November HR Report - HSE.ie · HSE Diversity, Equality and Inclusion, in partnership with Age &...

National HR Report

November, 2017

HSE National HR Directorate Leaders in People Services

November, 2017 Monthly HR Report Follow us on twitter: @HSE_HR

Health Service Leadership Academy Leading Care Programmes Update (Action 1.3)

Earlier in November the first residential workshop for the Leading Care I programme took place. The

residential workshops focus on behavioural and personal development with group work, simulated

learning, collaboration and networking. Leading Care I is a blended learning programme where

participants engage with a virtual campus, attend residential workshops and work together in small

groups called learning sets. Self-managed learning and peer assessment are key components of this

programme. The first cohort of participants has a mix of clinical and non-clinical colleagues and

feedback from participants about the programme has been very positive.

On 23rd

November a Health Service Leadership Academy event was held for managers or and

prospective managers of participants on the Leading Care I and Leading Care II programmes. There

was great interest and enthusiasm at the event which was an opportunity to learn more about the two

programmes, get a preview of the virtual campus and also insight into supporting programme

participants. The event concluded with a lively questions and answers session. Participants went

away with lots of food for thought about the Leadership Academy and both Leading Care programmes.

The Leadership Academy will develop the leadership our patients, carers, service users and

communities deserve by supporting leaders at every level in health and across every sector in

healthcare and we wish all participants every success.

Gradlink Induction

Twenty one new Graduates travelled from around the county to attend the HSE’s Gradlink Induction

day in St Mary’s in the Phoenix Park on the 31st

October and it was a huge success. Graduates were

provided with an overview of the HSE and interactive sessions on dignity at work, values in action

along with diversity, equality and inclusion. The induction day was a wonderful opportunity for the

graduates, who are placed in different areas of the service, to network with each other and with

previous graduates who shared their experience with the group. The graduate programme provides

participants with a unique opportunity to develop professional experience, skills and competence

necessary to operate successfully and with confidence in their area of work.

The graduates, who are from eight different universities and 21 different courses, were successful in

securing an opportunity to join one of our many teams across the organisation. The development of

leadership, critical analysis, problem solving and interpersonal skills are core competencies which the

graduate will develop over the twelve month programme with the guidance of their mentor. Through

their involvement in many diverse projects and a variety of work activities, graduates will have an

opportunity to gain broad experience in their field. The focus on experiential learning is facilitated

through being involved in live workplace projects, thereby developing and sustaining a greater degree

of learning.

PRIORITY 1 LEADERSHIP & CULTURE


Five of this year’s graduates were recruited in partnership with the Willing Able Mentoring (WAM)

work placement programme which aims to promote access to the workforce for graduates with

disabilities and this has been a great opportunity for the HSE to continue to promote diversity and

inclusion.

Plans are underway for a further three Gradlink networking and development days which will take

place throughout the twelve month programme.

Effective Representation Programme (Action 1.5)

Participants representing clinical measurement science, dietetics, occupational therapy, social work

and speech and language therapy have been selected and Effective Representation Programme 2 will

commence in December, 2017.

A productive workshop was held with Professional Bodies in October to consider the shared processes

required to enable effective representation across the HSCP. A skeleton Representation Pathway was

developed on the day and Professional Bodies have agreed to test its effectiveness for the next six

months. An evaluation will take place at that stage.

Preventative Measures – Managing for a Positive Workplace For All (Actions 1.14, 2.13)

First 3 events of national roll out of this programme after successful pilot in 6 sites took place on Nov

22 in National Health & Wellbeing EHO services and on Nov 29th

and 30th

in CHO2 – Roscommon

Mental Health Services with 20 places on each course and with follow up Action Learning Set support.


Changing Gears Programme (Actions 2.1, 2.9)

HSE Diversity, Equality and Inclusion, in partnership with Age & Opportunity are facilitating 3 x three-

day Changing Gears programmes with the support of the Calouste Gulbenkian Foundation as part of

their Transitions in Later Life (TILL) programme.

The Dublin course took place on 17th

, 24th

and 27th

Nov with 20 in attendance. Testimonial “It was a

very purposeful pleasant and enjoyable experience…….professional, resourceful respectful and

authentic in it’s delivery.” Both the Galway and Ballyshannon courses commenced in Nov with Day 2

and Day 3 in December, again fully subscribed.

Development of a Staff Engagement Strategy / Framework (Action 2.1)

In line with Action 2.1 of the People Strategy, work has progressed on the development of a Staff

Engagement Strategy / Framework. Using a whole system approach and building on existing initiatives

and experiences of colleagues across divisions, engagement with senior stakeholders has commenced

and two meetings have taken place during November which was attended by colleagues from the

Health & Wellbeing Division, Quality Improvement Division, Communications/ Values in Action, and HR

Workplace Health & Wellbeing. Work from this group will inform the initial thinking towards strategy

development and a full day workshop is planned for end of January / early February 2018.

Staff Survey “Your Opinion Counts” - next steps (Action 2.2)

The next staff survey is due to issue in April 2018. We plan to hold an event for Survey Champions

early in 2018 to support Champions in their role. The Staff Survey 2018 Steering Group held its first

meeting on Monday 23rd October the purpose of which was to consult with key stakeholders across

the health sector to ensure that the survey design and data collection method are accessible to all and

to increase uptake this time round.

Staff Engagement – National HSCP (Action 2.3)

The National HSCP Office is convening engagement sessions with Health and Social Care Professions

commencing with CHO 9 in December, 2017.

Irish Sign Language Programme (Actions 2.4 & 2.9)

In November, planning commenced for a second programme in Galway, Dublin, Cork and Tullamore

based on existing waiting lists. Again QQI Level 3 will be attained on full attendance over 15 weeks.

Engagement Fora (Action 2.5)

The HR Forum is meeting on 11th

December, the main purpose will be:

• Create a space about what matters to staff in terms of engagement and gather suggestions on how

to improve it by building on existing approaches and continually looking for new ways to engage

staff

• To give a sense of ownership and personal responsibility for engagement, building positive and

effective communication between all people regardless of their position

PRIORITY 2 STAFF ENGAGEMENT


• To share good examples of staff engagement

• To provide feedback and advice on improving staff engagement in the design and implementation

of initiatives and policies

• To promote staff engagement throughout the health sector to create a positive working

environment for staff and service users

The composition of the Forum will comprise of a proportional representation of staff across Corporate

HR Division.

Workplace Health & Wellbeing Unit (Action. 2.6)

Introduction

Workplace Health and Wellbeing is about supporting staff in managing their own health and wellbeing,

to enable staff to maximise their work contributions and work life balance (People Strategy Priority 2).

This includes how we collaborate and coordinate amongst ourselves to best fulfill the People Strategy

objectives and deliver on agreed priorities.

To do this, we need to look at our structures, our processes and how we work together - both with

Staff Support colleagues and with others.

Ultimately, the goal is staff who have a strong sense of connection to the service, take personal

responsibility for achieving better outcomes and support team colleagues to deliver results.

Programme of Reform Projects

Quality Assessment & Improvement Tool (QA&IT) - The Tool is due to be launched on 1st

December

and rollout across the sites will commence immediately in conjunction with on-site training.

Strategy for Doctors’ Health & Wellbeing – Strategy will go to consultation during November with

final revisions on foot of consultation during December.

EAP Standards –– the Standards will go to consultation during November with final revisions on foot of

consultation in December. On target for launch Q1 2018.

Workwell.ie –The site continues with development. Stage 1 involves incorporating the key Corporate

and Strategic messages and the development of an individual regional page for the South East. This

page will act as a test/pilot page for the regions. Following consultation and agreement this format will

be rolled out across the services.

