2000 - 2001 - Central Manchester University Hospitals - NHS ...

- carer and compassionate leave
●
Work has been undertaken on harmonising the employment
policies leading up to the merger with the Manchester
Children’s Hospital NHS Trust. These policies underpin the
employment strategy and represent the fruition of joint
working with staff organisations at both the Children’s
Hospitals and Central Manchester.
●
In Partnership with the Crown Prosecution Services and the
Police, a strategy aimed at tackling the harassment of staff
by service users has been implemented.
●
Equal opportunities and diversity have again featured heavily
in the work of the Trust. The participation in mentorship
programmes and work placements for students from local
schools form a part of this approach. Other actions have
resulted in an increase of people from black and minority
ethnic groups as a proportion of the Trust’s workforce.
●
Local Pay Bargaining - The Trust has not extended any local
pay bargaining initiatives over the last year. Following its
long-term pay deal in 1999/2000 it decided to await
national developments with ‘Agenda for Change’.
Director: Mr T Gilpin
● Over the last year the single, most important issue which has
faced the Trust has been the shortage of staff in a range of
professional groups, but most particularly in nursing.
This reflected the national shortage which many Trusts
experienced. International recruitment has featured strongly.
● The Trust has continued to be involved in the reconfiguration
of services in Manchester, with the successful transfer of
Mental Health Services to the Manchester Health Partnership
and the reprovision of the Nesta Wells Unit from Withington
Hospital to St Mary’s Hospital. Preparations are taking place
for the transfer of services from Withington Hospital.
●
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A work place scheme for people with disabilities has been
successfully introduced. The Trust has developed a policy in
relation to disabled employees and has been awarded the
‘two tick’ symbol for its commitment to the employment of
people with disabilities.
In collaboration with Unison and the Workers Education
Authority, a programme started last year aimed at
developing the basic skills of ancillary staff. The individual
learning accounts framework is to be developed in the
coming year to further establish NVQs at higher levels for
clinical support staff.
During the year the Trust has been part of the Greater
Manchester Education and Training Consortium. From the
1st April 2001 it became the Greater Manchester Workforce
Development Confederation.
●
In line with the National Human Resource Strategy the Trust
has developed plans to implement the “Improving Working
Lives Initiative”. A range of policies have been developed
on:
- flexible working
●
●
Together with the Children’s Trust, work commenced on the
re-accreditation of the Investor in People (IIP) Award, which
the Central Trust had held for a number of years.
The Trust has continued to consult with staff and seek their
views through:
- job share
- annual staff survey
- anti-harassment and bullying
- staff newsletter
10
Annual Report 2000 ~ 2001