Workforce Report AB IJB November 2024 1
Argyll and Bute Council · 27 November 2024
Back to Argyll and Bute HSCP Integration Joint Board (IJB) — 27 November 2024 and its agenda
Text extracted from the council's PDF. Layout and reading order may differ from the original.
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WORKFORCE REPORT Argyll & Bute IJB November 2024
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CONTENT •Introduction •Headcount and WTE •Workforce Profile •Vacancies •Sickness Absence •Employee Relations •Redeployment •Mandatory Training •Appraisals 20XX 2
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INTRODUCTION The Workforce Report considers the workforce position as of 30th September 2024, providing high level information for A&B HSCP. Some sections may represent an alternative timeline and will be highlighted. The report has been developed in partnership and aims to shows the current position, trends and highlights where there have been changes and progress from previous periods as well as actions that are being taken to address some of the areas of concern. The Workforce Systems Teams proactively assesses data quality based on agreed data quality principles that are part of the data quality framework and addresses data quality issues at source to ensure that our workforce data is of high quality, reliable, and valuable to NHS Highland, and its stakeholders. Work continues on developing integrated (NHS and Council) data sets where possible. NHS Workforce dashboards are available at Operational levels as well as Job Families and continue to be developed. Council Health of the Organisation (HOO) reports are distributed to each service lead on a quarterly basis and Absence summaries are distributed monthly. A&B Council have implemented a new system and as a result have been unable to provide some data for this report (absence, statutory/mandatory training and appraisals). 20XX 3
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NHS HEADCOUNT AND WTE NHS: 0.74% increase of workforce in the last 12months • September 2024 in post figure of 1,629 (headcount) of Substantive Staff an increase of 0.31% in the last 3 months • 97% of our contracts are permanent and this has been a consistent position since December 2022 • Council:-little change in headcount since last report 4 Council Headcount
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WORKFORCE PROFILE SAMPLE FOOTER TEXT 5 Key points (NHS): • 831 employees (51% of the workforce) are over 50, 304 (18.7%) over 60 years, 70 (4.3%) over 65 • 36 (2.2%) employees are under 25 • 1382 (84.8%) employees are female • 834 (51.4%) employees are part time • 51 (3.1%) contracts are fixed term • Monthly Turnover (0.50%) has decreased 0.31% since May and is lower than the Board figure of 0.78%. Retirement continues to be the main reason (30.7%) for leaving. • As of the 30th September 2024 there were 31 employees on the redeployment register – a decrease in 1 from last report. Key points (Council): • 49% of the workforce are over 50 with 5% over 65 • 84% of our workforce is female. • 44% of our workforce are part time • 5% of our workforce are temporary (37) • Voluntary Turnover rate remains 5% • No temporary employees leaving prior to end of contract • Modern apprenticeship retention remains higher than the council wide figure at 82% vs 74%
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TIME TO FILL Time to fill presents a count of days between post added to the recruitment system and the start date of the candidate. The fill period is therefore reliant on timely and accurate data input. To support the progression of vacancies in the system, hiring managers can help by ensuringthat they have time arranged to review applications and undertake the process of shortlisting as soonafter the closing date as possible and interview dates arearranged well in advance. The council posts take an average of 63 days to fill compared to 110 days in June while the NHS Argyll & Bute average is 118.51 days in September compared to 144.6 for June. This can be accounted for by a number of factors, of which, notice period is just one. Time to fill is higher in professional positions and high bands which can be attributed to longer notice periods. Time to fill has been reducing for board posts. Scotland wide benchmarking is also being sought and will be used for comparison when available. Council time to fill has decreased during this quarter, from 110 days last quarter to 74 days, with a slight increase in the numbers of vacancies advertised. At the end of September there were 24 positions that remained unfilled Both recruitment systems have the capability of reporting at each stage of the recruitment process and Recruitment Metrics is being finalised for future reporting. This will assist in identifying the source of delays. 6 Council NHS Status Posts at 30/09/2024 Conditional 65 Generic/Cohort 1 Interview 31 Live Advert 31 Redeployment 1 Shortlisting 18 Shortlisting Complete 17 Unconditional 46 Total 210 Average time to Fill (days) 118.51
