National HR Report September 2016 - Ireland's Health Services - … · 2016-10-24 · the process of completion. The complete professional supervision on-line module will be complete

Data available as at 12th

October, 2016 Page 1

National HR Report

September 2016

HSE National HR Directorate Leaders in People Services



Leadership Strategy (Action 1.1)

During the quarterly meeting of the Health & Social Care Professions Education & Development

Advisory Group (AG) members worked on the development of an implementation plan for 2017

for the ‘Health and Social Care Professions Education and Development Strategy 2016 – 2019’;

the priority areas being: Priority 1 - Visibility of Health and Social Care Professions (HSCPs),

Priority 2 - Continuing Professional Development (CPD), Priority 3 - Supervision, Priority 4 -

Advanced Practice, Priority 5 - Practice Placement Education, Priority 6 - Leadership and

Management Development, Priority 7 - Research.

HSCP Strategy (Action 1.5)

HSCP is working in partnership with HR Lead for Engagement, Organisation Design and

Development and Irish Nutrition & Dietetic Institute CPD Officer on the design of an effective

representation programme for HSCPs. A very productive focus group meeting was held for

Chairs/Heads of Professional Bodies on 1st September. The output of the focus group has been

added to the other data collected. The design is at an advanced stage, now based on clear

themes and needs that have emerged.

Supervision - On-line programme complete with additions such as videos and story-boards in

the process of completion. The complete professional supervision on-line module will be

complete and is to be launched at the end of October, 2016.

Development of Leadership Development Programme - in conjunction with other Led

specialists, NLIC, etc.

NDTP Strategic Plan 2016 – 2020 Launched (Actions 1.5, 4.2 & 7.7)

The National Doctors Training & Planning Strategic Plan 2016 – 2020 was launched on the 10th

September 2016 by Minister for Health, Mr. Simon Harris TD. This is the first strategic plan for

the department since the three functions of medical education and training, medical workforce

planning and the consultant post approval process were centralised in National Doctors Training

& Planning (NDTP) in November 2014. It has a statutory remit that is outlined in the Health Act

2004 and the Medical Practitioners Act 2007.

The combined objective of the three core functions of NDTP is to ensure that, at all times, the

Irish health service is provided with the appropriate number of specialists, who possess the

required skills and competencies to deliver high quality and safe care, and whose training is

matched to the model of healthcare delivery in Ireland, regardless of location.

The drivers and influencers of NDTP policy and decision-making are diverse and include national

health policy, national clinical programmes, demographic changes, evolving health service

PRIORITY 1 LEADERSHIP & CULTURE



structures, retention of doctors, the ‘MacCraith Report’ (Strategic Review of Medical Training

and Career Structure 2014), HSE strategies and frameworks, and key stakeholder engagements

regarding training for doctors.

The NDTP Strategic Plan contains six strategic objectives which, when delivered over the

lifetime of the strategy, will result in a series of outcomes that will benefit patients. The six

strategic objectives are as follows:

1. Develop a shared vision amongst all stakeholders of the future of doctor training and

consultant post requirements in Ireland

2. The role, responsibilities and added value of NDTP is understood by all key stakeholders

3. Trainee and specialist/consultant numbers, specialty and skill-set are aligned with current

and future service requirements

4. NDTP objectives and operations are supported by, and aligned with, key HSE divisions

5. Productive engagement mechanisms and relationships exist with stakeholders

6. NDTP is fit for purpose and capable of delivering on its objectives

It is anticipated that the following outcomes will materialise and become embedded as progress

is made in the delivery of the strategic objectives outlined above:

• A shared approach to future doctor training and consultant post requirements for the Irish

health service exists and is understood, leading to a combined and focused effort by all

stakeholders

• The training provided to doctors is appropriate, adaptive and capable of responding to the

changing needs of the patient and the health service

• Ireland’s medical workforce is increasingly aligned with the needs of the Irish health system

• Doctors’ experience of both training and work is consistently positive regardless of location

