The Royal Wolverhampton NHS Trust

The Royal Wolverhampton NHS Trust Trust Board Report Meeting Date: 3 th March 216 Title: Executive HR Report Executive Summary: The report provides an update on: Resourcing Update Medical Recruitment Management and Leadership Occupational Health and Wellbeing Action Requested: Report of: Author: Contact Details: Links to Trust Strategic Objectives Resource Implications: Equality and Diversity Assessment Risks: BAF/ TRR (describe risk and current risk score) Public or Private: (with reasons if private) The Board are asked to note the report Linda Holland Interim Director of HR & OD Catherine Griffiths Deputy Director of HR Tel 192 69543 Email: Catherine.Griffiths7@nhs.net Objective 6 - To attract, retain and develop all employees and improve employee engagement year on year Revenue: N/A Capital: N/A Workforce: N/A Funding Source: N/A N/A N/A Public References: (eg from/to other committees) Appendices/ References/ Background Reading NHS Constitution: (How it impacts on any decision-making) In determining this matter, the Board should have regard to the Core principles contained in the Constitution of: Equality of treatment and access to services High standards of excellence and professionalism Service user preferences Cross community working Best Value Accountability through local influence and scrutiny Page 1 of 11

1. Resourcing Update 1.1 Number of all Vacancies advertised via NHS Jobs A total 1329 jobs were advertised via NHS Jobs over the last 12 months, the majority of which were for Nursing followed by Admin & Clerical posts. These figures include recruitment to the temporary staffing bank. 1.2 Nursing Vacancy Position (as at 29th February 216) Vacancies - Open + Advertised Qualified Unqualified / Total - Qual + Total - Qual + Others TOTALS Nurses + Others Div-1 78.92.65 79.57 4.25 83.82 247.21 Div-2 76.86 -.39 76.47 4.54 81.1 238.49 Midwives -4.92 4.75 -.17 -.87-1.4-2.25 Community 18.61 6.67 25.28 -.59 24.69 74.66 Totals 169.47 11.68 181.15 7.33 188.48 558.11 Filled Vacancies - Pending Starters Not Yet In Post Qualified Unqualified / Total - Qual + Total - Qual + Others TOTALS Nurses + Others Div-1 18. 1.62 19.62.8 2.42 6.46 Div-2 12.8 6.53 19.33. 19.33 57.99 Midwives 1.. 1.. 1. 3. Community 8.8 2.8 11.6. 11.6 34.8 Totals 4.6 1.95 51.55.8 52.35 156.25 Total - All Unfilled Posts (Open Vacancies + Pending Starters) Qualified Unqualified / Total - Qual + Total - Qual + Others TOTALS Nurses + Others Div-1 96.92 2.27 99.19 5.5 14.24 37.67 Div-2 89.66 6.14 95.8 4.54 1.34 296.48 Midwives -3.92 4.75.83 -.87 -.4.75 Community 27.41 9.47 36.88 -.59 36.29 19.46 Totals 21.7 22.63 232.7 8.13 24.83 714.36 (N.B. A minus indicates over-establishment) There are currently 169.47wte qualified nurse vacancies across the Trust (previous 17.24wte). month Page 2 of 11

1.3 Qualified Nursing Starters, Leavers and Turnover Trends 1.3.1 Qualified Nurses All Bands As at end of February 216, the vacancy rate for qualified nurses remains unchanged at 14.53%. The turnover rate (i.e. leavers from the Trust) for the rolling 12 months has declined slightly to 1.12% (previous month 1.58%). The starters/leavers variance has improved somewhat in that for the first time since April 215, we are showing an increased trend of starters in February. This has been particularly been effected through the latest cohort of European nurses. 25 Established Nurse Posts - Filled and Vacant 2 Number of Posts 15 1 5 Vacant Posts Nurses in Post Feb-15 Mar-15 Apr-15 May-15 Jun-15 Jul-15 Aug-15 Sep-15 Oct-15 Nov-15 Dec-15 Jan-16 Feb-16 % 16 14 12 1 8 6 4 2 Vacancy and VR-T/O Feb-15 Mar-15 Apr-15 May-15 Jun-15 Jul-15 Aug-15 Sep-15 Oct-15 Nov-15 Dec-15 Jan-16 Feb-16 12 Month T/O rate % Vacancy rate % Number of Posts 1 5-5 -1-15 -2-25 Starters/Leaver Variance Feb 15 Mar 15 Apr 15 May 15 Jun 15 Jul 15 Aug 15 Sep 15 Oct 15 Nov 15 Dec 15 Jan-16 Feb-16 Starter/Leaver Variance Based on the financial budget establishment data, the variance across all bands of qualified nurses is 324.1wte (there is a noted difference between this data and that reported directly from the Nurse Recruitment information, the latter is provided from the Nursing Blueprint and therefore there could be a timing difference of reporting, where approved business case numbers have not been incorporated into the blueprint at the time of reporting; further analysis of this is being undertaken). Page 3 of 11

