Posts Tagged ‘Managers’

Stop wasting NHS money on worrying about money

By Caroline Whymark - 28th November 2011 10:57 am

So back to the original question: how can the ever spiralling costs of delivering a high quality NHS free-at-the-point-of-use be met? In true political speak, I think if we were to address some tough questions and make some unpopular decisions (and actually follow them through) there would be no need for budgetary panic.

1. Rationing:

Not by postcode or by local practice variations dependent on the prevailing wind direction, but by doing the big things first and then assessing what you are going to spend the left over money on. There is a well known adage about fitting stones in a jar - if the big ones don’t go in first they will never fit. The smaller stones always slot in around them in the little left over spaces. Surgery is like stones. Spend money on all the small frivolities and the budget will fall short for the big essentials. Use the budget with this in mind. Do the emergencies, the cancer, the trauma and forget about questionable cosmetic procedures treating self-esteem issues unless you have money to burn in March.

2. Stop robbing Peter to pay Paul:

Time-wise and budget-wise this repeatedly occurs. Let’s say healthcare costs X amount. Whether time and money is spent in pre-assessment clinics, ward bed days, or increasing day surgery capacity, the work required still costs X regardless of whether it is done by a doctor, a nurse or any number of advanced and extended roles. We often simply redistribute where the time is spent and which budget the money comes from. Stop wasting time, effort and more money trying to find more cost efficient ways of doing things. Savings in one area generally mean increased expenditure and reduced time available in another and false economies prevail.

3. Stop measuring things we already know and/or cannot change:

There must come a point when measuring any variable that the process becomes more costly than any potential savings that could be made from removing inefficiencies. Further, when measuring a load of variables (read theatre start time, end time, in between time) which finds we are actually pretty efficient, the actual process of the measuring is a cost which generates no reciprocal saving. Why keep doing it over and over again? Some systems by their very nature are slow. A trauma list finally deciding on clinical priority at 0830, after taking into account overnight admissions, will not start at 0845. This is not inefficient.

It is a fact of this type of work. Priorities change, theatre readiness of a patient changes. Long gone are the days of the instant orthopaedic patient (read ‘add water when ready to operate’). Measuring the ‘delays’ on this type of list goes no way to reducing them. They are not delays, they are the inherent time required in the system to follow due procedure and carry out repetitive safety checks. Measuring them will not change this.

4. Accept clinical risk is the nature of the beast:

Things don’t always go well and this may be no-one’s fault. Accept that complaints and litigation are more prevalent throughout society and not just in medicine. Stop investigating, escalating, referring and reviewing practice in the light of a complaint. Endless meetings and paperwork result from tiers of investigative staff tasked with determining what went wrong when often nothing did. Medicine is a risky business with no guarantees. Sometimes the outcome is not good. Accept that or get out of healthcare.

5. Staffing:

Approximately 80% of the total budget is spent on staffing. Approximately 50% of these are non clinical. Does 50% of Apple’s staff have nothing to do with producing an i-gadget? I think not. Many managers have necessary roles and do the stuff that someone has to do. But their numbers seem to be escalating and at the end of the day the NHS is in the business of delivering healthcare to patients and that should be the main focus of the organisation.

A high quality service free-at-the-point-of-use, encompassing modern medicine as it evolves is expensive. It would be easier to meet this cost if we stopped wasting money on wondering where the money goes.

NHS execs take pay offs - then come back for more

Sunday Telegraph - 31st October 2011 3:05 pm

A series of NHS executives who quit their posts with lucrative payoffs have been re-employed on temporary contracts worth thousand of pounds a day.

In one case an official given a £300,000 payoff was re-employed on daily rates of £3,400.

He was among 14 “temporary” executives on more than £1,000 a day, according to NHS accounts. Most had previously worked elsewhere in the health service.

The “revolving door” of managers includes one who had to leave a previous job in disgrace after he presided over a hospital whose own doctors said some of its services were worse than the Third World.

MPs expressed concern at the scale of payments being made to senior managers.

