CQC PEOPLE BOARD

PEOPLE

OVERVIEW

November 2023Okechukwu Uwasomba .

START

Index

Executive Summary

Key insights

Further analysis

Challenges & opportunities

Executive Summary

This report provides a comprehensive analysis of the People Directorate’s quarterly performance, highlighting key insights, areas requiring further analysis, and opportunities and challenges for the People Analytics and Insight team. The report covers turnover rates, sickness trends, recruitment metrics, diversity and inclusion efforts, current workforce stability, reward and recognition programs, and absence trends.

Key Insights

Current workforce & Stability

Headcount: 3,449 Permanent Staff: 84.8% Workforce Stability: 68.8% Analysis: High percentage of permanent staff and a stable workforce reflect successful retention strategies. The stability rate indicates long-term employee commitment and satisfaction within the organization.

Ethnicity: Predominantly White (70.7%), with Ethnic Minority Groups at 24.2%. Disability: Majority No (85.5%), with Yes at 8.9%. Sexual Orientation: Majority Heterosexual (79.1%), LGB+ at 6.6%. Analysis: The data reflects ongoing commitment to diversity and inclusion, with significant increase of ethnic minorities and individuals with disabilities. Consistent representation of LGB+ individuals indicates a positive trend towards an inclusive work environment.

Diversity & Inclusion

Vacancy & Recruitment

Vacancy Rate: Improved from 13.3% in 2022 to 6.9% in 2023, reflecting effective recruitment and vacancy fulfillment efforts. Recruitment Metrics: High number of applicants (23,482) and a significant vacancy fulfillment rate (76.5%). Analysis: The high applicant numbers and fulfillment rates demonstrate strong organizational appeal and robust recruitment processes.

12-Month Turnover Rate:Improved from 14.2% in 2022 to 12.1% in 2023, indicating successful retention strategies and a more stable workforce. 12-Month Sickness Rate: Increased from 4.1% in 2022 to 4.5% in 2023, with stress-related issues contributing significantly, highlighting the need for enhanced employee well-being programs. Analysis: The decrease in turnover rate suggests improved employee satisfaction and engagement. The rise in sickness rates, particularly stress-related, requires targeted interventions to support mental health.

Turnover & Sickness Rates

Absence & Sickness Trends

12-Month Sickness Rate: 4.5% 6-Month Sickness Rate: 4.6% 6-Month Stress/MH: 2.0% Stress: 31.6% of all sickness Top Absence Reasons: Anxiety/Stress/Psychiatric Illnesses, Cold/Flu, Other Known Causes Analysis: Rising sickness rates, particularly stress-related, highlight the need for enhanced mental health support and well-being programs. It can also be noted that there has been an increase in mental health absence of LGB+ employees compared to other employee groups.

Total Voucher: 681 Total Recipients: 631 Voucher Issuers: 172 Themes: Awards predominantly for "Striving to Improve" (284) and "Achieving Our Purpose" (174). Analysis: The reward and recognition program effectively acknowledges and motivates employees. The focus on improvement and goal achievement suggests a culture of excellence and continuous development.

Reward & Recognition

Areas for further Analysis

Detailed demographic

Additional data on age, tenure, and other demographics would provide deeper insights into workforce composition and trends.

Departmental Breakdown

Detailed analysis at the departmental level is necessary to identify specific areas of concern or success, enabling targeted interventions.

Benchmarking

Comparative analysis with industry standards and historical data will contextualize performance metrics and highlight areas for improvement.

Opportunities & Challenges

Challenges

Opportunities

Data Quality:Ensuring completeness and accuracy of data to support reliable analysis is crucial. Resource Constraints: Addressing limitations in resources that may impact the ability to conduct thorough analyses. Change Management: Managing resistance to data-driven changes within the organization and ensuring alignment with strategic goals.

Data-Driven Decisions: Leveraging insights from the data to drive strategic decisions and improve organizational performance. Enhanced Reporting: Improving the accuracy and detail of data collection processes to support better decision-making. Targeted Interventions: Developing programs to address specific issues such as stress management and diversity initiatives based on the data insights.

Conclusion

The People Directorate has made significant progress in improving turnover rates, recruitment effectiveness, and diversity metrics.However, rising sickness rates, particularly stress-related, and the need for enhanced mental health support remain critical areas to address.

Thank you!

07761254039

Okechukwu.uwasomba@gmail.com