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HSCP CURRENT VACANCIES 7 NHS Vacancies 30/09/24 Council Vacancies This slide provides a detailed breakdown of the vacant posts at the end of September. Information relating to re- advertising and posts vacant for a long period of time is being further developed and will be provided when available Division Number of Vacancies A&B Children Families & Justice 40 Administrative Services 2 Allied Health Professions 9 Medical and Dental 1 Nursing and Midwifery 21 Other Therapeutic 5 Personal and Social Care 2 A&B MH LD & Addiction Services 30 Allied Health Professions 3 Medical and Dental 1 Nursing and Midwifery 25 Other Therapeutic 1 A&B Older Adults & Hospital Services 115 Administrative Services 11 Allied Health Professions 27 Healthcare Sciences 3 Medical and Dental 8 Nursing and Midwifery 42 Other Therapeutic 2 Support Services 22 A&B Primary Care 12 Administrative Services 4 Medical and Dental 1 Nursing and Midwifery 3 Other Therapeutic 4 Argyll & Bute Central 13 Administrative Services 8 Allied Health Professions 1 Nursing and Midwifery 0 Personal and Social Care 1 Support Services 3 Grand Total 210
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NHS SICKNESS ABSENCE 8 The graph presents absence rates across Argyll & Bute Divisions. The table presents the average absence rates of the HSCP in comparison with NHS Highland as a whole and the NHS Scotland national average per month. A&B HSCP has, in the main, a consistently lower absence rate than the board wide and National averages. * We await NHS Scotland average rates for September 2024. 0.00 1.00 2.00 3.00 4.00 5.00 6.00 7.00 Sep- 23 Oct-23 Nov- 23 Dec- 23 Jan-24 Feb- 24 Mar- 24 Apr- 24 May- 24 Jun-24 Jul-24 Aug- 24 Sep- 24 A&B HSCP 4.58 5.16 5.56 5.53 6.66 5.54 5.27 5.21 5.29 6.01 5.14 4.99 5.75 NHS Highland 6.68 6.70 6.60 6.50 7.39 6.51 6.16 5.94 5.92 6.00 5.99 5.58 5.79 NHS Scotland Average 5.94 6.31 6.45 6.52 6.99 6.17 6.07 6.19 6.39 6.22 6.67 6.04 % Absence Rate A&B HSCP NHS Highland NHS Scotland Average
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NHS SICKNESS ABSENCE REASONS 9 Top 20 Absence reasons presented for 12 month to 30th September 2024. Absences with an unknown cause/not specified remaining high (27%). Managers continue to be asked to ensure that an appropriate reason is recorded and continuously updated. System solutions and prompts are also being investigated. Manger attendance is required on Once for Scotland courses Reports are now distributed to SLTs, via the People Partners to demonstrate attendance at the Once for Scotland courses, both online and eLearning. For committee purposes absence reason is reported at HSCP level. Heads of Services receive their own divisional information. The top 3 reasons for absence are: 1. cold, cough, flu 2. gastro-intestinal 3. Anxiety/ stress /depression /other Covid-related illness is increasing Board wide and was 6.63% of absences for A&B HSCP during the 12 months to September 2024. Top 20 Absence Reasons % for 12-months period to September 2024 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% % of Total Absences
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EMPLOYEE RELATIONS Summary of activity between March 2023 and September 2024. In NHS Bullying and Harassment cases have been increasing over the last year with a high of 14 reported in June. 10 NHS Council Council Disciplinary and Grievance cases continue to remain relatively low. During FQ2 , there were 2 new Disciplinaries, 1 carried forward and 2 concluded. There was 1 new Grievance, 2 carried forward and 2 concluded. Mar-23 Jun-23 Sep-23 Dec-23 Mar-23 Jun-24 Sep-24 B&H 1 2 8 9 8 14 13 Disciplinary 2 2 2 1 1 2 5 Grievance 3 4 3 4 7 6 6 Capability 0 0 0 0 3 - - Total 6 8 13 14 19 20 24
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MANDATORY TRAINING - NHS In September 2024, the Mandatory Training completion rate is 67% overall for eLearning modules, a decrease since June 2024 when 69.7% was reported. This decrease is linked to the launch of a new Violence & Aggression course in July 2024 that is now included in these figures. Over the course of the year there has been focused attention on statutory mandatory training resulting in incremental improvement across all statutory mandatory training course. There remains low levels of compliance in Staying Safe Online eLearning, but it is improving. There is now an established Statutory Mandatory monitoring and training implementation programme, with focused attention on improvement through Chief officers and HOS. This includes a 6-month improvement plan with targets for RAG rating, which require to be met by all services in each month. 11 30.00% 40.00% 50.00% 60.00% 70.00% 80.00% 90.00% 100.00% Trajectory (% Completed) Equality and Diversity Fire Safety Hand Hygiene Information Governance Moving and Handling Module A Public Protection Staying Safe Online Violence and Aggression Why Infection Prevention Matters Target
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NHS APPRAISALS The table shows the appraisal completion percentage, recorded on the Turas Appraisal system for NHS employees as of 30/09/2024. The chart represents the overall appraisal completion percentage over the last 12 months recorded on the Turas Appraisal system for NHS employees. Improvement of appraisal rates and quality is a Board priority, and this will be an area of focus for the year ahead. Training for reviewees is available on the Turas Learn system 12 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% Appraisal % Completed