Cheshire HR Service, founded in 2006, provides a blueprint for NHS HR shared services. Hosted by East Cheshire NHS Trust it provides the full range of HR services through a Service Level Agreement (SLA) Partnership Arrangement, to East Cheshire NHS Trust, Central and Eastern Cheshire PCT and NHS Western Cheshire and is currently looking to extend its coverage and build a broader customer base. With no obligation on NHS organizations to go down the shared service route there is a need to ensure value for money and the economies of scale that a shared service brings.
Tools & Resources
This project was set up by NHS Blackburn with Darwen Care Trust Plus in June 2010 to develop a team of volunteer interpreters from the local community, who could offer interpretation in multiple languages over a 12 month period. It was also created in order to support the 3 Community Development Workers (CDWs) in developing their project management skills with mentorship from the Equality Manager.
The Transforming Community Services (TCS) programme is working closely with the Strategic Health Authorities to ensure PCTs separate commissioning of services from provision as smoothly and as effectively as possible.
NHS Trafford, Trafford Healthcare NHS Trust and Trafford Council set out in 2010 to adopt a joined up approach to the wellbeing of their staff. Although early days this project has already been successful in delivering so much more for staff by working together than would ever have been achieved by a single organisation.
Cheshire HR Service set out to increase HR efficiency and to maximise resources on behalf of its NHS partner organisations. It also recognised the value of adopting a common strategy and approach to improve the health and wellbeing of staff across Cheshire. This case study looks at the development and delivery of a staff Health and Wellbeing Strategy for customer organisations within an HR shared service organisation.
In July 2008, reported sickness absence across University Hospital of Morecombe Bay NHS Trust (UHMB) averaged 5%. There was also a tendency for the same members of staff to take sickness absence. Therefore the HR team embarked on a structured and robust policy to reduce sickness absence with the aim of bringing down the average level to 3.5% by 2012 which it is set to achieve
Preceptorship is a well evidenced mechanism to support the transition of newly qualified Health Care Professional to competent practitioner. It can reduce transitional stress associated with realising their full accountability whilst being a novice competent Health Care Practitioner by being provided with structured support, advice and from a colleague.
In recent years the numbers of health visitors in the workforce have declined, as has the number of health visitor student placements offered by PCTs. Increasing the numbers in the health visitor workforce is part of the NHS Operating Framework and the SHA (Strategic Health Authority) Assurance Framework as well as a key priority for the government as set out in the coalition agreement and comprehensive spending review. This document seeks to outline what the North West objectives and implementation plan is following the recent call to action.
3 organisations in Central Manchester are working together on Project SEARCH - an innovative employment focused education programme designed to give young people with learning difficulties and/or disabilities opportunities to develop employability skills in a real work place, surrounded by other working people.
In 2010 this Trust commissioned a survey (ASSET) of staff perceptions of 7 key barriers to, and enablers of, wellbeing in the workplace. When these aspects of working life are well managed the workforce has good levels of psychological wellbeing and engagement. The results of the survey are contributing to a new programme of evidence based work to determine the enablers and barriers to wellbeing and to the development of the Trust’s Health and Wellbeing Strategy.