nadine boczkowski: programme manager workforce analysis fiona lord: programme manager workforce...
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Nadine Boczkowski: Programme Manager Workforce Analysis
Fiona Lord: Programme Manager Workforce Strategy
Saba Razaq: Workforce Analyst
Data Quality
•Data quality scores & NW ongoing performance
•New validations
•What is there to help/support
•Useful sources of information
•Recording Staff in Post
•Redundancies & Reductions / Length of Service
Today’s Update
Overview & StatisticsFiona Lord
IC Data Quality Checks (Nov 2010) – NW average score (out of 10000) the 2nd highest in the country
Average Data Quality Score by Month
99609965997099759980998599909995
10000
May-09
Jun-09 Jul-09 Aug-09
Sep-09 Oct-09 Nov-09 Dec-09 Jan-10 Feb-10 Mar-10 Apr-10 May-10
Jun-10 Jul-10 Aug-10
Sep-10 Oct-10 Nov-10 Dec-10
Month
Avera
ge S
co
re
Q31 average England Average
Average Organisation Score by SHA
99209930994099509960997099809990
1000010010
South West North West Yorkshire &the Humber
North East WestMidlands
SouthCentral
East ofEngland
London EastMidlands
South EastCoast
SpecialHealth
Authorities
England
SHA
Avera
ge T
ota
l S
co
re
McKesson Data Quality Cycle Reports (Nov 2010)
Reduction of 88,216 errors (20%) since Nov 09
North West Total Data Quality Errors
430,828 413,385 410,357 402,620 394,818 387,235 382,888 376,572 375,963 366,475 356,198 349,332 342,612
167,609 157,407 155,866 153,426 150,164 144,978 142,600 138,138 137,848 132,298 128,419 124,366 121,077
263,219 255,978 254,491 249,194 244,654 242,257 240,288 238,434 238,115 234,177 227,779 224,966 221,535
0
100,000
200,000
300,000
400,000
500,000
Nov-09 Dec-09 Jan-10 Feb-10 Mar-10 Apr-10 May-10 Jun-10 Jul-10 Aug-10 Sep-10 Oct-10 Nov-10
Tota l Errors EMP errors ASG errors
McKesson Data Quality Cycle Reports (Nov 2010)
Errors per head for all organisations – reduced from 1.9 p/h in August 2010 to current figure of 1.8 p/h.
1.8
2.2
1.6
1.8
All organisations (64)
MH/LD (9)
PCT (24)
Trusts (29)
Average Errors Per Head
• If continue to cleanse records at the average rate of 1.9% per month it will take 40 years to clear
North West Data QualityMonthly Data Cleanse Rates
41
33
85
41
03
57
40
26
20
39
48
18
38
72
35
38
28
88
37
65
72
37
59
63
36
64
75
35
61
98
34
93
32
34
26
12
33
86
55
33
00
97
17443
30287737
78027583
43476316
9488
10277
68666720
39578558
6092.5%
2.8%
1.9% 1.9%
2.5%
1.2%
0.2%1.6%1.1%
1.9%1.9%
1.9%0.7%
4.0%
300000
320000
340000
360000
380000
400000
420000
440000
Dec-09 Jan-10 Feb-10 Mar-10 Apr-10 May-10 Jun-10 Jul-10 Aug-10 Sep-10 Oct-10 Nov-10 Dec-10 Jan-11
Records Cleansed(in Month)
Errors Outstanding(In Month)
Monthly % DataCleanse
• Extracts being fine-tuned by McKesson• IC are building the validation tool• No firm date for commencement of the pilot as
yet• Formal approval needed from WSGB to go
ahead with proposal• Pilot sites considered and chosen by Information
Centre – details of those who volunteered have been forwarded on
• Data Integrity Framework – eWIN Is it helping? How can it be improved?