• Morale amongst all doctors – NCHDs, trainees, GPs, specialists and consultants - has

improved, resulting in better outcomes for patients

• Doctors trained in Ireland remain and work in Ireland in the long term

• Medical training in Ireland is increasingly highly regarded internationally

• NDTP investment in doctors’ training is delivering value for money

• An established workforce plan / framework is shaping appropriate medical education and

training and the employment of all doctors in the health service

• Consultant posts are filled in a timely manner resulting in a reduced reliance on locums,

which in turn is providing better training and patient experiences throughout the Irish health

service

• There is equity of access to quality services and better out comes for patients, regardless of

where they live

• High quality data is enabling and informing decision-making and career planning for the

medical workforce

The NDTP Strategic Plan 2016 – 2020 is available at the link below:

http://www.hse.ie/eng/staff/leadership_education_development/met/publications/ndtp-

strategic-plan-2016-2020.pdf



Medical Careers Day – September 10th

2016

On Saturday September 10th

, the fourth Medical Careers Day – “Building Your Future” – was

held in the Royal Hospital Kilmainham, Dublin, for interns and medical students. The Minister

for Health, Simon Harris, attended the event, and described it as “not only a great opportunity

for networking with peers, it enables participants to explore different career paths through the

medical profession”. The event is a joint initiative between the HSE, the Forum of Irish

Postgraduate Medical Training Bodies and the Medical Council of Ireland and is free to attend.

Attendees received talks on working and training in 13 broad specialty areas (medicine, surgery,

general practice, emergency medicine, pathology, anaesthetics, public health, paediatrics,

ophthalmology, psychiatry, radiology, obstetrics and gynaecology, and occupational medicine)

and could also follow-up on these directly at dedicated specialty stands. Attendees could also

avail of a workshop on interview skills held throughout the day.

The event was promoted throughout the day on social media using #medicalcareersirl and

reached over 70,000 people. Promotional videos of the day were also compiled and for a

flavour of the day see: long video - https://youtu.be/MQgoWAkNWx8, short videos -

https://youtu.be/rEe-maNULrE, https://youtu.be/7NRrCT64l9w, https://youtu.be/HtTl_TvKJGs,

and https://youtu.be/NYgit5wm6Zc.

The event also highlighted the medical careers website (www.medicalcareers.ie ) that was

launched in 2015 as a recommendation of the Strategic Review of Doctors Training and Career

Structure (MacCraith Report).



Staff Engagement Survey (Action 2.2)

The Staff Engagement Survey “Your Opinion Counts” is currently live and all staff are

encouraged to participate. As at 11th

October - 10,100 staff had completed the survey online.

The National Staff Survey Project team are Libby Kinneen, Breda O’Dowd, Denise O’Shea,

Catriona Mc Connellogue, Stephen McGrath, Marie O’Sullivan and are available to assist with

any queries.

The survey will take no more than 10 - 15 minutes to complete. Staff will be able to access it

either at work if they are connected or at home using their own device. To find out more about

the Health Sector Staff Survey 2016 visit http://www.hse.ie/eng/staff/staffsurvey/

HR Twitter (Action 2.3)

For most up todate HR News and People Strategy developments, please feel free to follow us on

(@HSE_HR) – twitter.

Diversity Equality and Inclusion Whole Team Meeting (Action 2.9)

For details on all work ongoing gin this area please Ctrl+Click link to visit HSE Website - Diversity

Equality and Inclusion - Achievements to date 2016

Dress Code and Uniform Policy (Actions 2.9, 8.8)

Formal union consultation is commencing now with the National Joint Council (NJC) Policies and

Procedures Sub Group, on this policy.

Graduate Internship Access Place (Actions 2.9, 3.17)

AHEAD Workplace Able Mentoring have worked with Diversity Equality and Inclusion office to

carry out a Needs Assessment, and to identify a Mentor prior to commencement of the

successful intern.

