Workforce Performance Report August 2018 Insights
"Discover key insights from the Workforce Performance Report for August 2018. Explore trends in bank costs, agency spend, payroll, and staffing strategies. Gain valuable knowledge on workforce management in the healthcare sector."
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Workforce Performance Report (August 2018) Workforce (Executive Lead Tim Boylin) Workforce Performance Report August 2018 Tim Boylin Director of Human Resources
Workforce Performance Report (August 2018) Workforce (Executive Lead Tim Boylin) Bank Costs for August include April, May and June back pay for the changes to Flexible Worker pay and the national pay award. Agencies generally increase their costs in line with the NHSI price caps. Temporary Staffing Spend Total temporary staffing spend increased by 478K to 3.99m, 18.78% of payroll, 4.35% more than Last year. The majority of this increase ,3.49% has been absorbed by increased bank use with agency use only increasing by 0.86%. Bank use has increased by 67% (607k to 1.6m) in the past year. Increased bank use is not resulting in decreased agency use due to higher levels of demand. This Month: 18.78% 3.99m Last Month: 17.68% 3.51m Last Year: 14.43% 2.82m
Workforce Performance Report (August 2018) Workforce (Executive Lead Tim Boylin) Agency Spend increased by 237k to 2.39m, 10.78% of payroll. The increase was seen in Registered Nursing which can be attributed to both inpatient and community teams and medical and dental. Agency spend in corporate services had fallen considerably. The number of NHSI overrides has continued to rise again this cannot be wholly attributed to the HCA agency reduction programme. Temporary Staffing Spend
Workforce Performance Report (August 2018) Workforce (Executive Lead Tim Boylin) On 14 May the Trust stopped using Agency HCA workers across inpatient units. Where a HCA Flexible Worker cannot be sourced Registered Nurses are used. The graphs below show a sustained increase in the number of bank hours used and a corresponding decrease in agency hours. Bank Costs from July reflect the changes to Flexible Worker pay and the national pay award. Using Registered Nurse agency shifts instead of HCA agency shifts and increased use of NHSI price cap overrides has resulted in an increase in average cost per hour for temporary staffing although this has decreased significantly in July back to pre initiative levels. Work continues to grow the HCA Flexible Worker bank with additional training spaces being made available for new starters. Flexible Site workers have been introduced to try and reduce the requirement for last minute agency use which is frequently above price caps. HCA Agency Spend Reduction
Workforce Performance Report (August 2018) Workforce (Executive Lead Tim Boylin) Total Payroll Spend The Trust overspent the payroll budget by 937k in August and is 2m overspent YTD. Budgets and actuals have been updated to include the pay review for AfC staff with August including back pay for April, May and June. August Older Peoples: + 105k Adults: + 647k C&YP: + 274k Corporate: -+ 59k YTD - 184k + 1,076K + 968K + 137K
Workforce Performance Report (August 2018) Workforce (Executive Lead Tim Boylin) 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. Wave 4 units have now been added into the number of rosters bringing the total number of units reported on to 140, 33 more than the previous month.64 out of the 140 rosters were published 6 weeks prior to being worked for rosters due to commence 08 October, 7 less than in the previous month. 21 remain unpublished at time of writing, 12 days after due.
Workforce Performance Report (August 2018) Workforce (Executive Lead Tim Boylin) The vacancy rate reduced to 12.3% in August from a peak of 13.9% in June. The Adult and Children and Young People Directorates have driven the reduction with the other two directorates remaining largely unchanged. Vacancy Target: 9.0% This Month: 12.3% Last Month: 12.9% Last Year: 9.8%
Workforce Performance Report (August 2018) Workforce (Executive Lead Tim Boylin) Sickness has increased slightly to 3.72% in August from 3.60% last month. The rise has been driven by a long increase in Anxiety/Stress over the last 5 months and a recent increase in Musculoskeletal absence. Sickness Target: 3.50% This Month: 3.72% Last Month: 3.60% Last Year: 3.94%
Workforce Performance Report (August 2018) Workforce (Executive Lead Tim Boylin) Turnover has continued it slow reduction over the last 5 months to stand at 14.2% in August. The Older Adults and Children and Young People Directorates have seen the largest reduction over the period whilst Adults Directorate has seen an increase. Turnover Target: 12.0% This Month: 14.2% Last Month: 14.3% Last Year: 15.0%
Workforce Performance Report (August 2018) Workforce (Executive Lead Tim Boylin) WRES Indicator 2: Likelihood of being appointed Indicators 1& 2 - Chart showing NHS Jobs applicants ethnic origin 80.00% 80.00% 70.00% 70.00% 60.00% 60.00% 50.00% 50.00% White Applicants 40.00% White Applicants 40.00% BME applicants 30.00% BME applicants 30.00% Not disclosed 20.00% Not disclosed 20.00% 10.00% 10.00% 0.00% 0.00% Sept July Dec Nov April Jan-18 Aug May June Oct March Sept Dec July Feb Nov April Jan-18 Aug Oct May June March Feb Indicator 3: Likelihood of BME staff entering disciplinary process Note: 83% of staff are white, 17% from other groups 80.00% 70.00% 60.00% 50.00% White 40.00% BME 30.00% Not disclosed 20.00% 10.00% 0.00% Sept July Nov Dec Feb Aug Aug April May Jan-18 Oct June March
Workforce Performance Report (August 2018) Workforce (Executive Lead Tim Boylin) WRES Indicator 6: Bullying by staff Percentage experiencing bullying from patients 35.00% 45.00% 40.00% 30.00% 35.00% 25.00% 30.00% 20.00% 25.00% White 20.00% BME 15.00% 15.00% 10.00% 10.00% 5.00% 5.00% 0.00% 2014 2015 2016 2017 0.00% 2014 2015 2016 2017 White BME Indicator 7: %age believing Trust provides equal opportunities 100.00% 80.00% 60.00% White BME 40.00% 20.00% 0.00% 2014 2015 2016 2017