Stephen Dorrell, chairman of the Commons health select committee, said: “This is the sort of thing that gives effective management a really bad name.”

Read more at The Sunday Telegraph.

“NHS is under-managed but over-administered”

By Mike Broad - 23rd May 2011 11:26 am

The NHS is under-managed but over-administered, a report from the King’s Fund finds.

It calls for a new style of leadership to overcome unprecedented financial pressures and adapt to future challenges.

High-quality, stable management is key to high-performing health services, it finds. Yet across the NHS, the average chief executive spends just 700 days in post. In part, this reflects a culture where ‘heroic’ leaders grapple with problems only from the top of the organisation, or are ‘parachuted in’ to replace individual managers and ‘turn around’ troubled NHS services. The report advocates a new type of ‘shared leadership’ involving leaders at different levels of the workforce working collaboratively with all those involved in patient care to lead change and improve services, rather than only tackling problems inside specific institutions.

The report criticises the government for not assessing the future needs of the NHS before imposing a 45% cut in NHS management posts and 33% cut in administration costs.

It says: “There is no persuasive evidence that the NHS is over-managed, and a good deal of evidence that it may be under-managed. While administration and management costs will have to take at least their fair share of the pain as real-terms growth in NHS spending ceases, a more sophisticated approach to the reduction in both is needed.”

It explains that a large cohort of NHS administrators has developed over time to respond to extensive and often duplicated requirements from multiple regulators and performance managers; an urgent assessment of the information demands placed on the NHS is needed.

It urges each NHS organisation to take responsibility for its own leadership development and quality of management, including dealing with failing managers.

The report also recommends that the work started to strengthen leadership and leadership development should be taken forward through the creation of an NHS Leadership Centre.

Prof Chris Ham, chief executive of the King’s Fund, said: “We know there is public support for reducing the number of NHS managers. But given the immense challenges facing the NHS, politicians of all parties must resist the temptation to denigrate the value of management in delivering excellent and efficient services.

“The priority for the future NHS must be to deliver the best care possible to those with chronic and long-term conditions. That needs a new style of NHS leader, as adept at building partnerships to deliver care across boundaries as they are at managing their own services.”

The NHS officially has around 45,000 managers although this figure is not definitive, with many clinical managers excluded from the figures.

A survey of 2,000 people in July 2010 by the Local Government Association found that the public’s top choice for spending cuts was NHS managers (69% approval).

However, a review in 2009 showed that NHS organisations were subject to 35 different regulators, auditors, inspectorates and accreditation agencies requiring information from different parts of the system.

Report recommendations include:

1. Promote the value of good NHS managers and leaders. Denigration of managers and the role they play in delivering high-quality health care will be damaging to the NHS and to patient care in the short and long term.

2. A review leading to a rationalisation of the demands of regulators.

3. Leadership development needs to extend ‘from the board to the ward’. One of the biggest weaknesses of the NHS has been its failure to engage clinicians - particularly, but not only doctors - in a sustained way in management and leadership. Management and leadership needs to be shared between managers and clinicians and equally valued by both.

4. Board development and recruitment need particular attention, most notably, but far from exclusively, in the case of foundation trusts where governors are to take on a new role as the autonomy of foundation trusts is significantly enhanced.

5. The same applies to the governance arrangements for the new commissioning bodies.

6. More effective mechanisms to debar individuals who have clearly contributed to poor standards from holding executive positions in healthcare. The report, however, has reservations about professional accreditation of managers or the creation of a full-blown disciplinary body for them. Boards must ensure that they have competent, effective senior managers and leaders and hold them to account. A national NHS leadership centre should consider whether the effectiveness of senior management and leadership should be considered by the Care Quality Commission as an important determinant of organisational performance and be taken into account in processes for registering and licensing health care providers.

Read the full report.

Pay jumps by 4.5% for trust chief executives

By Mike Broad - 11th May 2011 1:10 pm

The basic pay of NHS chief executives rose by an average 4.5% last year, research reveals.

