Workforce Performance Report June 2013 Public

1. Workforce Performance ReportJune 2013 Public Jayne HalfordDeputy Director of HR Caring, safe and excellent

2. Headline HR KPIs

3. EXIT QUESTIONNAIRE DATA

4. SPECIALIST MENTAL HEALTH SERVICES - PERFORMANCE AGAINST TARGET – ALL INDICATORS

5. SPECIALIST MENTAL HEALTH SERVICES - PERFORMANCE AGAINST TARGET - ALL INDICATORS Analysis/Actions being taken by the HR Team in Month Turnover 10.35% v Trust target 12% Overall turnover is within target and relatively unchanged. There is always more turnover on the wards where staff can be promoted than in the Community teams where promotion would require a move into management. Sickness 4.32% v Trust target 3.5% The overall sickness figure at 4.32% is reducing monthly and long term sickness cases  at 2.13% (which equates to c 20 people)are being resolved through medical discharge or phased returns to work. Bank and agency  5.51% v Trust target 5% Usage is increasing due to the shortage of staff on the wards and the nature of the patients with a need to have a higher ratio of staff for observations . To reduce vacancies the Division has recently recruited 14 staff nurses in to the Oxford Adult wards and 4 in Bucks Adults. These staff are anticipated to start at the end of August when the need for bank and agency should decrease. The use of agency workers on the ward is unusual but NHSP are unable to fill all shifts that are required and there is a need for regular staff to be employed to cover vacancies. 3.7% of the salary bill is being worked on sessional shifts. Vacancies 4.95% v Trust target 9% The MH division is well below the KPI and currently has 86 candidates awaiting clearance or working their notice and 13 roles to be filled. Clinical roles are being agreed by the Operations team prior to recruitment . The Older Adult wards are recruiting additional sessional staff to provide support for observations. .

6. OXFORDSHIRE COMMUNITY SERVICES – PERFORMANCE AGAINST TARGET – ALL INDICATORS

7. OXFORDSHIRE COMMUNITY SERVICES – PERFORMANCE AGAINST TARGET - ALL INDICATORS • Analysis/actions being taken by HR in the month: • Turnover 13.4% v Trust target 12% • The Division remains slightly above Trust target at 13.4%: there remains variation across the services. • There is a mixture of reasons for leaving within Community Division which include retirement, promotion, and workload as significant reasons for staff leaving. • Analysis of recent staff survey results has identified concerns with workload and staffing levels within Community Nursing teams. HR and Management are still developing and updating action plans based on staff survey findings. • Sickness 4.73% v Trust target 3.5% • Whilst sickness is still above the Trust target of 3.5% in some areas it has fallen substantially since the previous month from 5.20% to 4.73%. • Training in short term sickness absence management for the Band 6/7s in the Community Nursing teams has now been delivered to all Localities. • The HR team are also working closely with Community Nursing management to ensure that sickness is being accurately recorded on Turn Around Documents. A training programme similar to that which was rolled out in Community Nursing teams is being planned for Community Hospitals. • Bank and Agency • 2.1% v Trust target 5% • Bank and Agency usage is below Trust target and correlates with a reduction in vacancies and higher usage of sessional contracts. Use of overtime is also a feature in Community. • Usage is currently showing as being high within Urgent Care and work needs to be undertaken to drill down to the reasons for this. • Usage within Community Hospitals has reduced since the previous month. • A large percentage of the Community Hospital vacancies have been filled so it is anticipated that Bank and Agency usage will reduce further over the coming months. • Vacancies: (from candidate pipeline) • 7.12% v Trust target 9% • The number of vacancies is currently 150 of which 15 are at offer and 86 are at offer accepted. • The trend in vacancies was a decrease until last month when there was a peak, this month may show the beginning of a downward trend again. There remain pockets of vacancies to which it is proving difficult to recruit. • A Community Services Recruitment Project Group has been set up by HR and continues to review actions with regard to hard to fill vacancies (e.g. Townlands Community Hospitals). Agreed actions so far include attendance at the National RCN Recruitment fair in London and researching/costing the possibility of recruiting qualified nurses from Ireland as part of plans to cover winter escalation beds. • Job Adverts and publicity material are currently being reviewed along with the development of rotational posts within Community Nursing and Community Hospitals.

8. CHILDRENS & FAMILIES SERVICES – PERFORMANCE AGAINST TARGET - ALL INDICATORS

9. : CHILDRENS & FAMILIES SERVICES – PERFORMANCE AGAINST TARGET– ALL INDICATORS

10. SPECIALISED SERVICES – PERFORMANCE AGAINST TARGET - ALL INDICATORS

11. SPECIALISED SERVICES – PERFORMANCE AGAINST TARGET - ALL INDICATORS

12. CORPORATE SERVICES - PERFORMANCE AGAINST TARGET – ALL INDICATORS

13. CORPORATE SERVICES – PERFORMANCE AGAINST TARGET – ALL INDICATORS