Embed Size (px)
Citation preview
NHS NORTH WEST
CHESHIRE AND MERSEYSIDE WORKFORCE UPDATE
LETB UPDATE
1 LETB in the North West with 3 local workforce and education groups as per current geography
Largest in NHS England, strong ability to influence on the national stage
LETB will need to go through authorisation Focus on progressing the MPET Investment plan, 5 year
workforce development plan, and authorisation criteria Recruitment of the LETB Managing Director Workforce and Education staff / Deaneries transferring to
Health Education England to support the LETB HEE website http://healtheducationengland.dh.gov.uk/ LETB information on eWIN https://northwest.ewin.nhs.uk/
Workforce Plans 2012/13 – 2017/18
Current refresh of workforce plans out in the system with deadline of 21st September 2012
The refresh covers update to multi-faceted narrative across 8 domains and a workforce risks / issues and mitigating actions paper
The coverage is inclusive of all NHS workforce and includes primary and community care, public health and other sectors where information is available.
Utilisation of the three workforce planning and modernisation networks across Greater Manchester, Cumbria and Lancashire and Cheshire and Merseyside
Workforce Assurance and Patient Safety
The national drive by the Department of Health and workforce leaders group (WLG) for workforce assurance
Plans need to be signed off CE, Director of Nursing and Medical Director
Workforce and patient safety links report included with packs issued to providers and commissioners
Workforce assurance matrix available to download from eWIN
Plans to be tested against a single assurance process integrating finance, activity, patient safety, clinical safety and performance metrics
The eWIN system allows providers to benchmark their workforce against other providers along QIPP indicators, priority areas and use knowledge management and best practice to implement changes.
Purchasing the National Workforce Assurance Tool for Providers
Plans / training / implementation been drawn together
Officially launched via HRDs and LETB in next quarter (Sept – December 2012)
SubmissionWorkforce Demand spreadsheet
Workforce Risks / Issues / Actions report
(Optional) Workforce Narrative refresh
Close of Play Friday 21st September 2012
Workforce Assurance
THE WORKFORCE ASSURANCE FRAMEWORK
• The Workforce Assurance Framework is a method for achieving system assurance that the planned and available workforce can deliver safe and quality services.
• Identify current workforce issues and is an early warning system when reviewing projected workforce changes
• Reflects the key lines of enquiry agreed by the DH Operations Board1
1 – Key lines of enquiry referenced in DH KLOE on Safety and Quality Assurance of Workforce Changes
THE NEED FOR A ROBUST SYSTEM TO SUPPORT WORKFORCE ASSURANCE
• Much of the data collected is currently retrospective and not forward looking
• Process, dashboards and metrics collected are different in different regions
• Individual indicators are often looked at in silos
• Current processes are not supported by robust statistical analysis
• Current processes are labour intensive as mainly manual processes
• Currently workforce plans go backwards and forwards between Trusts and Assurers, increasing timescales / tensions
Current Challenges• The tool will use trend data to project
how the picture might change over time which can then be compared to actual performance
• Good practice adopted consistently across Trusts and regions with a collation of all existing metrics
• Enables consideration of the importance of interrelationship between indicators and triangulation of workforce, activity and finance
• Assurance processes underpinned by detailed information base and statistical analysis including detailed literature review
• Automation reduced manual data manipulation and handling burden
• Greater visibility of assurance expectations between Trusts and Assurers – a shared tool that can be also be used by individual Providers
Solutions from the tool
Expertise from 10 SHAs and the Department of Health have been drawn upon to support system design and to address the current limitations associated with attempting workforce assurance using static data and manual processes. The key challenges identified by this group in relation to workforce assurance and the related desired benefits of the system are detailed below:
HOW WE ARE APPROACHING ASSURANCE
What is different?
• A systematic approach enabling rigorous, structured evaluation
• A statistically robust underpinning for assurance analysis
• Analysis of correlation and relationships between triggers
• Thresholds for triggering
• Escalation routines to enable consideration of escalation in structured
Our different approach creates a different conversation about assurance:
This enables you to
• Create and drive top table discussions
• Changes the nature of assurance engagement with Trust Boards and Management Teams
• Call on robust evidence and analysis as support for key decision making
• Take a more integrated approach to assurance activities
• Justify decisions
UNDERLYING PRINCIPLES OF THE TOOL1. Effective workforce assurance is a critical component of
helping ensure the ongoing efficient and effective delivery of services across the NHS system.