The NHS Boardroom Pay report, by Incomes Data Services, shows the median total earnings for CEOs reached £158,800.

The increase is three times higher than the Department of Health’s pay guidance ‘recommendation’ of 1.5%. It follows an average pay rise of 6.9% in the previous year.

Steve Tatton, editor of IDS Compensation Review, said: “The government has stressed the importance of senior staff in the public sector showing leadership in the exercise of pay restraint in the current economic climate.

“With salary rises running at these levels such restraint so far does not seem to have been a feature of boardroom pay deliberation, especially in foundation trusts.”

The median total earnings of CEOs in foundation trusts was £164,500 compared to £152,500 for non-foundation trust CEOs. Foundation trusts have more independence over remunerating their executives in comparison with other health organisations.

Tatton added: “The government wants to bear down on senior executive pay in the public sector, yet it also wants to see decisions made locally without interference from central authorities. The issue for NHS organisations is will they be free to pay their senior executives what they decide is necessary or will they have to follow externally imposed pay restraints.”

The research also suggests that the turnover of boardroom managers is increasing.

NHS consultants will not receive a pay rise between 2010 and 2013. In 2009-2010, they received a 1.5% pay rise.

Read the report.

Anger over ‘luxury junket’ for gay NHS managers

The Telegraph - 28th February 2011 7:28 pm

Health officials are spending thousands of pounds on a luxury residential course for gay, lesbian and bisexual NHS managers.

The Department of Health has been accused of “unbelievable waste” after paying £1,000 a head for bureaucrats to attend the programme, as hospitals announce swingeing job cuts.

Managers enrolled on the first ever NHS leadership course for gay, lesbian and bisexual managers will spend two days at a Gothic manor in Hertfordshire, where facilities include a swimming pool, tennis courts and 190 acres of gardens.

Paul Burstow, the health minister, said the programme, being run next month by gay campaign group Stonewall, would give “targeted leadership support” to lesbian, gay and bisexual staff, at a cost of £36,000.

Stonewall said that between 30 and 40 NHS leaders and future leaders were expected to attend the course, which was being run because gay managers in the NHS experienced a lot of discrimination.

Emma Boon, campaign director for the TaxPayers’ Alliance said: “It’s unbelievable, given the current climate of cuts, that the Government is spending taxpayers’ money on a luxury junket for managers.”

Read more in the Telegraph.

NHS needs Charlies not testiculators

By Tom Goodfellow - 27th September 2010 10:42 am

I learned a new word today; to ‘testiculate’. Surprisingly this has several definitions, but the context in which I heard it was “to wave your arms around a lot while talking bollocks”! This immediately brought to mind one of the managers in my trust, now departed having long since taken the walk of shame, but a classic testiculator. He appeared fresh-faced and terribly enthusiastic. Running his fingers through his shock of hair he would waggle his arms around while pronouncing plans and propositions which would solve the four-hour trolley-wait problem at a stroke and transform radiology services to a super-slick conveyor belt. We were, as he informed us, one of the key departments in the hospital.

We hoary old-timers, while measuring out our life in coffee spoons like Alfred J Prufrock, would listen politely, resigned to the fact that nothing would actually change, and take bets on how long this particular testiculator would last in the snake-pit that is NHS management (not very long as it happened).

Now I know that manager-baiting is a popular blood sport among us doctors. Indeed it is so popular that I surprised the last government didn’t try to ban it. However, I have another confession to make this week (no, not the Pope this time); I have a good friend who is (shock, horror) a senior hospital manager!

I will call him Charlie, although he is no angel as he would be the first to admit. He did not climb the greasy NHS pole the conventional way but started off as a worker in British Leyland in the 70’s and indeed was one of the infamous Red Robbo’s henchmen, closely involved in the 523 walkouts at the Longbridge plant between 1978 and 79. Many of the strike votes were held in Cofton Park (so I suppose we are back to the Pope again).