Business Activity

During the month of October, there were 4.6 whole time equivalent (WTE) staff in the Unit.

WHWU Unit Activity during September 2017

Irish Healthcare Awards, 16 November 2017

Workplace Health & Wellbeing Unit attended the Irish Healthcare Awards on Thursday 16th

November

and were awarded a Commendation in the category of Education Meeting of the Year.

4th Global Forum on Human Resources for Health


The Forum took place 13th

– 17th

November in the RDS with approximately 1,000 delegates from across

the globe.

The Dublin Declaration that was acclaimed by Forum delegates on Friday 17th

November and is

available on the WHO website at http://www.who.int/hrh/news/2017/action-to-avert-an18-million-

health-worker-shortfall/en/

Occupational Health Services

Occupational Health Service Standards

Training workshops to support the Implementation of the Occupational Health Service Standards are

continuing.

Flu Season 2017-2018

Flu Clinics continue to be available across the service for staff to access the Flu Vaccine and these are

being promoted using WHWHU internal and external social media, and email platforms.

The Flu Education module, on HSeLand, launched on 9th

October. As of 20th

November 9,645

colleagues have successfully completed the programme.

The Report on Provisional Overall Uptake of the Seasonal Flu Vaccine among Health Care Workers in

Acute Hospitals in Ireland between September and October 2017 reveals a combined early overall

uptake from 33 HSE funded/staffed hospitals of 34.5%. This result puts us in a strong position to

surpass the 33.7% from the 48 HSE funded/staffed hospitals that was recorded for the whole of the

previous 2016/2017 season.

The hospital that reported the highest uptake was the Children's University Hospital, Temple Street at

67.7% and the lowest was Lourdes Orthopaedic Hospital, Kilcreene, Kilkenny with 5%.

A total of 16 HSE funded/staffed hospitals did not provide uptake figures as of November 16h, 2017.

Health Service Excellence Awards

Temple Street Children’s University Hospital, Dublin: Influenza Vaccination Campaign 2016/17 is on the

list of nominees for the “Popular Choice Award” for this year’s Health Excellence Awards.

Health & Safety

During the month of October the following activity was recorded:

Activity No.

Health and Safety Helpdesk

Total Number of calls logged, representing the following: 165

Training 76

Audit & Inspection 7

Information & Advice 81

Policy 1

Total Requests Resolved 94

NHSF Training, Workshops, Seminars, Meetings etc

Total Events


Risk Assessment Workshops in following locations:

• Cavan (4th

Oct)

• Donegal (24th

Oct)

2 x 219

Attendees

Delivery of Two Risk Assessment Training – Limerick 2 x 43

Attendees

Delivery of Risk Assessment Training – New Ross 1 x 14

Attendees

Statistics on HSELanD courses to be delivered quarterly - due December

2017

Information Session held at

• Naas General Hospital – 2 session

• Midland Hospital Mullingar – 1 session

2 x 65

Attendees

NHSF Audit Programme

Total number of National Level 1 Audits 60

First time audits 60

In the following locations: University Hospital Waterford, St. Lukes General

Hospital, Kilkenny, South Tipperary General Hospital, Kilcreene Orthopaedic

Hospital

Level 1 Audit Workshops delivered in CHO Area 8 144 Attendees

The following documentation was reviewed, updated and published on the website:

Week commencing the 23rd

of October European Health and Safety Campaign week launched “Healthy

Workplaces for all Ages”.

• Materials updated on the website in conjunction with our colleagues in HR and Occupational

Health

• Communications regarding the week issued via twitter and Broadcast emails

• Hits to the website for that week were 7,982 Page views/Sessions

� 5,482 Unique Users

� 01:31mins was the average time on page

� Bounce rate was 48.38%

Other documentation reviewed, updated and published on the website:

• General Risk Assessment Form

• Guidance on completion of the General Risk Assessment Form

New Documentation Due for Launch

• HSE Policy on Lone Working & supporting Fast Fact

• HSE Policy on the Management of Biological Agents in the Healthcare Sector & supporting Fast Fact

• HSE Policy on the Prevention and Management of Latex Allergy & supporting Fast Fact

Documentation in Development

• HSE Health Surveillance Policy

• Guidance on Writing your Site/Service Safety Statement


• Revision of the HSE Policy on the Management of Work Related Aggression and Violence

• Guidance document on the manual handling of service users with bariatric needs

Policies Currently with NJC

• HSE Manual and People Handling Policy

• HSE Policy for the Prevention and Management of Stress in the Workplace and supplementary

guidance

• HSE Policy on the Management of Health and Safety in Contract Work

• HSE Policy and Procedure for the Management of Intoxicant Misuse

EAP

South East Services non therapy activity

• Steering Group Meeting

• WHWU Meeting

• CISM Project

• Mental Health Nursing Conference

• Delivered Resilience & Stress Management Workshop.

• Stress Management training

• Supervision

• EAP Standards Meeting

• EAP Induction presentation

• Preparation of series of presentations delivered to 3rd year WIT student nurses on Mental Health

Mid-West Services activity

Total

New Clients 16

Counselling Sessions Number Total

Individual sessions 122 125

Support sessions re work place issues 1 (ongoing)

CISM debriefs 2

Support Services Total

Support to managers Ongoing 3

Case Management to affiliate counsellors 3

Workshop / Group Sessions* Total

Stress Management – work/workload &

personal

1 1

Meetings / Communications Total

CISM training day 4

Regional meeting 1

Community of Practice 1

HR meeting to identify best way EAP can

support staff out of work WRT disciplinary

action

1

EAP Standards development 1


North West Service

• On-going full schedule of face to face appointments and assessments of new and existing clients

dealing with workplace concerns.

• Setting up the North West EAP office in preparation for seeing first clients there beginning of

November.

• Consultation with National Health and Safety ( Nat H & S)

• Signposting clients and managers to Nat H & S

• Discussion with Portering service Letterkenny University Hospital (LUH) re collaborating on

campaign to reduce Sharps injuries focussing on the Psychological Impact of Sharps injuries for

staff

• Consultation with HR Sligo General Hospital re specific staff concerns; as well as issues in specific

departments

• Consultation with management re staff issues

• Signposting of staff and managers to the internal HSE mediation service

• Consultation with HSE internal mediation service

• Consultation with Training Manager, HR leadership, Education and Development re clients

wishing to progress/move within the service (talent management - People Strategy)

• Referral of clients to Training Manager, HR leadership, Education and Development for clients

seeking interview preparation assistance.

Building Inclusion Together – International Men’s Day (Action 2.9)

International Men’s Day (19th

Nov) was celebrated with a “Building Inclusion Together” event in

Mullingar giving male staff the opportunity to discuss culture and the role of unconscious bias in the

workplace, to help identify challenges and opportunities. Francis Rogers opened the event, followed

by group discussions. The agreement following discussion for actions will be DEI Strategic Plan 2015-

2018.

Equality Officers Advisory Function (Action 2.9)

The advisory role of the three Equality Officers continues with resources being provided to advise

services on equality legislation/related issues as required by line managers, including operational

policies and procedures.

Diversity Equality & Inclusion - Irish Human Rights and Equality Commission Public Sector Duty

(Action 2.9)

Kevin Stanley recently represented Diversity Equality and Inclusion at the Conference on

Implementing the Public Sector Equality and Human Rights Duty organised by IHREC. The event

aimed to assist public bodies in understanding their statutory obligation to implement the Public

Sector Equality and Human Rights Duty under Section 42 of the Irish Human Rights and Equality

Commission Act 2014. There is a need to create equality and human rights between public service

organisations and service users, which can be created through national coordination in the context of

diversity, applicable to Public Sector Duty. DEI team are assisting nationally with this work also.


