Workforce Performance Report December 2016 Insights

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) Workforce Performance Report December 2016 Mike McEnaney Director of Finance

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) Agency spend in December showed little change over the previous month, however, only Additional Clinical Services and Registered Nursing showed a slight increase in staffing. Agency spend across all other staffing groups reduced. There has been a steady decrease in NHSI agency overrides as the demand over the Christmas period was not as high as expected. Agency spend was 79% above the ceiling set by NHSI. Work has now been completed on the new agency framework for Clinical and medical staff which start to be used in January. Temporary Staffing Spend This Month: 11.04% 2.072m Last Month: 12.32% 2.189m Last Year: 10.77% 1.932m Reduction Reduction

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) There has been a slight increase in the number of temporary staffing hours requested through the centralised bank, particularly requesting agency staff. Due to a significant drop in bank spend across the adult directorate, their agency spend went up. Overall, temporary staffing spend showed a decrease on the previous month. There are currently 139 workers engaged on agency lines of work. It was noticed that several of lines of work, flexible workers and agency did not work over the Christmas period. The top contributors to agency spend, which is 79.31% above the NHSI ceiling are, Kestrel, Highfield and Bucks South Community Team. Recruitment for Flexible Workers should commence at the beginning of February 2017 once new members of the Staffing Solutions team are trained. Temporary Staffing Spend

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney)

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney)

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) The Vacancy rate has increased slightly over the last two months but still remains below the 9.0% Trust target at 8.5%. The increase in December has been driven by the demand for Medical Staff. Vacancy Target: 9.00% This Month: 8.50% Last Month: 7.60% Last Year: 10.1%

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) Sickness has seen a significant increase over the last three months to stand above target at 4.94% in December. This is being driven by a marked increase in short-term episodes of Cold/Flu and longer-term incidents of Stress/Anxiety. The increase has been experienced by all the Directorates. Sickness Target: 3.50% This Month: 4.94% Last Month: 3.83% Last Year: 4.36%

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) The Turnover figure has increased slightly from 14.56% in November to 14.6% in December. However, both the Older Peoples and Children and Young Peoples Directorates did see a decrease in month. The primary driver for the increase has been the turnover in Medical Staff since August 2016. Turnover Target: 12.00% This Month: 14.60% Last Month: 14.56% Last Year: 14.22%

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) Recruitment Report Advertisement & Interview Of which Vacancies being recruited to Total at offer Start date agreed Live on NHS Jobs/ at advert Awaiting interview outcome Directorate: At Interview Arranged Being checked Checks cleared Shortlist Adult Services 248 88 40 16 6 98 55 43 33 Children and Young People 149 47 13 9 7 73 29 44 39 Corporate 67 10 5 13 7 33 22 9 6 Older People 214 76 18 20 10 90 49 41 28 Vacancy Summary Totals %age at each stage 678 221 76 58 30 292 155 137 106 100% 32.50% 11.20% 8.50% 4.40% 43% OOH GP 47 29 18 6 Staffing Solutions 24 15 9 5 Apprentices Grand Total: 678 221 76 58 30 363 199 164 117

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) WRES Update January 2017 Indicator 2016 WRES Agreed action Plan Update This will be kept under review by effective workforce planning and incorporated into workforce strategy. 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% NHS Jobs data shows: 69% of job applicants were White 27.7% of job applicants were from other ethnic origins 3.2% of job applicants declined to disclose their ethnicity 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). In December 2016 there were 62 new starters. Of these 40% were White; 60% were from other ethnic origins Continue to train managers involved in the recruitment process. Continue to review recruitment process proportionality by each key stage of the process. NHS Jobs data shows: 73% of applicants shortlisted for interview were White 22.1% of applicants shortlisted were from other ethnic origins 4.3% of shortlisted candidates declined to disclose Relative likelihood of staff being appointed from shortlisting across all posts. Relative likelihood of White staff being appointed from shortlisting compared to BME staff 1.05 times greater. Continue regular reviews by E&D Lead and Recruitment SHRBP. Plan accordingly

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) WRES Update January 2017 Indicator 2016 WRES Agreed action Plan Update Extended session on Equality at Trust induction Introduction of Unconscious Bias training. Conduct 67% of disciplinary cases involved White staff, 33% were staff in other groups 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 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. Current staffing is White: 83% Other: 17% Action for L&D to review in 2016 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 Helen Green reviewing but believes that ethnicity is not known by L&D Stepping Up programme for Bands 5 7: D Leveson to discuss with H Green about how to get Trust support and communications

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) WRES Update January 2017 Indicator 2016 WRES Agreed action Plan Update Line managers to continue to address concerns locally. Fair Treatment Facilitator training in October 2016 %age of staff experiencing bullying from patients , relatives White: 28.67% BME: 27.35% Plans to set up network of Fair Treatment at Work Facilitators under way. 2016 survey result: 26% reported experiencing Mixed response from Directorates on staff survey action plans. 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" %age of staff experiencing bullying from staff White: 22.98% BME: 26.87% 2016 results indicate average of 15% did report experiencing bullying by colleagues. Average 88% did not report experiencing bullying by managers. Fair Treatment Facilitator training October 2016 Plans to set up network of Fair Treatment at Work Facilitators under way. November 2016: Mo has commenced discussions with BME staff working in services about their experiences. Report in due course. %age of staff believing the Trust provides equal opportunities White: 88.8% BME: 70.51%

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) WRES Update January 2017 Indicator 2016 WRES Agreed action Plan Update 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. %age of staff experiencing discrimination at work (continued) White: 6.12% BME: 16.37% Casework data at 20/12/16: D@W 67% of Dignity at Work claims were made by White staff, 33% were made by staff in other ethnic groups. Plans to set up network of Fair Treatment at Work Facilitators under way. Grievance 100% of grievances were brought by White staff Performance 83% of staff being performance managed were White, 17% were in other ethnic groups 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.

Workforce Performance Report (December 2016) Workforce (Executive Lead Mike McEnaney) WRES Update January 2017 Indicator 2016 WRES Agreed action Plan Update E&D Lead to explore options for WRES Roadshow/ event during Black History Month 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 %age of staff experiencing discrimination at work (continued) November 2016- 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 Board to consider options to increase diversity (Associate Director role)