item 11 - nurse staffing annual report...trust board report cover sheet agenda item: 11 date of...

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Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability Report Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing for QE Gateshead. Decision: Discussion: Assurance: Information: Corporate Objectives report relates to: (Including reference to any specific risk) Corporate Objective 4: Delivering patient centred and co-ordinated care ensuring better outcomes as described in the NHS Outcomes Framework. Recommendations: (Action required by Board of Directors) The Board is asked to receive the report for assurance and information. Financial Implications: Yes Risk Management Implications: Yes Human Resource Implications: Yes Diversity and Inclusion Implications: No Author: Mrs H Lloyd, Director of Nursing, Midwifery & Quality & Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality Presented by: Mrs H Lloyd, Director of Nursing, Midwifery & Quality

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Page 1: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

Page 2: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

Page 3: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

3

The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

Page 4: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

4

multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Page 5: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

5

Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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6

staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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7

Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

Page 8: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

8

Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

Page 9: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

9

6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Page 10: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

10

Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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11

8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

Page 12: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 13: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

Page 14: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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3

The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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9

6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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10

Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 25: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

Page 26: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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3

The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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4

multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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8

Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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9

6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Page 34: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

10

Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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11

8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 37: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

Page 38: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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3

The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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4

multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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5

Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 49: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

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2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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5

Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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6

staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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7

Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 61: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

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2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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4

multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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5

Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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6

staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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7

Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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8

Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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9

6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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10

Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 73: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

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2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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4

multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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5

Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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6

staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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7

Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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8

Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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9

6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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10

Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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11

8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 85: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

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2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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3

The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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4

multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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5

Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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6

staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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7

Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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8

Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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9

6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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10

Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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11

8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 97: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

Page 98: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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3

The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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9

6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 109: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

Page 110: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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3

The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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4

multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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8

Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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9

6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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10

Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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11

8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 121: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

Page 122: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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3

The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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4

multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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5

Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 133: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

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2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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7

Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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9

6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 145: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

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2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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4

multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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5

Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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6

staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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7

Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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8

Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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9

6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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10

Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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12

on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality

Page 157: Item 11 - Nurse Staffing Annual Report...Trust Board Report Cover Sheet Agenda Item: 11 Date of Meeting: Wednesday 28 th June 2017 Report Title: Nurse Staffing Annual Capacity & Capability

Trust Board

Report Cover Sheet Agenda Item: 11

Date of Meeting:

Wednesday 28th

June 2017

Report Title:

Nurse Staffing Annual Capacity & Capability Report

Purpose of Report: To provide a comprehensive review of inpatient / ward nurse staffing

for QE Gateshead.

Decision:

☐☐☐☐

Discussion:

☐☐☐☐

Assurance:

☒☒☒☒

Information:

☐☐☐☐ Corporate Objectives

report relates to:

(Including reference to

any specific risk)

Corporate Objective 4: Delivering patient centred and co-ordinated

care ensuring better outcomes as described in the NHS Outcomes

Framework.

Recommendations:

(Action required by

Board of Directors)

The Board is asked to receive the report for assurance and

information.

Financial

Implications:

Yes

Risk Management

Implications:

Yes

Human Resource

Implications:

Yes

Diversity and Inclusion

Implications:

No

Author:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality &

Mrs A Lowery, Deputy Director of Nursing, Midwifery & Quality

Presented by:

Mrs H Lloyd, Director of Nursing, Midwifery & Quality

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2

Gateshead Health NHS Foundation Trust

‘Safer Staffing’ Nursing Review

1. Introduction

This detailed annual report provides a comprehensive review of inpatient / ward nurse

staffing for QE Gateshead. It is in line with the requirements set out by the National Quality

Board (NQB): Supporting NHS providers to deliver the right staff, with the right skills, in the

right place at the right time- safe, sustainable and productive staffing (July 2016).

In December 2016 NHSI published a draft staffing improvement resource for adult

inpatient wards in acute hospitals which aligns to the NQB guidance. It outlined a

systematic approach for identifying the organisational, managerial and wards factors that

support safe staffing and builds upon the NICE safe staffing guidance. The approach we

have taken to this staffing review is line with the recommendations.

