Sickness Absence Progress Report Version 2.3 September 2009 1 Key contacts in relation to this Progress Report are: Paul Jones Table of contents Executive Sponsor T: 01226 434405 E: pauljones1@nhs.net Section Page Scale of the Challenge 3 Robert Quick Introduction 4 Programme Manager Benchmarking 5 T: 01226 432031 E: robert.quick@nhs.net Deep dive analysis 6 Improvement Action 9 Allen Hitchen Project Deliverables 12 Human Resources Projects T: 01226 432133 E: amritkaur@nhs.net Amrit Kaur Project Lead T: 01226 434388 E: amritkaur@nhs.net 2 2
The Scale of the Challenge 3 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 2 nd 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 4
Benchmarking Our Performance Performance on Sickness 2007 - 2009 S Tyneside F S T y n e s d i e F Barnsley F B n r a F y e l s James Paget Uni F a J m e P s a g U t e F n i Milt Keynes Hosp F M e i l t K e n y H s o s p F E Cheshire E C h e s i r e h Barnsley NHS Hospital Foundation Trust Sickness Absence % Countess Chester F C o u n t C s s e e h F r s t e N Lincs & Goole F N L n i c G & s o o F e l Rotherham F 7.0% o R e h t h r a F m N Tees & H'pool F 2007/2008 N T e e s & H p o ' l F o George Eliot G o e r g e E l i o t 6.5% 2008/2009 Princess Alexandra P c n i r e A e l s x a n r a d Kettering Gen F K e t t e n i g r G e F n 2009/2010 6.0% Mid Cheshire F M i d C h e s h i r e F Mid Staffs Gen F Sickness Percentage Target 2009/2010 M i d a t S f f s e G F n Queen Mary's Sid 5.5% Q u e e n M a r ' s y S i d Dorset Co F D o r s e t C o F Burton F 5.0% B t u o r n F S Warwicks Gen S W a r w i c s k G e n Tameside Hosp F T a m e s i d e H o s F p 4.5% Weston W e t s n o Hinchingbrooke i H n c n i h b g r o o k e Harrogate & Dist F 4.0% H r o a g a & e t s t D F i QE King's Lynn Q E K n i L s ' g n n y Bedford 3.5% B e d r f o d Poole F P o o e l F S'port & Ormskirk 3.0% ' p S & r o t O r ms i k r k W Suffolk W S u f o l k W Middlesex Uni 2.5% M W d d i l s e e x U n i Hereford H e r e f o r d i l y e y t e r r e r e r y y h N Devon r a n u l s b e b b r r c p M u u b a a r N D v e o n A J J g m o m m u u a Ealing u e t e e n r M A c a b a E g n i l p t O v c J e e o e F B'stoke & N Hants F N D B o t ' s k e & N H a n t s F S Taunton & Somers F T a n u n t o S & m e o s r F Airedale Month A d e r i e l a Yeovil Dist F Y e o v s l i D i t F Winch & Eastleigh W i n c h E & a e l t s h g i D'ford & Graves o ' f D r d & G a r v e s H'wood & Wex Park F H o w ' o d & W e a P x F k r 0.00% 1.00% 2.00% 3.00% 4.00% 5.00% 6.00% � The chart and table illustrate that Barnsley FT ranks 2 nd highest � Sickness absence ranges between 4.39% and 6.54% when compared with acute Trusts of a similar size (Source: NHS � The pattern for absence shows an increase during the winter Data warehouse May 2009) months November to January, with some increase over summer � Barnsley FT ranked 80 th of 80 organisations for sickness � The peak period for absence is December absence in a recent benchmarking study (Source: CIPFA Public � There has been a consistent trend to absence over 3 years Sector Benchmarks) � August 2009 shows a small reduction in trajectory over trend 5 Deep-Dive Analysis Sickness Landscape 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 Demographic Profile of Sickness � 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. 6
Sickness Scorecard Sickness Performance League Table Estimated Sickness Cost Staff Group % Trend Average Total Absence since Days Lost Days year Lost 0.63 previous Estates and Ancillary 9.04% ▲ 3.34% 33 1812 Additional Clinical Services 7.62% ▼ -0.09% 28 11372 Direct Labour Costs 0.86 Agency Medical Total £5 Million Add Prof Scientific and Technical 6.18% ▼ -0.64% 22 3021 Agency Non Medical Nursing and Midwifery Registered 5.92% ▼ -0.17% 21 16277 3 Nurse Bank Administrative and Clerical 4.50% ▲ 0.30% 16 8433 0.62 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 Short/Long Term Absence Split Sickness Absence League Table Percentage of Staff within each Division reaching the Long Term or Short Term Trigger Sickness Absence by Division: Sept 2008 - Aug 2009 18% 16% Surgery and Critical Care Division 6.08% 14% % Reaching Trigger 12% Integrated Medicine and A&E Division 5.62% 10% Long Term Short Term 8% Diagnostics, Clinical Support & Outpatients Division 5.16% 6% 4% Women's & Children's Services & GU Medicine Division 4.62% 2% 0% Corporate Women's & Diagnostics & Surgery & Integrated Total Corporate Functions & Operational Support 4.61% 7 Children's OPD Critical Care Medicine & A&E Division Sickness by Reason Absence Reasons Actions Top 5 Reasons for Sickness During the Period � Occupational Health will be revisiting the assessment criteria and validation for 1 September 2008 - 31 August 2009 Diarrhoea & Vomiting cases � Cold/Flu will in future be reported as separate categories � Flu vaccination programme will be Diarrhoea/Vomiting launched in October � Stress/Anxiety cases will be rapidly referred to occupational health for early assessment Cold/Influenza 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 Other on effort demonstrable improvement � Better identification of reasons for absence; “Other” category for sickness to be removed Headache/Migraine � Adoption of an annual health check for all employees is being investigated subject to commissioner funding approval Stress/Anxiety 0 100 200 300 400 500 600 700 800 Number of Episodes 8
Improvement Action 9 Goals Sickness Absence Challenge The Trust Workforce Programme set a goal to improve productivity through Workforce Productivity implementing a range of labour productivity measures. In July 2009 the Board adopted a simplified sickness absence policy with a Absence Cost clear improvement target set for 3% 6 5 £000,000 4 £5m 3 £2 million Delivery Plan £3m £3m 2 cash & In August 2009 an implementation plan was developed to support delivery of 1 productive the improvement target. The HR Team was mobilised to meet this plan and staff 0 time saving Target Current representatives engaged in the need for improvement. The delivery plan has three critical components Sickness Absence 6 Percentage absence 5 Communication Plan Workforce Information Training Programme � Briefing sessions � New sickness absence � Launched in August to 5.3% 5.04% 4 � Global e-mail report format support new policy 3 � Staff Bulletin � Targeted departmental � Coaching to managers 3% Target � Attachment to pay slips reports in “hotspot “areas 2 � Poster & leaflet � Financial cost of � Revised corporate 1 campaign absence reported training programme 0 2008-9 2009-10 (Apr – Aug) Healthy Workplace Programme Investment in wellbeing initiatives, improved occupational Health support, development of an annual health check, stress action group and counselling 10
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