Diversity Equality and Inclusion Update (DEI) - Preventative Measures for Bullying and

Harassment in the workplace (Actions 2.9, 7.6, 7.8)

Dublin Rape Crisis Centre have been successful in tendering to deliver Preventative Measures –

Dignity At work training for Managers in the following six sites: Beaumont Hospital, Cork

General Hospital to include Cork Maternity Hospital, Cavan General Hospital , Sligo General

Hospital, CHO Area 1 and Cho Area 9 and the six sites six sites have been contacted to initiate

Early Warning System recording for their locations from June 2016 as a measurement metric for

the effectiveness of the intervention in 2016/17.

PRIORITY 2 STAFF ENGAGEMENT



Inclusion in Diversity Equality and Inclusion Strategic Plan for staff from Traveller community

(Action 2.9)

DEI Strategic Plan now contains has Traveller Inclusion goals following consultation with Pavee

Point representative.

Inclusion in Diversity Equality and Inclusion Strategic Plan for staff who volunteer to do

humanitarian work abroad (Action 2.9)

DEI working with Global Health, HSE to support HSE employees to volunteer.

Staff Working Environment (Action 2.12)

There is a need to strengthen occupational safety and health support and advice across the

system to support managers in developing work environments that are conducive to delivery of

safer better healthcare.

A gap analysis is currently ongoing to resource allocation can be prioritized.

Peer led vaccination programmes have been rolled out to support uptake of the Flu vaccine

amongst staff.

Health & Safety Update – August (Action 2.12 to 2.14)

National Health & Safety Function

Information and

Advice

Helpdesk • 114 Health & Safety requests logged to the

helpdesk in August 2016.

Other • Stress Management Seminars continue.

• The NHSF Introduction pamphlet was revised

Website • Fast facts were developed to provide a brief

overview of various health and safety topics to

support our managers, employees, safety

representatives and others. These are easy to

follow briefings and can be easily used for review

safety committees/departmental meetings.

• Safety Statement

• Incident Management

• Slips, trips and falls

• Office Safety

• Safe Use & Disposal of Sharps

Safety Alert developed;

• Use of Display Screen Equipment



Frequently Asked Questions revised;

• DSE Equipment

Job Descriptions for

Managers

• In conjunction with the Head of National Health

and Safety Function, developed roles and

responsibilities for manager-level Job descriptions

Protocol for Communicating

Policies, Procedures,

Protocols and Guidelines

(PPPG’s)

• Developed he following Fast Facts to support the

launch of three new PPPG’s:

• HSE Guideline on the Safe Use and

Handling of Cytotoxic Drugs 2016

• HSE Policy on Statutory Occupational

Safety and Health Training

• HSE Policy on the Prevention of Sharps

Injuries 2016

Dangerous Goods – National

Programme

• Completed Tender circulation process. It is

expected that the framework will be finalised and

published in October 2016.

Audit and

Inspection

National Level 1 Audit

Programme • Schedule for Q4 2016 finalised and will begin end

September 2016 to the following areas:

Letterkenny, Galway, Connolly Hospital

Blanchardstown, Naas and Cavan

Statistical Data • Work has commenced on project identified to

collate data from audits completed on policy

dissemination and associated risk assessments

Training Training Request Form • Group Training Request Form ( GTRF) is currently

being developed to facilitate applications from

managers who have 5 or more staff attending a

training Programme

Training Team OGP

Procurement

Management of violence and aggression

• Procurement Support Request Form sent to HSE

Procurement

Development of the Health and Safety Training



Framework Agreement in consultation with OGP

• Meeting with OGP 12th

August RE: Strategy

Criteria and award criteria

• Reviewed and amended Specifications for

Inanimate Manual Handling and Patient Moving

and Handling instructor Training Programmes

following feedback from National Manual

Handling Training Project Group

• Reviewed and amended strategy document and

remaining training specifications

Training Programme

Development

Electrical Safety Awareness Programme

• Development of Electrical Safety Awareness

Programme to support SAFETY ALERT

Ref:SA001:01 commenced

Training delivery On-going delivery and coordination of National

Health and Safety Training Programmes

• 15 training programmes delivered through the

Training Team 11th

- 31st

Aug

• No. trained 166

• No. who did not attend (DNA) 18- Cost incurred

€967:00

Manual Handling Training

Project Group

• Circulated Draft Training Spec for People Moving

and Handling Instructor Training and collated

feedback from Group and amended document

• 17.08.16 meeting with Group

HSELanD Health and Safety

Programme for Managers

• Develop, amend and review bank of 30

assessment questions for programme

• Final Storyboard and video content agreed

following teleconference and meetings with

Aurion. Delivery date of 21st September agreed

Staffing Grade III Replacement

• Grade III due to commence on 8th

September 2016



Learning & Development Plan (Action 3.1)