Diversity Equality & Inclusion - DEIS Schools - HSE Career Days (Actions 2.9, 7.4)

November events took place in Galway Community College and Portlaoise Community College.

Colleagues presented from EHO, S&LT, Catering, Health Promotion, National Ambulance Service,

Portering, Mental Health Nursing and Management Admin. The career days also highlighted diversity

in the workplace - highlighting Women in Leadership, challenging gender stereotyped roles, disability

in the workplace and inclusion of ethnic groups such as the Traveller community. Feedback and

evaluation from the students was very positive with a high percentage stating they would consider the

HSE as a future employer. Click here for the Portlaoise story https://steller.co/s/7ZWusSgFfvB

Guide for HSE managers and colleagues to support deaf and hard of hearing in the workplace (Action

2.9)

This document is complete and has issued to all staff in HSE via email and can be accessed on guide-

to-support-deaf-hard-of-hearing-employees.pdf

Update on HSE Research on Engagement and Experience of Working Parents on return to work

following the birth/adoption of a child (Action 2.9)

Five Focus groups have taken place in November in Galway, Dublin and Cork with rich feedback.

Nodlaig Carroll, Organisational Psychology Unit, National HR is assisting with this research and has

issued an invitation again to men to join a focus group in early 2018. A report on the findings is

expected to recommend set up of a National Working group to further this work.

Positive Workplace Initiatives (Action 2.13)

Plans are underway in the National HSCP Office for the Health and Social Care Professions Day on 1st

February, 2018. Amongst the many objectives of the HSCP Day is the need to engage, create visibility,

create awareness and celebrate the contribution of HSCPs to the Irish health service. Further

information on the HSCPs hub on www.hseland.ie.

Health Service Excellence Awards 2017 (Action 2.13.1)

Congratulations to the eleven projects selected from the 300 projects which submitted applications to

the Health Service Excellence Awards 2017.

The hosting of the Awards is one of the key staff engagement areas for action in the HSE’s People

Strategy 2015 – 2018 Leaders in People Services and are designed to encourage and inspire our

healthcare staff to develop better services that result in easier access and high quality care for patients

and to promote pride among staff in relation to our services. Teams representing the final eleven

projects will attend the Awards Ceremony in Farmleigh House in the Phoenix Park, Dublin on Thursday,

December 14 next when the Overall Winner will be announced followed by the presentation to the

Popular Choice winner.

A Popular Choice Award is one of the features of the Health Service Excellence Awards 2017

competition. As a Health Service staff member you are encouraged to vote for your favourite project

from the eleven finalist short-listed projects selected to compete to be the Overall Winner of the

competition. The project to receive the most votes will receive the Popular Choice Award.


To view summaries of the eleven nominee projects and cast your vote click here.

The Health Service Excellence Awards 2017 gives us the opportunity to take pride in our staff and

services and to recognise and celebrate the dedication and commitment of our staff. It’s also a big

opportunity for us to say thank you to our staff for their on-going contribution.


Leadership Education & Talent Development - Programmes

November 2017 saw eighteen managers from CHO 1 complete the inaugural Leaders in Management

programme. The programme ran over eight months and comprised core modules, practical tools,

seminar groups, action learning sets, coaching, eLearning, completion of a project which culminated in

a poster presentation to senior management. Participants found the programme to be hugely

positive, an opportunity to develop both personally and professional and to network and collaborate

which was very valuable.

Programmes have also been held on:

People Management the Legal Framework

First Time Managers Programme

Coaching Skills Programmes

Corporate Induction

Retirement Planning

Employee Induction

First Time Managers

Change Management

Team Development

Dignity at Work

Trust in Care

Coaching Skills for Managers

One to One Meetings Workshops:

� People Management Legal Framework

� First Time Managers programme

� Mental health Action Learning sets

� Pre-retirement

� Team Development

� Dignity at Work

� Coaching Skills for Managers

Professional Supervision for HSCPs (Action 3.1)

The National HSCP Office with the support of Tusla, Workforce Development delivered a final three

day HSE Professional Supervision programme to HSE HSCPs in Dublin; 14 participants attended. Also

delivered in November was the 1 day programme - ‘Making the Most of Supervision’ for Supervisees,

PRIORITY 3 LEARNING & DEVELOPMENT


which complements the 3 day Supervisors programme, with 13 HSCP supervisees in attendance. A

further, 1 day Refresher Supervision for HSE HSCPs took place.

The National HSCP Office will shortly be inviting expressions of interest from HSE HSCPs to participate

in a Train the Trainer for the newly developed classroom based Professional Supervision for HSCP in

2018. This will support the national delivery of Professional Supervision for HSCP within the HSE.

Learning & Development - Further development of e-learning (Actions 3.1, 3.3, 3.13 & 3.19)

HSELanD Webinar Series 2018

Planning is underway for a scheduled series of monthly HR Webinars for 2018 facilitated by the

HSELanD team for recording and subsequent hosting on HSELanD. We are looking for HR Subject

Matter Experts (SME) to commit to a forty minute live webinar presentation to a specific internal

target audience. The HSELanD team will work closely with each SME in advance to thoroughly plan and

prepare for the event and assist with and moderate the event. If you would be interested in becoming

involved in this initiative as a Subject Matter Expert / Trainer on your area of expertise please contact

Tony Liston at [email protected] or call 071 9822100.

Recent additions on HSELanD

CARP Videos

The Share Centre Hub now hosts two additional Videos produced and presented jointly by The

HSELanD team and Finance on the topic of the Annual Controls Assurance Review Process for 2017.

These have been developed to assist the relevant staff (Grade 8 or equivalent and above) to

understand and work through the process to complete the controls assurance review questionnaire

fully and correctly.

HR Conference – Launch of Leadership Academy – Video on HSELanD

Video recordings of all of the proceedings at the recent HR Conference (September 14th

, 2017) at the

IMI in Sandyford are now available to view on the ‘Share Centre’ Hub on www.hseland.ie

E-Learning Programmes

Managing Health and Safety in Healthcare: Chemical Agent Hazards’

HSELanD is delighted to announce the release of this new programme. This course presents learners

with an overview of chemicals, how people can be exposed to them in the workplace and how to

assess and control exposure to them. The content is suitable across all healthcare settings and

provides concise practical strategies for everyday use. This programme is designed for all healthcare

workers who handle or may be exposed to chemicals. The content is suitable across all healthcare

settings and provides concise practical strategies for everyday use.

The Flu Vaccine - it's a lifesaver’

HSELanD is delighted to announce the release of this new programme which has been developed as

part of the Flu Vaccination campaign 2017.The programme has been designed to educate and inform

healthcare workers about the vaccine, and to address some of the myths surrounding its use. Flu is a

preventable disease that causes severe illness and death in Ireland every year. But, the flu can be


stopped in its tracks by a simple, free, vaccination at work that only takes five minutes of your time. All

staff who are currently registered active users on HSELanD have been pre-registered for this

programme.

Nursing & Midwifery Hub

HSELanD is delighted to announce the significant re-development and launch of this Hub on HSELanD.

This hub is designed to support registered nurses and midwives by providing a one stop shop for

networking and professional development to facilitate the delivery of excellence in healthcare. It is

managed by the HSE Office of Nursing & Midwifery Services Director (ONMSD) and provides guidance

on the different learning and career paths available to Nurses and midwives in the HSE as well as a

range of resources and support in the key areas of leadership, quality improvement and research.