1.3.2 Band 5 Nurses As at end of February 216, the vacancy rate for Band 5 nurses shows at 18.66% (a reduction from 19.93% last month). The turnover rate (i.e. leavers from the Trust) for the rolling 12 months is 12.48% (a reduction from 12.77% last month). The starters/leavers variance has improved somewhat in that for the first time since April 215, we are showing an increased trend of starters in February. This has been particularly been effected through the latest cohort of European nurses. Established B5 Nurse Posts - Filled and Vacant Number Of Posts 14 12 1 8 6 4 2 Feb-15 Mar-15 Apr-15 May-15 Jun-15 Jul-15 Aug-15 Sep-15 Oct-15 Nov-15 Dec-15 Jan-16 Feb-16 Vacant Posts B5 Nurses in Post Number of Posts 22 2 18 16 14 12 1 8 6 4 2 Band 5- Vacancy and VR-T/O Feb-15 Mar-15 Apr-15 May-15 Jun-15 Jul-15 Aug-15 Sep-15 Oct-15 Nov-15 Dec-15 Jan-16 Feb-16 12 Month T/O rate % Vacancy rate % Number of Posts 1 5-5 -1-15 -2-25 B5- Starters/Leaver Variance Feb 15 Mar 15 Apr 15 May 15 Jun 15 Jul 15 Aug 15 Sep 15 Oct 15 Nov 15 Dec 15 Jan-16 Feb-16 Starter/Leaver Variance 1.4 Recruitment/Career Fairs The recruitment team is continuing to build an annual schedule for the Trust to attend Career Fairs and showcase and market job and career opportunities. The Trust recently attended the RCN event at the NEC on the 3 rd and 4 th March 216. To date the RWT has successfully offered approximately 4 Band 5 Jobs to qualified nurses from this event with further interviews still in the pipeline. RWT is also planning to attend an Expo event in Dublin on the weekend of 23 rd of April 216. Further updates will be provided next month. 1.5. Process Streamlining To assist in the speed of new appointees and saving clinical staff time, the Nurse Team are now authorising references on the recruiting managers behalf with agreed trigger points for escalation. Further streamlining process are being agreed, such as setting up regular co-ordinated interview panel for both Divisions. Page 4 of 11

1.6. International Nurse Recruitment 1.6.1 NMC Registration status European Nurses: Cohort 5 out of the 17 European nurses that arrived at the Trust in January 216, 8 candidates have fully registered NMC pin numbers and 9 candidates are still in the NMC registration process. A breakdown is shown below: EURES MEDIPLACEMENTS 6 have fully registered NMC pins 2 have fully registered NMC pins 2 are still in NMC process 7 are still in NMC process: 1.6.2 Recruitment from the Philippines 2 are at stage 2 (replacement documents) 3 are at stage 3 (assessment) 2 are at stage 4 (admitted) 218 were recruited in the Philippines in December 215. A second trip to the Philippines took place over period 29 th January 216 to 6 th February 216. We have offered a further 183 candidates. There are currently 41 Nurses in the pipeline The agency has now identified and provided numbers of candidates to start/arrive at RWT within the next 3 months. It is envisaged that these candidates will act of Champions for the Trust. It is agreed that start dates for each candidate can be agreed on an individual basis and candidates will be able to start at the Trust as soon as they are ready. A plan for a staged induction programme will need to be put in place and managed. The Chief Nurse and Director of HR attended a meeting at the NMC in London on the 11 th March 216. Initial discussions have been positive and the analysis information demonstrating the high number of Filipino nurses who might have passed the IELTS if the rules around scoring results were changed to more of an average rating was received well. The NMC have asked for further information in support of the discussion and for further consideration. The Chief Nurse is writing to the NMC as a follow up to the meeting backing up our request for a review. 1.6.3 International Nurse Forecast Numbers and Arrival Months Current pipeline total as of 25th Feb 216 = 41 Nurses 16 Nurses have passed IELTS, 8 of these with CBT Projected arrival Months for 16 Nurses: 3 to arrive in April 8 to arrive in May 5 to arrive in June Page 5 of 11