Recent changes to ward configurations have resulted in an increase in bed numbers in

some areas, ward relocations with resultant changes to ward layout/environment, as well

as changes to service delivery models, all of which have had an impact upon the nurse

staffing requirements.

A detailed review of nurse and midwifery staffing took place between February and April

for all acute inpatient areas, Emergency Care Centre, Maternity and community nursing.

This was led by the Director and Deputy Director of Nursing, Midwifery and Quality working

closely with the Associate Directors, Service Line Managers, Matrons and Ward

Sister/Charge Nurses to determine establishment / workforce requirements for the next 12

months ahead.

A review of staffing establishments for Paediatrics and Mental Health will be undertaken

separately and reported to the Board in September.

2. Review of staffing establishments

National guidance recommends that ward nurse staffing is determined using a validated,

evidence based methodology. The nurse staffing review for acute in patient areas and ECC

was undertaken utilising the following comprehensive evidence based methodology:

• Nurse per occupied bed days

• Safer Nursing Care Tool (SNCT)

• NQB / NICE Guidance

• Quality Indicators

• Review of agreed staffing levels

• Professional Judgement

• Review of current establishments

• Nurse per occupied bed day

The initial step in the methodology for calculating nurse staffing is currently based

on the nurse per occupied bed day methodology (NPOB). The number of nursing

staff required for each ward has previously been calculated based on the nurse per

occupied beds ratio as set out below.

Number of beds X 0.9 + 21% uplift

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3

The 21% uplift is for annual leave (13%); study leave (4%); sickness (4%). Latest

guidance from NHS Improvement related to nurse rostering suggests that uplift

should be between 22% and 25%. The Trust will review the uplift, but will continue

to utilise 21% uplift for the purpose of this staffing review.

The methodology is applied to all wards regardless of size, but is recognised as

being less accurate in predicting required staffing for small wards as staffing can

only be provided in whole numbers, making small wards less efficient in the

utilisation of nursing staff.

In the future we will no longer utilise the nurse per occupied bed day calculation,

however this approach of incorporating a 21% uplift, that allows for efficient and

responsible management of planned and unplanned leave, will be included in our

agreed evidence based methodology moving forward. The 21% uplift is included

within our staffing calculation and the SNCT, a more up to date and sensitive

method of using multipliers taking account of patient acuity and dependency.

• Safer Nursing Care Tool

The Safer Nursing Care Tool (SNCT) was developed to help NHS staff measure

patient acuity and dependency in acute hospital wards to inform evidence based

decision making on staffing and workforce. It is widely recognised by NICE and NHSI

as the ratified tool for measuring staffing requirements.

The Trust has utilised the Safer Nursing Care Tool for some time, collecting data

twice per year, as per national guidance. In April 2016, for improved accuracy, we

moved to monthly measurement which enables us to use the data to monitor

trends over time for every ward. The information acts as an acuity and dependency

‘thermometer’ and is triangulated with other measures to make decisions on

staffing establishments.

The SNCT is based on the critical care patient classification (Comprehensive Critical

Care, DH 2000) as set out in Table 1.

Table 1 SNCT descriptors

Levels of

Care

Descriptor

0 Patient requires hospitalisation. Needs met by provision of normal

ward cares

1a Acutely ill patients requiring intervention or those who are unstable

with a greater potential to deteriorate

1b Patients who are in a stable condition but are dependent on nursing

care to meet most or all of the activities of daily living

2 Patients who can be managed within clearly identified, designated

beds, resources with the required expertise and staffing level OR

may require transfer to a dedicated Level 2 facility/ unit.

3 Patients needing advanced respiratory support and /or therapeutic

support of multiple organs.

For one week each month every ward collects data – this involves scoring each

patient to an acuity and dependency care level as described above. Staffing

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4

multipliers are applied for each acuity and dependency care level. These multipliers

factor in nursing time spent on:

• Direct and indirect care;

• Ward management;

• Education/training;

• Staff performance review;

• Official and unofficial staff breaks;

• Associated work such as administration and clerical;

• Bed occupancy.