2. Organisations should be supported to be rigorous in their self assurance processes, to improve outcomes and reduce the need for external assurance.
3. By using data appropriately, users can be supported to make better assurance decisions. This is a decision support tool, not a decision making tool.
4. Consistent high levels of assurance across regions.
5. Considers a cross section of demand, activity, quality, finance and service information rather than considering workforce alone.
6. Balances forward looking assessments with previous performance: i.e. Historic dashboards are a useful input but do not tell the whole story.
7. To minimise effort, Nationally available data will be used wherever possible to reduce the administrative burden.
8. Differences in data quality and availability need to be allowed for and highlighted within the system.
9. Throughout the life of the tool, the system will be actively managed so that as new national datasets become available each period they are uploaded into the tool.
Fundamental Tenets
WorkforceAssurance in
Practice
Data usage
WHAT IS THE TOOL INTENDED FOR?
The Tool IS intended to provide:
The workforce element that will link with wider system level assurance
Triangulation between workforce, activity and finance data
A national platform to workforce assurance that can be adapted as appropriate for each SHA
Best practice approach that is built on existing published literature
An approach that recognises that assurance criteria will change and be refined over time
The Tool IS NOT intended to be:
A tool to publish information
A performance management tool
A data collection tool; existing data is used
A directorate, divisional and professional assurance tool as other resources are available for this
My Analysis My ResourcesMy Actions
OrganisationDashboard
MetricDashboard
Help
Workforce Assurance Portal
My Flags
The Workforce Assurance Portal
My QualitativeIndicators
My Plans
My Threads
My Notes
My Assurance Logs
Supporting Materials
Community
Data Sources
FAQ
Workforce Dictionary
The key components that people use within the portal are illustrated in the table below:
13
Indicators, Metrics and Thresholds
Workforce
Staff :bed ratios
Staff Type ratios
Staff : Activity Ratios
HV against target
Workforce productivity Skill Mix
Turnover and
RedundancyRetention Temporary
StaffNew
StartersStaff
Diversity
Management numbers
Admin and management:
non admin staff
Clinical: non-clinical staff
Number of consultants/
registrars (FTE) per 10,000 bed
days
Number of qualified nursing,
midwifery and HV staff (FTE)
per 10,000 bed days
Future Staff
Supply
Absence Ratio
Absence by Type
Midwife: birth ratio
MH Consultants: population
Number midwives
acute: community
GP: population
Number of health visitors
HV FTEs: Children under
5
NHS Productivity (output and
quality adjusted)
Number of staff in agenda for
change in bands 1-4 as %
total
Total nursing staff bands 1-4:
5-6
Total nursing staff in bands 5-
6: 7+
Ratio non medical band
7+: non medical 1-6
Turnover excluding
transfers and temporary staff as
% total FTEs
Number of vacancies> 3 months by department
Redundancy Numbers as %
total FTE
Number staff expected to retire
in next 5 years
GP vacancies
Total FTE as % previous year
Total FTE as % level 3 years
ago
New Starters within the last
12 months
Staff gender ratio
Ethnicity
Clinical staff gender ratio
Non-clinical staff gender
ratio
% of staff that are temporary-
Doctors
% of staff that are temporary-Nursing Staff
% of staff that are temporary-Support Staff
Absence ratio as % of total
FTE
% Absence by type
% Sickness by type
Number junior doctors as % total Clinical
staff
Number student nurses
as % total clinical staff
Amount spend on education, training and
research as % total revenue
Denotes a GP –related metric
: denoted a ratio
Target ValueIntervals from Target Value
Intervals from Target ValueIntervals from Target Value
Scale
Range
Med riskHigh risk
Lower riskMed risk
Med riskHigh risk High risk
Lower risk
Metric e.g. Midwife: birth
ratio
An indicator could be the number of midwives, or the number of births. The data from these indicators is used to create different metrics.
The metric will be assigned a risk level depending on the threshold. Some thresholds are scales where one extreme is good and the other is bad. Other thresholds are ranges where there is an ideal level and anything either side increases risk. In our example a threshold would be a scale, and less than e.g. 3 midwives per birth is ‘high risk’.