Learning & Development – National HSCP (Actions 3.2, 3.5, 3.6 & 3.15)

The National HSCP Office is currently in the process of communicating with the professional bodies

regarding their continuing professional development – outcomes from support provided in 2017 and

plans for 2018 with an emphasis on enhancing multi-disciplinary continuing professional development

that is aligned to organizational priorities.

Systemic Team Practice (Actions 3.6, 3.10 & 3.14)

The LETD team have been working with a number of multi-disciplinary teams in the South using a

Systemic Practice approach to enable change and development within teams and their wider work

environment.

Systemic Practice takes an holistic approach to team transformation, with supports built on what

emerges from within the group and their work environment. The process is emergent and organic and

is not formulaic or prescribed. It challenges assumptions, presumptions, beliefs and patterns for all in

the system.

The approach is to work with the individuals who make up a team by means of one to one coaching,

with the whole team using team coaching techniques, the dynamics within the team and the

connection of that team to the system of which it forms part. The focus is on both individual

development and group development. The approach relates to conscious explicit aspects (behaviours,

language, structures, systems, policy) and implicit unconscious aspects (beliefs, attitudes, values,

assumptions, culture, psychological hooks and games, representations).

A Systemic Practice approach is process driven and is guided by an understanding of the perceived

needs of a team in its working environment. The practitioner engages with the individuals on the team

to create a process to address those needs. The approach designed by the practitioner is flexible in

content, with an agreed desired outcome. This approach enables a shift from a team of leaders to

leadership teams.


Develop an Integrated Multi-Disciplinary Workforce Planning Framework (Action 4.1)

The ‘People Strategy’ sets out to develop an integrated multi-disciplinary workforce planning

framework based on best practice to add value, attract and retain talent and deliver on organisational

goals. In June 2016, the Department of Health convened a Cross-Sectoral Steering Group, with

membership and collaboration from National HR, to develop a strategic framework for health and

social care workforce planning for Ireland. The Steering Group met on 9 occasions between July 2016

and October 2017, and in the course of its work, undertook a stakeholder consultation process, in

collaboration with National HR, on the draft proposals during the second and third quarters of 2017.

The ‘National Strategic Framework for Health and Social Care Workforce Planning’ has been approved

by the Minister for Health, and will be formally launched at the opening session of the forthcoming

WHO Global Forum on Human Resources for Health (HRH) taking place in Dublin over the course of the

week of November 13th

2017.

The publication of the Framework, along with the development of a dedicated workforce planning

unit, signals an important step in light of the key actions in our people strategy, and preliminary work

has begun on the development of an 18month action plan with a focus on initial implementation.

Implementation of the Framework is an ambitious multi-year undertaking, involving actions and

activities at various levels of the system, both sectorally and cross-sectorally. Undoubtedly, a

substantial advantageous starting point is the tremendous workforce planning activities already taking

place in NDTP, Workforce Planning and Analytics, and National HSCP Office. Collectively, the

synergistic connection between these and newer elements alongside the establishment of a workforce

planning unit create an exciting platform upon which to further build and strengthen our activities

towards an integrated workforce planning approach. In further updates, the development of the

action plan and key activities within it will be shared as they are progressed.

Practice Placements (Action 4.4)

A sub group drawn from the National Steering Group on Practice Education has been established to

plan for a Practice Education Conference in July/August 2018.

Memorandum of Understanding for Practice Placements

The Memorandum of Understanding is finalised and ready for implementation.

PRIORITY 4 WORKFORCE PLANNING


Health Sector Workforce - October 2017 - Key Messages (Action 5.1 – 5.13)

At the end of October 2017, health services’ employment stood at 109,933 WTEs. When compared

with the September 2017 figure (109,338 WTEs), the change is an increase of +595 WTEs and is 3,518

WTEs of an increase in the last 12 months. The increase this month compares with an increase of

+530 WTEs in October 2016. In October growth was seen across all Service Areas, with biggest

increases in Acute Services at +297 WTEs (+2.3%), followed by Primary Care at +148 WTEs (+1.4%).

Other key findings:

• Year-to-date increase is 2,848 WTEs (+2.66), compared to an increase of 2,531WTEs (+2.44%) for

same period in 2016. Increase in the last 12 months is +3,518 WTEs (+3.31%).

• Recorded employment levels have increased by +13,080 WTEs (+13.5%) since they bottomed out in

October 2013 (96,854 WTEs, adjusted to exclude Children & Family Services).

• All of the three sectors recorded increases from last month; HSE +390 WTEs, (+0.6%), the Voluntary

Agencies (Non-Acute) +87 WTEs (+0.6%) and the Voluntary Hospitals Sector by +118 WTEs (+0.5%).

• All HGs and 8 of the CHOs recorded increases this month. The exception was CHO 8.

• It is assessed that the WTEs represented in these employment reports, based on an overview of pay

expenditure data, equates to 89.5% of total pay expenditure excluding superannuation.

Staff Category & Staff Group Changes – growth/change factors:

• The staff category to record the greatest increase this month was Health & Social Care Professional

at +160 WTEs (+1.0%), with growth seen in both Psychologists and Student Medical Scientist.

• Nursing recorded an increase of 191 WTEs from last month, and since the end of 2016, nursing is

up 526 WTEs (+1.5%). In headcount terms, nursing has increased by an additional 805 nurses. A

better measure of change in nursing is to look at the change in the last 12 months (factors out

seasonal and reporting issues). This shows nursing has in fact increased by 668 WTEs or 791

headcount or by 1.9 %.

• Some of the more significant increases in grade groups and individual grades were seen in; Staff

Nurses +249 WTEs, Consultants +17 WTEs, NCHDs +31 WTEs, Grades VIII and GMs +12 WTEs, and

Grade V-VII +29 WTEs, and Health Care Assistants +70 WTEs.

New Service Developments

• 183 WTEs of the 2017 new service development posts have been approved and have been issued

to National Recruitment Services for processing. A total of 3 WTEs are filled as at the end of

October 2017.

• 1,145 WTEs of service plan posts from 2014 to 2016 have yet to be filled. 40 WTEs were filled

this month. A total of 1,323 WTEs of new service developments in process are still to be filled

as at the end of October 2017.

PRIORITY 5 EVIDENCE & KNOWLEDGE

November, 2017 Monthly HR Report

Pay and Staffing Strategy

• HSPC figure of 109,933 WTEs at end of O

in the 2017 Health Sector funded workforce plan

• All service divisions, with the exception of the Acute Hospitals Services

National Ambulance (+20 WTEs

time. It should be noted progress or otherwise in agency and overtime conversion will impact

on the overall directly reported WTEs.

• The overall pay expenditure as recorded in the Pay and Staffing O

a spend to the end of October of

budgeted figure.

• The greatest recorded variance from budget is in agency expenditure, which is running 7.7%

above levels in same period in 2016, but is 32.3% above the budgeted figure

The following tables and charts provide more detail on employment levels and trends, in respect

of employment data, by Staff Category, Grade Group, Sector, Divison and Service Delive

Organisation.

Acute v Community Services


HSPC figure of 109,933 WTEs at end of October is 671 WTEs below direct WTE level as set out

in the 2017 Health Sector funded workforce plan (October 2017 110,604 WTEs).

All service divisions, with the exception of the Acute Hospitals Services

+20 WTEs) are within their projected direct employment profile at this


on the overall directly reported WTEs.

The overall pay expenditure as recorded in the Pay and Staffing October Report would indicate

a spend to the end of October of €6.3212 billion, a variance of 0.5% (€31.4 million) against the

The greatest recorded variance from budget is in agency expenditure, which is running 7.7%

period in 2016, but is 32.3% above the budgeted figure


of employment data, by Staff Category, Grade Group, Sector, Divison and Service Delive

Acute v Community Services - March 2009 to October 2017

below direct WTE level as set out

(October 2017 110,604 WTEs).