• Quarterly Data Bulletin – eWIN Relevant and up to the minute data issues Incorporate ‘hints and tips’ section – please contribute
• Response to ad-hoc queries• TCS Workshops and supporting documents – eWIN
Workshops well attended Opportunity to cascade information, share experiences
• Occupation Code Manual (V9) Includes some new occupation codes (Emergency Care Practitioners) Publication expected Spring 2011
CHANGES FROM VERSION 8.1 RELEASED 6th AUGUST 2010 - NEW CODES -Changes have been approved by the Information Standards Board for Health and Social Care (ISB)
M Matrix - 035 for the separate identification of the Acute Internal Medicine Specialty
N Matrix - NF* for the separate identification of Nursing Assistant Practitioners.
N Matrix - N*L for the separate identification of those Nurses working within Neonatal Nursing, and the movement of those nurses working in Special Care Baby Units from their former position in N*C (Maternity Services) to the newly created N*L Neonatal Nurses.
N and P Matrices - References to the NMC register updated to bring them into line with the new register.
S Matrix and T Matrix - Some updated guidance notes relating to Assistant Practitioners
• Information Centre: www.ic.nhs.uk• NHS Productivity tool:
http://www.productivity.nhs.uk/Dashboard/For/National/And/25th/Percentile
• eWIN: www.ewin.northwest.nhs.uk• NHS Benchmarking Database:
http://www.healthcareworkforce.nhs.uk/resources/nwp_resources/nhs_benchmarking_database.html
• iView: https://iview.ic.nhs.uk/• ChiMat: http://www.chimat.org.uk/• SUS Data:
http://www.connectingforhealth.nhs.uk/systemsandservices/sus• Map of Info for QIPP: www.ic.nhs.uk
What system/process barriers exist to effective recording of information on ESR / other?
Are there any other recording issues/areas not covered today/before?
Please discuss on your tables, record detail and include any solutions (if they exist)
Staff in Post RecordingNadine Boczkowski
Managers
• DoH Scrutiny• Support the management cost reduction =
reduction by 2015• Workforce Leaders Group (WLG) priority
dashboard• Challenges back to SHA Workforce Directors and
back to You
Definition: “have overall responsibility for budgets, staff or assets or who are held accountable for a significant area of work.
• Occ Code/s: G0* & G1*
• Not below Agenda for Change Band 7
• Administrative – G Matrix
• Clinical – Relative Clinical Matrix
Health Visitors
• Top level objective• National increase 4200 by 2015 – Sarah Cowley
model• North West 415 HC now inflated due to FTE• DoH Implementation Plan due for release• CfWI HV Report to be published this week• No PCT allocations as yet – pending• Monitoring against plan will take place
Definition: “An employee who holds a qualification as a Registered Health Visitor and who occupies a post where such a qualification is a requirement.”
• Occ Code: N3H
• Not below Agenda for Change Band 6
• Holds Registered Health Visitor Qualification
• Managers – G Matrix
• Learners – P Matrix
Hosted Staff
• Used to inform CNST premiums by the NHS litigation authority
• Census process – figures published on “workplace”• Census data used to inform QIPP agenda• DH and IC monitoring workforce, productivity and costs
directly through ESR• Validate operating plans - Accurately workforce plan• Setting out an accurate scale of the challenges ahead
• Contractually employed by one org but need to be counted within another
• Capture where staff physically sit
• Workplace org recorded against positions
• Junior doctors• GP trainees• General re-charge arrangements
• Capture employees working for a separate organisation
• May be employees providing a national or joint service
• Census counts these staff into a separate group
• ESR Central Team• Hospices• Appointments Commission
• Used for non-NHS Employees• Excluded from Census
- Local Authority- Unison- Department of Work & Pensions- University staff
Chief Executives
• 64 Trusts• 58 Chief Executives – some Trusts have more
than 1!?• Close monitoring on the top level of the
hierarchy• Link with PCT Cluster information
Redundancies & ReductionsSaba Razaq
Actual Redundancies
ESR Data Warehouse
Department of Health
NHS Northwest
North West Trusts
Trusts -> ESR Live
Data sent out to North West trusts for validation.Validated returns collated and sent to Department of Health
• Monthly process – 6 week time lag between ESR Data Warehouse and ESR Live•Includes both Voluntary and Compulsory redundancies.• One week timeframe to validate data and return to SHA• Any amendments need to be changed on ESR
• Data is collated and trust level data sent to the Department of Health.•Used in national datasets to monitor and manage redundancies•Your data is important!