Indicator• The base level of data used to make metrics• This data comes from various source data setsMetric• Metrics display information about an aspect related
to workforce• Metrics can also be direct (taken directly from one
indicator) or compound (calculated by combining more than one indicator)
Threshold• The threshold is the level at which metrics turn
green, amber or red, indicating the risk associated with each metric
• The threshold is different for each metric and based on the value needed for them to be considered high risk, and turn red, or low risk, and turn green
• The threshold can take the form of a scale or range
Example: Indicators, Metrics and Thresholds
Assurance against plan
Safety InfectionsPreventativeFinance
Organisational Workforce Profile
Staff Experience
Workforce
Staff Experience
Patient Satisfaction
Assurance of plan
Patient Experience
Cdifficile Mortality
MRSAMonitor Risk
Ratings
Incident Reporting
Mortality
Preventative
Finance
Planned workforce
spend
Workforce
Planned Workforce Numbers
Planned Workforce:
Activity Ratios
Planned Stability and
Absence
Activity
Planned hospital
attendances
Education and Appraisals
Staff Appraisals
Planned Time Spent
Activity
Planned Temporary
Staff
Activity
Length of Stay
Bed Occupancy
Mental Health
Time Soent
Cancelled Operations
Hospital Measures
Maternity Measures
Finance Workforce
Workforce Spend
Workforce: Activity Ratios
Skill Mix
Temporary Staff
Workforce Numbers
Stability and Absence
PROMsMedication Incidents
Workforce spend against
Plan
Workforce Numbers
against Plan
Workforce: Activity Ratios against Plan
Stability and Absence
against Plan
Hospital attendances against Plan
Time Spent against Plan
Temporary Staff against
Plan
PCT Cluster Metrics
GP Surgeries
Immunisation Rates
Incidents
Prevention
Overall Assessment
The Assurance Map
There are 4 assurance groups, 3 are based on data and are shown below, the 4th is based on qualitative data. Each of the 3 groups below contains trigger groups, triggers, and below each of these are the metrics.
HEALTH VISITORS UPDATE
Monday 17th September 2012
NORTH WEST PERFORMANCE – 2011/12
The North West target for Mar-13 health visitors is 1489.0 FTE (1463.0 is the absolute minimum required)
The Jul-12 ESR downloads show the current North West performance.
Totals by PCT Cluster Mar-12 Apr-12 May-12 Jun-12 Jul-12 Gap (ESR) (ESR) (ESR) (ESR) (ESR) to Mar-13 at Jul-12 Lancashire 318.61 315.59 314.89 311.73 312.92 -25.04 Gtr Manchester 533.79 539.49 541.70 516.30 515.39 -61.50 Cheshire 214.10 214.92 216.07 216.84 215.72 -15.32 Cumbria 74.73 76.91 78.43 76.21 76.74 -1.90 Merseyside 255.79 256.74 249.63 244.79 244.98 -19.79 TOTAL 1397.02 1403.64 1400.72 1365.87 1365.76 -123.56 TOTAL (inc Other Providers) 1410.63 1419.06 1415.10 1380.26 1381.17 -108.67
NOTE: ESR cluster figures for Jul ESR have been calculated using proxy figures for the four divisions in Bridgewater, based on the July manual returns.
NHS OPERATING PLANS: NORTH WEST
2011/12 2012/13 2013/14 2014/151350
1450
1550
1650
1750
1850
1386
1463
1648
1832
Health Visitors: North West Growth Targets
Original Targets Revised Targets
Full T
ime E
quiv
ale
nts
PRECEPTORSHIP REPORTING
• Trust will be paid a preceptorship fee for all newly employed Health Visitors who are new to the profession and joined the trust from September 2012.
• Payments will be quarterly and based on numbers collected directly from trusts on a quarterly basis. The collection will form a ’bolt-on’ to the health visitor manual collection
• Numbers for September (Q2) will be collected in October and payments will be made to trust in December (Q3)
HEALTH VISITOR WORKING GROUP
• Inaugural meeting on the 25th September at Piccadilly Place
• Group will look at improving Health Visitor workforce information and sharing of Health Visitor strategies and modelling tools
• Target audience: Workforce Analysts, HR Managers, HV Service Leads
• To register or for more information:• https://northwest.ewin.nhs.uk/knowledge/resource/650/Health-Visiting-
Working-Group-Call-for-participants
SCHOOL NURSING WORKFORCE AUDIT
• Manual collection coordinated by Macaila Finch (SHA)
• Deadline for completion was 24th August (snapshot as at 1st August 2012)
• Work is underway to complete an analysis of the current school nursing service in the North West.