All service divisions, with the exception of the Acute Hospitals Services (+686 WTEs) and

within their projected direct employment profile at this


ctober Report would indicate

€6.3212 billion, a variance of 0.5% (€31.4 million) against the

The greatest recorded variance from budget is in agency expenditure, which is running 7.7%

period in 2016, but is 32.3% above the budgeted figure - +€74.8 million.


of employment data, by Staff Category, Grade Group, Sector, Divison and Service Delivery

November, 2017 Monthly HR Report

Monthly changes since employment levels bottomed out in October 2013

By Staff Group: October 2017

Staff Category /Group

Total Health Service

Medical/ Dental

Consultants

NCHDs

Medical (other) & Dental

Nursing

Nurse Manager

Nurse Specialist

Staff Nurse

Public Health Nurse

Nursing Student

Nursing (other)

Health & Social Care

Therapists (OT, Physio, SLT)

Health Professionals (other)

Management/ Admin

Management (VIII+)

Clerical & Supervisory (III to VII)

General Support

Patient & Client Care

Ambulance

Care


Monthly changes since employment levels bottomed out in October 2013

WTE Oct

2017

change

since Oct

2016

% change

since Oct

2016

change

since Dec

2016

109,933 +3,518 +3.3% +2,848

10,097 +437 +4.5% +375 2,968 +126 +4.4% +106

6,317 +297 +4.9% +257

812 +14 +1.7% +11

36,361 +668 +1.9% +526 7,390 +199 +2.8% +112

1,663 +99 +6.3% +84

24,790 +339 +1.4% +22

1,513 +8 +0.6% +14

696 +18 +2.7% +291

309 +5 +1.6% +4

15,792 +540 +3.5% +428Therapists (OT, Physio, SLT) 4,382 +166 +3.9% +148

11,410 +374 +3.4% +280

17,568 +938 +5.6% +801 1,589 +167 +11.8% +144

Clerical & Supervisory (III to VII) 15,979 +771 +5.1% +657

9,463 +21 +0.2% +15

20,652 +913 +4.6% +703 1,745 +152 +9.5% +105

18,907 +762 +4.2% +598

since Dec

change

since Sep

17

+2,848 +595

+375 +59+106 +17

+257 +31

+11 +11

+526 +191+112 -14

+84 -2

+22 +249

+14 -1

+291 -48

+4 +7

+428 +160+148 +55

+280 +105

+801 +89+144 +17

+657 +72

+15 -37

+703 +133+105 +32

+598 +102


By Division: October 2017

By Service Delivery area: October 2017

Source: Health Service Personnel Census

Division WTE Oct

2017

change

since Oct

2016

% change

since Oct

2016

change

since Dec

2016

change

since Sep

17

Total Health Service 109,933 +3,518 +3.3% +2,848 +595Acute Services 57,673 +2,214 +4.0% +1,785 +297

Acute Hospital Services 55,815 +2,049 +3.8% +1,671 +265

Ambulance Services 1,858 +164 +9.7% +114 +32

Mental Health 9,767 +181 +1.9% +138 +23

Primary Care 10,797 +294 +2.8% +261 +148

Social Care 27,265 +576 +2.2% +461 +110Disabilities 17,464 +531 +3.1% +403 +70

Older People 9,801 +45 +0.5% +58 +39

Health & Wellbeing 1,450 +62 +4.4% +67 +19Corporate 1,540 +127 +9.0% +60 +7

Health Business Services 1,442 +65 +4.7% +77 -7

Service Area WTE Oct

2017

change

since Oct

2016

% change

since Oct

2016

change

since Dec

2016

change

since Sep

17

Total Health Service 109,933 +3,518 +3.3% +2,848 +595Ambulance 1,858 +164 +9.7% +114 +32

Children's 3,086 +107 +3.6% +112 +32

Dublin Midlands 10,238 +268 +2.7% +169 +11

Ireland East 11,265 +383 +3.5% +294 +69

RCSI 8,698 +319 +3.8% +251 +11

Saolta Healthcare 8,689 +226 +2.7% +232 +51

South/ South West 9,891 +408 +4.3% +306 +55

University of Limerick 3,880 +313 +8.8% +284 +54

other Acute Services 68 +26 +62.0% +23 -18

Acute Services 57,673 +2,214 +4.0% +1,785 +297

CHO 1 4,839 +69 +1.4% +40 +20

CHO 2 4,900 +89 +1.9% +98 +43

CHO 3 3,992 +56 +1.4% +85 +20

CHO 4 6,790 +288 +4.4% +234 +50

CHO 5 4,430 +67 +1.5% +57 +38

CHO 6 3,724 -603 -13.9% -611 +16

CHO 7 6,315 +785 +14.2% +786 +44

CHO 8 5,637 +49 +0.9% +1 -15

CHO 9 6,385 +181 +2.9% +126 +55

Other Non-Acute 427 +37 +9.5% +20 -3

PCRS 389 +32 +9.0% +23 +12

Community Services 47,828 +1,051 +2.2% +860 +280

Health & Wellbeing 1,450 +61 +4.4% +67 +19

Corporate 1,540 +127 +9.0% +60 +7

Health Business Services 1,442 +65 +4.7% +77 -7


EWTD Compliance to 31st

October (Actions 5.1, 5.8)

Some key points:

1. The data deals with 5,030 NCHDs – approximately 87% 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 October 2015 was 5,307, in October 2016 it was 5,514;

2. Compliance with a maximum 48 hour week is at 83% as of end October – up 1% from September;

3. Compliance with 30 minute breaks is at 99% - unchanged from September;

4. Compliance with weekly / fortnightly rest is at 99% - unchanged from September;

5. Compliance with a maximum 24 hour shift (not an EWTD target) is at 96% - down 2% since

September albeit this is likely related to lower numbers of NCHDs in the data;

6. Compliance with a daily 11 hour rest period is at 98% - unchanged from September. This is closely

linked to the 24 hour shift compliance above.

Attendance Management – September, 2017 (Action 5.6)

Benchmark

/ Target

September

2017

% medically

Certified

(September

2017)

Absence

Rates 3.5% 4.4% 89%


National Workplace Unit (Investigations) (Action 6.6)

National Joint Council Investigations Training Day

At the invite of the National Joint Council the National Human Resources Workplace Relations Unit

delivered the National Human Resources Investigator Training Programme on 16th

November 2017.

A wide range of matters pertaining to the Commissioning and delivery of the investigation function

from a constitutional, legal, case law and policy perspective were discussed.

Participants engaged in wide ranging discussions in relation to processes and practices in what was a

very helpful day. Participant feedback was very positive and welcoming of the work towards

standardisation of processes, forms and approaches.

Discussions also occurred regarding the National Human Resources Workplace Relations Unit suite of

Forms in relation to:

• Trust in Care

• Dignity at Work

• Disciplinary Procedure for Employees of the Health Service Executive

Participants were given the final version of the National Human Resources Complaint/Investigation

forms and were thanked for their feedback during the evaluation phase. There were changes to the

first drafts issued based on the feedback from the Trade Unions. The forms provided on the day were:

• Draft Complaint Notification

• Preliminary Screening Outcome

• Preliminary Gathering of Facts Outcome

• Investigation Request Forms

These forms are in relation to the above mentioned policies and are now live on the HSE Intranet to be

downloaded. Please see attached link:

http://hsenet.hse.ie/Human_Resources/Workplace_Relations_Unit/Investigation_Support/

Human Resources Investigation Commissioner and Pre-Screening Training

Investigation Commissioner Training

Rosarii Mannion, National Director of Human Resources communicated with Senior Management

across all areas of the Health Service Executive regarding nominations for Pre-Screening and

Investigation Commissioner training in respect of the above Human Resources policies/procedures.