The final edits on the new HSCP hub on www.hseland.ie will be complete by 30th September,

2016 and the hub will be launched at the beginning of October, 2016.

Multi-disciplinary Development Programme (Action 3.6)

The first module of the Future Leaders Programme for Health and Social Care Professions

commenced on 28th

September, 2016.

Learning and Development Evaluation (Action 3.19)

The HSE’s online learning and development team HSELanD, has won two Brandon Hall Group

HCM Excellence Awards.

The HSELanD team comprising Tony Liston, General Manager, Leadership, Education and

Development, HSE, Pat Kenny, National E-Learning Manager, HSE were awarded with a

prestigious Gold Award for ‘Best Learning Team’ and a Bronze Award for ‘Best Advance in

Learning Technology Implementation.’

The Best Learning Team Award for the Learning and Development category is for the teamwork

and accomplishments of a team of learning professionals in workplace learning.

PRIORITY 3 LEARNING & DEVELOPMENT



Integrated Workforce Planning Workshop

An integrated health workforce planning (WFP) workshop was held on 21st

September which

was attended by over 45 staff from across the HSE. The workshop afforded us with an

opportunity to showcase and share the excellent work that is on-going within the organisation,

in relation to health WFP. Presentations from the event are available on our website.

The feedback is being correlated and following which a Steering Group for Integrated Workforce

Planning for the Health Service will be established.

Disability Census Review Group (Priority 4.9) and Diversity Equality and Inclusion Input into

2016 Employee Engagement Survey (Action 5.6)

Review carried out by this Group has led to the incorporation of the Disability Census questions

into the Health Sector National Staff Survey 2016, ensuring confidentiality for staff completing

the Survey regarding disability. Suggested content for inclusion in the Employee Engagement

Survey 2016 including Diversity Equality and Inclusion content as a whole has been agreed and

included by survey administrators in conjunction with HR Lead for Engagement, Organisation

Design and Development.

DEI Co-ordinate and facilitate a Workshop for HR Leaders in HSE (Actions 4.9, 8.5, 8.8)

Invitations have been issued for this event for Monday Oct 24th to HR National Leaders. Event

will have inputs from AHEAD (Disability awareness in HR Practices), GLEN, Pavee Point, Project

SEARCH, and Gender Equality with action planning to fine-tune the Diversity Equality and

Inclusion agenda for 2017.

PRIORITY 4 WORKFORCE PLANNING



Service Employment Levels - August, 2016 (Action 5.1 – 5.13)

At the end of August 2016, health services’ employment stood at 105,578 WTEs.

