Workforce Performance Report May 2016 at June 2016 Board Mike McEnaney Director of Finance

Bank & Agency Spend Bank and Agency Spend has decreased in May to 5.08% from 5.35% in April. Although Adult and Corporate Directorates have seen an increase within the month, all Directorates are still showing a significant decrease in spend when compared to the position six months ago. Target: 5.00% This Month: 5.08% Last Month: 5.35% Last Year: 5.29%

Vacancy The vacancy rate is still above target at 10.1% despite a small decline from 10.48% in April. Recruitment activity has increased for the Adult, Children and Young People and Older Directorates with 37.7% of current vacancies being for Registered Nursing staff. However, 41% of outstanding vacancies are at the ‘Offer Made’ stage. Target: 9.00% This Month: 10.10% Last Month: 10.48% Last Year: 7.35%

Sickness Sickness has decreased to 4.12% in May compared to 4.31% in April. Significant declines in the sickness rate are noticeable in the Older Peoples and Corporate Directorates over the last 5 months reflecting HR activity on ‘Capability – Health’ casework. Target: 3.50% This Month: 4.12% Last Month: 4.31% Last Year: 3.82%

Turnover The turnover rate has decreased slightly to 14.27% in May from 14.33% in April. However the rate is still significantly above the Trust’s 12% target. Turnover has been increasing over the last four months in Adult, Corporate and Older Directorates. Target: 12.00% This Month: 14.27% Last Month: 14.33% Last Year: 13.50%

WRES Update at June 2016 2016 WRES submission is being prepared and will be ready for sign-off 15 July 2016 with submission due 1 August A revised action plan showing progress to date and next steps will be taken to the July Board Support from the Executive and senior management of the Trust is essential Update on current action plan Indicator 2015 WRES Submission Agreed action Plan Update %age of BME staff in Bands 8 – 9, VSM (inc Exec Board) compared to %age of BME staff in overall workforce (20.88 – 15.36) = 5.52% Monitor recruitment process monthly for proportionality by each key stage of the process. This is being monitored monthly by HR and Mo Patel. Further updates will be provided as further analysis of trends takes place. Board needs to consider that HR Director and Service Director vacancies are about to be advertised Relative likelihood of BME staff being appointed to that of white staff being appointed Relative likelihood of White staff being appointed from shortlisting compared to BME staff (0.2522/ 0.1691 ) is 1.49 times greater. As above

WRES Action Plan – Update Indicator 2015 WRES Submission Agreed action Plan Update Relative likelihood of BME staff entering the formal disciplinary process compared to White staff 6.12 times greater Track and report metrics monthly / bimonthly and review cases for themes.   Enhance process for Preliminary Review in disciplinary and grievance cases to ensure consideration of issues at the earliest opportunity. Unconscious bias training is planned. Needs to be referenced in Recruitment Training and in ER Training courses Casework data being monitored monthly by HR and Mo Patel. Further updates will be available as analysis identifies any trends. However the most recent report shows: 65% of current cases involve staff from ABC ethnic group (76% of total staff) 28% of conduct cases involve staff from MNP ethnic group (6.5% of total staff) 7% of conduct cases involve staff from Other ethnic groups Unconscious Bias training is developed. Mo Patel to ensure it is accessible by 1st line managers on portal Relative likelihood of BME staff accessing non-mandatory training compared to White staff 0.99 times greater Discuss with the new L&D Head Discussion planned but not yet completed

WRES Action Plan – Update Indicator 2015 WRES Submission Agreed action Plan Update %age of staff experiencing bullying from patients , relatives 2015 staff survey: White: 32.3% BME: 46.4% 2016 staff survey: White: 29% BME: 27% Review once latest Staff Survey results are published and action plans developed Directorate action plans through staff survey response. Recommendation that Directorates develop plans to continue the improvement from 2015 %age of staff experiencing bullying from staff 2015 staff survey: White: 24% BME: 33% 2016 staff survey: White: 23% BME: 27% Review once latest Staff Survey results are published and action plans developed Directorate action plans through staff survey response. Recommendation that Directorates work with HR to develop plans to continue the improvement from 2015 %age of staff believing the Trust provides equal opportunities White: 90.4% BME: 70% White: 89% BME: 71% Directorate action plans through staff survey response Recommendation that Directorates work with HR to develop plans to secure improvement

WRES Action Plan Update Indicator 2015 WRES Submission Agreed action Plan Update %age of staff experiencing discrimination at work 2015 staff survey: White: 7% BME: 19% 2016 staff survey: White: 6% BME: 16% Review once latest Staff Survey results are published and action plans developed Directorate action plans through staff survey response. Recommendation that Directorates work with HR to develop plans to secure improvement Boards are expected to be broadly representative of the population they serve 2015: White: 100% 2016: White: 100% Review applications for recent senior appointments.   Consider recruitment strategy for future NED appointments. Need to consider for forthcoming senior appointments