agenda item: 3 report title: hr half year report …...executive board meeting, 22 july 2019 agenda...

Executive Board, 22 July 2019

Agenda item: 3

Report title: HR Half Year Report

Report by: Andrew Bratt, Assistant Director - HR,

[email protected], 0161 923 6215

Action: To note

Executive summary

This report provides a half year overview of our main HR monitoring data and identifies the

main issues and trends that are likely to be covered in our annual report to Council.

Our mid-year review shows very limited changes in our workforce profile, trends around

recruitment and the main indicators of organisational health (turnover and absence).

Recommendation:

The Board is asked to note the report

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Executive Board Meeting, 22 July 2019 Agenda item 3 – HR Half Year Report

2

Background

1 This report covers the first half of 2019 and our monitoring data up to and including

30 June 2019. Most of our main employment trends are stable and we would expect

to be reporting very similar annual data early in 2020 and on to Council early next

year.

2 We will be completing a fuller analysis of the data over the next month, but there are

some areas to highlight to the Board.

Internal and External Recruitment

3 Internal promotions this year (50 at the mid-year stage) are likely to be similar to

2018 (87) but we expect to see an overall increase in the number of secondments

and transfers (77 in six months compared with 99 in 2018).

4 In the first half of 2019 we have seen 12 probation periods extended. We will

undertake further analysis on what appears to be a significant increase on our

previous experience.

5 Turnover remains stable and very low at just under 9%. This is well below the UK

wide experience and around half that we see in public sector bodies.

6 Our absence levels have continued to increase by very small amounts. In the first half

of 2019 we have seen anxiety overtake depression as the main cause of absence, but

the overall proportion of mental health related absence remains similar to 2018.

Diversity

7 We have seen a continued increase in the proportion of our managers who are

women, a welcome increase in the proportion of our level 2s who are from a BME

background and our recruitment progress has seen a further increase in offer to BME

candidates. The positive impact of this final trend has been limited by higher BME

leaver rates.

8 We have seen a significant change in the success rates of women through our

recruitment processes. This is a trend we have seen in the past, but so far in 2019

women have made up just over half our applicants and secured two thirds or our job

offers.

Equal Pay

9 Our overall position on equal pay will be analysed in full before the end of 2019 to

help inform our 2020 pay decisions.

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3

10 Pay differentials within pay bands on ethnicity remain very limited and BME

candidates have higher average pay (per hour) than non BME staff in most pay

bands.

11 The position on gender is not significantly different that the end of 2018 and we have

previously reported on the impact on the 2019 pay award. While most of our gender

pay issues are related to the balance of our workforce at each level, the mid-year

report does highlight some areas for further review – such as more senior roles in

Manchester.

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3 – Human Resources Mid-Year Report 2019

3 – Annex A

HR Monitoring Overview

Recruitment

1 A more detailed analysis of our recruitment outcomes in terms of diversity is set out in

Annex B.

Internal Recruitment

20182019

(Mid-year)

Promotions 87 50

Transfers / Temporary Transfers*

99 77

Total 186 127

Notes:

The numbers reported above for Temporary Transfers, Promotions, and Transfers are based on when the staff member started the post (not when they were appointed).

Temporary Transfers includes temporary transfers at the same grade, secondments and temporary promotions.

Recruitment timescales

The average Advert to Offer timescale increased slightly to 5.7 weeks in the first

half of 2019 (5.4 weeks in 2018), the average Advert to Offer timescale still remains

under 6 weeks.

Probation analysis

So far in 2019 we had 12 probation periods extended (14.1% of all probations

completed so far in 2019).

We have no probation periods not confirmed.

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Executive Board Meeting, 22 July 2019 Agenda item 3, Annex A – HR Half Year Report

A2

Turnover comparison with other sectors

* Labour turnover rates: 2018 XpertHR Survey

** Voluntary turnover includes Resignation, Voluntary Redundancy, and Normal Retirement.

Total Turnover includes voluntary turnover plus Compulsory Redundancy, Fixed Term Contracts and

Dismissal.

