Provide effective and timely HR guidance and support in customer services review by minimising redundancy and delivering.4m savings in a full year

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1 Objective 1 Customer Services Review Appendix A Provide effective and timely HR guidance and support in customer services review by minimising redundancy and delivering.4m savings in a full year Published HR1 (legal form required by Secretary of State for advance notice of collective redundancies sent to Insolvency Service) Developed and prepared consultation communications, process and documentation including dealing with feedback Engaged staff side leads in the steering group Launched consultation process to directly affected staff Launched consultation process to indirectly affected staff and the winder workforce Agreed media briefings with Communications Completed staff Equality Impact Assessment Joint HR & Comms Working Group for managers established Bands 4, 5 and 6 briefings established Staff FAQs published and maintained Complete business continuity planning for the project Planned, resourced and initiate individual staff consultations and associated data collection Set up NHS Jobs account for at risk staff MARS process agreed and launched Ongoing consultations with Trade Unions to meet milestones Voluntary redundancy process agreed Develop selection processes, criteria and resources (contingent on detailed design) Support redeployment and mitigation planning Develop eroster for booking and patient pathways (contingent on detailed design) Implement new structures 1 Full year savings now expected to be 3.5m Consultation concerns 433 staff in booking and medical secretarial roles Expected job losses 142, of which a maximum of 107 wte could be redundancies

2 Objective 2 Strategy Develop and publish the People Strategy Develop draft Engagement Plan and ongoing consultation with staff and managers Produce TEC and Board paper Trust Board Study Session Publish on Staff Net Agree with Trust Board engagement Plan Continue with consultation People Strategy agreed June

3 Objective 3 Workforce Planning Develop a workforce plan that is consistent with Operating Plans Develop benchmarking and workforce plans in partnership with services Project manage Consultant Job Planning to achieve 85% 5-year workforce plans for key staff groups Develop a workforce plan that is consistent with Operating Plans Completed Q1 Develop a workforce plan that is consistent with Operating Plans Continue monthly monitoring of workforce plan Draft I of Divisional Workforce Plan Reduce by 321 wte 50% by 1 st September 75% by 31 st Dec 85% by 1 st Feb Draft plan 31 st Dec Develop benchmarking and workforce plans in partnership with services Training for Senior Workforce Analyst in Dr Foster benchmarking tool Workshop for Care Groups on workforce planning for onwards 5-year workforce plans for key staff groups Work with R Chable on nursing work streams Present at SUHT Modernising Scientific Careers (MSC) conference 26 Sept 1:1 meetings with CGCLs on Medical Workforce Plans Develop benchmarking and workforce plans in partnership with services Continue joint working on initiatives to support delivery of reduction in medical posts Contribute to productivity packs Project manage Consultant Job Planning to achieve 85% 47% job plans signed off at 1 st Sept 2011 (but a few are from previous round) Monitor and follow up with CGCLs 5-year workforce plans for key staff groups Draft I of the Strategic Workforce Plan 3

4 Objective 4 erostering Embed erostering as the preferred way of rostering, identifying avoidable costs Continue the roll out of the erostering system enabling safe staffing, payroll interface, employee online and savings of 1.19m erostering consolidation exercise aimed at offering additional support to 60 units now live to embedding the product, increasing user knowledge SUHT erostering Project featured at Allocate National User Group Conference in July 2011 SUHT erostering Project shortlisted for HSJ Workforce Efficiency Awards Report to Audit & Assurance Committee on erostering system December 2012 NHSP Bank Pilot phase interface to be completed Develop Plan for 2012/ staff paid via erostering Potential cost to be avoided = 247,116 (April Sept) Figures to be validated by Care Groups in the next Quarter Units live on payroll = 54 4

