Trust Board papers November 2012 - Barking Havering and ...

TURNOVER
Actual Versus Target Annualised Turnover
14.0
Turnover %
12.0
10.0
Turnover
For the month of September, Trust annualised turnover increased by 0.34% to
11.57% - despite the increase this remains 0.43% below the current average of
other large Acute Trusts.
8.0
Sep-11
Oct-11
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Actual Turnover
SICKNESS ABSENCE
Percentage (%)
6.50
6.00
5.50
5.00
4.50
4.00
3.50
3.00
2.50
2.00
1.50
1.00
0.50
0.00
Sep-11
Oct-11
Nov-11
Month
Target Turnover
Real - Time Sickness Absence
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
Month
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Sickness Absence
Reported sickness absence rates for the month of September has decreased
slightly by 0.13% on the August position, reducing from 4.68% to 4.55% across
the month. The sickness absence rate has decreased by 0.25% when
compared to the same period last year. The pan London benchmarking
exercise against other acute Large London Trusts has been repeated which
shows that the combined average sickness absence rate for this group is
3.59% - as such the graph has been revised to reflect this. Based upon this
revised information BHRUT's benchmarked position shows us as currently
sitting 0.94% above the 3.59% average of all other large acute London Trusts.
The Trust's target remains at 3.6%
Driving down our sickness absence rates is a key focus for the trust for 12/13
Part of the increase in reported sickness absence rates is related to improve
recording through the introduction of electronic systems such as e-rostering.
This has minimised the effort in recording and reporting of all types of staff
absence, including sickness through managers/supervisors especially in the
clinical areas no longer having to complete and submit weekly absence returns.
It is acknowledged that key to achieving a significant reduction in rates is:
reviewing & updating our existing sickness absence policy, sickness absence
management training and working with proactively managers to understand the
support they require to manage sickness absence. These actions have been
initiated and additional schemes such as staff MOT days continue in order to
encourage staff to proactively manage their own health & wellbeing at work.
BHRUT Target Other Large Acute London
Occupational Health have implemented monthly case meetings with
Directorates to discuss the management and progress of individual cases
Trust Overall Scorecard - September 2012 - Workforce Information Department