1.6.4 International English Language Testing System (IELTS) Test Results and dates booked: 55 Nurses have taken IELTS in February 216; of these 6 have passed. 44 Nurses confirmed to sit IELTS in March 216 11 Nurses confirmed to sit IELTS in April 216 IELTS Test Date Target (number of nurses expected to take the language test): March 216-55 Nurses April 216-127 Nurses May 216-85 Nurses June 216-3 Nurses 1.7 Nurse Bank/Agency Requests and Fill Rates Demand continues to increase (an increase of 1984 requests in February, compared to the same time last year) and the rate at which we fill shifts remains consistent at around 85%. Page 6 of 11

2. Medical Workforce Update 2.1 Medical Workforce Summary The tables below provide a high level overview of medical post establishment vs. vacancies across the Trust, taking into account establishment changes: Division 1 Grade Establishment Vacancies % February 216 Consultant 221 13 5.88 5.7 SAS Grades 51 8 15.69 17.65 Training Grades 189.6 2 1.55 8.48 Non-Training Grades 65 15 23.8 23.44 Totals 526.6 56 1.63 9.8 Division 2 Grade Establishment Vacancies % February 216 Consultant 125.2 16.6 13.26 12.87 SAS Grades 19.5 5 25.64 25.64 Training Grades 156 19 12.18 12.8 Non-Training Grades 16 2 12.5 12.5 Totals 316.7 42.6 13.45 13.3 (Figures as at 4 March 216) Division 1 A slight increase in vacancies overall, recruitment is on-going for non-training grades to cover gaps and meet service needs. Division 2 a slight increase in training vacancies however recruitment is on-going with the Junior Fellow recruitment which is rolling out over medical specialties to ensure continuity of service. 2.2 Recruitment Update Consultants the following consultants are due to commence (substantive unless otherwise stated): Specialty Date Name Gastro 1 Apr 16 Dr Hari Padmanabhan Anaesthetics TBC Dr Saibal Ganguly Anaesthetics 4 May 16 Dr Dinesh Meesala Acute Medicine April 16 Dr Chipo Ndlovu Respiratory TBC Dr Rachid Berair Diabetes & Endo TBC Dr James Young Diabetes & Endo TBC Dr Khalid Jadoon Diabetes & Endo TBC Dr Pappachan Joseph (currently Locum Cons at RWH) O & G (Locum) TBC Dr Sabita Nair O & G (Urogynae) TBC Dr Amina Douglas Haematology TBC Dr Richard Whitmill Haematology TBC Dr Khawaja Jahanzeb Page 7 of 11