5 Objective 5 Appraisals Increase appraisal levels to 90% and audit and feedback implementation to drive up the quality of appraisals Evaluate e-appraisal systems to determine whether a cost effective system can be procured that links to Medical Revalidation and learning and development Increase appraisal levels to 90% and audit and feedback implementation to drive up the quality of appraisals Performance management of appraisal target through HR Business Partners Raise profile of use of correct documentation and managers standard objectives Ensure corporate objectives are rolled out to embed quality approach. Increase appraisal levels to 90% and audit and feedback implementation to drive up the quality of appraisals Continue with performance management of appraisal target through HR Business Partners Continue to raise profile of use of correct documentation and managers standard objectives Continue to ensure corporate objectives are rolled out to embed quality approach. Current performance (as at 7 th Sept) of individuals appraised during the last 12 months: Div A: 81% Div B: 77% Div C: 72% Div D: 78% THQ : 58% Trust Total = 74% Evaluate e-appraisal systems to determine whether a cost effective system can be procured that links to Medical Revalidation and learning and development Visits to Bristol and East Kent trust Exploratory talks and demo s with different eappraisal products Evaluate e-appraisal systems to determine whether a cost effective system can be procured that links to Medical Revalidation and learning and development Continue to visit Reference sites for potential e- Appraisal products Evaluate whether AT Performance is effective tool for appraisal and medical revalidation (This product is linked to eksf and will not require normal procurement processes) 5

6 Objective 6 Equality & Diversity Develop a BME Action Plan Lead the establishment of the Trust Equality Delivery System (EDS) Develop a BME Action Plan Implement BME Action Plan e.g. video recording; catering; presentation and IT BME TEC / consultation / engagement BRAP (Birmingham Race Action Partnership), discussions with BME network Develop a BME Action Plan Draft EDS TEC Paper and implement recommendations 200 staff to attend BME conference in September Lead the establishment of the Trust Equality Delivery System (EDS) Trust Board sign-off for EDS Establish Steering Group and project plan agreed Lead the establishment of the Trust Equality Delivery System (EDS) Plan Equality and Diversity Training with IDEAL Establish operational plans for EDS Add more members to EDS Steering Group as per TEC recommendations paper Increase Equality & Diversity training 6

7 Objective 7 Employee Relations Report on significant ER cases, trends and outcomes to the Trust Board on a quarterly basis using 2010 baseline Develop line managers confidence and competence in disciplinaries, grievances and performance management Report on significant ER cases, trends and outcomes to the Trust Board on a quarterly basis using 2010 baseline Rise in ER cases from Q in particular short term sickness case workload Increase in number of divisional consultations to reduce posts, change hours and working practices Develop line managers confidence and competence in disciplinaries, grievances and performance management Increase in number of individuals hitting short term sickness absence trigger points and requiring management intervention. Trigger point is now 3 in 12 months 3 legal training sessions to improve manager confidence and competence with: o Conducting investigations o Conduct disciplinary hearings Report on significant ER cases, trends and outcomes to the Trust Board on a quarterly basis using 2010 baseline Analysis of ET cases and high profile cases to be completed Develop line managers confidence and competence in disciplinaries, grievances and performance management Legal sessions organised for November for Senior Clinical Managers to build capability and confidence around procedures for handling Medical conduct and capability cases Scope training for grievance resolution and mediation training to solve disputes at early stages Current cases as at 1 July 2011: Conduct 13 Capability 11 Short term sickness 544 ** Long term sickness 106 Grievances 13 Organisational 16 changes Appeals 4 Total 707 Baseline Sept 2010 figures: Conduct 16 Capability 12 Short term sickness 175 Long term sickness 89 Grievances 11 Organisational 10 changes Appeals 3 Total 316 Live employment tribunal claims 7 claims live at present ** Increase due to tougher trigger points 7

8 Please note part of this section has been removed as it contains commercial in confidence information Objective 8 Occupational Health Review clinical outcome data for Return 2 Health Provide flu immunisation to 50% of Trust staff Review clinical outcome data for Return 2 Health Work started in analysis with comparison site Review clinical outcome data for Return 2 Health Continue analysis to end of year Provide flu immunisation to 50% of Trust staff Raise awareness of flu prior to immunisation next quarter (Oct Dec) Provide flu immunisation to 50% of Trust staff Provide immunisation as per TEC paper TEC paper completed on Flu Immunisation July

