Priority Three: Continuing development of our workforce Executive Lead: Director of Human Resources Where will the Milestones/ Key Objective Suggested Outcome measures Comments / Next Steps data be Trajectory Develop and implement a To see a reduction in the staff To finalise the plan and ESR Delivery plan to – recruitment and retention turnover rate to 15% from strategy. Workforce data be finalised and delivery plan as part of a 17.5%. approved by Workforce strategy. SMG and implemented in May 2018. To support directorates to Trust Operating plan 2019/20 To clearly set out Evaluation of Expectations to develop workforce plans clearly identifies planned expectations in relation performance be circulated by that accurately reflects the changes to workforce that will to workforce plans. against Trust. 30th June 2018. objectives and enable the Trust to deliver its Trust’s changing workforce strategy. Use of apprenticeship ESR Support to be – requirements over the next levy and develop a range Workforce data provided to 3 years. To ensure workforce model new roles within job profiles. directorates for aligns to patients and service organisation. the 2019/20 need, make use of new roles plans. to ensure the provision of Advanced clinical quality care and continuity of practice staff in post. service. To improve/increase the Improvement in Staff Attitude To extend the Programme Programme capability of WAHT leaders Survey scores for: Leadership and Evaluations. design Apr – & managers. KF5 - Recognition and value of Management Staff Attitude May 2018 staff by managers and the Development offering to Survey Results Programme organisation. include a development 2018. delivery to KF6 Staff reporting good programme open to all commence in – communication between mid-level leaders. late June 2018. senior management and staff. KF10 Support from – immediate managers.
Priority Three: Continuing development of our workforce Executive Lead: Director of Human Resources Key Objective Suggested Outcome measures Comments / Next Steps Where will the data be Milestones/ Trajectory Develop and implement a recruitment and retention delivery plan as part of a Workforce strategy. To see a reduction in the staff turnover rate to 15% from 17.5%. To finalise the plan and strategy. ESR – Workforce data Delivery plan to be finalised and approved by SMG and implemented in May 2018. To support directorates to develop workforce plans that accurately reflects the Trust’s objectives and changing workforce requirements over the next 3 years. Trust Operating plan 2019/20 clearly identifies planned changes to workforce that will enable the Trust to deliver its strategy. To ensure workforce model aligns to patients and service need, make use of new roles to ensure the provision of quality care and continuity of service. To clearly set out expectations in relation to workforce plans. Use of apprenticeship levy and develop a range new roles within organisation. Advanced clinical practice staff in post. Evaluation of performance against Trust. ESR – Workforce data job profiles. Expectations to be circulated by 30th June 2018. Support to be provided to directorates for the 2019/20 plans. To improve/increase the capability of WAHT leaders & managers. Improvement in Staff Attitude Survey scores for: KF5 - Recognition and value of staff by managers and the organisation. KF6 – Staff reporting good communication between senior management and staff. KF10 – Support from immediate managers. To extend the Leadership and Management Development offering to include a development programme open to all mid-level leaders. Programme Evaluations. Staff Attitude Survey Results 2018. Programme design Apr – May 2018 Programme delivery to commence in late June 2018.