Employee Absence

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Executive Board Meeting, 22 July 2019 Agenda item 3, Annex A – HR Half Year Report

A3

Sickness by Reason

2 Figures Sickness absence - average days lost per employee

2016 20182019

(mid-year)

GMC average days lost 6.3 7.4 7.8

CIPD Average days lost (All) 6.3 6.1 n/a

CIPD Average days lost (Public Sector) 8.5 8.5 n/a

Comparators taken from the CIPD 2016 and 2018 absence management surveys.

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Executive Board Meeting, 22 July 2019

Agenda item 3 – HR Half Year Report


3 – Annex B

Equality and Diversity

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Workforce profile comparison - 2017 to 2019 (Mid year)

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Executive Board Meeting, 22 July 2019 Agenda item 3, Annex B – HR Half Year Report

B2

Workforce profile by location and comparison with UK

GMC London London Population* GMC Manchester

Manchester Population*

North West Population*

All GMC

Asian 8.16% 18.49% 7.10% 17.09% 6.20% 7.16%

Black 5.44% 13.32% 1.91% 8.64% 1.39% 2.31%

Mixed 7.48% 4.96% 2.46% 4.60% 1.57% 3.06%

Not responded/Other 4.08% 3.44% 2.19% 3.06% 0.63% 2.24%

White 74.83% 59.79% 86.34% 66.61% 90.21% 85.23%

Sources:* 2011 Census (ONS)

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GMC compared to UK population

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Promotion and Progression

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B2

Workforce Profile

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B3

Management Roles 2015-2019

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B4

Recruitment progression by diversity strands – Mid year 2019

Diversity Applications 1st Interview 2nd Interview Offer

BME 767 34.1% 146 23.4% 13 14.3% 28 22.6%

Non BME 1369 60.8% 449 72.0% 73 80.2% 92 74.2%

Female 1221 54.2% 357 57.2% 43 47.3% 84 67.7%

Male 955 42.4% 250 40.1% 45 49.5% 39 31.5%

Disabled 214 9.5% 73 11.7% 15 16.5% 12 9.7%

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B5

Comparison to other organisations – Ethnicity

* Benchmark 2016/17 data taken from organisations websites.

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B6

Comparison to other organisations – Gender

Benchmark 2016/17 data taken from organisations websites.

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B7

Attraction, Recruitment and Retention

• Offers include internal transfers/promotions where a full recruitment campaign was run. • Joiners figures report any staff member who joined the GMC between January and June 2019. Some of these staff may have been

recruited during Q4 2018.• Joiners only contains employees new to the organisation and does not include internal transfers/promotions.

Applications

(2251)Offers(124)

Joiners(121)

Leavers(66)

Female 54.2% 67.7% Female58.7%

Female51.5%

BME 34.1% 22.6% BME 17.4% BME 21.2%

Disabled 9.5% 9.7% Disabled 7.4% Disabled 10.6%

16-24 14.8% 14.5% 16-24 14.0% 16-24 7.6%

25-34 37.8% 49.2% 25-34 53.7% 25-34 56.1%

35-44 21.3% 21.8% 35-44 16.5% 35-44 24.2%

45-54 16.3% 10.5% 45-54 11.6% 45-54 4.5%

55-64 5.7% 1.6% 55-64 4.1% 55-64 4.5%

65+ 0.3% 0.0% 65+ 0.0% 65+ 3.0%

Not Stated 3.8% 2.4% Not Stated 0.0% Not Stated 0.0%

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B8

Flexible working

In the first half of 2019 we have received 48 flexible working requests, just more than half the amount for all of 2018 (82). The number

of males requesting flexible working remains low at around 19% (currently 64% of the organisation is female). 95.8% or requests were

approved, approved on a trial basis or an alternative was offered and accepted.

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3 – Annex C

Promotion, Pay & Progression – Ethnicity London

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Executive Board Meeting, 22 July 2019 Agenda item 3, Annex C – HR Half Year Report

B2

Promotion, Pay & Progression – Ethnicity Manchester

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B3

Promotion, Pay & Progression – Gender London

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B4

Promotion, Pay & Progression – Gender Manchester

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agenda item: 3 report title: hr half year report …...executive board meeting, 22 july 2019 agenda...

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