Sickness Absence Progress Report Version 2.3 September 2009 1 Key - - PDF document

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Sickness Absence

Progress Report

Version 2.3

September 2009

2 Key contacts in relation to this Progress Report are: Paul Jones Executive Sponsor T: 01226 434405 E: pauljones1@nhs.net Robert Quick Programme Manager T: 01226 432031 E: robert.quick@nhs.net Allen Hitchen Human Resources Projects T: 01226 432133 E: amritkaur@nhs.net Amrit Kaur Project Lead T: 01226 434388 E: amritkaur@nhs.net 2

Section Page Scale of the Challenge 3 Introduction 4 Benchmarking 5 Deep dive analysis 6 Improvement Action 9 Project Deliverables 12

Table of contents

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The Scale of the Challenge

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Introduction

This is the first progress report to the Board to provide an update on actions to deliver improved labour productivity through reduced sickness absence What we know about the scale of the challenge:

• 1,928 staff have been absent due to sickness in the last 12 months, representing 73% of the workforce
• The Trust is in the lowest quartile of absence performance in the NHS and ranked bottom in CIPFA benchmark study
• When compared to other similar sized acute NHS Trusts we rank 2nd highest nationally for absence (May 2009 data set)
• During the last year absence cost the business an estimated £5 million, equivalent to an additional 217 Staff Nurses
• Sickness absence remains stubbornly high and resistant to improvement, never falling below 4.39% in 2 and a half years

To deliver a sustainable improvement on this scale requires concerted effort and the building of a positive coalition across the workforce behind the need for immediate and urgent change

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Benchmarking Our Performance

Barnsley NHS Hospital Foundation Trust Sickness Absence %

2.5% 3.0% 3.5% 4.0% 4.5% 5.0% 5.5% 6.0% 6.5% 7.0% A p r i l M a y J u n e J u l y A u g u s t S e p t e m b e r O c t

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e m b e r D e c e m b e r J a n u a r y F e b r u a r y M a r c h Month Sickness Percentage 2007/2008 2008/2009 2009/2010 Target 2009/2010

The chart and table illustrate that Barnsley FT ranks 2nd highest when compared with acute Trusts of a similar size (Source: NHS Data warehouse May 2009) Barnsley FT ranked 80th of 80 organisations for sickness absence in a recent benchmarking study (Source: CIPFA Public Sector Benchmarks)

Performance on Sickness 2007 - 2009

Sickness absence ranges between 4.39% and 6.54% The pattern for absence shows an increase during the winter months November to January, with some increase over summer The peak period for absence is December There has been a consistent trend to absence over 3 years August 2009 shows a small reduction in trajectory over trend

H'wood & Wex Park F D'ford & Graves Winch & Eastleigh Yeovil Dist F Airedale Taunton & Somers F B'stoke & N Hants F Ealing N Devon Hereford W Middlesex Uni W Suffolk S'port & Ormskirk Poole F Bedford QE King's Lynn Harrogate & Dist F Hinchingbrooke Weston Tameside Hosp F S Warwicks Gen Burton F Dorset Co F Queen Mary's Sid Mid Staffs Gen F Mid Cheshire F Kettering Gen F Princess Alexandra George Eliot N Tees & H'pool F Rotherham F N Lincs & Goole F Countess Chester F E Cheshire Milt Keynes Hosp F James Paget Uni F Barnsley F S Tyneside F 0.00% 1.00% 2.00% 3.00% 4.00% 5.00% 6.00%

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Deep-Dive Analysis

Sickness Landscape Demographic Profile of Sickness Sickness Patterns

Average Number of days Lost 19 days % of staff taking no sick leave 27% % of staff taking sick leave (1928) 73% % of long term sick leave (379) 20% % of short term sick leave (3%) (397) 21% % less than 3% (1,152) 59% Total episodes of sick leave 3,852 Age: as age increases staff are more likely to have longer periods of sickness, younger staff take predominantly more short term sickness absence Gender: 86% of absence is represented by female staff, this is out of line with the Trusts workforce profile which is 82% female Grade: the proportion of sickness split by grade reflects the workforce, with the exception of AFC band 2 where the proportion of sickness is significantly higher.