Data sent out to North West trusts for validation.Validated returns collated and sent to Department of Health
North West Trusts
Confirm Redundancy
FTE
Age
Length of Service
Redundancy Payment
Agenda for Change Spine
point
Final Salary (M&D Staff)
NHS North West
• Developmental work to calculate savings achieved through redundancies
•Estimated redundancy entitlement and projected salary costs over next three years
•QIPP
•Providing additional details on staff made redundant will help us make accurate calculations.
•Emphasis on getting ESR data correct. •Monthly validation important
Examples:
•227 ESR Total Redundancies April10 – Nov10•137 Confirmed redundancies April10 – Nov10
•40% of ESR redundancies are incorrect
•Most errors due to misinterpretation of MARS leavers•MARS leavers are NOT redundancies•See links at end for guidance document
•Out of 101 redundancy records (Apr10 to Oct10), 40 records had incomplete data.
• No Date Joined NHS 70% (28 records)• No AfC Band 7.5% (3 records)• No Date Left Org 5% (2 records)• Queries on M&D staff 17.5% (7 records)
•For greater accuracy we need your help please.
Potential Redundancies/Reductions
Quarterly
Trusts submit their
‘refreshed’ data.
DailyTrusts
notify SHA of any
exceptional cases of
high anticipated redundanci
es
Weekly
Trusts notify SHA
of any change in PR figures
Monthly
North West collations monitored
against Actual
Redundancies
Refreshed Collection is new baseline for the
quarter.
Trusts ensure their data is up to date
Trusts send updated
templates to SHA
Trust send updated
templates to SHA and inform via
telephone.
Monthly Collation sent
to the Department of
Health
SHA updates NW collation
file.
SHA update NW collation file and
notify DH via telephone & email
Refreshed collation saved and sent to DoH
Collection/Review
Update baseline figures
• Initial headcount & FTE figures submitted by all North West trusts.
•Quarterly data refresh exercises.
•HR1 Forms
•Notifications of any change in position on a weekly basis
•No weekly submission required ifnumbers/intelligence has not changed.
•SHA monitor using other sources of intelligence
1. Number of potential redundancies• Reporting time 6 – 12 months• Headcount• Staff groups
2. Number of potential staff reductions• Reporting time 6 – 12 months• Measurement: FTE & Headcount• FTE reductions, vacancy freezes, TUPE
3. Narratives• If numbers have changed• What are you doing to minimise redundancies?• How have the cumulative numbers changed since
your last submission.
Actions Required• Send a copy of the HR1 form to NHS North West• Consult with trade union representatives/ social
partnership forums.• If the situation changes, please let us know.
HR1 form can be downloaded from theInsolvency Service website.
What is a HR1 form?
• Statutory form to notify the Department for Business, Innovation & Skills (BIS) of plans to make 20 or more employees redundant.
• Intelligence received directly from Trusts
• Local press releases
• Blogs/Web SourcesRCN Frontline FirstFalse Economy
•MARS leavers coding guidancehttp://www.ewin.northwest.nhs.uk/storage/knowledge/Data_Bulletin_Issue_3.pdf
•HR1 form & guidancehttp://www.insolvency.gov.uk/pdfs/rpforms/hr1.pdf
•Blogs/Web Sourceshttp://frontlinefirst.rcn.org.uk/sites/frontlinefirst/index.php/news/north-west/ http://falseeconomy.org.uk/cuts/north-west/all/t1