Uplift for annual leave, sickness cover and maternity leave is added to the

multiplier. The graphs below provide an example of how the resultant SNCT data is

presented and compared to current funded establishment. In this way variation in

patient acuity and dependency can be monitored and taken into consideration with

other data when reviewing nursing establishments.

• Nurse Sensitive Quality Indicators

It is important for any staffing review to take into consideration the quality of care,

patient experience and capability of the workforce. A number of quality indicators

can be linked to nursing care. These are considered for each ward as part of the

staffing review to help ensure staffing levels are sufficient to achieve best patient

care. The table below provides an example for Ward 9.

Patient Acuity & Dependency Level Ward 9 (Surgery)

0.00 0.00

24.4322.40

12.0014.00

17.00

0.00 0.00 0.29 1.20

3.86

1.00 1.500.00 0.00

3.71 3.60

11.71

5.757.67

0.00 0.00 0.29 0.00 0.14 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00

31.2029.72

37.24

24.87

31.7529.53 29.53 29.53 29.53 29.53 29.53 29.53

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

Patient Acuity & Dependency Level Ward 1 (General Medicine)

3.835.67

10.40

13.8612.00

14.33

8.50

5.67

1.500.40 0.14 0.00

5.33

0.25

14.6716.50

12.80

8.71

11.80

4.00

15.00

0.00 0.00 0.00 0.00 0.00 0.00 0.000.00 0.00 0.00 0.00 0.00 0.00 0.00

36.45 35.66

32.50

28.59

31.82

28.15

34.17

25.94 25.94 25.94 25.94 25.94 25.94 25.94

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

Apr May Jun Jul Aug Sep Oct

Level 0 Level 1a Level 1b Level 2 Level 3 SNCT Establishments Funded Establishments (WTE)

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5

Table 2 Quality Indicators

Quality Outcomes May to Oct 2016 Ward 9

Friends and Family Test -

Recommend Rate 93.3%

Number of Falls (Monthly

Average of incidence)

29

(4.8)

Patient Experience Score

(Maximum score = 6) 5.67

Safety Thermometer – New

Catheter UTI 1

Safety Thermometer Pressure

Ulcers (Grade 2-4) prevalence 1

Safety Thermometer - New

VTE 0

Validated Category 2 Pressure

Damage (Monthly Average of

incidence )

0 .16 Staffing Incidents reported

via Datix 0

Safety Thermometer – Falls-

prevalence 0

• Agreed staffing levels

In April 2014, the NQB mandated that all hospitals have in place a process to enable

staffing establishments to be met on a shift by shift basis. In line with this we

agreed planned levels of staffing on a shift by shift basis across the Trust and both

planned and actual nurse staffing levels are publically displayed on all wards.

We have used these recommendations to ensure that staffing establishments are

able to meet the required shift by shift staffing levels for each ward, maintaining a

minimum of 1:8 qualified nurses to patient ratio, and an optimal level of 1:8 plus a

qualified nurse co-ordinator for each early shift.

Finally, Ward Sister/Charge Nurse and Matron’s professional judgement, local

context, with working knowledge of the clinical area and patient needs determines

the number of staff required to safely deliver patient care.

• Review of current establishments

Once the new staffing levels were identified, the required establishments were

calculated and compared to the current funded establishments to determine

whether any adjustments to funding and skill mix were required. This was especially

important due to the reconfiguration of wards and the increase in bed base across

the Trust.

3. Collaborative Approach to Safer Staffing

Workshops were held with ward sister/charge nurses and Matrons to review a range of

information that included the NPOBD establishments, previously agreed staffing levels,

SNCT data and quality indicators. These involved detailed discussions, debate and

challenge to enable robust decisions to be made regarding staffing levels moving forward.

Meetings were held with both the Medical and Surgical Business Units led by the Director

of Nursing, Midwifery and Quality involving the Associate Directors and Matrons. The

purpose was to analyse, scrutinise and challenge the staffing proposals and to come to an

agreement on safe staffing levels to ensure the continuity of safe patient care.

