Council of Governors Workforce Performance Report Meeting: 24 March 2022 Data taken from People and Leadership Committee Report for meeting of 3 February 2022 using December 2021 data. Commentary updated to reflect situation up to end of
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Presentation Transcript
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Council of Governors Workforce Performance Report
Meeting: 24 March 2022
Data taken from People and Leadership Committee Report for meeting of 3 February 2022 using December 2021 data. Commentary updated to reflect situation up to end of February 2022.
Charmaine De Souza, Chief People Officer<br>
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Workforce Report Overview<br>
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Workforce Report Overview<br>
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Workforce Report Overview<br>
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Workforce Report Overview<br>
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WorkForce Overview (Successes, Priorities, Opportunities, Risks and Threats) The following summarises the key successes along with the priorities, opportunities, risks and threats to achievement of the required workforce performance.<br>
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WorkForce Overview (Successes, Priorities, Opportunities, Risks and Threats) The following summarises the key successes along with the priorities, opportunities, risks and threats to achievement of the required workforce performance.<br>
Focus on Recruitment Key priorities for the IQRA Recruitment workstream:
Increasing the number and calibre of candidates applying for roles
Optimising the recruitment process
Extend and develop the Trust’s “grow our own” workforce programmes
Next steps
Scoping meetings to take place with employability scheme providers, such as the Princes Trust and Jobcentre Plus
Refresh and relaunch of the Recommend a Friend scheme
Evaluate the impact of the various advertising channels
Map out career development opportunities for both clinical and non-clinical roles
Develop talent pipelines/opportunity for career conversations
Promotion of Return to Practice opportunities within the Trust
Development of an annual recruitment planner linking to national awareness days and weeks
Review and develop opportunities to hold recruitment/career opportunity events
Explore opportunities to hold live career chat forums
Review of staff survey results to highlight any hotspot areas/common themes<br>
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Stage 2 - Recruit 70 nurses for inpatient and community teams by 31 December 2022
45 mental health nurses and 25 adult nurses Stage 1 - Recruit 74 nurses by 30th April 2022 Of the 45 international nurses who have commenced employment with the Trust:
4 are awaiting their NMC PINS,
2 are awaiting OSCE resit exams
7 will be starting their transition/OSCE training programme w/c 7th March
Of the 27 nurses who are going through pre-employment checks:
9 are expected to be cleared and have received their CoS by w/c 28/03/2022 Focus on International recruitment International nurses are sourced from direct applications and through Sanctuary, a specialist recruitment agency. Prior to arrival in the UK the International Recruitment team are in constant contact with the nurses who are provided with a welcome pack with useful information that will assist in their transition to the UK.
Accommodation is arranged for the nurses in the UK. The first 12 weeks accommodation is paid for by the Trust, delivery of two food shops, a UK SIM card with credit and data allowance is provided and a laptop. Upon arrival they are given two further Welcome packs with more useful information about the local area.
The nurses are taken to work using local transport and shown around the area. Support is provided to open UK bank accounts and register with GP’s. The team provide training to support nurses to pass the OSCE examinations that are required to gain NMC registration to practice in the UK and arrange for them to attend the exams. Further support is provided to look for permanent accommodation and a new networking group for international staffing is being created to offer a forum for all international staff to meet and share their experiences.<br>
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A review of leaving data is currently underway with an initial focus on employees leaving within the first 2 years of employment. A QI approach is being applied to this programme of work.
Key Priorities for the IQRA Retention Workstream
Ensure staff feel fully supported when they start in a new role
Understand why people leave the Trust with less than 2 and 5 years service
Understand why people below the age of 30 and staff from a BAME background leave the Trust in much higher number than other groups.
Next steps
Process mapping to ensure people new into the Trust have an excellent recruitment, induction, training and local induction experience and feel fully supported in their new roles.
Review of leaving data to highlight any hotspot teams/directorates
Review of staff survey results
Ensure focus on equality and diversity throughout the programme to ensure processes are improved from a number of different angles
QI project to improve the PDR experience for staff to ensure people have high quality appraisals and meaningful conversations with their managers
Further development and increase in adoption of Flexible Working opportunities
Mitigations and action plans developed
Review of employees leaving within 5 years of employment Focus on Retention<br>
