Reducing Agency Spend in Theatre Rob Griffiths Theatre Services Manager December 2016

Background 2 Bi-plane rooms Intraoperative MRI Hybrid theatre 12 Inpatient Theatres 2 Bi-plane rooms Intraoperative MRI Hybrid theatre 4 Day Case theatres 2 Treatment rooms 14,000 procedures per annum

Chronic recruitment problem Background Background 172.15 WTE staff 111.35 Band 5 / Band 6 DCC posts £7.3m spend Chronic recruitment problem

History

Chronic recruitment problem 20% vacancy rate (23wte vac @B5/6) History Chronic recruitment problem 20% vacancy rate (23wte vac @B5/6) Low moral No progression / opportunity Poor compliance with M.T / PDR etc High agency usage (£1.2m)

History No Staff Agency use Cant use agency to cover training No training = no progression Staff leave

The cost

The Solution

Retention is as important as recruitment The Solution Retention is as important as recruitment Initial focus on listening to our existing staff Short, medium and long term strategy Recruit, recruit, recruit……..

Retention

Retention The right kit to do the job! Staff incentives / rewards Easy Place to Work Plan to develop / advance More educational opportunities The right kit to do the job! Start on time = finish on time Better planning so less overruns A Proper PDR IT system that helps Staff breaks Staff incentives / rewards Environment that works

The Solution

Internal turnaround (retention) Reduce all agency payments The Strategy Short term Internal turnaround (retention) Reduce all agency payments Business case to improve procurement, savings released to put in T&D / Quality team – Opportunity to progress Accept that the agency spend would remain Advertise & recruit …..

Recruitment

27 ODPs graduated in Sept 2015 in the NW Recruitment 27 ODPs graduated in Sept 2015 in the NW Children’s nurses are in high demand Adult nurses didn’t think they were eligible “Adult” ODPs didn’t think they were eligible Only centre in C&M that does all specialities

Clear career development plan Preceptorship for all new starters Recruitment New advert Clear career development plan Preceptorship for all new starters Open evening Only centre in the region that does all specialities Reputation…… 27 ODPs graduated in Sept 2015 in the NW Children’s nurses are in high demand Adult nurses didn’t think they were eligible “Adult” ODPs didn’t think they were eligible Only centre in C&M that does all specialities

Remove all barriers to recruitment Vacancy control panel Paperwork signed by everyone Dedicated recruitment support Direct contact with OH manager Band 7’s focussed on shared vision 27 ODPs graduated in Sept 2015 in the NW Children’s nurses are in high demand Adult nurses didn’t think they were eligible “Adult” ODPs didn’t think they were eligible Only centre in C&M that does all specialities

International recruitment 9months (double running) Mid term strategy International recruitment 9months (double running) Keep community together Anaesthetic RN course Reputation….

Promotion from DCC roles Service development Long term strategy Workforce plan Leavers Promotion from DCC roles Service development Significant increase in student ODP & RN places Assistant Practitioner roles

Challenges Significant change (30% of the qualified workforce is new) Huge demand on T&D team Loss of experienced agency staff Anaesthetics Now have a junior workforce requiring ongoing support Big recruitment forecast – out by several months and £K

Where are we now Fully established Turnover rate within normal limits Receive enquiries about potential vacancies NHSP established Students are happy Category March 16 Nov 16 Agency 87.9k 2k Bank 2.2k 4.4k Overtime 39.8k 39.9k Substantive 601.8k 617k

Next Steps

Any Questions?