Workforce Performance Report November 2016 Workforce Executive Lead

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) Workforce Performance Report November 2016 Mike Mc. Enaney Director of Finance

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) Temporary Staffing Spend There is a lag of approximately one month in agency spend due to reporting from invoicing compared to Bank, Therefore October’s spend was used in September and the decrease is reflective of moving out of the August holiday season. Agency spend fell in all staffing groups in October with the exception of Additional Clinical Services. NHSI agency overrides peaked and then fell in October, work is continuing on the procurement of the new agency framework which should be complete by December for all medical and clinical staffing groups. Bank spend increased to its second highest level. this year. This Month: 11. 68% £ 2. 105 m Last Month: 12. 42% £ 2. 282 m Last Year: 10. 98% £ 1. 980 m Reduction

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) Temporary Staffing Spend Temporary Staffing , especially agency spend increased significantly in the Adults directorate, however fell in Children & Young People and Older Peoples. The agency hours filled through the bank in October increased and is reflective of the new units added to the system which have lines of agency work. there are 132 workers engaged on lines of work (for longer periods to cover vacancies etc. ) The top contributors to agency spend, which is 97. 3% above the NHSI ceiling, are, SWB CAMHS medical, Witney Linfoot CH, Abingdon Ward 1 CH, Podiatry service, Allen Ward, Bucks North & South Treatment AMHT, Highfield and Marlborough House Swindon.

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) Vacancy Target: 9. 00% This Month: 7. 60% Last Month: 9. 30% Last Year: 9. 79% The Vacancy rate has fallen below the 9. 0% target for the second time in the year. The decrease to 7. 6% in October from a value of 9. 3% in September was driven largely by the TUPE out of the Reablement Service from the Locality Team (C&NE) within the Older People’s Directorate. However, Adult (10. 0% ), Older Peoples (11. 8%) and Corporate (13. 0%) still remain over target.

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) Sickness Target: 3. 50% This Month: 3. 83% Last Month: 3. 40% Last Year: 3. 97% Sickness has moved above target to 3. 83% in October after a significant decline in September. The increase is driven by the number of short-term sickness episodes following the summer holidays experienced across all Directorates. Next month should see an improvement in the sickness rate as the high volume of long-term sickness in the Reablement Service are factored out due to TUPE.

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) Turnover Target: 12. 00% This Month: 14. 53% Last Month: 14. 02% Last Year: 13. 56% The Turnover figure has increased slightly to 14. 53% in October. All Directorates except Adult Services contributed to the increase. The highest rates of turnover are in Research & Development (35. 67%), Psychological Therapies (21. 37%) and Human Resources (19. 17%).

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) Recruitment Report Directorate: Advertisement & Interview Vacancies being Interview recruited to Live on NHS Jobs/ at At Shortlist advert Arranged Of which Awaiting interview outcome Total at offer Being checked Checks cleared Start date agreed Adult Services 278 118 24 17 25 94 28 39 27 Children and Young People 132 46 12 22 12 40 0 17 23 Corporate 69 13 10 5 9 32 20 7 5 Older People 234 83 24 19 28 80 21 32 27 Vacancy Summary Totals 713 260 70 63 74 246 69 95 82 %age at each stage 100% 36. 5% 9. 8% 8. 8% 10. 4% 34. 5% OOH GP 30 Staffing Solutions 40 23 23 14 Apprentices 4 Grand Total: 714 70 63 74 320 92 118 96 260

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) Schedule of recruitment events 2016 Job fairs and career events Date and times Event Venue Organiser Target attendees Service reps 15 th November 2016 Health Science Careers Fair Highfield Campus, Southampton University 3 rd year health students George Larbi Rachel Cootes, Eating Disorders Sarah Irvine, CAMHS Julie Fulea, Older People’s Mental Health Christin Ah-Thion, Adult Mental Health Anita Cupper, Community Hospitals Caroline Griffiths, AHP Clinical Lead 25 th November 2016 Health Careers Fair Buckinghamshire New Jillian Jacobs, Bucks University New University High Wycombe Campus, Queen Alexandra Road, High Wycombe Buckinghamshire HP 11 2 JZ 3 rd year health students Serena Brooke Nilam Patel, Adult Mental Health Jane Plummer, CAMHS Helen Ayres, Forensic Mental Health