• (Proposed) Agreed Staffing Levels

Table 3 (Medicine - Wards) and Table 4 (Surgery) provide the proposed planned

staffing numbers on a shift by shift basis and rationale for proposed changes. These

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6

staffing levels have been set using the described methodology and are based on the

ratio of 1:8 qualified nurse to patient (plus the co-ordinator for an early shift) and a

minimum ratio of 1:8 for the late shift.

The information in Table 3 includes the non-invasive ventilation nurses on Ward 9,

stroke nurses Ward 4 and the chest pain nurse on Ward 8 who are identified as +1

in the agreed staffing numbers table 3. Allowances have been made in the budgets

for these staff.

Where there has been an increase in beds there will be a requirement for an uplift

in funded establishment and work is currently being undertaken with finance to

determine these new establishments.

4. Efficient Rostering

Significant work on efficient nurse rostering has been undertaken in line with the

recommendations made within the Lord Carter review. The working group led by the

Deputy Director of Nursing Midwifery and Quality has developed a rostering policy, and

standards for ward managers and these are being rolled out across all acute inpatient ward

areas.

Our establishments are based upon the most efficient shift system being in place for full

time staff and comprise of:

• 2 x 6 hours 45mins shift

• 2x 12 hours shift

This shift pattern enables each full time member of staff to cover 6 shifts per week. This is

in contrast to the traditional shift pattern of five 7.5 hours per shift. They do not include

additional management time for Ward Sister/ Charge Nurses however it is anticipated that

this will be incorporated into the co-ordinators role. A suite of performance indicators

have been identified and reports are being developed at business unit and ward level to

enable measurement of compliance with the standards and assess the impact of this

quality and efficiency work.

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7

Table 3 Planned Staffing Levels Medicine on a shift by shift basis

Ward Beds Early Late Nights

Now Pre RN HCA Ratio RN HCA Ratio RN HCA

Ward 1 24 17 4 3 3.4 3 3 4 2 2 Numbers lowered as this ward relocated from ward 12 to

ward 1 and is now excludes PIU patients.

Ward 4 30 24 5+1 4 3.3 4+1 3 4.2 2 3 Increase in HCAs for nights as ward relocated from ward

22 to ward 4. Layout of ward requires three nursing

teams per shift. Higher risk of patient falls.

Ward 8 21 21 5+1 2 3 4+1 2 3.5 2+1 1 No change in numbers

Ward 9 36 24 6+1 4 3.6 5+1 4 4 2+1 3 Over time have increased from 24 to 27 to 36 beds.

SNCT reflects the proportion of high acuity patients in

this area. Higher risk of falls.

Ward 11 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of patients with increased

acuity and dependency. Complex patient group.

Ward 22 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

SNCT indicates high proportion of more dependent

patients. Higher risk of patient falls.

Ward 23 24 24 4 3 3.4 3 3 4 2 2 Dual Care Ward. No change in numbers. HCA’s were

increased in 16/17 following approval of business case.

Ward 24 29 24 5 4 3.2 4 3 4.1 2 2 Increase in HCA numbers due to increase to 29 beds (+5).

Higher risk of patient falls.

Ward 25 30 24 5 4 3.3 4 3 4.2 2 2 Increase in HCA numbers due to increase to 29 beds (+6).

Higher risk of patient falls.

St Bedes 10 10 3 2 2 2 2 2.5 2 1 No change in numbers.

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8

Table 4 Planned Staffing Levels Surgery on a shift by shift basis

Ward Beds

Early Late Nights Commentary

RN HCA Ratio RN HCA Ratio RN HCA

Ward 12 27

5 3 3.3 4 3 3.8 2 2 Agreed change in skill mix for night duty. This ward has

relocated from ward 9 to ward 12.

Ward 14a 32 5 4 3.5 4 4 4 2 3 No change in agreed numbers.

Ward 21 18 3 2 3.6 3 2 3.6 2 1 No change to agreed numbers.