Due to the demand it was not possible to schedule all participants on the dates given. A third Human

Resources Investigation Commissioner Training Day has been scheduled for 2018.

PRIORITY 6 PERFORMANCE


Pre-Screening Training

The planned Pre-Screening Training Day planned for November has had to be deferred to Q1 2018 due

to required attendance of the facilitator at hearings. New dates will be provided to all shortly.

Significant interest has been received in relation to participation in this training event.

Further nominations for Senior Managers to attend either of these training events can be sent to

Workplace Relations Unit, Investigation Support Section for further information and to book a place –

[email protected].

Investigation Commissioner Training 23rd November 2017 – Group 2 was provided to HR Senior

Managers. Discussion topics included:

• Sources of Law and Effect

• Constitutional and Natural Justice

• Fair Procedures

• Code of Practice on Grievance and Disciplinary Procedures - S.I. 146 / 2000

• Collective Agreements

• Employer and Employee Responsibilities

• Investigation Commissioner Role

A question and answer session ensued throughout the day generated additional knowledge and

experience sharing.

Group 3 on the Programme is planned for 18th December 2017.

Graduate Intern Programme

The National Human Resources Workplace Relations Unit welcomed its first Graduate Intern, Mr.

Kenny Prendergast, who commenced placement in November 2017. This programme provides

opportunity for the acquisition of skills, knowledge and experience across the organisation. We wish

our Intern well in his role within the Unit on this learning pathway.

Investigation Referrals

From 1st

June 2017 all requests for investigators to undertake all Human Resources investigations

should be submitted to the National Human Resources Division Workplace Relations Unit,

Investigation Support Section.

Please see attached link for all downloadable forms:

http://hsenet.hse.ie/Human_Resources/Workplace_Relations_Unit/Investigation_Support/

All Human Resources investigation team members must now be nominated by the Workplace

Relations Unit, Investigation Support Section only.

National Human Resources Coaching Service


National Coaching Conference 27th

November, Dublin Castle

The second National Coaching Conference took place in the Bedford Hall Suite, Dublin Castle on the

27th

of November.

The event was accredited by the ICF and the coaches attending were able to apply for seven CPD

points.

The event focussed on giving new tools and knowledge to the coaches attending, the key topics that

were covered on the day were:

• Gain insight into the world’s most scientifically validated framework for measuring EQ Leadership

• Solution Focussed Coaching: A direct route for developing EQ.

• Solution Focussed Coaching Tools: Mastering the knowing doing gap

Feedback from the event was again very positive and great learning was delivered.

International Coaching Federation Awards 2017

On Saturday, 25th November, 2017 the Annual International Coaching Federation (ICF) Awards

ceremony took place in the Grand Hotel in Malahide.

The awards ceremony recognises achievements in the field of Coaching by organisations throughout

Ireland. The HSE was hugely successful scooping three awards on the night and in particular we are

very proud of winning the ‘Organisation Coaching Culture Award’,

The ‘Organisation Coaching Culture Award’ recognises the exemplary commitment to building a

strong, professional coaching culture in their organisation in Ireland and is testament to the value that

the National Human Resources Division places on Coaching. The Coaching Service which is managed

by the HSE National Human Resources Division, Workplace Relations Unit, complements and supports

the key elements of the HSE People Strategy 2015-2018, to build individual and group capacity to

attain Coaching goals.

HSE Intranet Online Application

The new link to the new Coaching Application Form is now available on the HSE intranet. The form is

now much more user friendly for potential coachees to fill in. The link leads them to our own location

on the HSE intranet for the National Human Resources Workplace Relations Unit. Our Coaching

information pack is also available via the link to the intranet.

Mentoring Programme

The Staff Development Section are engaged in the “as is” report for the above programme. A data

gathering exercise is being completed on all supporting materials for the Mentoring programme. This

includes a process map of the access to mentoring, all relevant forms, training programme outline etc.

A Mentoring programme is planned to commence in 2018.

Operations Section

Investigation Forms


The National Human Resources Division Workplace Relations Unit wish to thank everyone who has

submitted feedback in relation to the pilot phase of the nine Investigation Forms. Overall feedback has

been very positive with users welcoming the structured and sequential design of the form suite.

Pre Investigation Function

The Operations Sections is managing the role and function of the Pre Investigation Unit on an interim

basis until a dedicated Pre Investigation Manager is appointed. Segregation of function throughout the

Investigation process is a key tenet of the National Human Resources Workplace Relations Unit.

ICT Complaints Management System

A detailed specification document setting out the ICT requirements of each Section is at an advanced

stage. Migrating current MS Word forms to Electronic Forms (E-Forms) will be a key requirement of an

ICT system. Dedicated sessions to examine and document detailed process flows for each Section are

planned in order to explore further automation opportunities. These sessions will have a strong

emphasis on improvement initiatives using Lean methodologies.

Intranet Information Resource

Information in relation to the role and function of the Workplace Relations Unit is now live on the HSE

Intranet - http://hsenet.hse.ie/Human_Resources/Workplace_Relations_Unit/ Our ‘News and Events’

section will highlight training courses and development day information.

In collaboration with our partners in HSE Communications Digital, work has commenced on developing

content for the HSE Website.

Twitter

The Workplace Relations Unit is live on Twitter. In-house Twitter awareness and usage training in line

with HSE Communications policy is being rolled out to all staff within the Unit.

@HSE_HR_WR

Events Management

The Workplace Relations Unit has developed a draft ‘Events Management’ tool in order to agree social

media content prior to all events and training sessions. This tool will be a key element in the Unit’s

Communications policy which is currently under development.

HR Communications Group

Katherine Cregan is the Workplace Relations Unit representative on the recently formed National

Human Resources Communications Group. Two meetings have been held to date. It is anticipated that

this group will be a shared forum to connect, design and promote communication initiatives within the

Human Resources Division.

Values in Action


Three managers from the Workplace Relations Unit were nominated as champions to attend the

Values in Action Bootcamp in Croke Park. The behaviours and values of the programme continue to be

embedded into the culture of our Unit and we have become advocates of this programme.

HSE Coaching – External Coaching Services

The HSE External Coaching Service for individuals and teams continues to be managed and

administered as per the procurement framework. MidPoint Evaluations are being introduced for those

applicants at the halfway mark of their coaching allocation. All applications for external coaching

should be directed to [email protected] / 046 9251329 in the first instance who will provide the

appropriate application forms and guidance on the agreed process.

Senior HR Education Programme (Action 6.10)

In the final session of this programme for 2017, a number of speakers with expertise in Employment,

Healthcare and Regulatory law will address “Employment Law in the Healthcare Environment”.

Clinical Reviews

When adverse incidents occur the first concern of a healthcare provider must be to ensure that any

apparent shortcomings in the delivery of care are identified and addressed so that no other patient or

service user suffers harm.

Every system must learn from its mistakes. In order to facilitate this HSE has adopted a policy of open

disclosure, which looks set to be underpinned by legislation. The HSE also supports a “just culture”

which seeks to balance the need to learn from mistakes and the need to take disciplinary action.

Employment Investigations in the aftermath of adverse clinical incidents

It can sometimes be very difficult for HR Directors to progress disciplinary investigations in accordance

with fair procedures in the face of:

• public calls for accountability;

• ongoing systems analysis reviews or other clinical reviews;

• complex disciplinary procedures;

• ongoing if expected fitness to practise investigations;

• legal challenges to the procedures adopted to clinical and/or employment investigations.

