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This report provides an overview of workforce information, including people in post, sickness absence, recruitment KPIs, turnover and leavers, mandatory training and performance development review compliance, as well as diversity monitoring. It also includes information on rostering and temporary staffing data.
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People Information Report Quarter 1 – 2019/20 1st April 2019 to 30th June 2019
Workforce Information Report CONTENTS Executive Summary 1 – People workforce information 1.1 – Dashboard Overview 1.2 - Sickness Absence 1.3 - Equality & Diversity Monitoring 1.4 - Recruitment KPIs 1.5 - Turnover & Leavers 1.6 - People in Post Profiles 1.7 – Casework Summary 1.8 – Overpayments Summary 2 - Learning & Organisational Development 2.1 - Mandatory Training Compliance 2.2 - Performance Development Review Compliance 3 – Rostering Information 3.1 – KPIs 3.2 – Temp Staffing Data 4 - Glossary
Executive Summary • People in Post • People in Post (PiP) has increased by 5.6 FTE to the end of June 2019. This slight increase mirrors the last two financial years when FTE has relatively flat-lined for the first quarter and then increased over the rest of the year. FTE had increased by a further 20 at the end of August. • The Workforce Workstream project lead is holding discussions with Divisional Managers to work through their areas to identify current and future workforce needs with the aim of producing a Trust Strategic Workforce Plan by the end of the current financial year. • Equality and Diversity • Data for both the Workforce Race Equality Scheme (WRES) and the Workforce Disability Equality Scheme (WDES) have been submitted by the Trust and the subsequent action plans will be discussed separately at the F&RC meeting. • To help with the refresh of our approach to inclusion, equality and diversity, monthly meetings for groups of colleagues to get together to look at key issues and share experiences. Divisions will be encouraged to let people get involved as these meetings are for colleagues with protected characteristics and allies i.e. people who are interested in making a difference or supporting change. The groups are BAME (Black, Asian and Minority Ethnic); Disability; Gender; and LGBT+. • Recruitment • Further progress is being made by the Day 1 Ready microsystem group in their work to help staff have a positive start at the Trust. Two additional microsystems have been established to further develop associated processes relating to Induction and Information Technology. • Compliance • Trust wide compliance levels are below target. 3 Divisions are above 90% for Mandatory Training, however, no Divisions are at or above the target for Performance Development Reviews. • L&OD are working with divisional managers and departments over the next few months to identify low compliance topics, offering support and focusing on certain subjects such as, Information Governance (Data Awareness), Fire Safety and Medicine Management Level 2. IG and Fire Safety Topic Leads are also identifying areas and working with Heads of Departments, looking at areas where compliance can be increased. In addition, L&OD are working towards full passporting of mandatory training as part of a wider streamlining project. • Sickness Absence • The HR team is continuing its work with the CWAMHS Division to develop the new Sickness Absence Dashboard report. This report has received positive feedback and is being rolled out to all other Divisions in September. The report will be used by Managers and the HR team to encourage best practice in the management of sickness cases, by utilising existing data to target specific areas of high absence levels. • The HR team have started holding drop-in sessions/clinics within the Divisions and are also developing further policy training to be rolled out to Managers over the next few months
1.3e – Equality & Diversity Monitoring – Sexual Orientation & Religious Belief