Level 1 30 5 3 3.7 4 3 4.2 2 2 No change in agreed numbers.

Level 2 30 5 4 3.3 4 4 3.7 2 2 No change in agreed numbers.

CCU 14 12 2 1 or 2 12 2 1 or 2 11 1 No change in agreed numbers.

5. Review of staffing ECC

Table 5 Planned Staffing Levels of ECC

Ward Beds Early Late Nights

Commentary

now pre RN HCA RN HCA RN HCA

EAU 24 24 7 2 7 2 7 2 Numbers required to meet 1: 4 ratio per POD for qualified nurse. 2

Nursing assistants required across 3 PODs per shift. One qualified co-

ordinator per shift. Reflects the high activity, turnover and length of stay.

SSU 24 24 4 2 3 2 3 2 Increase in qualified at night due to increase in admissions.

A&E Majors 10 2 11 2 9 2 These numbers are required to provide the following staff to patient ratios

2:1 in Resus, 1:4 Majors . 2 qualified staff in triage and 2 in Minors 2.

Urgent Care

Centre

4 Nurse Practitioners. Shift pattern start times are

staggered over the day to provide cover across

extended hours.

Now open 8am until 12 midnight seven days per week.

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9

6. Review of Staffing within Maternity

A review of midwifery staffing has also been undertaken in collaboration with the

Head of Midwifery and the following staffing levels have been agreed for Delivery

Suite, Antenatal/Postnatal Ward, Special Care Baby Unit (SCBU) and Pregnancy

assessment unit. These are set out in tables 6 to 9.

Within Delivery Suite ‘Birth Rate Acuity’ an acuity and dependency tool, has recently

been implemented to enable us to assess and monitor the acuity of our mothers

over set periods of the day and indicate whether staffing levels meet their needs.

This data will be analysed and built into our staffing review methodology moving

forward.

Table 6

Delivery Suite /

Theatres Mon Tues Wed Thurs Fri Sat Sun

Early Q *5 *5 *5 *5 *5 4 4

U 2 2 2 2 2 2 2

Late Q 4 4 4 4 4 4 4

U 2 2 2 2 2 2 2

Night Q 4 4 4 4 4 4 4

U 1 1 1 1 1 1 1

* accommodate elective theatre staffing Monday to Friday

Table 7

AN/PN Ward Mon Tues Wed Thurs Fri Sat Sun

Early Q 3 3 3 3 3 2 2

U 2 2 2 2 2 2 2

Late Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Night Q 2 2 2 2 2 2 2

U 2 2 2 2 2 2 2

Table 8

Special Care

BABY Unit Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

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10

Table 9

Pregnancy

Assessment Mon Tues Wed Thurs Fri Sat Sun

Early Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Late Q 2 2 2 2 2 2 2

U 1 1 1 1 1 1 1

Night Q

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

1+ 1 twilight

U N/A N/A N/A N/A N/A N/A N/A

7. Community Nursing Services

The current community nursing staff of 170 WTE was TUPE transferred from South

Tyneside Foundation Trust in October 2016 following the Gateshead Care

Partnership’s successful bid to deliver community services for the patients in

Gateshead. NHS Improvement published draft guidance in March 2017 on

community staffing as part of a suite of guidance currently being developed for

various care settings and specialities. The resource acknowledges and sets out

comprehensively the different considerations that need to be factored in when

planning the district nursing workforce compared to acute settings. The guidance

refers to safer caseloads in district nursing services rather than safer staffing as this

better reflects the complexity of determining the required staffing levels. The

resource is based on the NQB (2016) three expectations right staff, right skills, right

place and time and provides a set of principles under these key areas.

Some key areas of note include:

• What does good care look like? – the guide recommends Maybin et al ( 2016)

quality framework as a basis for an assessment tool for measuring the quality

of district nursing services.

• The district nursing caseload – there is an acknowledgment that the approach

to determining a safe caseload is not based on nurse to patient ratios due to

caseloads varying in size and complexity and geographical distribution of

patients.

