Theme 2: Strengthening the workforce
People and Culture Plan 2023-26
The Northern Health and Social Care Trust launched its People and Culture Plan 2023-26 in May 2023. The Plan was informed by engagement with our people, insight and learning from Investors in People, regional staff surveys and engagement data, as well as benchmarking, and is aligned to the Trust’s current and future challenges and ambitions.
The three-year Plan sets out the Trust’s priorities and commitments to our people, and how we will all work together to build a future where Team North is more than a workplace.
Learning Management System
The new Regional Learning Management system, LearnHSCNI went live in May 2023. Communications were issued via corporate channels, and a comprehensive resource hub created on Staffnet to assist staff to access and navigate the system.
As at 31 March 2024:
- 76% of staff trained at level 1 of the Quality 2020 training attributes framework
- 78% of managers trained in Openness
- 65% of agenda for change staff undertaking an in-year appraisal
- 99% appraisal rate for medical staff
- 34.33% of frontline workers received the flu vaccination
- 87% of staff trained in Information Governance Awareness
- 85% of staff trained in Cyber Security
- 72% of staff trained in Fire Safety Awareness
Staff communications
Staffnet was re-launched in January 2023 and during 2023/24, this was further developed with the online corporate calendar for events and campaigns, and improved mini-sub sites for ‘Working Here’ and ‘Your Health’ becoming available. The ‘Latest news’ section was added and a designated ‘Encompass’ row for the planned ‘Go Live’ in November 2024. A ‘Health, Wellbeing and Inclusion’ row has been introduced to highlight the resources and support available to staff, aligned to the People and Culture Plan, and the Staff Health, Wellbeing and Inclusion Strategy. A ‘Watch/Listen’ row has also recently been added to share video and audio content which has improved the variety and accessibility of communications, and allows creation of more engaging content for staff.
The Team North Brief format was reviewed during 2023/24, and a refreshed Team North News monthly newsletter was launched in April 2024. The newsletter has a particular focus on staff recognition, telling the story of Team North through celebrating the success and achievements of teams and services, and highlighting the positive impact on patients and service users.
The Trust worked closely with Trade Union colleagues around industrial action by their members, and communicated with staff and service users around the impact to services.
‘People Pulse’ is issued on a monthly basis, distributed through email to all staff, and made available through the Trust’s intranet page. This provides a consolidated Human Resource information in one place, highlighting Health & Wellbeing initiatives, directing new staff to corporate welcome events, upcoming training events and promoting Equality, Diversity and Inclusion activity, amongst many others.
Developing leadership capability
The inaugural Team North Leadership Programmes Shared Recognition event was held on Tuesday 4th July 2023 and attendees were delighted to be joined by the Trust Chief Executive and other members of SMT to celebrate Team North Leaders: The Class of 2023.
The second cohort of the Team North Leadership Pathways programmes: Aquilo, Shimal and Boreas launched in October 2023. A new programme, Management Matters, was also launched for newly appointed managers and those managers wishing to refresh their managerial skills.
Leadership conference
The 2023 Team North Leadership Conference and Chair’s Awards took place in September 2023. The theme was Team North: Nurture, Enable, Build. The full day event was delivered through a lens of shared learning, inspiration and celebration.
The programme focused on:
- Nurturing an open, just and learning culture;
- Enabling leadership at all levels to lead healthy teams, inspire continuous improvement and deliver effective change;
- Building on success, celebrating the talent, achievement and innovation thriving in Team North.
The annual Chair’s Team NORTH Awards were held in September 2023. Eight awards were presented in a range of categories, which collectively showcased the values that embody the everyday work in the Trust.
Staff induction and Corporate Welcome
The new Team North Welcome launched in January 2024, replacing the online Corporate Welcome. The two-part program comprises:
- Part One: (in person) featuring the new NURTURE program, introducing new starts to the Team North Open, Just and Learning Culture
- Part Two (online) enables new staff to complete their core mandatory training via the LearnHSCNI platform.
Quality 2020 attributes framework
Overall, 76% of Trust staff have now successfully undertaken level 1 of the Quality 2020 training attributes framework. The Level 1 training programme provides staff with an introduction to Quality Improvement and the critical role that it plays in the provision of care for patients, clients and service users.
Promoting openness
As at 31st March 2024, a total of 994 (78%) of Trust managers have now successfully completed Openness training.
The Trust is anticipating that the launch of the Regional HSC Raising Concerns in the Public Interest (Whistleblowing) Framework will take place in April 2024.
Supporting Equality, Diversity and Inclusion (EDI)
In May 2023, the Trust launched the Equality Monitoring Campaign with the message that “Equality, Diversity and Inclusion is about each and every one of us!” Staff were encouraged to update their data, to address employment inequalities and to promote diversity through the reporting of equality monitoring data.
The Trust once again showed its support for PRIDE in 2023 and in February 2024, celebrated National Race Equality Week launching the Trust’s annual Race Equality News Bulletin. The Bulletin highlighted the UK Wide movement theme of #ListenActChange…
Improving staff health and wellbeing
The Trust takes a stepped approach to staff health, wellbeing and inclusion, with a focus on prevention and early intervention as demonstrated in the ‘Promotion’ element of the triangle model. The Trust also has the infrastructure in place to offer more tailored interventions to support and respond to specific employee wellbeing needs, through the like of the Occupational Health and Wellbeing Service.
Work commenced in May 2023 on a new 3-year Staff Health, Wellbeing and Inclusion Strategy. The new strategy will be launched in the Summer of 2024.
