1. Safe Staffing Report – December 2018
Safe Staffing (NQB)
Safe Staffing Report – December 2018
Author: D Elliot – Deputy Chief Nurse

2. Safe Staffing Report Safe Staffing (NQB)
Where we want to be: targets and benchmarks
Target: Planned staffing levels are 100%, planned skill mix 70% RN:30% HCSW ratio
Current Performance
Month 9 analysis indicates that overall staffing levels increased from 91.1% to 91.7% against plan.
The RN/HCSW skill mix decreased to 62% for Registered Nurses and increased to 38% for HCSW.
Influencing Factors
Continued challenge with RN vacancy position and temporary fill to mitigate this.
Actions in Response
95 international nurses have been recruited in 2018 and a cohort of 16 commenced this month. There are 40 more recruits planned to arrive in February and March.
100% pass rate from the last cohort (October 2018) to undertake the OSCE and achieve NMC registration.
A recruitment plan has been agreed to address the nursing shortfall and additional staff are being recruited to meet the training requirements of the planned large cohorts.
Author: D Elliot – Deputy Chief Nurse

3. Care Hours Per Patient Day Programme (CHPPD)
Safe Staffing (NQB)
Care Hours Per Patient Day Programme (CHPPD)
Care Hours per Patient Day
In order to provide a consistent method by which to record and report the deployment of staff working on patient wards/units, the Care Hours Per Patient Day (CHPPD) methodology is applied. CHPPD totals the number of RN and HCSW hours provided to a particular ward, across a 24 hour period, and divides this total by the midnight bed occupancy figures for that same ward.
CHPPD reporting delineates between RN and HCSW hours, thereby confirming skill mixes.
Reports illustrate how many care hours each patient received either from an RN or HCSW within 24 hour periods over the course of a month.
Current Analysis
Data collated during Month 9 indicate that overall CHPPD is 4.7 hours for RNs and 2.9 for HCSWs for PHT. Over the previous 24 months, RN CHPPD has tracked marginally below the planned level, whilst for HCSWs, the planned level has been exceeded.
Author: E Khor – Workforce Information Manager, Executive Lead Nicole Cornelius – Director of Workforce and Organisational Development