Providing healthcare organisations with access to advanced HR analytics for the management and measurement of workforce
Our workforce advisory services
There are several challenges faced by healthcare organisations today. Not only is the population demographic changing, so too is that of the healthcare workforce. We’re seeing an ageing population increasingly rely on healthcare workers, therefore we need to ensure organisations have availability of workers with the right skills, as well as considering age and gender structure.
Currently, around 50% of the workforce is aged 45 or over* with many staff wanting to retire before they are 65.
We’re seeing more men taking on nursing, administrative and family friendly roles. In addition, there are increasing financial pressures related to the delivery of NHS services.
Liaison has a proud track record in supporting the NHS to control and reduce its reliance on agency workers and in supporting greater NHS self sufficiency through the creation of locum doctor banks and regional collaborative banks.
Once improved control of the contingent workforce has been achieved, this enables more focus to be given on maximising the substantive workforce now and in the future, which is where Liaison can also help.
Using leading edge HR analytics software combined with our expert staff, Liaison is now supporting the NHS in changing the shape of its workforce using data driven insights. By increasing the quantity and quality of knowledge available to the NHS our advisory services are enabling smarter workforce resource planning at local, regional and national levels.
*According to the BMA report ‘Supporting an ageing medical workforce’
NHS Directors’ Booking Rates Index
Analysis of key agency rates for booked shifts that require Director level approval.
The NHS Directors’ Booking Rate Index presents Liaison’s analysis of key agency rates for shift bookings that require Director level or above approval. The information is broken down by Organisation, Agency code, NHS specialty and Grade. The report enables NHS organisations to promote operational awareness to deliver financial improvements and drive improved service provision.
Actionable insight that’s delivering results
-Enable multi-organisational collaboration
-Drive improved service provision
-Supports culture of continuous improvement
-Compare performance within the region
-Increase operational awareness
-Deliver financial improvements
All reports will be supported with a
Liaison summary of key observations.
Metrics and trends include:
– Total values of the bookings made within the period
– Value and percentage of:
* bookings which breached the NHSI cap
* bookings which came in under the NHSI cap
* NHSI breaches which require sign off
* bookings breaching £100 per hour
* bookings breaching the150% of cap rate
* bookings coming in under the 150% of cap rate
* bookings made over prior periods
Did you know?
Liaison’s latest free benchmarking report Taking the Temperature provides unparalleled management information and insight into patterns and trends in NHS temporary staffing. We found that:
-There is variance of up to £30 p/h in total pay and commission for Consultants of the same grade.
-2018 was the first financial year where bank spend has surpassed agency spend.
-71% of bookings made during 2017/18 were booked via ten agencies.
-23% of bookings for General Medical (GM) Consultants were over £120 p/h.
Making data useful and accessible for the whole of the workforce.
Liaison intelligently combines all staff data together, automatically finds important insights, and informs users in straightforward, clear sentences. NHS organisations gain accessible and understandable HR analytics to support evidence-based decisions that affect workforce efficiency and effectiveness.
The system is delivered ‘fully loaded’ with your data and with reports and dashboards analysing all key areas. On-going resource requirements are minimal. There is a net gain because of time savings in the automation of report packs and the ability to respond to complex ad-hoc report requests in minutes rather than hours, or even days.
Reduce voluntary turnover of key staff
Identify hidden hotspots of past, current and future turnover, spot the early signs leading to resignation, and understand the best retention strategies to reduce recruitment costs.
Improve the quality of new hires
Hire higher performing staff with longer tenure and lowest absenteeism, lowering overall hiring costs.
Reduce disruptive sickness and stress related absence
Gain insight into the underlying reasons for sickness and
uncover best practice in your own trust.
Save on overtime costs
Analyse payroll costs in detail, understand the optimum pay bill and highlight areas to improve equal opportunities.
Save money by using insights to improve workforce planning
Reduce costs by improving the mix of substantive, temporary and bank staff against other dimensions such as; overtime, avoidable absence and individual employee performance.
Workforce Rostering Optimisation
Root cause analysis for rostering transformation
Assessment and alignment of rostering, proactive rostering analytics and roster clinics can reduce incidents of overstaffing and understaffing which reduces the reliance on costly temporary and agency staff.
Rostering is a pivotal function in healthcare delivery. When did you last audit it? Effective rosters take into consideration factors such as patient, staff and organisational needs; the workforce and skills required to deliver services, and workforce availability. It is essential that organisations continue to re-evaluate the roster over time to ensure they reflect the changing needs of services and the organisation.
There are some core areas we find it essential to capture and
review to ensure Rostering Optimisation. These include:
-Methodology & Approach
-Headroom and usage of annual leave, study leave, sickness, maternity leave and other leave
-Lost contract hours not used per month
-Additional shifts and reasons for booking
-Deliver better workforce management processes
-Number of bank requests and total bank hours worked
-Reduce agency and bank costs
-Optimise substantive workforce hours across all staff groups
-Increase approval lead times