Saba Razaq
Senior Workforce Analyst
0161 625 7774
DATA QUALITY UPDATE: AUGUST 2012 DATA
DATA QUALITY UPDATEo Acute and mental health trust in England data quality results
published in Health and Social Care Information Centre report: o Available on HSCIC here or eWIN
o Woven report ex-employees validation limited to leavers since 1st July 2012
o Woven report GMC/GDC registration validation been corrected. Scores might have changed but are now correct
o Emphasis on putting in place strong data collection & validation processes remains
o Would a data quality summary page in eWIN be useful?
DATA QUALITY UPDATE – NORTH WEST SCORE
• NW retained first place Dec ‘11 to Aug’12
• Error count increased by 3,060 (24.0%) errors Jul-Aug
• Error count reduced by 28,462 (64.3%) errors Sep11-Aug12
SHA Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12 RankPosition from previous month
NHS East Midlands 6,230 6,360 6,640 6,710 6,725 6,750 6,950 6,970 7,180 7,320 7,825 7,175 10 ↓NHS East of England 6,220 6,410 6,430 6,660 6,790 6,880 7,030 7,055 7,105 7,140 7,480 7,180 9 ↑NHS London 6,360 6,445 6,510 6,735 6,845 6,935 7,130 7,200 7,230 7,265 7,885 7,290 8 →NHS North East 7,425 7,585 7,650 7,945 7,990 8,135 8,210 8,430 8,545 8,555 8,850 8,460 4 ↓NHS North West 7,375 7,480 7,795 8,195 8,540 8,785 9,095 9,160 9,240 9,415 9,490 9,190 1 →NHS South Central 7,290 7,390 7,580 7,660 7,960 8,060 8,005 8,160 8,115 8,145 8,415 8,250 6 →NHS South East Coast 6,695 6,835 7,140 7,485 7,960 8,185 8,415 8,440 8,465 8,455 8,710 8,370 5 →NHS South West 7,595 7,835 8,055 8,320 8,515 8,580 8,740 8,800 8,905 8,960 9,255 8,900 2 →NHS West Midlands 6,920 6,875 7,185 7,395 7,510 7,580 7,660 7,715 7,625 7,685 8,205 7,885 7 →NHS Yorkshire and Humber 7,360 7,505 7,425 7,745 8,000 8,045 8,175 8,345 8,445 8,495 8,750 8,560 3 ↑
Aug-1
1
Sep-
11
Oct-1
1
Nov-1
1
Dec-1
1
Jan-
12
Feb-
12
Mar-1
2
Apr-1
2
May-1
2
Jun-
12
Jul-1
2
Aug-1
20
5000
10000
15000
20000
25000
30000
35000
40000
45000
50000
4098044267
41183
36279
3034026591
20428193891903315430
1274515805
NORTH WEST TOTAL ERROR COUNT
DATA QUALITY UPDATE – PRIORITY AREASTOTAL ERROR COUNT
QUERY ID Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12Month Change % Change
ALL 40980 44267 41183 36279 30340 26591 20428 19389 19033 15430 12745 15805 3060 24.0%
ACTIVE EMPLOYEES
QUERY ID Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12Month Change % Change
7.1 507 571 506 385 333 340 270 229 416 417 424 572 148 34.9%16.1 6893 7533 6952 5878 4017 3103 2681 2498 2016 1826 1715 1918 203 11.8%19.1 6888 7525 6932 5850 4023 3119 2704 2474 2030 1872 1748 1936 188 10.8%31.1 8460 9385 8430 6565 5234 4011 3552 3376 3539 2131 2085 2401 316 15.2%40.1 6426 6692 6277 6139 5862 5215 4364 4184 4388 4031 3999 4243 244 6.1%
ASSIGNMENTS
QUERY ID Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12Month Change % Change
2.1 4536 4454 3998 3958 3847 3859 1178 1265 1491 1473 1291 1555 264 20.4%9.1 209 199 195 121 99 98 55 55 53 56 52 52 0 0.0%9.2 72 65 62 32 15 18 7 16 10 13 10 7 -3 -30.0%9.3 254 249 10 10 10 9 10 10 13 13 12 11 -1 -8.3%9.4 256 251 24 23 22 21 21 21 17 15 15 18 3 20.0%9.5 8 7 7 8 7 6 1 1 1 1 105 51 -54 -51.4%9.6 6 5 4 4 2 1 1 1 1 1 112 50 -62 -55.4%
EX-EMPLOYEES
QUERY ID Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12Month Change % Change