WTE & percentage change by Staff Category September 2007 to August 2016

WTE change by Staff Category WTE c ha nge

sinc e Se p 0 7

WTE c ha nge

sinc e Ma r 0 9

WTE c ha nge

sinc e Oc t 13

WTE c ha nge

sinc e De c 15

WTE c ha nge

sinc e Jul 16

Total Health Service Staffing -7,193 -6,192 +8,818 +1,694 -63

Medical/ Dental +1,414 +1,365 +1,229 +178 +158

Nursing -3,427 -3,251 +1,523 +185 -174

Health & Social Care Professionals -776 -1,041 +1,902 +409 -16

Management/ Admin -1,954 -1,487 +1,398 +303 +15

General Support Staff -3,894 -3,155 -210 -36 -30

Patient & Client Care +1,444 +1,377 +2,977 +655 -15

Percentage change by Staff Category % c ha nge

sinc e 0 7

% c ha nge

sinc e 0 9

% c ha nge

sinc e 13

% c ha nge

sinc e 15

% c ha nge

sinc e Jul 16

Total Health Service Staffing -6.38% -5.54% 9.11% 1.63% -0.06%

Medical/ Dental 17.46% 16.75% 14.84% 1.91% 1.68%

Nursing -8.80% -8.38% 4.48% 0.52% -0.49%

Health & Social Care Professionals -4.92% -6.49% 14.53% 2.80% -0.11%

Management/ Admin -10.61% -8.28% 9.27% 1.87% 0.09%

General Support Staff -29.17% -25.02% -2.17% -0.38% -0.32%

Patient & Client Care 7.95% 7.55% 17.89% 3.45% -0.08%

Update on EWTD Compliance - August (Actions 5.1, 5.8)

Some key points:

The data deals with 5,366 NCHDs – approximately 98% of the total eligible for inclusion. Note

that this is calculated on the basis that the number of NCHDs is increasing on a month by month

basis. The number of NCHDs included in August 2014 from the same group of hospitals and

agencies was 4,864, in August 2015 it was 5,277;

Compliance with a maximum 48 hour week is at 80% as of end August– unchanged from July;

Compliance with 30 minute breaks is at 99% - unchanged from July;

Compliance with weekly / fortnightly rest is at 99% - unchanged from July;

Compliance with a maximum 24 hour shift (not an EWTD target) is at 96% - down 1% from July;

Compliance with a daily 11 hour rest period is at 97% - unchanged from July. This is closely

linked to the 24 hour shift compliance above.

PRIORITY 5 EVIDENCE & KNOWLEDGE



Attendance Management – July, 2016 (Action 5.6)

Target

July 2015

Full Year

2015

Previous

Month July 2016

YTD 2016 % Medically

Certified

(July 2016)

Attendance

Rates

3.5%

3.98%

4.21%

4.2%

4.3%

4.5%

89.7%

Latest monthly figures (July 2016)

The July rate at 4.3% is up marginally on the June rate of 4.2%.

4th Annual Health and Social Care Professions Research Conference (Action 5.9)

Health & Social Care Professions (HSCP) Research Conference 16th

November, 2016, at The

Conference Centre Dublin Castle. Abstracts from 117 researchers have been reviewed – and

decisions made on oral/poster presenters at the Conference. Presenters will be first to register

on the HSCP hub on www.hseland.ie. Registration will open to all by 1st October. It is expected

that 200 delegates from HSCP will attend.



Development of the National HR Mediation Service (Action 6.5.1)

Mediator Panel Shared Learning Meetings 2016 to date

Our July meeting opened with a presentation by Dr. Deirdre Curran, NUIG on ‘Growing the

Success of the HSE Mediation Service’. Dr, Curran outlined the work of the Kennedy Institute

Workplace Mediation Group (KIWMRG), the context of workplace conflict management in

Ireland, the importance of research in the area, and examples of other Internal Mediation

Programmes. Key findings from her 2014 Research in respect of the HSE Internal Mediators

were outlined and led to detailed discussions in relation to mediator goals, qualities, expertise

and behaviours, with recommendations for the development of the service.

Our September meeting commenced with a presentation on the implementation of Restorative

Justice Practice into General Mediation by Niamh Cunningham from the Restorative Justice

Service. An update was given on the development of the National Mediation Unit with central

access by phone and email to information and advice from a practitioner mediator as well as

case referral to the service. This initiative is being actively supported by the HR Employee

Helpdesk Manager and staff, ensuring all queries are dealt with in a timely fashion.

Updated processes around the referral, logging and the requirements of mediators in respect of

reporting of cases to the National Mediation Service were discussed and agreed by the Group.

The National Mediation Service can now be accessed across our health services by contacting

(046) 9251255 or [email protected]

For more information visit HSE website and to download our Information Leaflet and Poster for

display in your work areas: http://www.hse.ie/eng/staff/benefitsservices/Mediation_Service/

PRIORITY 6 PERFORMANCE



National Investigation Unit (Action 6.6)

Legal Review - Draft National Human Resources Guidelines for Establishing and Conducting

Human Resources Investigations

Meetings were held on 1st

and 9th

September 2016 with the HSE External Legal Partner in regard

to the Draft National Human Resources Guidelines for Establishing and Conducting Human

Resources Investigations.

