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

2. 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

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

4. History

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

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

7. The cost

8. The Solution

9. 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……..

10. Retention

11. 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

12. The Solution

13. 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 …..

14. Recruitment

15. 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

16. 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

17. 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

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

19. 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

20. 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

21. 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

22. Next Steps

23. Any Questions?