Workforce Report AB IJB December 2022
Argyll and Bute Council · 29 March 2023
Back to Argyll and Bute HSCP Integration Joint Board (IJB) — 29 March 2023 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 December 2022
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CONTENT •Introduction •Headcount and WTE •Workforce Profile •Vacancies •Sickness Absence •Turnover •ER Data •Supplementary Staffing (work in progress) 20XX 2
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INTRODUCTION The Workforce Report considers the workforce position as of 31st December 2022 (although some sections are at a different timeline depending on the available data), providing high level information. Trend lines represents date range 31st January 2018 – 31st December 2022 . The report is in development 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. Workforce dashboards are available at operational levels and are work in progress with SLTs (via our People Partners). 20XX 3
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NHS HEADCOUNT AND WTE Key points: 3.65% increase from December 2021 December 2022 in post figure of 1,560(headcount) of Substantive Staff an increase of 55 overall since December 2021. 97% of our contacts are permanent Still working on an integrated data set (breakdown in next slides). Dashboard are assessable to managers and training being rolled out 4
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NHS WORKFORCE PROFILE Key points: 51.8% of the workforce are over 50 almost 34.1% of the workforce are over 55 with more than 15% over 60. 84.5% of our workforce is female. 51.2% of our workforce are parttime 3.5% of our workforce are temporary (61 fixed term) 37 employees are under 25 which is an increase of 11 since December 2021 5
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COUNCIL WORKFORCE PROFILE 20XX SAMPLE FOOTER TEXT 6 Council data (end of Q3) WTE is 35 and 37 hours Female Male Full- time Part- time Full- time Part- time Permanent 319 330 81 24 Temporary 14 22 5 1 333 352 86 25 Key points: 58% of the workforce are over 50 with 5% over 65 86% of our workforce is female. 47% of our workforce are part time 5% of our workforce are temporary (42 fixed term) Above is a break down of part-time versus full time, by gender. It should be noted that some of the staff are dual employees (holds more than one roles) which accounts for any discrepancy in figures
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NHS VACANCIES AS 31ST DECEMBER 7 Number of Vacancies Count Sum Total Administrative Services 6 6 Allied Health Professions 6 6 Medical and Dental 4 4 Medical Support 1 1 Nursing and Midwifery 22 28 Other Therapeutic 2 2 Personal and Social Care 1 1 Senior Managers 1 1 Support Services 4 4 Total 47 53 Number of Vacancies Count Sum A&B Children Families & Justice Nursing and Midwifery 4 5 A&B Older Adults & Hospital Services Administrative Services 5 5 Allied Health Professions 6 6 Medical and Dental 4 4 Medical Support 1 1 Nursing and Midwifery 15 20 Other Therapeutic 1 1 Senior Managers 1 1 Support Services 4 4 A&B Primary Care Nursing and Midwifery 3 3 Argyll & Bute Central Administrative Services 1 1 Other Therapeutic 1 1 Personal and Social Care 1 1 No of times advertised A&B Children Families & Justice Health Visitor 3 A&B Older Adults & Hospital Services Staff Nurse 5 Pharmacy Team Lead 4 Senior Community Nurse 3 Community Addiction Nurse 3 Bank Catering Assistant 3 Occupational Therapist 3 Occupational Therapist 4 Community Mental Health Nurse 3 ANP Dementia Team 4 Occupational Therapist Dementia CMHT 3 Senior Staff Nurse 4
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COUNCIL VACANCIES AS 31ST DECEMBER Oct 22 Nov 22 Dec 22 Internal/R F External Internal/R F External Internal/RF External Adult Services – Health & Community Care 5 13 11 3 14 Adult Services – Acute & Complex 5 1 8 4 1 Children, Families and Justice 3 6 6 8 1 9 Strategy P&P 1 HSCP PL3 DIRECTORAT E 1 Totals 8 26 7 27 8 24 34 (Temp 10) (Perm 24) 34 (Temp 11) (Perm 23) 32 (Temp 12) (Perm 20) 20XX SAMPLE FOOTER TEXT 8 The Partnerships Workforce planning team have been working together in the production of workforce Planning Output report; which will be presented to the various DMTs in the early New Year. This will provide a snapshot of the current risk ratings and updates on existing action plans. Recruitment is a key strand to this work and will be covered in more detail in the workforce planning reports.
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NHS SICKNESS ABSENCE 9 Sickness absence in A&B was 4.87% at the end of December. For comparison purposes NHS Highland reached 6.83% for the first time, and the national figure is 7.35% for December. December see’s an increase of short term absences. Further work is underway to report short term absences by Division. Some of the increase will be due to Covid related illness being recorded as sickness from September. As winter progresses we can expect further increases. Teams are being supported to manage employee health and wellbeing, ensuring leave and breaks are being utilised and return to work are managed effectively.