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) Schedule of recruitment events 2017 Job fairs and career events Date and times 11 th January 2017 Event Healthcare Employment Fair Venue Luton Campus – Post. Graduate Centre Organiser University of Bedfordshire Target attendees Nursing, Midwifery, ODP and Paramedic Science students 12 th January 2017 Careers evening The Warriner School, Bloxham Nigel Smith Young people in years 10, 12 & 13 or ages 15 -18 years 17 th January 2017 Careers Day Oxford Brookes Adult Nurses 19 th January 2017 Careers evening Joel Joffe Building, Swindon Campus Larkmead School, Abingdon Claire Christiansen, Larkmead School Young people in years 10, 12 & 13 or ages 15 -18 years Rona Hickman Heather Daw 19 th January 2017 Careers Convention Cherwell School, Oxford Joanne Clark Years 9 -13 January 2017 Employment fair Brookes University Will send us more info Di Woodward Sophie Grimshaw Rosie Shepherd 1 st February 2017 Oxfordshire Careers Fest BMW Mini Plant, Oxfordshire LEP 2 nd February 2017 Oxfordshire Careers Fest 15 th February 2017 Nursing fair Students in year 10 & 11 attending a Oxfordshire school or college BMW Mini Plant, Oxfordshire LEP Students in year 10 & 11 attending a Oxfordshire school or college Bournemouth University Application form Sent Service reps 4 attendees max Lisa Masih Anita Cupper Sophie Grimshaw Di Woodward Trish Tipton Ethan Baddeley Serena Brooke

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) WRES 2016 Indicator 2015 WRES Agreed action Plan Relative likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation. Relative likelihood of BME staff Extended session on Equality at Trust induction Introduction of entering disciplinary process Unconscious Bias training. compared to White staff: 4. 64 times greater Relative likelihood of staff accessing non-mandatory training and CPD. Action for L&D to review in 2016 Relative likelihood of White staff accessing non-mandatory training compare to BME staff: 1. 18 times greater Preliminary review at the earliest possible stage of any disciplinary process to ascertain if there are cultural issues that could be addressed outside the formal procedure. Update Arrangements being made to pilot this in Forensic Service. In Jan 2017. It will then go to LAG. This preliminary review requires further “bedding in” in HR and arrangements are in place for this. Helen Green reviewing but believes that ethnicity is not known by L&D

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) WRES 2016 Indicator 2015 WRES %age of staff experiencing bullying from patients , relatives White: 28. 67% BME: 27. 35% %age of staff experiencing bullying from staff White: 22. 98% BME: 26. 87% Agreed action Plan Line managers to continue to address concerns locally. Plans to set up network of ‘Fair Treatment at Work’ Facilitators under way. Line managers to continue to address concerns locally. A toolkit to allow managers to work with teams to address issues of local concern arising from staff survey has been implemented and feedback requested in September 2016 in the form of "You Said. . . We Did" Plans to set up network of ‘Fair Treatment at Work’ Facilitators under way. %age of staff believing the Trust provides equal opportunities White: 88. 8% BME: 70. 51% Update Fair Treatment Facilitator training completed 17 October 2016. Mixed response from Directorates re Staff Survey Action Planning. 2016 Staff Survey launched – review results once available. Fair Treatment Facilitator training completed October 2016

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) WRES 2016 Indicator 2015 WRES %age of staff experiencing discrimination at work White: 6. 12% BME: 16. 37% Percentage difference -14. 3 between the organisations’ Board voting membership and its overall workforce. Agreed action Plan Update As above, line managers to continue to address concerns locally. A toolkit to allow managers to work with teams to address issues of local concern arising from staff survey is available. As above, mixed response from Directorates re Staff Survey Action Planning. Plans to set up network of ‘Fair Treatment at Work’ Facilitators under way. Training completed in October 2016. E&D Lead in conjunction with HR and L&D will explore options for schemes to coach, mentor and provide shadowing opportunities at work to support the career advancement of staff from BME backgrounds. Mo Patel commencing discussions with BME staff on Directorate basis. Starting in Forensic Services (Nov and Dec 2016).

Workforce Performance Report (November 2016) Workforce (Executive Lead – Mike Mc. Enaney) WRES 2016 Indicator 2015 WRES Agreed action Plan %age of staff experiencing discrimination at work (continued) E&D Lead to explore options for WRES Roadshow/ event during Black History Month Percentage difference -14. 3 Percentage difference between the -14. 3 between the organisations’ Board voting membership and its overall workforce. Board to consider options to increase diversity (Associate Director role) workforce. Update October 2016 - Trust celebrated its rich cultural diversity by marking Black History Month for the first time with events at Whiteleaf (11 staff members participated) and LMHC (20 staff members participated). Good feedback and considering plans to repeat annually. November 2016 - Remuneration and Nomination Committee of the Council of Governors met to discuss succession planning in connection with NED departures on the Board in 2017 and early 2018. The concept of the associate director role was supported in principle with further clarity being required about the role before it could be progressed further. It was agreed that the priority should be to address the equality imbalance on the Board amongst voting directors, and that the recruitment process should include robust efforts to attract candidates from BME groups