A further meeting was held on 29th

September 2016 between the HSE External Legal Partner

and HSE Office of Legal Services to complete a review of the Draft Guidelines. Once the outputs

from this review are completed it is envisaged it will be discussed at the National Human

Resources Investigator Working Group.

HSE National Human Resources/State Claims Agency Learning Forum

A HSE HR/State Claims Agency Learning Forum has had its initial meeting. This Forum will

discuss learning from all public sector investigations which will enable the HSE to implement

strategic development plans in relation proactive management of Alternative Dispute

Resolution and HSE HR Investigations.

At each meeting this Forum will also review the number and types of claims paid out by the

State Claims Agency in respect of the HSE.

This is a unique Forum as it does not exist at the moment, however the benefits to be accrued in

terms of actions and pro-active plans will be substantial.

There will be significant input from State Claims Agency Risk Managers in relation to claims

which have settled and claims which are on-going. The benefit of this approach is the HSE

Human Resources National investigations Unit does not have to wait until the claim is finalised

before learning and pro-active management can be achieved.

Members of the Forum will be:

• Human Resources National Investigations Unit Representatives

• State Claims Agency Enterprise Managers

• State Claims Agency Risk Managers

Terms of Reference and now being agreed for the Forum.

Department of Public Enterprise and Reform (DPER)

A meeting is being held with the Department of Public Enterprise and Reform on 5th

October

2016 to discuss Investigations in the wider public service and guidance handbook recently

issued by the Department of Public Enterprise and Employment.

Further Information/Ideas



If you wish to contribute any ideas/suggestions, or are interested in this area and have any

feedback, we would like to hear from you. Please email:

[email protected]:

[email protected] / Email: [email protected]



Review of the Public Service Sick Leave Scheme (Action 7.9)

The Department of Public Expenditure and Reform’s Review of the Public Service Sick Leave

Scheme has entered the consultation phase with the unions. Meetings have been held with

representatives from the Public Services Committee of the Irish Congress of Trade Unions, with

parallel consultations taking place with staff representatives who are not affiliated to the ICTU

(including the PNA, IDA and IHCA). At the initial consultation meetings, which are also attended

by management representatives from each sector, DPER gave a comprehensive presentation on

their management proposals and sought feedback from the unions. Further meetings with the

unions will be held in October to take account of issues raised.

The purpose of the Review is to look at the overall effectiveness and operation of the Public

Service Sick Leave Scheme to date and to assess any operational difficulties which have arisen

since its introduction. However, the fundamental terms of the Scheme, such as the limits to

access to paid sick leave and the dual look back, are beyond the scope of this Review.

Based on feedback from the sectors, DPER have developed a number of recommendations to

improve the operation of the Scheme and these recommendations, along with their rationale in

terms of cost-effectiveness, standardisation and equity, have formed the basis for consultations

with the staff side. DPER’s proposals relate to the operation of Temporary Rehabilitation

Remuneration (TRR), the Critical Illness Protocol and the ‘Look Back’ period for determining paid

sick leave entitlement. The proposals also address a number of other issues pertaining to the

operation of the sick pay scheme which have been raised by the sectors.

Research on Good Practice in the Employment of People with Disabilities – National Disability

Authority (Action 7.12)

PACEC recently contacted Diversity Equality and Inclusion department to invite us to consult

regarding a NDA commissioned employer and employee survey which we undertook and look

forward to feedback.

Review of Role and function of Healthcare Assistants

A working group to examine the role of Healthcare Assistants in the health service is in the

process of being established. The group which will be independently chaired will be asked to

conduct a comprehensive review of the role and function of the Healthcare Assistants in the

broader health service and will, inter alia, examine the following issues;

• Recruitment and Training in the recruitment of Healthcare Assistants,

• Current role and function of Healthcare Assistants throughout the health service,

• Scope for development of Healthcare Assistants role in different service areas,

• Requirement for specialised training for particular Healthcare Assistants roles,

• Career progression opportunities for Healthcare Assistants.