30.1 3952 5218 5208 5312 5165 5160 4032 3759 3480 2142 10 648 638 6380.0%33.1 192 274 294 268 274 261 310 325 326 287 6 64 58 966.7%
DATA QUALITY UPDATE – HIGH IMPACT PRIORITY AREAS
Destination on Leaving is blank – no longer a high impact error
New % baselines established for five high impact errors
40.1 Recruitment Source is Blank: 31.4% of total errors
19.1 Sexual Orientation is Blank: 13.7% of total errors
31.1 Disability is Blank: 16.4% of total errors
16.1 Religious Belief is Blank: 13.5% of total errors
2.1 Area of Work is Blank: 10.1% of total errors
Five high impact areas account for 85% of total errors
DATA QUALITY UPDATE
Two organisations in the North West in August 2012 had maximum scores of 10,000
Halton And St Helens PCT Calderstones Partnership NHS Foundation Trust
DATA QUALITY UPDATE: FINAL SCORE C&MCURRENT MONTH AUGUST 2012Sub-Region Trust Final Score Regional Rank Rank Previous Month Rank Change From
Previous MonthC&M Halton And St Helens PCT 10000 1 39 ↑C&M Liverpool Women's NHS Foundation Trust 9995 3 1 ↓C&M Western Cheshire PCT 9990 5 3 ↓C&M 5 Boroughs Partnership NHS Foundation Trust 9910 11 9 ↓C&M Mid Cheshire Hospitals NHS Foundation Trust 9870 13 14 ↑C&M Cheshire And Wirral Partnership NHS Foundation Trust 9840 15 23 ↑C&M Central And Eastern Cheshire PCT 9790 17 21 ↑C&M Wirral Community NHS Trust 9690 20 6 ↓C&M Southport And Ormskirk Hospital NHS Trust 9690 20 15 ↓C&M Knowsley PCT 9680 24 30 ↑C&M Countess Of Chester Hospital NHS Foundation Trust 9550 28 21 ↓C&M Clatterbridge Cancer Centre NHS Foundation Trust 9425 30 28 ↓C&M Liverpool Community Health NHS Trust 9400 33 54 ↑C&M East Cheshire NHS Trust 9345 34 27 ↓C&M Warrington And Halton Hospitals NHS Foundation Trust 9195 36 32 ↓C&M Liverpool PCT 9130 37 46 ↑C&M Warrington PCT 8925 42 50 ↑C&M Wirral University Teaching Hospital NHS Foundation Trust 8705 47 34 ↓C&M St Helens And Knowsley Hospitals NHS Trust 8440 49 24 ↓C&M Walton Centre NHS Foundation Trust 8335 50 51 ↑C&M Alder Hey Children's NHS Foundation Trust 8150 51 53 ↑C&M Royal Liverpool And Broadgreen University Hospitals NHS Trust 8085 52 41 ↓C&M Liverpool Heart And Chest NHS Foundation Trust 7960 53 44 ↓C&M Sefton PCT 7790 55 52 ↓C&M Aintree University Hospital NHS Foundation Trust 7690 56 45 ↓C&M Wirral PCT 6960 60 58 ↓C&M Mersey Care NHS Trust 5140 65 63 ↓
DATA QUALITY UPDATE: ERROR COUNT C&MCURRENT MONTH AUGUST 2012
Sub-Region Trust Total Errors Total Errors Previous Month
Month Change
C&M Halton And St Helens PCT 0 4 -4C&M Liverpool Women's NHS Foundation Trust 1 0 1C&M Western Cheshire PCT 1 1 0C&M Knowsley PCT 2 2 0C&M Liverpool PCT 4 3 1C&M Warrington PCT 4 5 -1C&M Central And Eastern Cheshire PCT 5 1 4C&M Wirral Community NHS Trust 6 1 5C&M 5 Boroughs Partnership NHS Foundation Trust 9 10 -1C&M Wirral PCT 14 16 -2C&M Sefton PCT 27 25 2C&M Mid Cheshire Hospitals NHS Foundation Trust 35 25 10C&M Clatterbridge Cancer Centre NHS Foundation Trust 46 39 7C&M Cheshire And Wirral Partnership NHS Foundation Trust 48 45 3C&M Southport And Ormskirk Hospital NHS Trust 144 51 93C&M Liverpool Community Health NHS Trust 149 310 -161C&M Walton Centre NHS Foundation Trust 219 214 5C&M Countess Of Chester Hospital NHS Foundation Trust 220 119 101C&M Liverpool Heart And Chest NHS Foundation Trust 235 166 69C&M Alder Hey Children's NHS Foundation Trust 348 330 18C&M Warrington And Halton Hospitals NHS Foundation Trust 386 163 223C&M East Cheshire NHS Trust 466 104 362C&M Wirral University Teaching Hospital NHS Foundation Trust 601 283 318C&M Aintree University Hospital NHS Foundation Trust 626 263 363C&M Royal Liverpool And Broadgreen University Hospitals NHS Trust 810 483 327C&M St Helens And Knowsley Hospitals NHS Trust 1012 200 812C&M Mersey Care NHS Trust 2496 2409 87
