East of England Ambulance Service NHS Trust WORKFORCE INFORMATION DASHBOARD TRUST BOARD MEETING MARCH 2014

Transcription

1 WORKFORCE INFORMATION DASHBOARD TRUST BOARD MEETING MARCH 2014

2 WTE PROJECTED STAFFING GAP A&E FRONTLINE RESOURCES Workforce Plan - Projected Staff (with Establishment plus Clinical Capacity Review Recommendations) Jan Year End CCR Recommended Establishment Current Establishment Plus 50% of CCR Growth Projected Staff in Post The is reflects the projected staff in post based on the recruitment of 400 Student Paramedics over the 2014/15 financial year, potentially 300 Student paramedics over the 2015/16 financial year and 160 Student paramedic over the 2016/17 financial year.it also reflects the anticipated future skills mix changes in all frontline grades. The graph contains, Supervisors, Specialist Paramedics, Paramedics, Technicians and Emergency Care Assistants (ECA) in frontline A&E Operations

3 STAFF IN POST AS AT 28 FEBRUARY 2014 FUNCTIONAL AREA Budgeted Establishment Finance Adjusted Staff in Post (SIP) Vacancies Vacancies as a % of Budgeted Establishment wte wte wte % A&E Frontline A&E Managers & Admin HEOCs inc CSD & Comm Resp Non Emergency Services Primary Care Special Ops, Air Ops & Ops Support Shared Support TOTAL WHOLE TRUST A&E Frontline Supervisors Specialist Para Paramedic Student Para Technician ECAs Total Finance Budgeted Adjusted Staff Establishment in Post (SIP) Vacancies Vacancies as a % of Budgeted Establishment wte wte wte % , , , The funded establishment does not include the increase growth recommended by the Clinical Capacity Review. As the Trust is no longer recruiting Emergency Care Assistants (ECA s), the majority of front line vacancies are for Paramedics. Vacancies are being held in shared support areas (e.g. Finance, HR, IT etc.), prior to the implementation of the restructure.

4 FRONT LINE A&E WORKFORCE - SKILLS MIX SPLIT A&E Skills Mix Split Tech / ECA / SAP 50% Sup / ECP / Para 50% This represents the split between Paramedic qualified and non Paramedic qualified front line staff. The aim is to achieve at least a 70/30 split in favour of qualified staff in order to be able to deploy a Paramedic on every ambulance. This is not likely to be achieved until 2017/18 when the Student Paramedic programmes have been completed.

5 Feb-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 Jul-13 Aug-13 Sep-13 Oct-13 Nov-13 Dec-13 Jan-14 Feb-14 % Feb-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 Jul-13 Aug-13 Sep-13 Oct-13 Nov-13 Dec-13 Jan-14 Feb-14 % TURNOVER % Whole Trust Monthly Turnover % Whole Trust Monthly Turnover % Turnover Monthly Average At the commencement of 2014 Trust turnover appears to be below average. The annual rate is 7.39% across the whole Trust which ranges from 5.65% in Special operations to 11.06% in shared support A&E Monthly Turnover % A&E Monthly Turnover % Turnover Monthly Average The A&E front line has one of the lowest turnover rates within the Trust at an annual rate of 6.76%, although it has been above average through the winter and is now stabilising.

6 STUDENT PARAMEDIC RECRUITMENT Student Paramedic Recruitment Target Course Starters & Cumulative Accepted Offers Apr-14 May-14 Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar Cumulative Course Place Fill Target Recruitment Target Each Student Paramedic cohort has 24 places. On average these have to be filled by 21 students for the 400 target to be met for the year. It was anticipated that the April course in Norwich might prove a challenge to fill to capacity as recruitment only started in January. Training is taking place at four key venues Norwich; Cambourne; Melbourne and Chelmsford. Data 17 March 2014 Course Start Date Offers Accepted 7 th April th May th May 3 26 th May 3 9 th June 2 7 th July 2 1 st September 2 27 th October 1 12 th January 1 Total 43

7 RECRUITMENT - PARAMEDICS Paramedic Recruitment - Projected Start and "On-The-Road" Dates by Month Target Cumulative Planned Offers (actual and anticipated) Cumulative Starters & Confirmed Future Starters (1) Apr-13 May-13 Jun-13 Jul-13 Aug-13 Sep-13 Oct-13 Nov-13 Dec-13 Jan-14 Feb-14 Mar-14 Apr-13 May-13 Jun-13 Jul-13 Aug-13 Sep-13 Oct-13 Nov-13 Dec-13 Jan-14 Feb-14 Mar Turnaround Plan Recruitment Target Paramedic Recruitment Net Effect Cumulative leavers year to date (Bands 5&6) Cumulative starters year to date The original target of 149 was in the Trusts 2013/14 turnaround plan. Direct entry and graduate Paramedic recruitment target for 2014/15 is now a more realistic 50. Although some of the Trust existing QSAPs, will be completing their Paramedic qualifications during that period too. Data 17 March 2014