Specialty Date Name Clinical Oncology TBC Dr Ravi Dandamudi Recruitment continues in the following specialties: Specialty WTE Comments Dermatology 1 To be readvertised at a later date ICM 2 Awaiting College Approval Cardiology 1 Awaiting College Approval Clinical Chemistry 1 Awaiting College Approval CT Anaesthetics 1 Awaiting College Approval Ophthalmology 1 To be advertised at a later date Neonates 1 Interview 4 th April 216 Clinical Oncology 1 Interview 1 May 216 (joint post with Sandwell) Medical Oncology 1 Interview 1 May 216 (joint post with Sandwell) Medical Oncology 1 Awaiting advert from department (RWT only) SAS Grades - Currently recruiting to Haematology and awaiting further instruction from the department for a SAS post in Urology. We have been unable to recruit through agencies for the SAS posts in Anaesthetics. We are going back out to advert ASAP. Training Grades - There has been a slight decrease in vacancies of 2.17% over both divisions. Recruitment is on-going to fill gaps on a fixed term basis in both divisions. We are awaiting the final plans for the arrangements for the new rotation to cover the surgical FY2 posts that will be lost in August. Interviews are on-going for the Junior Fellows to provide cover for the training gaps in April for division 2. Non-Training Grades we continue to recruit to posts in Colorectal, Oncology, Haematology, Trauma & Orthopaedics and Obstetrics & Gynaecology. Interviews and MTI arrangements continue for the Clinical Fellowship programme. 2.3 Locum Framework & Management System The LMS was implemented on 1 March 216. Medical Staffing have reported that it is too early to say how it is bedding in at the moment but they are going to hold a meeting in a few weeks to discuss this. HTE have set up a tier system in conjunction with Medical Staffing and Procurement regarding the agency capping and this came into force on 1st March 216. 2.4 Job Planning Following the Divisional Medical Director Training, discussions are taking place with Drs Odum and McKaig and Gwen Nuttall to discuss if there are to be any changes to the final policy. The general training sessions went ahead with 4 attendees, including Consultants, Clinical Directors, Group, Directorate and Divisional Management. The feedback for the training has been positive. The job planning process and documents are now live. A FAQ is under development. Page 8 of 11

3. Management and Leadership Development HEEs funding model is being considered, this will impact on the funding allocated to the LDPs A refreshed NLA programme has been published LDPs are currently preparing business and investment plans, in readiness of anticipated funding. LDPs are currently out to consultation around what organisations require from them, and where funding should be allocated. The funding obtained by the LTT for their Leadership investment plan projects is all on track to deliver The Sign up 2 Safety approach for Maternity services has been delayed, as the CD is querying the use of PCM The Black Country Leadership project is nearly completed - all objectives achieved. The Medical Leadership Programme, in association with the University of Wolverhampton, is progressing in terms of the University accreditation. There is a delay in the anticipated delivery of the programme, due to content agreement with Directors. The PGAIM programme is progressing well, with adverts due to be placed for Clinical fellowships within the month Page 9 of 11

4. Occupational Health & Wellbeing 4.1 Health & Wellbeing Strategy Progress Report Initiatives outlined in the previous report are ongoing with the following updates: The annual seasonal influenza vaccination programme commenced on 1 st October 215 and closes at the end of March with uptake as last reported in February although additional clinics remain available. Seasonal Flu Vaccination Uptake as at 7.3.216: Staff Groups Number of staff employed by head count Number of staff vaccinated to date 1.Doctors & Dentists 7 377 2. Qualified Nurses & Midwives 2143 162 3. All Other professionally qualified clinical staff: AHPs, qualified scientific, therapeutic & technical staff. 769 62 4. Unqualified Nurses, AHP s & medical students 1392 132 Total in above frontline staff categories 5,4 Total frontline staff vaccinated: 3,361 (67.16%) 5. Non-clinical support 3191 79 (24.75%) TOTAL HEADCOUNT 8,195 TOTAL STAFF VACCINATED OVERALL: 4,151 (5.65%%) These figures are due to be submitted shortly for the December data collection in compliance with the Public Health England survey directive requiring mandatory submission by all NHS Trusts of seasonal flu uptake by frontline health care workers via IMMFORM on a monthly basis until 9 th March 216. The Trust is now making some ground in terms of better uptake due partially to new cases of influenza among RWT patients and partly because of the January intake of healthcare students who are automatically vaccinated at the start of their course. The Workplace Health & Wellbeing Charter Project is now well underway and 2.5k of funding has been released in consultancy fees to support the work of the group. The project is due for completion and assessment by the end of March 216. Page 1 of 11

4.2 Pre-Employment Health Screening The COHORT data management system has enabled the team to accurately identify stages of the pre-placement process which could result in barriers to an efficient turnover rate. It has now become the established norm that the team achieve 1% no delay clearance. For this period we processed 44 questionnaires for the Trust in addition to our external work with no delays in the recruitment process. ********** Page 11 of 11