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Strategies to Reduce Agency Spend in Theatre

Learn how to decrease agency usage and improve recruitment and retention strategies in a theatre department. Explore short-term, medium-term, and long-term solutions to reduce costs and create a positive work environment.

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Strategies to Reduce Agency Spend in Theatre

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  1. Reducing Agency Spend in Theatre Rob Griffiths Theatre Services Manager December 2016

  2. Background • 12 Inpatient Theatres • 2 Bi-plane rooms • Intraoperative MRI • Hybrid theatre • 4 Day Case theatres • 2 Treatment rooms • 14,000 procedures per annum

  3. Background Background • 172.15 WTE staff • 111.35 Band 5 / Band 6 DCC posts • £7.3m spend • Chronic recruitment problem

  4. History

  5. History • Chronic recruitment problem • 20% vacancy rate (23wte vac @B5/6) • Low moral • No progression / opportunity • Poor compliance with M.T / PDR etc • High agency usage (£1.2m)

  6. History

  7. The cost

  8. The Solution

  9. The Solution • Retention is as important as recruitment • Initial focus on listening to our existing staff • Short, medium and long term strategy • Recruit, recruit, recruit……..

  10. Retention

  11. Retention The right kit to do the job! Staff incentives / rewards IT system that helps Easy Place to Work A Proper PDR Start on time = finish on time Plan to develop / advance Easy Place to Work Staff breaks Better planning so less overruns More educational opportunities Environment that works

  12. The Solution

  13. The Strategy • Short term • Internal turnaround (retention) • Reduce all agency payments • Business case to improve procurement, savings released to put in T&D / Quality team – Opportunity to progress • Accept that the agency spend would remain • Advertise & recruit …..

  14. Recruitment

  15. Recruitment • 27 ODPs graduated in Sept 2015 in the NW • Children’s nurses are in high demand • Adult nurses didn’t think they were eligible • “Adult” ODPs didn’t think they were eligible • Only centre in C&M that does all specialities

  16. Recruitment • New advert • Clear career development plan • Preceptorship for all new starters • Open evening • Only centre in the region that does all specialities • Reputation…… • 27 ODPs graduated in Sept 2015 in the NW • Children’s nurses are in high demand • Adult nurses didn’t think they were eligible • “Adult” ODPs didn’t think they were eligible • Only centre in C&M that does all specialities

  17. Recruitment • Remove all barriers to recruitment • Vacancy control panel • Paperwork signed by everyone • Dedicated recruitment support • Direct contact with OH manager • Band 7’s focussed on shared vision • 27 ODPs graduated in Sept 2015 in the NW • Children’s nurses are in high demand • Adult nurses didn’t think they were eligible • “Adult” ODPs didn’t think they were eligible • Only centre in C&M that does all specialities

  18. Mid term strategy • International recruitment • 9months (double running) • Keep community together • Anaesthetic RN course • Reputation….

  19. Long term strategy • Workforce plan • Leavers • Promotion from DCC roles • Service development • Significant increase in student ODP & RN places • Assistant Practitioner roles

  20. Challenges • Significant change (30% of the qualified workforce is new) • Huge demand on T&D team • Loss of experienced agency staff • Anaesthetics • Now have a junior workforce requiring ongoing support • Big recruitment forecast – out by several months and £K

  21. Where are we now • Fully established • Turnover rate within normal limits • Receive enquiries about potential vacancies • NHSP established • Students are happy

  22. Next Steps

  23. Any Questions?

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