• Determining safe caseloads – should involve assessment of current and

projected population and the skills within the team at strategic level. At an

operational level it requires an assessment of needs of patients at a service

and team level to determining how staff are deployed. The importance of

investing in technology to support safe caseload management is emphasised.

Having reviewed this guidance it is our intention to undertake a full workforce

review and development plan within the parameters of the community

transformation agenda ensuring our approach is aligned to the recommendations

made within this new staffing guidance.

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11

8. Capability and Quality

It is important for any staffing review to take into consideration the quality of the

care provided, patient experience and capability of the work force as well as the

capacity. Table 7 provides a breakdown by ward of the following information:

• Patient experience – the Friends and Family Test

• Patient Experience- Real Time survey

• Percentage of harm free care – the Safety Thermometer

• Percentage of staff who have completed mandatory training

• Percentage of staff who have had an appraisal in the last 12 months

There are local action plans in the areas that have not achieved over 80% for

mandatory training and appraisals as well as Trust wide plans for F&FT and the safety

thermometer.

Table 10 Quality and capability indicators

Business

Unit Specialty Ward / Dept

Patient

F&FT

Patient

Experience

(average

score / 6)

Safety

Thermometer

(harm free)

Mandatory

Training Appraisal

Medicine Elderly Ward 22 100.00% 5.84 95.83% 87.50% 88.89%

Medicine Respiratory Ward 9 97.56% no survey 96.97% 88.57% 81.40%

Medicine Cardiology Ward 8 100.00% 6.00 100.00% 90.63% 75.00%

Medicine Gastro Ward 11 100.00% 5.87 96.55% 95.24% 100.00%

Medicine Medicine Ward 1 100.00% 6.00 88.24% 90.63% 97.06%

Medicine Stroke Ward 4 91.67% 5.99 96.00% 83.78% 86.05%

Medicine Elderly Ward 23 100.00% no survey 87.50% 87.50% 89.29%

Medicine Elderly Ward 24 100.00% no survey 100.00% 88.46% 79.41%

Medicine Elderly Ward 25 100.00% 5.99 93.33% 61.54% 82.35%

Medicine Palliative St Bedes - 6.00 71.43% 95.83% 92.00%

Medicine Emergency

Care

Ward 2

Short Stay 98.53% no survey 80.00% 73.08% 96.77%

Medicine Emergency

Care

ECC

Assessment 98.57% 5.61 92.86% 87.10% 79.07%

Medicine Mental

Health Cragside - no survey 100.00% 74.07% 81.48%

Medicine Mental

Health Sunniside - no survey 100.00% 73.68% 89.47%

Medicine Rehabilitation ICAR 100.00% no survey 90.00% 100.00% 92.59%

Surgery Gen Surgery Ward 12 97.56% 5.84 100.00% 85.19% 90.91%

Surgery Orthopaedics Ward 14 81.82% 5.93 82.76% 64.71% 92.86%

Surgery Gynaeonc Ward 21 97.30% 5.99 100.00% 92.00% 85.71%

Surgery Orthopaedics PSSC 1 98.72% 5.80 100.00% 84.38% 87.50%

Surgery Gen Surgery PSSC 2 98.15% 5.77 100.00% 93.10% 91.43%

Surgery Critical Care Critical Care 100.00% 6.00 100.00% 98.80% 95.45%

Surgery Maternity AN/PN 98.81% no survey 100.00% 82.61% 87.50%

9. Conclusion

This report provides assurance to the Board on staffing capacity and capability. It

provides a clear methodology for agreeing nursing and midwifery staffing numbers

and establishments. It provides information on the agreed number of staff needed

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on a shift by shift basis on each ward and meets the requirement set out in

expectations set out by the NQB and provides assurance that the Trust has robust

systems in place to safeguard the quality of care provided to patients. This report will

be published on the Trust website for our patients and the public.

10. Recommendations

The Board is asked to receive this report for information and assurance.

Hilary Lloyd Avril Lowery

Director of Nursing, Deputy Director of Nursing,

Midwifery and Quality Midwifery and Quality