In March 2024, the Trust launched its new Workplace Support Strategy following approval at Trust Board. The Strategy includes the new policy, a support pack for staff and managers, a comprehensive training programme and the development of a network of experienced advisors across the Trust.
Revalidation of medical and nursing staff
Revalidation is a mechanism for doctors, nurses and midwives practicing in the United Kingdom to prove their skills are up to date and they remain fit to practise. The Trust continues to ensure that all relevant staff are revalidated.
Staff Flu vaccination rate
The Staff Autumn Vaccination Programme commenced in September 2023 and staff were able to avail of one or both vaccines at pop up clinics across Trust locations from September through to January 2024. The final uptake figures for frontline staff for the COVID booster was 1,256 (14.95%) and the Flu vaccine was 1,692 (20.14%), including agency staff.
Fit testing
During 2023/24, a Guidance document on the Provision of Respiratory Protective Equipment (RPE) was developed and disseminated to managers working in those areas identified as requiring fit testing.
Current compliance rates for those staff who require fit testing is 44% as of the 31st March 2024, which is reported on a quarterly basis through the corporate dashboard. Work has commenced on targeted fit testing in key areas, which includes ICU, Theatres, Endoscopy and Emergency Department across both Causeway and Antrim sites. Further communication is planned in relation to the roll out of the internal fit testing programme with identified key performance targets over the next two years.
Appraisal
The new Trust TeamNORTH Appraisal Paperwork was launched in early April 2023.
As at 31 March 2024, 68% of Trust staff were given the opportunity to undertake an in-year annual appraisal conversation and agreed Personal Development Plan and a wellbeing appraisal. The HR Helpdesk and the Organisation Development Support Team continued to provide support to line managers to by recording appraisals on their behalf.
Recruitment/resourcing
The Resourcing team saw a decrease in requisitions in 2023/24 as a result of the introduction of a Corporate Scrutiny process in December 2023. The activity data is shown below.
| Total Requisitions received | Lead Requisitions created | Requisitions Created for Manager | Total | |
| 2021/22 | 2864 | 155 | 87 | 3106 |
| 2022/23 | 2945 | 193 | 35 | 3173 |
| 2023/24 | 2435 | 147 | 35 | 2617* |
*Student social work streamlining sat outside of process above, with the team supporting the recruitment of 48 students into the Trust.
Support for the International Nurse recruitment programme has decreased with 31 applications for Certificates of Sponsorship processed. There has been an increase in the requirement for Certificates of Sponsorship for applicants appointed through Medical Resourcing and Business Services Organisation (BSO) Recruitment & Selection Shared Service Centre; from 7 in 2022/23 to 12 in 2023/24.
The introduction of a number of initiatives to reduce average days taken from conditional offer to final offer has resulted in a reduction of 50% – from 16 days in March 2023, to 9 days in March 2024. The Trust continues to work on improving the average days taken when a decision is required either from a manager or from Occupational Health.
Registration of professional staff
The Trust continues to ensure that all professional staff (e.g. social workers, social care staff, pharmacy staff, allied health professionals, etc.) are appropriately registered. Registration demonstrates that their skills are up to date and they remain fit to practise.
Staff absenteeism
The Trust cumulative sickness absence percentage for 2023/24 was 8.0% (including COVID-19), against the 2023/24 target of 8.26%.
The chart below compares the cumulative absence position over the past 3 years from 2021/22 to 2023/24.
During 2022/23, COVID-19 related sickness was recorded as ’sickness absence’ and is evident with the overall increase from this date.
The chart below details the top 10 reasons for absence during 2023/24.
A Supporting Attendance Toolkit was produced in May 2023 to assist Line Managers in the management of sickness absence. HR clinics were also provided as an introduction to the Toolkit.
Investors in People (IIP) – 12 month interim review
Having achieved IIP Silver status in January 2023, the Trust had its 12-month interim Review meeting on 20th December 2023. This interim meeting provided an opportunity for the Trust to check in with the IIP Team to provide an update on:
- its people progress since reaccreditation in early 2023;
- outline plans, priorities, challenges and context over the next 12 months.
Staff achievements
During 2023/24 the Trust received a number of awards, both regionally and nationally, for achievements in driving improvement and engendering a culture of excellence across health and social care. Listed below are only a few examples of the external awards received by Trust staff.
RCN Nurse of the Year awards
Vicky Burns was named RCN Northern Ireland Nurse of the Year in June 2023. As a pioneer in her field, Vicky is the first and only nurse Hysteroscopist in Northern Ireland, who has been praised for her unwavering determination, dynamism and positive attitude, as well as her strong motivation to develop a new service that has significantly improved the experiences of women.
‘Causeway Healthy Kids’ programme
The ‘Causeway Healthy Kids’ programme received two awards at the Advancing Healthcare Awards in October 2023.
The project won the Partnership Working in Public Health Award and was also named the Overall Winner between Causeway Coast and Glens Council and the Trust.
Investors in People award
In November 2023, Maternity Services and HR Team won the Best Pivot Award in London. The team were recognised for the exceptional work that was undertaken supporting the staff and the community as part of the transformation of maternity services, which saw the transfer of all hospital births to Antrim Area Hospital in July 2023.
Honorary professorship
In May 2023, Michele Kavanagh (Consultant Clinical Psychologist) from the Perinatal Mental Health Team was awarded an honorary professorship from the Queen’s University School of Nursing and Midwifery.
