Public Board of Directors papers 260123

One serious incident was reported in December. There were 5 incidents reported in month with the classification of moderate and 1 with the classification of major all of which are going through to full root cause analysis. Our post treatment mortality rates remain within the expected very low limits.

See details in Integrated Performance, Quality and Finance Report Responsible Executive Directors - Chief Nurse and Medical Director Responsible Assurance Committee – Quality Assurance Workforce

Our summary workforce performance indicators continue to show overall good performance. The essential training compliance is at 87.9% and personal development plan rates are above the 84% target at 84.9%. Sickness absence rates have continued to reduce in October but are still above the threshold of 3.4%. The annual adjusted turnover rate is at 16.53%. These issues and the associated plans for improvement have been considered by the new Workforce Assurance Committee. Staff Survey 2022 The annual NHS Staff Survey 2022 closed at the end of November. An initial overview of the results has been received along with benchmarked data compared to other Acute Specialist Trusts contracted by our survey agent, Picker. Early indication shows improvement in the majority of questions. It is anticipated that the full NHS Staff Survey 2022 results and benchmarking reports will be published nationally in February-March 2023. Financial Wellbeing We continue to support staff to manage the increase in the cost of living and have added additional resources to support staff over the winter period. Salary Finance’s (our financial wellbeing partner) Head of Financial Education, and personal finance columnist for the Financial Times, will be running three 45-minute webinars in January to support staff with managing increasing housing costs and will be available to answer any money related questions. We have also issued all of our staff with the opportunity to purchase a Blue Light Card for free which provides multiple discounts for NHS staff including at many high street stores and supermarkets and other amenities such as mobile phone contracts and insurance. Real Living Wage The Trust has agreed to make a commitment to pay all staff a wage equivalent to the hourly rate set by the Real Living Wage Foundation. The Real Living Wage is calculated according to the costs of living and is a voluntary benchmark for employers who wish to ensure their staff earn a wage they can live on. The commitment by the Trust to pay an hourly rate equivalent to the Real Living Wage will mean that the lowest paid staff will see their basic hourly rate increase to £10.90. The Trust will assess the feasibility of continuing to apply the Real Living Wage on an annual basis. Industrial Action The Royal College of Nursing (RCN) confirmed that strike action would take place at the Christie on 18 th and 19 th January. Detailed plans were put in place to deal with this industrial action. We implemented several measures and were in dialogue with the RCN to agree derogations (exemptions) to ensure our patients received safe care and our staffing levels were adequate.

See details in Integrated Performance, Quality and Finance Report Responsible Director - Director of Workforce Responsible Assurance Committee – Workforce Assurance Committee

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