The focus of the final session will be on the following matters:

(a) overview of adverse incidents in the clinical setting and interplay of clinical investigations with

employment investigations;

(b) introduction to systems analysis review methodology;

(c) data protection considerations – accessing patient/client data in the context of disciplinary

investigations;

(d) the consultants contract 2008 – overview of main provisions, i.e. public v private practice, the

requirement to monitor, grievance and disputes procedure

(e) consultants remaining employed under the 1997 “Buckley contract”


(f) Disciplinary procedures in the statutory professions: an overview of the procedures of

(i) The Medical Council;

(ii) The Nursing and Midwifery Board of Ireland;

(iii) The Dental Council;

(iv) CORU;

(v) The Pharmaceutical Society of Ireland;

(vi) The Pre-Hospital Emergency Care Council,

(g) The role of the statutory regulators in respect of "clinicians in management: " Are managerial

decisions, taken by doctors and nurses, amenable to review by professional regulators?


Activity Update – CERS

National Joint Council (NJC)

HSE CERS met with the Advisory Service, WRC, in recent times to discuss the operation and functioning

of the National Joint Council. We outlined a number of areas where we thought there was room for

improvement and the Advisory Service have undertaken to work with us to see can there be revised

mechanisms put in place during 2018 to provide for a smoother operating NJC.

In this regard, the head of the Advisory Services, Mr. Seamus Doherty, has agreed to attend the first

meeting of the NJC in 2018 and having discussed the issues that have arisen following consultation

with both sides of the process, the WRC have undertaken to outline a number of proposals which they

believe with assist in progressing the work of the council.

Task Transfer

The following is the state of progress, with regards to Task Transfers across the various sectors.

Acute Hospital Services

The final report of the verification group in respect of Acute Hospitals just issued (copy attached), the

report confirms that satisfactory progress has been made with regard to the implementation of the

measures agreed within the task transfer process, however, there is a recommendation that local

implementation groups will stay in place and that furthermore, the availability of the National

Implementation Group will remain in place in respect of any areas where difficulties arise with regard

to the practical operation of the new measures, at individual hospital level.

Social Care Services

The second verification process in the sector is now underway. This process will involve a review of the

operation of the arrangements agreed between the parties at each CHO level. A template has been

drawn up, required to be completed and endorsed at each CHO level, covering all Community and

Intellectual Disability Services within its remit.

The verification process will also include site visits in each CHO area and it is intended that this will be

concluded by end January 2018.

Mental Health Services

An initial meeting regarding the applicability of Task Transfer formulas within Mental Health Services

has taken place. Further meetings are planned and in the initial phase, this involves an examination of

the sector to see what measures which would positively impact on the provision of services to clients

can be put in place in this area.

Progressing Disability Services

PRIORITY 7 PARTNERING


A series of engagement are being initiated with IMPACT Trade Union with regard to the roll out of the

Progressing Disability Services in all areas. At this stage a draft Job Description for the post of manager

in each of the networks has been produced and is being considered by the parties. The intention is

that we would be in a position to advertise posts for filling during the month of January.

It should be noted that the engagement taking place in respect of this project, separate to the overall

rollout of the network structures associated with Community Healthcare Networks.

Radiography Services

Works is continuing in respect of the review of Radiography Services as provided for in LCR 20232. The

parties have set a deadline for March 31st

2018 for conclusion of this work.

HOSPEEM

Arising from the recent HOSPEEM/ESPU Social Partners Conference on Continuing Professional

Development titled “Working Together-Learning Together – Switching to the Learning Mode” in

Amsterdam in June 19/20th

2017, a comprehensive report of the conference which had the theme of

promoting effective recruitment and retention policies for health workers in the EU by ensuring access

to CPD and healthy and safe workplaces supportive of patient safety and quality care is attached.

Compassionate / Bereavement Leave – National Claim

The unions’ claim for revised bereavement leave arrangements to be extended to health service

employees was the subject of a conciliation conference under the auspices of the Workplace Relations

Commission (WRC) on the 22 September 2017. The unions are seeking to have the revised

arrangements which were introduced in the Civil Service in January 2017 and set out in Circular

01/2017 (DPE202-020-2016) to be applied to the health service. This claim was raised by the unions at

the National Joint Council in March 2017 and the HSE subsequently carried out a costing exercise, at

the request of the Department of Health, to get an estimate of the potential cost implications. At the

conciliation conference the management side (represented by HSE and Department of Health officials)

advised the unions that this claim is currently under review and the Department of Health would be

engaging with the Department of Public Expenditure & Reform. The WRC process has been adjourned

and the HSE is considering this claim in light of the potential cost implications.

Department of Public Expenditure & Reform Review of the Public Service Sick Leave Scheme (Priority

Action 7.9)

Considerable progress has been made been made during the union consultation process and

agreement has been reached on a number of issues. Any issues which remain unresolved were

referred by DPER for facilitation discussions under the auspices of the Workplace Relations

Commission (WRC). This facilitation process was held in April and was attended by representatives

from the public service unions and sectoral management. Following the WRC discussions, the

management side agreed to consider revisions to its current proposals. DPER are currently

undertaking a review of certain aspects of the original proposals prior to further engagement with the

unions.

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 overall sick pay limits and

the dual look back, are beyond the scope of this Review. Based on feedback from public service

management and the outcome of the union consultation meetings, DPER have developed a number of

recommendations to improve the operation of the Scheme in terms of cost-effectiveness,

standardisation and equity.

DPER’s recommendations address the operation of three key components: Temporary Rehabilitation

Remuneration (TRR), the Critical Illness Protocol and the ‘Look Back’ period for calculating payment.

The recommendations also deal with a number of other issues arising from the application of the sick

pay scheme which have been raised by the sectors. It is hoped that the WRC process will resolve the

outstanding issues which relate to TRR and the ‘Look Back’ methodology.

Circular on Injury Allowance

HSE HR Circular 13/2017 sets out the revised arrangements governing payment of the injury

allowance. A slight amendment has been made to the original Circular and the revised version (along

with an explanatory note outlining the change) is available via the following link:

https://www.hse.ie/eng/staff/Resources/HR_Circulars/HR-Circular-013-2017-re-Injury-at-Work-

Allowance.html

This Circular provides that the application of a ‘degree of impairment’ rating for the purposes of

calculating the injury allowance payment for employees who are temporarily incapacitated has been

discontinued with effect from 16th

March 2017.

The unions had also submitted a claim for retrospective application of the injury allowance payment.

It has been decided to grant approval to apply the arrangements as set out in Circular 13/2017 on a

retrospective basis to employees whose injury occurred on or after 17th June 2015 and who were

temporarily incapacitated. By way of clarification, the retrospective payment arrangement would also

apply to any employee who was in receipt of the injury allowance and whose injury occurred prior to

17th

June 2015 but only with effect from 17th

June 2015 onwards. The period of injury prior to that

date would not be covered. HR Circular 029/2017 confirms the arrangement for retrospective

application and is available on the HSE website:

https://hse.ie/eng/staff/Resources/HR_Circulars/HR-Circular-029-2017-re-Injury-Allowance-Degree-of-

Impairment-and-Retrospective-Application.pdf

Work is now underway in conjunction with the Department of Health to extend the injury allowance

scheme to employees who are members of the Single Scheme 2012. The intention is that Single

Scheme members will receive equivalent benefits to those covered by the pre-existing pension

schemes. In the interim, individual cases which arise may be examined (please refer to Circular

13/2017 for further details).