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COUNCIL SICKNESS ABSENCE 20XX SAMPLE FOOTER TEXT 10 0.00 1.00 2.00 3.00 4.00 Jan-22 Feb-22 Mar-22 Apr-22 May-22 Jun-22 Jul-22 Aug-22 Sep-22 Oct-22 Nov-22 Dec-22 DAYS PER FTE HSCP - DAYS LOST PER FTE PER MONTH HEAD OF ADULTS - ACUTE & COMPLEX CARE HEAD OF ADULTS - HEALTH & COMMUNITY CARE HEAD OF CHILDREN & FAM AND CRIMINAL JUS It should be noted that Strategic Planning & Performance only has 18 council employees hence any absence seems steep in comparison to other Services FQ3 shows a more stable picture than Q2 . In June 2022 the average for HSCP was 2.49 days lost per FTE per month. This peaked in July to 2.88, evening out across August (2.65)and September 2.71. Q3 showed a reduced absence in October before reverting to more common levels 2.68 and 2.67 at the end of the quarter. The Yearly comparison is shown below and shows the general progressive increase across the year. Noting that levels in december are comparable to the same period last year Dec-21 Jan-22 Feb-22 Mar-22 Apr-22 May-22 Jun-22 Jul-22 Aug-22 Sep-22 Oct-22 Nov-22 Dec-22 Year to Date HEAD OF ADULTS - ACUTE & COMPLEX CARE 3.65 2.65 2.56 2.61 2.16 2.02 2.49 2.41 2.48 2.48 1.46 2.22 1.64 HEAD OF ADULTS - HEALTH & COMMUNITY CARE 2.48 2.51 2.50 2.27 2.36 2.89 3.07 3.76 3.44 3.80 2.99 3.24 3.42 HEAD OF CHILDREN & FAM AND CRIMINAL JUS 1.8 1.62 1.62 2.19 1.99 1.91 1.92 2.06 1.97 1.88 2.13 2.40 2.53 HEAD OF STRATEGIC PLANNING & PERFORMANCE 1.48 1.71 1.25 2.29 1.35 1.13 2.36 3.69 2.16 0.13 0.19 1.97 0.76 HSCP TOTAL 2.63 2.15 2.11 2.27 2.13 2.30 2.49 2.88 2.65 2.71 2.30 2.68 2.67 For comparison
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COUNCIL ABSENCE (CONTINUED) 20XX SAMPLE FOOTER TEXT 11 0 20 40 60 80 100 120 140 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… 13/… Non Covid and Covid Absences Non Covid Sickness Total Covid based absence Total absence As at 9th Jan 23 HeadCount Sickness Absence Covid Total Absence Covid Total Absent % Absent due to Sickness % Absent due to Covid Total % Absent HSCP Total 766 99 8 8 107 12.92% 1.04% 13.97% Council Total 4448 318 39 39 357 7.15% 0.88% 8.03% The council statistics above have been used for illustrative purposes showing the increases levels of sickness absence in HSCP and slightly increased levels of covid absence. This would be anticipated, to some degree, in a front facing health role, however in recent months there has been more focus on sickness absence and ensuring employees have the support required. This is evident in the overall improvement in RTW interviews To further support completion, there have recently been changes made to the process to make it easier to use for managers. Some short videos have also been created to walk manager’s through these new processes. It is hoped, that this will improve the overall statistics. Children, Families Health Acute and Strategic Planning and Justice and Community Care Complex Care and Performance FQ2 FQ3 +/- FQ2 FQ3 +/- FQ2 FQ3 +/- FQ2 FQ3 +/- No. of RTWIs completed 39 47 +8 48 47 -1 5 16 +11 2 2 - No. of RTWIs not completed 51 36 -15 83 58 -25 45 27 -18 1 2 +1 % completed 43% 57% +14% 37% 45% +11% 10% 37% +27% 67% 50% -17%
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NHS TURNOVER 12 1.05 0.52 0.72 1.98 0.95 0.47 0.66 0.97 1.08 0.76 0.82 0.43 0 0.5 1 1.5 2 2.5 Turnover Turnover remains stable across A&B with less posts moving through the recruitment process. Peaks earlier in the year, were influenced by high levels of retirements in part. Our onboarding and exit surveys will launch shortly and help us centrally gather feedback on the issues people experience in joining us, as well as why they leave.
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ER DATA (PEOPLE) HSCP Council Disciplinary and Grievance cases are consistently low. In Q3 only one disciplinary case was ongoing and is now at the Appeal stage. Within Grievances, there are currently three grievances ongoing; with one recently concluded. Trend information will follow in future reports like below to show all of HSCP cases across both employers NHS cases 13 Sept 21 Dec 21 Mar 22 June 22 Sept 22 Dec 22 Grievance 5 4 2 3 3 4 Conduct 2 2 1 4 1 2 Capability 0 0 0 0 0 0 Dignity at work 2 2 3 4 1 2 Total 9 8 6 11 4 8 There were 3 new grievances this quarter and one new disciplinary and dignity at work case.
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SUPPLEMENTARY STAFFING (IN DEVELOPMENT) 14