Public Board papers 31.03.22

3. Workforce Supply Workforce Risk

In March, The Workforce Committee undertook a review of the workforce risk on the trust risk register. Prior to the review, a risk scoring 20 reflected the Trust wide staffing gaps due to national shortages in some occupations including Radiotherapy and the risk of the negative impact on engagement levels and delivery of services. The risk was compounded by high levels of staff absence due to COVID-19 omicron variant and significant vacancies. The Workforce Committee have reduced the risk based on a number of factors including reduction in covid related absence, continuation of service delivery and a healthy pipeline of recruitment. International Recruitment For the first time at the Christie we are developing an international recruitment plan. International recruitment can be a vital component of our workforce supply strategy and support us to improve the diversity of our workforce. We have been awarded £102,000 from NHSE/I to support the arrival of 26 nurses between June and December 2022. We have partnered with Global Training and Education Centre (GTEC) to support us to access the international market and deliver an ethical and sustainable recruitment programme. We will work with GTEC to develop the Christie as the ‘destination of choice’ for internationally trained nurses and develop plans for effective induction and pastoral and professional support. Attraction Strategy We have secured ERF funding and are working with a partner to develop an attraction model focused on positioning the Christie as an employer of choice through ongoing promotion and refinement of our Employer Value Proposition. The aim will be to make the Trust an employer of choice for healthcare workers across the region. Funding will allow us to develop a comprehensive, proactive recruitment marketing strategy for 12 months aimed at transforming the status of recruitment at the Trust from reactive to proactive. This will focus on strategic, targeted advertising campaigns to reach high volumes of passive, targeted candidates on an ongoing basis, delivering a pipeline of candidates to hard-to-recruit-to areas of the Trust. Funding will be allocated to the following activity:- • Developing & Brand Refresh - Develop a new Talent Brand that integrates the selling points of the Trust and the collective offering to the external audience • Delivery of ongoing high impact recruitment campaigns prioritising areas with recruitment challenges

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