The North West was split into 3 sub-regions for the purpose of NW Streamlining, and these were Greater Manchester, Cheshire and Mersey and Cumbria and Lancashire.
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The 18 NHS trusts across Cheshire & Merseyside (C&M) were engaged with the streamlining programme from March 2016.
They established six workstreams and eighteen Trust Implementation Groups (TIGs). PMO representation at workstream meeting and TIG meetings ensured that the implementation of deliverables was fully supported all trust and system level by the Streamlining Area Manager and Implementation Officers.
The Cheshire & Merseyside Streamlining programme was recognised in the 2018 North West Healthcare People Management Association (HPMA) HR Excellence awards as a finalist in the ‘Working across systems’ category for the collaborative work completed as part of the programme.
In addition to the core deliverables that were focused on as part of the NW Workforce Streamlining Programme, Cheshire & Merseyside trusts focused on a number of additional sub-regional milestones:
Recruitment
Values Based Recruitment – sharing best practice leading to implementation
Time to Hire (TTH) – agreeing parameters for measurement and overcoming TTH challenges
Honorary Contract administration process (including agreed KPI’s)
Training
Care Certificate – which can be shared upon transfer
PREP - Policy Review Engagement Partnership (known as Policy in other sub-regions)
Working in collaboration with Trade Union colleagues on the following:
C&M wide agreed Notice Periods for new starters (and existing staff where possible) – shared with other regions for wider adoption
Honorary Contract – shared with other regions for wider adoption
TUPE Overarching Principles – shared with other regions for wider adoption
Starting Salary on Appointment – for further review with new Agenda for Change (AfC) guidance
Medical Staffing
Locally Employed Doctor Terms & Conditions
Acting Down Policy
Rapid Induction for Locum staff
Systems
Core HR transactions – review of systems used/interfaces available with ESR
Registration Authority/Production of Smartcards – ID process review
Representative alignment to other workstreams to provide technical expertise
Following the ending of the NW Workforce Streamlining Programme Office arrangements on 31st March 2019, all six workstream groups will continue within Cheshire & Merseyside.
The sustainability plan for Cheshire & Merseyside is available to download and can be viewed in the End Programme Report.
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Trusts throughout Cumbria and Lancashire have been working towards the core deliverables of the programme and some locally agreed priorities and activity. The core deliverables and progress towards them, as at PMO end date (March ’19), is outlined in the ‘End Programme Report’ available on the main page of this website.
Non-core areas of focus
Careers & Engagement
Agenda for Change (AfC) Contract Refresh
Establishment Control
Standardised compliance reporting for statutory and mandatory training
The sustainability plan for Cumbria and Lancashire is available to download and can be viewed in the End Programme Report.
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Greater Manchester trusts have been working towards the core deliverables of the NW programme and some locally agreed priorities and activity. The core deliverables and progress towards them, as at PMO end date, is outlined in the End Programme Report.
Original Non-Core areas of focus for GM are detailed below, however, it should be noted that a decision was taken mid programme cycle focus firmly on the core deliverables to ensure they were achieved.
Recruitment Workstream – non-core focus
Mandating the DBS Update Service for all eligible staff
Implementing a values based recruitment question bank
Recording qualifications on ESR
NB: work on these has ceased, however, the recruitment group will continue to work on new local priorities as part of GM sustainability plans.
Training Workstream – non-core focus
Training alignment to the Dementia Framework (DF) and development of competencies for DF training which can then be accepted between Trusts when staff transfer.
Agreed consistent techniques for Prevention and Management of Violence and Aggression (PMVA) across the two Greater Manchester Mental Health Trusts, which can then be accepted between the 2 Trusts when staff transfer.
NB: Work in these will continue as part of GM sustainability plans for streamlining.
Policy Alignment Worktsream – non-core focus
Designing and developing (or reviewing and adopting from one of the other sub-regions) the following GM recommended policies:
- Notice Periods
- Probation Periods
- Secondments
- Honorary Contracts
- Mandatory Training & Induction Policy
NB – only the Mandatory Training & Induction Policy has been finalised and is being adopted by GM trusts.
Following the ending of the NW Workforce Streamlining Programme Office on 31st March 2019, Groups continue to meet within Greater Manchester.
The sustainability plan for Greater Manchester is available to download and can be viewed in the End Programme Report.
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There are other workforce streamlining programmes in other regions of the country, most notably London, the Midlands and the East of England. Information on their work programme and progress to date can be found by following the links below. The North West Streamlining Programme are developing close links with the work in these regions to make best use of their experience and lessons learned.
