The Chair welcomed all
to the meeting and invited Nicola Littler (Executive Director of
Workforce) and Nicola Tamanis (Executive Director of Finance) to
introduce the presentation.
The Executive Director
of Workforce provided an update to the Panel that outlined the key
workforce challenges faced by the Trust.
Members were provided
with information regarding the sickness absence rate over the last
12 months. It was noted that the main
reasons for absence were: anxiety, stress, depression, and other
The Panel noted that
the Trust currently had a 20% vacancy rate. The Executive Director explained that the
attrition rate was stable and vacant posts were often internally
filled. However, the Trust was making concerted efforts to recruit
external candidates into vacant posts. It was reported that the
main reason for the use of bank and agency staff was to cover for
establishment vacancies. It was
explained that during the peak of the pandemic the Trust had
struggled to fill vacant posts due to illness and this had
challenged the Trust’s day-to-day business
The Executive Director
of Workforce reported that to address workforce challenges the
Trust had put in place recruitment campaigns, new roles/trainee
programmes and retention initiatives.
Health and social care career opportunities were promoted across
schools, colleges, communities and joint recruitment
In collaboration with
other sector partners, the Trust was committed to reducing barriers
to employment often faced by those with experience of homelessness,
looked after children, former military service employees, and
people with learning disabilities and autism. In addition, cross sector working and volunteering
opportunities were promoted.
The Chair then invited
comments and questions from Panel Members.
During the course of
the discussion the following points were raised:
noted that a high vacancy rate created additional pressures on
existing staff and could result in higher sickness
levels. The Executive Director
explained that recruitment to the sector was a national challenge
and the Trust recognised the importance of staff
to sickness absence, it was reported that the Trust’s levels
were comparable to peer organisations within Greater Manchester and
those nationally. Bank and agency staff
tended to be used to fill front line rather than back office staff
vacancies. However, it was explained
that during the pandemic, sickness rates in back office and front
line staff were similar.
to training opportunities, the Executive Director listed a range of
apprenticeships (trainee nursing associates/ top-up degree nurse
apprenticeships) and training roles (trainee: healthcare support
worker, assistant psychological practitioners and mental health
wellbeing practitioners) that had been developed to encourage staff
recruitment and retention.
explained that the healthcare support role would be the first
cohort of trainees to undertake the programme and therefore
attrition rates and appropriate wraparound support for students
would be monitored and assessed.
Executive Director explained that further work would be undertaken
with schools and colleges to promote careers in the healthcare
to pay within the sector, it was noted that NHS grading appeared
view the full minutes text for item 25.