PRIORITY 7 PARTNERING



Nurse Management Structures

A process of engagement under the aegis of the WRC with regard to Nurse Management

Structures across the Acute, Primary Care and Social Care services has recently resumed. It is

likely that this process will have to be subdivided to take account of the different priorities in

each of the 3 areas and to ensure that any process is conducted in a manner that is consistent

with implementation and roll out of Community Healthcare Structures and the development of

Hospital Groups in each sector.

WRC Agreement – Mental Health Services

Implementation Group to oversee the roll out and implementation of measures agreed under

the recently brokered WRC agreement between the HSE and PNA is now established, the group

is meeting on a weekly basis and will be continuing until the end of 2016.

Measures to ensure that commitments given in respect of staffing, training and restoration of

healthcare measures in relation to incremental credit for returning retirees and the community

allowance are implemented as provided for in the agreement and in accordance with timelines

agreed.

Separately, the verification process provided for in the agreement is in the process of being

established.

Job Evaluation

Agreement has been concluded with IMPACT to reopen the Job Evaluation Scheme. In this

regard, applications for same are currently being made and the process of training evaluators

(management nominees) is currently underway.

Discussions with regard to the reopening of the scheme previously obtained in respect of

Support Grades are ongoing between SIPTU and the HSE.

GP Trainers

The HSE is in the process of reviewing how we provide training under the GP Training Scheme.

An information gathering exercise has been undertaken with the local area management and

this will inform the proposals and business case that will be put to senior management. A

number of GP’s (52) have individually launched claims with the WRC in relation to their

employment status. The hearings have been deferred pending discussion with the WRC on the

arrangements for hearings.

Sleepovers

The WRC Conciliation process that supports the implementation of sleepover/EWTD compliance

in the Social Care settings is on-going. The payment of the Labour Court Recommendation has

proceeded in social care and currently information regarding costing in the ID and Sensory

sectors is being verified. It is anticipated that when this exercise is completed the LCR payments

will issue in these sectors. The Minimum Wage increases announced in last year’s budget have

not as yet been paid in any sector. The design of new rosters is taking place in the services and

will be discussed at the Conciliation sessions.



HR National Employee Helpline (Action 8.5.1)

Operational e-HRM (Action 8.18)

Final project approval is now in place from DPER/CMOD, OoCIO, HBS-SAP, HR and HSeLanD for

the (HeLMS) project which will implement the enhanced Learning Management System

capability on www.hseland.ie ensuring integration with SAP HR. This is commencing as a

National Project initially with Tallaght Hospital with a National Reference Group representing all

Hospital Groups being established. A subsequent roll-out across all Hospital Groups and CHO’s

will follow.

HR Operating Model

Feedback continues in relation to the HR Working Model which we are aiming to sign off in

December, 2016. All comments and queries in relation to same can be directed to Caitriona

Heslin, Organisational Development and Caroline Smith, National HR Division.

Change Model

Work is ongoing to revise and update the HSE Change Model

(http://www.hse.ie/eng/staff/Resources/hrstrategiesreports/Improving_our_Services,_A_Guide

_to_Managing_Change_in_the_the_HSE_-_Oct_2008.pdf) - the first edition of Improving Our

Services (A Users' Guide to Managing Change in the Health Service Executive, 20018) was a joint

initiative between the Health Services National Partnership Forum and the HSE. The approach to

change as outlined in the HSE Change Model was accepted as an appropriate approach in the

subsequent national pay agreements. In line with the Programme for Health Service

Improvement a commitment has been made to revise the HSE Change Model to reflect the

current context for health and social care and to reflect any significant new developments in

change management

Improving Our Services: A Users’ Guide to Managing Change in the Health Service Executive has

been in use in the HSE since 2008. It is referenced in the Public Service Agreements as the

agreed guide for managing change in the HSE. In line with the People Strategy 2015 - 2018 and

the Programme for Service Improvement we have commissioned a review of the HSE Change

Model with view to updating and producing a revised 2nd

edition.

