Workforce Performance Report Sept 2016

This report analyzes workforce performance in September 2016, focusing on agency spend, temporary staffing, vacancy rates, recruitment figures, and sickness trends. Key highlights include increases in agency spend, temporary staffing costs, and vacancy rates across various directorates, as well as significant sickness rate escalation over the past two months.

• Workforce
• Performance
• Report
• Analysis
• September

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1. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) Workforce Performance Report Sept 2016 Mike McEnaney Director of Finance

2. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) Agency spend has increased this month to 7.34% from 6.93% in July. A major factor in the Agency spend is Medical cover in the Children and Young People s Directorate and ongoing spend in Highfield (Oxford) and Thames House. Agency Spend Target: 5.00% This Month: 7.34% Last Month: 6.93% Last Year: 7.31%

3. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) Temporary Staffing as a % of total pay continues to increase and has already reached the highest point of last year, 11.3% despite an estimated 1.5m saving pa due to reductions in agency rates. Agency spend increased by 100k and is 275K above the target submitted to Monitor by the Trust and 632k above the target set by Monitor. Temporary Staffing Spend Spend increased across all directorates. Nursing and Additional Clinical Services (HCA s) increased significantly whilst Admin and Clerical decreased. Flexible Worker spend increased by 12% to 721k.

4. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) The Vacancy rate has increased to 10.1% in August from 8.2% in July. This has been driven by increases in Older Peoples and Adult Directorates as well as some costing corrections by Finance. Vacancy Target: 9.00% This Month: 10.1% Last Month: 8.2% Last Year: 10.2%

5. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) Recruitment Figures 26/8/16 Vacancy Stats Total Number of Vacancies: Live: Shortlisting: At Interview: Vacancies at Offer: Number of Candidates going through pre- employment checks : Candidates Cleared: Candidates with a start date: Directorate: Adult Services 253 89 18 11 30 82 43 31 Children and Young People 244 34 39 22 20 119 68 56 Corporate 62 13 4 8 6 30 9 7 Older People 304 86 17 21 16 152 42 16 Staffing Solutions 27 11 9 Grand Total: 863 222 78 62 72 410 173 110 5

6. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) Sickness has increased significantly over the last two months from 3.69% in June to 4.05% in August. The upturn is driven by an increase in Stress/Anxiety and Musculoskeletal conditions across staff groups but needs to be viewed within the context of an increase from a Summer low which saw a significant fall in instances of Cold/Flu . Sickness Target: 3.50% This Month: 4.05% Last Month: 3.91% Last Year: 3.95%

7. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) Turnover has continued its decline from a peak in March of 14.4% to stand at 13.86% in August. This reduction has been experience across all directorates except Older Peoples, which has seen a consistent increase over the last 10 months. Turnover Target: 12.00% This Month: 13.86% Last Month: 14.03% Last Year: 13.9%

8. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) Recruitment Apprenticeships: Cohort 2 September 2016 We recruited 9 apprentices in total who started in September 201, 8 business administration across Adult and CYP Directorates and 1 clinical in Adults. Cohort 3 January 2017 Plans are underway for advert October 2016, assessment day November 2016 with a proposed start date 9th January 2017.

9. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) WRES - Sept 2016 September 2016 Agreed action Plan This will be kept under review by effective workforce planning and incorporated into workforce strategy. Indicator 2016 WRES Update 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% Positive action statement included in HR Director advertisement. 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). Continue to train managers involved in the recruitment process. Continue to review recruitment process proportionality by each key stage of the process. Regular reviews by E&D Lead and HR taking place too early to identify trends or issues but will continue monitoring. 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 9

10. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) WRES 2016 Indicator 2015 WRES Agreed action Plan Update Extended session on Equality at Trust induction Introduction of Unconscious Bias training. 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 Arrangements being made to pilot this in Forensic Service. It will then go to LAG. 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. This preliminary review requires further bedding in in HR and arrangements are in place for this. 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

11. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) WRES 2016 Indicator 2015 WRES Agreed action Plan Update Line managers to continue to address concerns locally. %age of staff experiencing bullying from patients , relatives White: 28.67% BME: 27.35% Fair Treatment Facilitator training in October 2016 Plans to set up network of Fair Treatment at Work Facilitators under way. 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% Mixed response from Directorates on staff survey action plans. Plans to set up network of Fair Treatment at Work Facilitators under way. Fair Treatment Facilitator training October 2016 %age of staff believing the Trust provides equal opportunities White: 88.8% BME: 70.51%

12. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) WRES 2016 Indicator 2015 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 White: 6.12% BME: 16.37% As above, mixed response from Directorates re Staff Survey Action Planning. Percentage difference between the organisations Board voting membership and its overall workforce. -14.3 Plans to set up network of Fair Treatment at Work Facilitators under way. Training in October 2016. No update 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.

13. Workforce Performance Report (Sept 2016) Workforce (Executive Lead Mike McEnaney) WRES 2016 Indicator 2015 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) Percentage difference between the organisations Board voting membership and its overall workforce. -14.3 Board to consider options to increase diversity (Associate Director role) Percentage difference between the organisations Board voting membership and its overall workforce. -14.3 No update