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Staff Group % Absence Trend since year previous Average Days Lost Total Days Lost Estates and Ancillary 9.04% ▲ 3.34% 33 1812 Additional Clinical Services 7.62% ▼-0.09% 28 11372 Add Prof Scientific and Technical 6.18% ▼-0.64% 22 3021 Nursing and Midwifery Registered 5.92% ▼-0.17% 21 16277 Administrative and Clerical 4.50% ▲ 0.30% 16 8433 Allied Health Professionals 2.74% ▲ 0.28% 10 928 Healthcare Scientists 1.93% ▼-0.46% 7 394 Medical and Dental 1.43 ▼-0.02% 1 1038

Sickness Scorecard

Sickness Performance League Table Estimated Sickness Cost

Percentage of Staff within each Division reaching the Long Term or Short Term Trigger 0% 2% 4% 6% 8% 10% 12% 14% 16% 18% Corporate Women's & Children's Diagnostics & OPD Surgery & Critical Care Integrated Medicine & A&E Total Division % Reaching Trigger Long Term Short Term

3 0.62 0.86 0.63

Direct Labour Costs Agency Medical Agency Non Medical Nurse Bank Total £5 Million

4.61% Corporate Functions & Operational Support 4.62% Women's & Children's Services & GU Medicine Division 5.16% Diagnostics, Clinical Support & Outpatients Division 5.62% Integrated Medicine and A&E Division 6.08% Surgery and Critical Care Division Sickness Absence by Division: Sept 2008 - Aug 2009

Sickness Absence League Table Short/Long Term Absence Split

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Top 5 Reasons for Sickness During the Period 1 September 2008 - 31 August 2009

Stress/Anxiety Headache/Migraine Other Cold/Influenza Diarrhoea/Vomiting

100 200 300 400 500 600 700 800 Number of Episodes

Actions Absence Reasons

Occupational Health will be revisiting the assessment criteria and validation for Diarrhoea & Vomiting cases Cold/Flu will in future be reported as separate categories Flu vaccination programme will be launched in October Stress/Anxiety cases will be rapidly referred to occupational health for early assessment as these are most likely to result in prolonged absence. Review of the stress surveys and action plans to ensure these are optimised to focus

• n effort demonstrable improvement

Better identification of reasons for absence; “Other” category for sickness to be removed Adoption of an annual health check for all employees is being investigated subject to commissioner funding approval

Sickness by Reason

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Improvement Action

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Goals

Absence Cost

1 2 3 4 5 6

Target Current £000,000

Workforce Productivity

Sickness Absence

1 2 3 4 5 6

2008-9 2009-10 (Apr – Aug)

3% Target

Sickness Absence Challenge The Trust Workforce Programme set a goal to improve productivity through implementing a range of labour productivity measures. In July 2009 the Board adopted a simplified sickness absence policy with a clear improvement target set for 3% Delivery Plan In August 2009 an implementation plan was developed to support delivery of the improvement target. The HR Team was mobilised to meet this plan and staff representatives engaged in the need for improvement. The delivery plan has three critical components Communication Plan Briefing sessions Global e-mail Staff Bulletin Attachment to pay slips Poster & leaflet campaign Percentage absence £3m Training Programme Launched in August to support new policy Coaching to managers in “hotspot “areas Revised corporate training programme 5.04% 5.3% Workforce Information New sickness absence report format Targeted departmental reports Financial cost of absence reported £5m £3m Healthy Workplace Programme Investment in wellbeing initiatives, improved occupational Health support, development of an annual health check, stress action group and counselling

£2 million cash & productive time saving

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How we are meeting the challenge

The purpose of the project is to design and implement a range of robust interventions to arrest the rise in sickness absence and deliver significant cost and productivity savings to the

• rganisation

Aim Objectives

• Achieve a step change in attendance management practice in the Trust
• Improve the capability of the organisation to manage absence on a sustainable basis
• Assure the Board that the organisation is suitably equipped to implement the sickness

absence policy goals

• Positively engage the workforce in the required changes to achieve a sustainable

improvement in workplace health

• Deliver labour cost savings in terms of reduced agency spend, overtime payments,

reduction in sickness absence with commensurate improvements in team morale, productivity and patient care

Sickness Absence Project: Aims and Objectives

Project Team

• Project Team Membership:- Paul Jones (Chairman), Amrit Kaur, Karl Hickman, Robert

Quick, Darren Robson, Caroline Stringer, Emma Lavery, Andrew Christie, Martin Jackson, Sally Bladen, Allen Hitchen, Vicky Harrison, Beverley McGeorge, Lynda Cunliffe, Dawn Brannan, Maria Rowlands

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Project Deliverables

July August September October November December January Agreement of policy Joint Statement with Trade Unions Cascade Briefing Sessions Sickness Review Meetings for staff exceeding 3% Performance Master Class for Managers in areas of highest absence areas to support improvement Formation of Project Team to achieve sustainable improvement Communications Campaign to actively engage people Benefits Capture: improved patient care & improved labour coast Mobilisation of HR Team Improved absence reporting