The proposed benefits and planned outcomes are:

• Improved capacity to manage and sustain change

• Increased focus on patient / service user engagement in the planning and co-design of

change initiatives (see People Strategy - Priority 7 Partnering)

• A consistent and system wide approach to change across the system complementing other

approaches including organisation development, service improvement, project management,

benefits realisation, quality improvement approaches etc.

PRIORITY 8 HUMAN RESOURCE PROFESSIONAL SERVICES



• Improved change governance arrangements aligned to a consistent approach

• Change Model and guidance aligned with current Health Service Policies i.e. Future Health,

Healthy Ireland, HSE Corporate Plan, People Strategy etc., ensuring business and clinical

service relevance.

Strategic Alignment

• Change Model and guidance aligned with current Health Service Policies i.e. Future Health,

Healthy Ireland, HSE Corporate Plan, People Strategy etc., ensuring business and clinical

service relevance

• Increase focus on patient / service user engagement in the planning and co-design of change

initiatives. (See People Strategy - Priority 7 Partnering)

• Aligned to best practice in change management and staff engagement

• Approach to change as agreed in Public Service Agreements.

Engagement is focusing on:

- Improving content of the Change Model

- Learning from experience of change

• The engagement and consultation process to support the revision of the HSE Change Model

has been progressing well and work is on target

• The Literature Review has been commissioned and is being carried out by RCSI

• Requests for submissions has been extended to a broad range of internal and external

stakeholders across the system from academic, practice based and thought leaders and

business sector. This work has been extensive and the submission deadline was 5th

September

• Direct face to face engagement / consultation sessions have been completed with a cross

section of staff / managers / practitioners / external agencies - a number of further sessions

are scheduled to take place in September 2016. (Details on the sessions / individuals /

groups consulted have been recorded)

• A reference group has been established to provide oversight regarding content and

‘usability’.

Briefings and Ongoing Consultation

• Initial briefing of the HSE Leadership Team, HR Leadership Team and the Unions took place

within the context of the sign off of the Project Initiation Document (April 2016)

• A dedicated session with the JICF is scheduled to take place on 20th

October 2016 (next

scheduled meeting of this group)

• Consultation with the HR Feedback Forum / National Staff Engagement Forum to be

progressed

• Ongoing engagement with the Programme for Service Improvement will be continued - a

number of face to face sessions have taken place to date. Request for any additional

submissions has been made with an early September deadline

• An organisation wide Broadcast was issued in early September to tap into relevant learning

by staff across the system with regard to the implementation of change. HSE HR twitter will

also be used to access additional inputs.

• The volume of data being gathered overall is significant - dedicated time is required to distil

the data received, integrate the evidence from different sources and actually write the revised

edition



• The phase of sign posting resources and tools etc is likely to be longer term and ‘work in

progress’

• Design and technical expertise is needed in terms the development of the mobile application

options for improved accessibility and usability.

Emerging Themes

• Co-production with staff and service users - early engagement

• Increasing focus on people and cultural aspects of change i.e. the human factors

• Role of service users as key ‘drivers’ of change

• Continuous learning and improvement

• Measuring to track progress / improvement with a focus on outcomes

• Evidence informed change / improvement

• Clarity regarding purpose and aims – why are we changing and what are we trying to do?

• Sustaining and spreading good change initiatives

• Focus on building our change ability

• Resourcing the change - understand what is needed to support change - expertise, time,

project / improvement support, development inputs etc.

• Developing networks for change (change platforms)

• Whole system, focus on interdependency

It is essential that we have input from individuals and teams into the process and you and your

team may wish to make a submission and or indeed have a face to face engagement session to

complement inputs to date from staff across the system. Written submissions can be made to

Caitriona Heslin, OD Lead ([email protected]) whilst meeting requests can be made by

contacting [email protected].

Rosarii Mannion

National Director Human Resources

Documents

National HR Report September 2016 - Ireland's Health Services - … · 2016-10-24 · the process of completion. The complete professional supervision on-line module will be complete