After the best possible apprenticeship with BL he subsequently joined the NHS as a hospital porter, and over the years worked his way up the managerial ladder by a mixture of street credibility and dogged determination. He could fix it, or if he couldn’t he knew a man who could. I first got to know him when he was appointed radiology services manager in my early days as clinical director. We both learned from each other: he the basics of anatomy and medicine, and me how to get your own way and what to do if you didn’t (if you follow me). Our relationship grew into mutual respect then genuine friendship.

All of Charlie’s subsequent promotions came as a complete surprise to him. He had no ambition whatsoever; happy to keep his head down and get on with whatever he had to do. His early training at BL rendered him completely impervious to the bullying NHS managerial culture. He was certainly no shrinking violet, but thought carefully before firing off salvos at others (and also saved me a few embarrassments on the way). He was always very respectful to the medical staff, but not cowed in any way by the more belligerent of our colleagues. Unfortunately for him he proved too successful in each of his posts, so they kept giving him new ones with increasing responsibilities. Now the ‘chief assistant to the assistant chief’ has become the assistant chief himself, second in command only to the CEO.

Charlie makes mistakes, as we all do from time to time, but he is no testiculator and he speaks as he sees. Inevitably his new post will open him to flack from all sides of the NHS battleground. But he will cope, the vitriol running off his broad back like the proverbial duck in water. I wish him well but also wish there were more like him.

Which trust rode roughshod over this consultant?

By Stephen Campion, HCSA chief executive - 18th September 2010 4:32 pm

It is not often that I get angry when representing members in disputes with their employing trusts, but this week saw an exception.

Just put yourself in the position of a consultant surgeon with many, many years service with his trust. Opening his e-mails he read this (names deleted to protect the guilty!) from a junior manager: “Mr X (my manager) and I had a discussion with the Clinical Director yesterday about changes to your Job Plan. I write to confirm what has been agreed and the changes that I have therefore implemented, effective from week beginning 20 September.”

I promise you, this is a cut and paste job - no embellishments from the original.

The e-mail then catalogued which of his theatre lists had been transferred to another surgeon, which had been curtailed from an all day to half day list, and indeed on which days he would be operating in a different hospital! And all this quite out of the blue, no discussion and designed to take place the following Monday morning. Suffice it say we very soon put an end to that nonsense.

I would like to think that trusts riding roughshod over employment law, job planning rules and HR policies such as this are few and far between - but whilst this is an appalling example of ‘management’ this example is by no means unique.

Driving back from a meeting in Croydon I wondered whether anyone might successfully guess which trust employed the manager responsible for this heavy-handed, dictatorial and ignorant approach to job planning. Could it be yours?

The first who offers me the correct answer receives a Marks & Spencer gift voucher, courtesy of the HCSA. Those who think it might be their own trust, and are wrong, will take no comfort in knowing that they are not alone in dealing with this autocratic, dysfunctional, and abusive behaviour.

Answers to me at conspec@hcsa.com

To the consultant who received this missive I regret you are ineligible to enter for this prize draw!

“New leadership needed at Great Ormond St”

By Francesca Robinson - 9th June 2010 9:04 am

Dozens of consultants who are concerned about working conditions at Great Ormond Street Hospital are calling for the resignation of senior bosses.

Around 40 consultants have reportedly signed two letters of no confidence in chief executive Jane Collins and senior managers.

But it is unclear whether the letter has been delivered. One of the signatories, consultant paediatrician Dr Kim Holt, who has been on special leave since she blew the whistle on staff shortages in the run up to the Baby P tragedy, said many of those who signed the letter were scared about being identified.

“There is a groundswell of unhappiness at the trust but none of the doctors at the moment will go public because they fear for their jobs,” she said.

One of the doctors is taking the trust to an industrial tribunal, another is currently concerned about her job. “There have been some departments which have lost staff. One consultant says she doesn’t feel they have the expertise any more that they used to have. She is feeling very vulnerable at the moment. Another doctor says consultants don’t feel valued,” said Holt.

The concerns have been raised with the trust following a meeting of consultants coordinated by the BMA. Holt said the message at the meeting was that consultants were anxious about fear and intimidation and the bullying style of management.