9 Objective 9 Recruitment Reviews Review Non-Executive Directors appraisal and recruitment process as part of FT Review Consultant recruitment processes in partnership with Medical Director Review Non-Executive Directors appraisal and recruitment process as part of FT Review NED appraisal and recruitment processes in mature FT Meetings with Chair/CEO Review Non-Executive Directors appraisal and recruitment process as part of FT Tec/Board paper on Consultant/Senior Appointments Governor Remuneration papers prepared for Chair New Appraisal/Recruitment process agreed ready for FT status Trust Board to agree recommendations for Consultant/Senior Recruitment Review Consultant recruitment processes in partnership with Medical Director Meeting with MD on consultant recruitment Draft paper on recommendations for Consultant recruitment/senior appointments Review Consultant recruitment processes in partnership with Medical Director TEC paper recommending changes in recruitment processes 9

10 Objective 10 Pay & Benefits Expansion of salary sacrifice for car parking.1m Develop salary sacrifice for cars.1m Review options for recruitment and retention premiums.9m pa Negotiate new On-Call Harmonisation Expansion of salary sacrifice for car parking.1m Salary sacrifice for car parking Car parking appeals heard Expansion of salary sacrifice for car parking.1m Complete car parking appeals Salary sacrifice processed on time Develop salary sacrifice for cars.1m Reviewed car salary sacrifice NHS scheme in preparation for formal proposal Develop salary sacrifice for cars.1m Salary sacrifice proposal for car scheme to Director of Organisational Development and Finance Director Business case agreed for R & R saving Review options for recruitment and retention premiums.9m No work completed this quarter Review options for recruitment and retention premiums.9m Establish R & R approach Negotiate new On Call Harmonisation Compile analysis on On Call rosters including costs Continue Trade Union engagement Negotiate new On Call Harmonisation Develop options for On Call reward consultation Agree financial implications for options for On Call Continue TU Engagement and negotiate for On Call Business case agreed for On Call harmonisation 10

11 Objective 11 HR Deliver structural changes and technology in HR Continued implementation of Recruitment and Transactions team formed from May 2010 Continued implementation of e-recruitment system (TRAC), improving quality and efficiency implemented for new roles from 1 July Appointment of HR Practice Unit Manager post Continue to focus on quality for recruitment and transactions team following high volumes in summer on clearing backlog Continue to explore ecrb solution Initiate procurement of web portal and case management system Create the new HR Practice Advisory Unit, centralising HR basic to medium complexity line management support into one team Year 1 target savings of 47k 11

12 Objective 12 Staff Attitude Survey Address key findings of 2010 Staff Attitude Survey by developing and monitoring an Action Plan with appropriate KPIs Invite key nurses to Steering Group to discuss approach and action plan to hand hygiene findings Commission SAS for 2011/12 Steering Group to monitor Divisional and Corporate progress Continue to mitigate impact of CSIP (Customer Service Improvement Project) on SAS 2011/12 SAS staff engagement above average on 2011/12 Hand hygiene not in bottom 20% 12

13 Objective 13 Absence Work towards an overall sickness absence level of 3.35% HR Advisors continue to work closely with line managers to keep sickness low Increase in individuals hitting short term absence triggers Wellbeing objectives included in standard appraisal documentation. Continue to monitor appraisal quality through audit process Continue to work through HR teams and OH to keep absence levels low Continue to maximise use of R2H Update Strategic wellbeing plan Current 12 month rolling average 3.38% Target 3.5% 13

14 Objective 14 Agency Workers Regulations Develop an Action Plan and system to minimise the impact of the Agency Workers Directive (AWD) Review options on how to manage Agency Workers Directive Meetings held with Finance Meetings with NHSP for alternative option Decide on approach and develop and implement plan Finalise Meetings with Finance, decide on approach, communicate plan and implement policy. By October 2011 arrangements and plan in place for the management & communications of Agency Workers Directive (AWD) 14

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