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1. Introduction
1.1 This report provides an overview of the staff employed within the South West Strategic Health Authority including the Severn and Peninsula Deaneries.
1.2 This information was extracted from the:
- Electronic Staff Records Data Warehouse;
- Electronic Staff Record live system;
- NHS Jobs.
1.3 The data extracted from the Electronic Staff Records Data Warehouse relates to the position in October 2009.
2. Staff Demographics
2.1 The South West Strategic Health Authority has an establishment and funded headquarters posts of 146.40 full-time equivalents. Flexible working policies mean that a number of staff work part-time. This means that the organisation actually employs 152 people within this establishment. Of these staff, 98 are women (70%) and 43 are men (30%). In addition, the South West Strategic Health Authority is responsible for employing 20 staff in the Leeds and London based IST and IMAS teams, and 59 and 54 staff respectively in the Severn and Peninsula Deaneries. The role of the Severn Deanery and Peninsula Deanery is to commission and quality assure the postgraduate medical and dental education and training across the South West region. It also provides support for General Practitioner Training, Foundation Training, Core Training and Speciality Training.
Gender
2.2 Of the 285 staff employed 104 are male and 181 are female. This equates to 36% and 64% respectively.
Diagram 1
2.3 In the IMAS and IST teams 10 staff are women (50%) and 10 are men (50%). In the Severn Deanery 40 staff are women (68%) and 19 staff are men (32%). In the Peninsula Deanery 34 staff are women (63%) and 20 staff are men (37%).
Disability
2.4 Sixteen staff have registered themselves as being disabled.
Ethnicity
2.5 Of the staff employed by the South West Strategic Authority the majority, that is 255, have registered themselves as being ‘White – British’, whilst 12 have not stated their ethnic origin.
2.6 Diagram 2 provides a breakdown of the ethnic profile of the Authority by gender.
2.7 Diagram 2
Pay Band
2.8 Diagram 3 shows that the majority of women are employed within the Agenda for Change pay-bands 3 to 8d, whilst the men are predominantly employed in pay-bands 8a and 9. This includes the ‘Very Senior Managers’ pay-banding.
2.9 Medical posts pay-bands are independent and are not comparable to the Agenda for Change bandings, however they have been shown within Diagram 3.
Diagram 3
3. Recruitment
Diagram 4
3.1 Diagram 4 and Table 1 (below) show 22 posts were advertised and 424 applications were received by the South West Strategic Health Authority during the period 1 April 2008 to 31 March 2009. Applications from women were over twice that of applications from men; however the figures were closer for both sexes during the shortlisting stage. Nearly double the numbers of women were appointed to posts compared to men.
3.2 The majority of applications were from people from ‘White – British’ backgrounds. Of those who applied, 14 stated they had a disability. Disabled people are entitled to be guaranteed an interview if they meet the essential criteria. Only 3 disabled applicants met the essential criteria and were, therefore, eligible to be guaranteed an interview. Additional work is being undertaken within our recruitment policy to support disabled people in applying for jobs.
3.3 Of the 22 posts, 21 posts were shortlisted due to one post being withdrawn.
3.4 In total, the South West Strategic Health Authority appointed 30 staff to the 21 posts. The new appointees were from ‘White British’ backgrounds (with 2 undisclosed).
Table 1
| Ethnic Origin | Applications Received | Applications Shortlisted | Appointed |
| WHITE – British | 334 | 79 | 28 |
| WHITE – Irish | 4 | 1 | 0 |
| WHITE – Any other white background | 17 | 1 | 0 |
| ASIAN or ASIAN BRITISH – Indian | 9 | 3 | 0 |
| ASIAN or ASIAN BRITISH – Pakistani | 7 | 2 | 0 |
| ASIAN or ASIAN BRITISH – Bangladeshi | 0 | 0 | 0 |
| ASIAN or ASIAN BRITISH – Any other Asian background | 7 | 0 | 0 |
| MIXED – White & Black Caribbean | 0 | 0 | 0 |
| MIXED – White & Black African | 3 | 0 | 0 |
| MIXED – White & Asian | 1 | 0 | 0 |
| MIXED – any other mixed background | 2 | 0 | 0 |
| BLACK or BLACK BRITISH – Caribbean | 3 | 0 | 0 |
| BLACK or BLACK BRITISH – African | 29 | 2 | 0 |
| BLACK or BLACK BRITISH – Any other black background | 1 | 0 | 0 |
| OTHER ETHNIC GROUP – Chinese | 1 | 0 | 0 |
| OTHER ETHNIC GROUP – Any other ethnic group | 3 | 0 | 0 |
| Undisclosed | 3 | 3 | 2 |
| TOTAL | 424 | 91 | 30 |
4. Leavers
4.1 Diagrams 5, 6 and 7 provides an overview of the staff who have left the employ of the Authority for the twelve months ended September 2009 by gender, ethnicity and disability.
4.2 During this period we have seen a total of 35 people leave the Authority which equates to 27.8 full time equivalents. Of these;
- 19.8 full time equivalents, or 71%, were female;
- 0.6 full time equivalents, or 2%, were from a ‘White – Any other white background’;
- 0.1 full time equivalents, or less than 1%, was from an ‘Asian or Asian British – Indian’ background;
- 0.8 full time equivalents, or 3%, had not stated their ethnicity;
- 2.0 full time equivalents, or 7%, had disclosed that they had a disability;
- 4.6 full time equivalents, or 17%, had not made any disclosure on disability.
Diagram 5
Diagram 6
4.3 Diagram 7
5. Training
Information on training is currently held by individual staff or their line manager and at present is not passed to Human Resources.
We are working towards the use of the Oracle Learning Management (OLM) system which will record the training, and we will be rolling this out to the Workforce Directorate in Spring 2010 to be rolled out to the rest of the SHA by Summer 2010.