1. Workforce Performance Report March 2018
Tim Boylin
Director of Human Resources

2. Temporary Staffing Spend
Total temporary staffing spend increased by £332K to £3.49m, 18.19% of payroll, the highest % to date. Bank spend (excluding GPs) increased again in February to £985k, £122k more than the previous month this is due to increase of £51K in Healthcare Assistants and an £83K increase in Nursing staff. Agency spend increased by £327k to £2.2m in February 11.29% of payroll. The greatest increase of £178k was in the Allied Health Professionals staffing group followed by £78k in nursing and £38k in Healthcare Assistants . Agency spend has increased in the Adults Directorate. Agency spend was % above the ceiling set by NHSI and NHSI Agency rule overrides fell by 8% to 1,223 shifts in the 4 weeks of February. 52% of temporary staffing shifts booked through the WFMS were to cover vacancies.
This Month: 18.19%
£3.49m
Last Month: 16.80%
£3.161m
Last Year: 11.23%
£2.064m

3. Temporary Staffing Spend
Total Temporary staffing spend has increased across all areas except Older Peoples but most significantly in Adult Directorate.
In January 23 Pure Flexible offers were made with 48 workers able to start. 68 Substantive Flexible Worker assignments have been processed. Since the Work for us challenge started in September 143 new Pure Flexible Workers have started and 354 substantive Flexible Worker contracts have been issued.

4. Roster Publication
Since the Autumn the Trust has been working to improve rostering for units on the Workforce Management System specifically :
Ensuring rosters are robustly reviewed prior to publication
Publishing rosters 6 weeks in advance.
Sending shifts that cannot be filled by substantive workers to bank as soon as possible.
Cancelling unrequired duties.
Through improvement in these areas it is anticipated that staff, patient and carers satisfaction and wellbeing will increase and efficiency savings will be made as:
A robust roster review process will support the effective management of unavailability and contracted hours whilst ensuring a safe skill mix and fair rostering.
Publishing rosters 6 weeks in advance will support staff to plan their work and home life and enable shifts that cannot be filled to be sent to bank earlier reducing agency use. Staff are unable to view their duties through Employee on Line (EOL) if rosters are not published.
Evidence suggests that sending shifts to bank earlier reduces agency spend by up to 50%.
Cancelling unrequired duties means that we can accurately report on risks associated with required duties that we are unable to fill.
53 out of the 99 rosters were published 6 weeks prior to being worked for rosters due to commence 23 April , 7 less than in the previous month. 34 remain unpublished at time of writing, 4 days after due. The black line denotes when work commenced on the improvement.

5. Lead Time Shifts sent to Bank
The graph below shows lead time for all duties sent to bank regardless of reason. The earlier duties are sent the more likely that are to be filled by Flexible Workers rather than agency and within price cap.
The number of duties sent bank more than 30 days before they are due to be worked fell from 58% to 54% in February. However the number of duties sent at 7 days or less which is more likely to be due to sickness or adverse weather fell. The earlier shifts are sent the easier it is to fill shifts through the bank and on framework and within price cap.
A further target is to send all duties to bank that are needed because of a vacancy at least 6 weeks before they are due to be worked as the requirement should be known at this point shifts with the reason for being sent to bank stated as vacancy were sent less than 6 week before they were due to be worked.

6. Sickness
Sickness has increased over the last four months to stand at 5.21%. The increase has been experienced across all directorates and has been driven by short-term episodes of Cold and flu.
Target: 3.50%
This Month: 5.21%
Last Month: 4.68%
Last Year: 4.82%

7. Vacancy
The vacancy rate has increased slightly to 11% in February from 10.6% in January. The increase has resulted from a rise in the Corporate directorate and small increases in the Older Peoples and Adult Services directorates.
Target: 9.0%
This Month: 11.0%
Last Month: 10.6%
Last Year: 8.57%

8. Turnover
The Turnover figure has increased in February to stand at 14.76%. The increase has been driven by the Corporate and Adult directorates. However, the Older Peoples, Children and Young People and Adult directorates have displayed a long term decline over the last 6 months.
Target: 12.00%
This Month: 14.76%
Last Month: 14.62%
Last Year: 14.83%

9. WRES

10. WRES