8 Feb-11 Mar-11 Apr-11 May-11 Jun-11 Jul-11 Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Feb-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 Jul-13 Aug-13 Sep-13 Oct-13 Nov-13 Dec-13 Jan-14 Feb-14 SICKNESS WHOLE TRUST Whole Trust Sickness % Whole Trust Sickness % Sickness Average Sickness Target Sickness reduced in February 14, if this continues and December is established as the peak for this winter then it be the lowest in the last four winters. Trust sickness has been significantly above target for the last three years, with the lowest sickness absence of 6.02% achieved in September In comparison year to date is currently 6.65% ; therefore if the Trust is able to maintain or decrease this rate it could achieve the lowest sickness absence at year end for some time. However, overall the Trust is still significantly over the 5% target rate.

9 Feb-11 Mar-11 Apr-11 May-11 Jun-11 Jul-11 Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Feb-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 Jul-13 Aug-13 Sep-13 Oct-13 Nov-13 Dec-13 Jan-14 Feb-14 SICKNESS - SHORT TERM 5.50 Whole Trust Short Term Sickness % 4.50 Whole Trust Short Term Sickness % 3.50 Sickness Average 2.50 Sickness Target 1.50 Short term sickness has increased in February 14, which may be the start of an upward trend. However, the average rate of sickness has decreased which may be due to the impact of increased sickness management. In particular, there was a sustained period between May and September 2013 whereby sickness was lower than any since December This may reflect the efforts of managers and the HR sickness task force. Short Term is sickness of 1 27 days in length

10 Feb-11 Mar-11 Apr-11 May-11 Jun-11 Jul-11 Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Feb-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 Jul-13 Aug-13 Sep-13 Oct-13 Nov-13 Dec-13 Jan-14 Feb-14 SICKNESS - LONG TERM Whole Trust Long Term Sickness % 6.00 Whole Trust Long Term Sickness % 5.00 Sickness Average 4.00 Sickness Target 3.00 Long Term Sickness decreased steadily, up until November 2013 from the high of 5.98% in January Although Long term sickness rose again in November and December 2013 and January 2014, it was still lower than the previous year. It fell again to 4.2% in February However, the average rate has increased slightly, which is the opposite of the short term sickness trend. Long Term is a continuous period sickness of 28 or more days in length

11 SICKNESS - REASONS Top Ten Sickness Reasons Anxiety/stress/depression/other psychiatric illnesses Other musculoskeletal problems Back Problems Gastrointestinal problems Other known causes - not elsewhere classified Injury, fracture Unknown causes / Not specified Cold, Cough, Flu - Influenza Chest & respiratory problems Genitourinary & gynaecological disorders Absence - Days Lost WTE The top ten sickness absence reasons account for 90% of all sickness when reported on a working time lost basis. This may be as a result of a higher proportion of long term sickness falling into this category. The introduction of the new PAM contract is reducing the number unspecified reports.

12 Returned PDRs PERFORMANCE DEVELOPMENT REVIEW A&E North Sector A&E South Sector PDRs Returned As a % of Target A&E West Sector EO Senior Norwich Manage HEOC rs & OPIT Bedford HEOC Chelmsf ord HEOC Non Emerge ncey Service s Primary Care Operati ons Support Special Ops & Air Ops Shared Support PDRs Returned % Total The highest rate of PDR return can be seen in Operations Supports with A&E North Sector and Special & Air Operations with second and third respectively The lowest rates of return are in Emergency Operations Senior Managers & OPIT Team and Primary Care. There is one month to ensure the year end Targets are met

13 MANDATORY TRAINING YEAR TO DATE Mandatory Training Completion Mandatory Training Completed YTD % With one month of the financial years remaining no area of the Trust is at target completion. Four of the twelve areas of the Trust are at or below a 10% completion rate The overall trust completion rate is 58%. This is likely to have been affected by the Trust inability to abstract staff for training due to pressure on the rotas.

14 DIVERSITY INFORMATION Workforce Profile Headlines % Black / Multi Ethnic Full Time 81 Part Time 19 Male 47 Female 53 Disability 2.35 Age Profile (Head Count) AfC Band 1-6 AfC Band Other 7 0 Sexual Orientation Do not wish to disclose Religious Belief 43% 2% 55% Do not wish to disclose Hetrosexual Bisexual, Gay or Lesbisan Christianity 27% Other inc. representation from Buddhism, Hinduism, Islam, Jainism, Judaism, Sikhism, Atheism 12% 61% Diversity data tends to remain stable and does not show any significant trends.