“We have a duty professionally to raise concerns yet doctors are having to resort to private meetings and covertly taking letters around the hospital and whispering in corners.

“One of the consultants involved who is linked to the BMA has told me the trust whistleblowing policies aren’t worth the paper they are written on. He says he is finding it extremely hard to get people to lodge their grievances because they know that they won’t win.”

Holt is still on ’special leave’ three years after raising concerns about staff shortages. Shortly after Holt warned about child safety at the trust the toddler Peter Connolly who was being abused at home died when a locum failed to diagnose a broken back.

A BMA spokesperson said: “The BMA has been advising a group of consultants who have serious concerns about the working environment at Great Ormond Street Hospital NHS trust. We’ve facilitated co-ordination between them and recently hosted a meeting.”

A trust spokesman said: “The chair has met four consultants who raised various concerns with her. She has agreed to investigate and to get back to them. She has not received a letter. She has however received a significant number of messages from consultants who support the management team and take exception to comments in the media. These numbers are rising with time.”

Chief execs earn sizable bonuses on top of salary

The Observer - 27th April 2010 11:20 am

NHS bosses are earning annual bonuses of tens of thousands of pounds on top of their six-figure salaries.

Hundreds of chief executives, departmental directors and board members of hospitals and other NHS organisations have received extra payments of as much as £32,000 - the largest single year’s bonus unearthed by freedom of information requests submitted by the Liberal Democrats.

The £32,000 bonus went in 2008-09 to Beccy Fenton, deputy chief executive of the Heart of England hospital trust, who already earns £170,000 a year.

Anna Walker, who was chief executive of the Healthcare Commission until it was disbanded last year, earned the largest combined amount in the past three years - £68,150 on top of her six-figure salary. She received £22,375 in 2006-07, £23,000 in 2007-08 and £22,775 in 2008-09 for running the then NHS watchdog in England.

Norman Lamb, the Lib Dems’ health spokesman, condemned the payments as shocking. “These bonuses are utterly scandalous. People will be disgusted by the extent to which fat cats in the public sector have been enriched at a time when the NHS has denied people drugs that they need and access to treatments such as in mental health,” he said.

Read more at The Observer.

Trusts unsympathetic to volcanic ash disaster

By Stephen Campion, HCSA chief executive - 22nd April 2010 9:56 am

Readers of the regular bloggers on Hospital Dr will surely be impressed at the number of times they refer to accessing work e-mails whilst on holiday. Something to do with loyalty, dedication and commitment perhaps (or, is it a sign of the times that being away for a short while enjoying their holidays actually fills them with concern about what is going on behind their backs?).

Two stories this week made me wonder whether the latter is truer than I originally thought. The first concerned a consultant who whilst on holiday in Africa had been ambushed, had his money stolen, and was threatened with his life. Having survived this trauma he managed to get back to his hotel to find his return to the UK delayed as a result of Iceland’s second attempt to ruin the British economy, so he opened his e-mail to tell his trust what had happened and his predicament. The reply was a pretty sad, but not untypical: “Take the time as unpaid leave.”

The second (again true) story comes from another consultant stuck in Portugal with his wife and four young children. His story is similar to many who had been stuck in foreign parts although not many had, like him, been required to deal with the sudden death of a fellow ‘strandee’ whilst queuing for tickets to get home.

He was unable to resuscitate the fellow passenger; he was also unable to book a passage home in time for his Monday morning clinic. He advised his trust ‘business manager’ of his plans and confirmed that he had followed the advice of consular officials, the travel company and the Foreign and Commonwealth Office.

The trust is not impressed; he is now desperately trying to get home with four tired children, an upset wife and daunted by the prospect of disciplinary proceedings.

Sound familiar? It reminds me of the management response when staff were caught in snow drifts, ice and road closures only a few weeks ago. “Get here or else” is surely not the sign of a caring, sympathetic management.

Are these isolated examples? I am sure Hospital Dr and its readers would like to know…