National Vetting Bureau (Children and Vulnerable Persons) Acts 2012 to 2016

Retrospective Vetting of Existing Employees


Health service employers have a statutory obligation to ensure that applications to the Bureau in

respect of retrospective vetting disclosures are made not later than 31 December 2017. The HR

Circular in relation to retrospective vetting of health service employees who come within the scope of

Section 21 of the Act is available via the following link:

https://www.hse.ie/eng/staff/Resources/HR_Circulars/HR%20Circular%20022%202017%20re%20Nati

onal%20Vetting%20Bureau%20Acts%202012-2016%20-

%20Garda%20Vetting%20of%20Existing%20Health%20Service%20Employees%20Engaged%20in%20re

levant%20work%20with%20Children%20or%20Vulnerable%20Persons%20-%20Section%2021.html

The Act provides a statutory basis for the vetting of persons carrying out relevant work with children

or vulnerable persons and prohibits any person to undertake relevant work or activities unless the

organisation receives a vetting disclosure from the National Vetting Bureau of the Garda Siochana in

respect of that person. The Act defines relevant work or activities as “any work or activity which is

carried out by a person, a necessary and regular part of which consists mainly of the person having

access to, or contact with, children or vulnerable adults”.

The Act came into operation on 29th

April 2016 (except for the re-vetting provisions under Section 20

which are yet to be enacted). Section 21 of the Act provides for the retrospective vetting of

employees who are carrying out “relevant work or activities” and who were not previously vetted.

Regulations (SI No. 223 of 2016) provide that applications for retrospective vetting disclosures shall be

made not later than 31 December 2017.

Health service management within the services are required to identify those employees who have not

previously been vetted and whose positions are deemed to come within the scope of section 21 of the

Act. Prior to requesting an employee to undergo Garda vetting in accordance with Section 21,

managers are required to establish whether the employee is engaged in relevant work so that

confirmation can be provided to the Bureau on the vetting application form. The Bureau have raised

concerns with the HSE regarding inappropriate applications for vetting and have advised that vetting

applications should only be submitted for health service positions which constitute relevant work as

defined by the legislation.

It is imperative that employers adhere to the statutory deadline for submitting applications for

retrospective vetting disclosures to the Bureau not later than 31 December 2017 and monitor progress

in this regard.

National Joint Council – Policies and Procedures Sub-Group

The National Joint Council (NJC) Policies and Procedures Sub-Group is the national forum for

engagement with the health service trade unions on draft HSE/health service policies and procedures.

This forum is convened under the auspices of HSE Corporate Employee Relations Services (CERS) which

facilitates this consultation process between management and health service unions. The meetings

generally take place on a monthly basis. Draft policies which were submitted in the last quarter of

2017 include Your Service Your Say, the Incident Management Framework, the Policy and Procedure

for the Management of Intoxicant Misuse, the HSE Manual Handling and People Handling Policy, and

the Policy for the Prevention and Management of Stress in the Workplace Policy.


Health service management Policy Leads with draft national policies and procedures which require

consultation with the unions should email Susan Keegan ([email protected] ) in CERS enclosing a

copy of the draft documentation and a brief summary of the topic. The topic will be scheduled on the

agenda for the next available meeting date having regard to the agreement with the unions that a

maximum of four draft policy documents would be circulated between meetings to facilitate the

review process. Following confirmation of the meeting date, a copy of the draft documentation and

details of the relevant Policy Lead are circulated to the unions which may submit comments and

feedback in advance. The Policy Lead is responsible for presenting the draft document to the trade

unions at the meeting, addressing issues raised and undertaking any follow up action agreed. Any

queries on this process may be e-mailed to Susan Keegan ([email protected]).


Change Guide incorporating Change Framework (2018)

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 implementation of the Corporate Plan and the People

Strategy 2015 - 2018, a review of the HSE Change Model was initiated with view to producing a revised

2nd

edition. Engagement with the Joint Information Consultation Forum was also progressed as the

Health Services National Partnership Forum were partners in the original Change Guide (2008). This

work has progressed well on the development of the revised Health Services Change Guide and

associated Change Framework. This resource complements service, quality improvement and

development initiatives and projects in the system by specifically focusing on the people and cultural

aspects of change. It offers a methodology to connect the core components of change building on the

evidence which indicates that an integrated approach to addressing the people and cultural factors is

essential to deliver practice and behaviour change that can be sustained over time. The Change Guide

is targeted at providing practical guidance to service leaders and to managers and staff who mediate

change at the ‘front line’. It also sign posts potential users of the Guide to key resources and supports

in the HSE and the wider system acknowledging the level of expertise and guidance that is currently

available and evolving.

The development process for the revision of the Change Guide has been comprehensive and robust, it

has been evidence informed and in line with the following key stages:

Governance and oversight

• Project mandate by HSE Leadership Team, Joint Information and Consultation Forum and HR

Leadership Team

• Project Plan agreed with quarterly updates to commissioner

Engagement and Consultation

• Detailed stakeholder mapping and engagement plan outlined – face to face, individual and group

sessions took place during 2016/2017 as part of co-production process agreed.

• Reference groups established with cross section of staff, service managers, service users, other

internal and external partners

Research and Evidence Informed

• Literature Review commissioned from Trinity College Dublin, grey literature review completed,

engagement with other academic providers and thought leaders.

• Submissions sought and received across the system, externally and internally – HSE Leadership

Team cascaded request for submissions, Broadcast to all HSE staff issued, written and verbal

submissions received.

• Evidence gathered based on practice wisdom and experiences from diversity of people and teams.

PRIORITY 8 HUMAN RESOURCE PROFESSIONAL SERVICES


Documentation Drafting

• Documentation drafted, shared and input sought to revisions and re-drafting.

Testing and refinement

• Priority given in 2017 to testing in the delivery system with service managers, staff, service users.

• Engagement continued with reference groups, colleagues internally and externally

• Final Drafting and Consultation ongoing.

• Change Framework outlined, associated Change Guide and Templates currently being edited.

Progressing to Sign Off

• Pending final sign off by Commissioners – including JICF

• Progress to design of Change Framework and associated documentation, development of digitally

enabled resources in Q1 2018

• Scoping of implementation and collaborative integration across the system

• Wider system engagement on using the Change Guide as a core reference.

The key headlines from the Change Guide that have emerged from the development process:

• The Change Framework is founded on the principle of People’s Needs Defining Change

• The ultimate Goal is Safer Better Health and delivering staff and public value

• The People and Cultural priorities identified from the literature and practice experience are cross

cutting and require focus at all stages of change. Cultural change requires targeted attention to all

of the interdependent elements in order to deliver and sustain change.

• Change activities are outlined in detail under Define, Design and Deliver with practical guidance,

use of interactive templates etc.

• Change Framework is underpinned by the values of Care Compassion Trust and Learning

• Accountability for performance and outcomes is paramount at all stages of change.

The development process for the Change Framework will support its delivery into the system. We are

now reaching the point of final editing of the documentation and would like to seek your support to

progress to sign-off. The next phase of development will address design and accessibility and look

forward to working with colleagues in Communications, ICT and HR to support a user friendly and

digitally future focused design. A core component of the Change Guide will be to ‘sign post’ people to

key resources and supports in the system - this will enable the guidance to be up to date and to reflect

developments that are emerging in each of your respective areas. It will also enable flexibility so that

users can adapt to their local context and needs. Ongoing evaluation of the use of the Change

Framework and development of practice based resources will be further developed so that the

experiences of both internal and external users can be taken on board to assist ongoing refinement

and development of change capacity across the system.


Story boards, videos and further details in relation to all actions outlined in this Report are available on

our @HSE_HR twitter account. Our next HR monthly report will issue on the 8th

January, 2018.

Rosarii Mannion

National Director Human Resources

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