due to reporting from invoicing compared to Bank, Therefore October’s spend was used in September and the decrease is reflective of moving out of the August holiday season. Agency spend fell in all staffing groups in October with the exception of Additional Clinical Services. NHSI agency overrides peaked and then fell in October, work is continuing on the procurement of the new agency framework which should be complete by December for all medical and clinical staffing groups. Bank spend increased to its second highest level. this year.
This Month: 11.68%
£2.105m
Last Month: 12.42%
£2.282m
Last Year: 10.98%
£1.980m
Reduction
Reduction

3. Temporary Staffing Spend
Temporary Staffing , especially agency spend increased significantly in the Adults directorate, however fell in Children & Young People and Older Peoples. The agency hours filled through the bank in October increased and is reflective of the new units added to the system which have lines of agency work.
there are 132 workers engaged on lines of work (for longer periods to cover vacancies etc.) The top contributors to agency spend, which is 97.3% above the NHSI ceiling, are, SWB CAMHS medical, Witney Linfoot CH, Abingdon Ward 1 CH, Podiatry service, Allen Ward, Bucks North & South Treatment AMHT, Highfield and Marlborough House Swindon.

4. Vacancy
The Vacancy rate has fallen below the 9.0% target for the second time in the year. The decrease to 7.6% in October from a value of 9.3% in September was driven largely by the TUPE out of the Reablement Service from the Locality Team (C&NE) within the Older People’s Directorate. However, Adult (10.0% ), Older Peoples (11.8%) and Corporate (13.0%) still remain over target.
Target: 9.00%
This Month: 7.60%
Last Month: 9.30%
Last Year: 9.79%

5. Sickness
Sickness has moved above target to 3.83% in October after a significant decline in September. The increase is driven by the number of short-term sickness episodes following the summer holidays experienced across all Directorates. Next month should see an improvement in the sickness rate as the high volume of long-term sickness in the Reablement Service are factored out due to TUPE.
Target: 3.50%
This Month: 3.83%
Last Month: 3.40%
Last Year: 3.97%

6. Turnover
The Turnover figure has increased slightly to 14.53% in October. All Directorates except Adult Services contributed to the increase. The highest rates of turnover are in Research & Development (35.67%), Psychological Therapies (21.37%) and Human Resources (19.17%).
Target: 12.00%
This Month: 14.53%
Last Month: 14.02%
Last Year: 13.56%

7. Recruitment Report Directorate: Vacancies being recruited to
Advertisement & Interview
Total at offer
Of which
Live on NHS Jobs/ at advert
At Shortlist
Interview Arranged
Awaiting interview outcome
Being checked
Checks cleared
Start date agreed
Adult Services
278
118 24 17 25 94 28 39 27
Children and Young People
132 46 12 22 40 23
Corporate 69 13 10 5 9 32 20 7
Older People
234 83 19 80 21
Vacancy Summary Totals
713
260 70 63 74
246 95 82
 %age at each stage
100%
36.5%
9.8%
8.8%
10.4%
34.5%
OOH GP 30
Staffing Solutions 14
Apprentices 4
Grand Total:
714
320 92 96

8. Schedule of recruitment events 2016 Job fairs and career events
Date and times
Event
Venue
Organiser
Target attendees
Service reps
15th November 2016
Health Science Careers Fair
Highfield Campus, Southampton University
Southampton University
3rd year health students
George Larbi
Rachel Cootes, Eating Disorders
Sarah Irvine, CAMHS
Julie Fulea, Older People’s Mental Health
Christin Ah-Thion, Adult Mental Health
Anita Cupper, Community Hospitals
Caroline Griffiths, AHP Clinical Lead
25th November 2016
Health Care Careers Fair
Buckinghamshire New University
High Wycombe Campus,
Queen Alexandra Road,
High Wycombe
Buckinghamshire
HP11 2JZ
Jillian Jacobs, Bucks New University
Serena Brooke
Nilam Patel, Adult Mental Health
Jane Plummer, CAMHS
Helen Ayres, Forensic Mental Health

9. Schedule of recruitment events 2017Job fairs and career events
Date and times
Event
Venue
Organiser
Target attendees
Service reps
11th January 2017
Healthcare Employment Fair
Luton Campus – PostGraduate Centre
University of Bedfordshire
Nursing, Midwifery, ODP and Paramedic Science students
4 attendees max
Lisa Masih
Anita Cupper
12th January 2017
Careers evening
The Warriner School, Bloxham
Nigel Smith
Young people in years 10, 12 & 13 or ages years
Sophie Grimshaw
17th January 2017
Careers Day
Joel Joffe Building, Swindon Campus
Oxford Brookes
Adult Nurses
19th January 2017
Larkmead School, Abingdon
Claire Christiansen, Larkmead School
Rona Hickman
Heather Daw
Careers Convention
Cherwell School, Oxford
Joanne Clark
Years 9-13
Di Woodward
Rosie Shepherd
January 2017
Employment fair
Brookes University
Will send us more info
1st February 2017
Oxfordshire Careers Fest
BMW Mini Plant, Oxford
Oxfordshire LEP
Students in year 10 & 11 attending a Oxfordshire school or college
Trish Tipton
Ethan Baddeley
2nd February 2017
Serena Brooke
15th February 2017
Nursing fair
Bournemouth University
Application form Sent

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. In Jan 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 completed 17 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 re Staff Survey Action Planning.
2016 Staff Survey launched – review results once available.
Fair Treatment Facilitator training completed 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 completed in October 2016.
Mo Patel commencing discussions with BME staff on Directorate basis. Starting in Forensic Services (Nov and Dec 2016).
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)
October Trust celebrated its rich cultural diversity by marking Black History Month for the first time with events at Whiteleaf (11 staff members participated) and LMHC (20 staff members participated). Good feedback and considering plans to repeat annually.
November Remuneration and Nomination Committee of the Council of Governors met to discuss succession planning in connection with NED departures on the Board in 2017 and early 2018.  The concept of the associate director role was supported in principle with further clarity being required about the role before it could be progressed further.  It was agreed that the priority should be to address the equality imbalance on the Board amongst voting directors, and that the recruitment process should include robust efforts to attract candidates from BME groups
Percentage difference between the organisations’ Board voting membership and its overall workforce.
-14.3