ACCESSING EWIN REPORTShttps://northwest.ewin.nhs.uk/benchmarking Select QIPP Dashboard
ACCESSING EWIN REPORTShttps://northwest.ewin.nhs.uk/benchmarking
Navigate to the Woven Data Quality Reporting “speed-o-meter” and select graph
ACCESSING EWIN REPORTShttps://northwest.ewin.nhs.uk/benchmarking
• 4 data reports are available and a data guidance page
• All reports can be exported to PDF• Demo WebExes can be set up on request
Liz Thomas
Senior Programme Manager, Workforce Strategy
0161 625 7793
EWIN UPDATE C&M PLANNERS
Monday 17th September 2012
EWIN CURRENT AND PENDING PROJECTS QIPP Dashboard Review
Health Visitor Working Group / Priority Dashboard Review
Knowledge Exchange Redesign
Equality and Diversity Proposal
Health and Well-Being Homepage & Dashboard
eWIN Research Project
EWIN: QIPP DASHBOARD REVIEW
QIPP Dashboards developed to assist NHS organisations identify efficiencies and savings
Twelve metrics for review
Functionality and design for review
Meeting 2nd October, 11am-1pm at NHS North West
Contact [email protected] / 0161 625 7793
EWIN: HEALTH VISITOR WORKING GROUP To facilitate collaborative working
between Health Visiting workforce leads and service leads
Motivate competition and challenge complacent operations
To define reporting methods on eWIN in respect of Health Visitors
To share Health Visitor workforce planning tools/strategies
To produce the redesigned Health Visitor workforce dashboards
Meeting 25th September, 12-1.30pm at NHS North West
Contact [email protected] /
0161 625 7774
EWIN: KNOWLEDGE EXCHANGE REDESIGN
To make the Knowledge Exchange search clearer and easier to use
Stage 1 produced a single search bar which displays results
Results can be filtered as required
Stage 2 discusses the requirements of an Advanced Search function
Contact [email protected] / 0161 625 7285
EWIN EQUALITY AND DIVERSITY PROPOSAL
Produce automated reports to support EDS requirements and CQC equality prompts
Support production of annual equality data publication
Provide organisational data and benchmarking data
Assist in developing analysis skills within the E&D community
Meeting 19th September, 12-1.30pm at NHS North West
Contact [email protected] / 0161 625 7793
EWIN HEALTH AND WELL-BEING PAGE AND DASHBOARD
Health and well-being homepage coming soon
Potential to develop data dashboard based on ESR Data Warehouse sickness reasons data
Days Lost by Sickness Absence Reason
Days Lost Per Quarter Average FTE
Average Length of Absence Incidence by Long/Short Term
Call for participants will be released in October
Contact [email protected] / 0161 625 7793
EWIN RESEARCH PROJECT Conducting interviews with eWIN users
Inform eWIN team’s strategic planning
Contacting primary care representatives
Developing links with HEIs and academic research hubs
Liz Thomas
Senior Programme Manager Workforce Strategy
0161 625 7793
