To receive any apologies for absence.

Apologies for absence were submitted on behalf of Councillors Sullivan (Rochdale MBC) and Councillor Whitby (Bury MBC).

Members are required to declare any disclosable pecuniary, personal or personal and prejudicial interests they may have and the nature of those interests relating to items on this agenda and/or indicate if S106 of the Local Government Finance Act 1992 applies to them.

There were no declarations of interest.

To consider the minutes of the Joint Scrutiny Panel for Pennine Care (Mental Health) Trust meeting held on 1^st February 2022.

Resolved – That the minutes of the Joint Scrutiny Panel for Pennine Care (Mental Health) Trust meeting held on 1^st February 2022 be approved as a correct record.

To consider a presentation from Pennine Care NHS Foundation Trust relating to:

-       Workforce Update

-       Capital and Revenue Budget 2022/23

-       Update on PICU Unit / Stopford House Refurbishment

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.

Workforce Update

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 psychiatric illnesses.  

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 continuity.

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 events.

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:

·        Members 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 retention. 

·        With regard 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.

·        In relation 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.

·        It was 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.

·        The Executive Director explained that further work would be undertaken with schools and colleges to promote careers in the healthcare sector.

·        In relation to pay within the sector, it was noted that NHS grading appeared  ...  view the full minutes text for item 25.

The next Joint Scrutiny Panel for Pennine Care (Mental Health) Trust meeting is scheduled for 6^th July 2022.

Resolved – That the next meeting of the Joint Scrutiny Panel for Pennine Care (Mental Health) Trust be held on 6^th July 2022.