FOUNDATION TRUST COUNCIL ELECTION 2010 - VOTE FOR UNISON ACCREDITED REPRESENTATIVES
John Peers
Ruth Benbow
Representing you and UNISON
John Peers
Ruth Benbow
Representing you and UNISON
Preparing the battle ground... Prentis makes clear UNISON we will use our collective strenth to defend services, jobs and pensions
Shadow Health Secretary Andy Burnham blasts ConDem plans to shake up NHS
Shadow Health Secretary Andy Burnham yesterday blasted ConDem plans to shake up the health service - warning: "It's the end of the NHS as we know it."
The Labour leadership hopeful spoke out as he launched the party's "Defend Our NHS" campaign at a rally in Manchester, attended by hundreds of patients, doctors and nurses. He said: "It's a recipe for a postcode lottery and signals the end of the NHS."
Shadow Health Secretary Andy Burnham yesterday blasted ConDem plans to shake up the health service - warning: "It's the end of the NHS as we know it."
The Labour leadership hopeful spoke out as he launched the party's "Defend Our NHS" campaign at a rally in Manchester, attended by hundreds of patients, doctors and nurses. He said: "It's a recipe for a postcode lottery and signals the end of the NHS."
Tony Benn: the time to organise resistance against cuts is now
UNISON STANDARD: ‘Safety before surpluses’
Being a Foundation Trust places us in a very precarious position regarding priorities and aims. The all powerful Monitor oversight is clearly fixated on creating surpluses from services that are already stretched, it is distorting the function of the NHS. It is incredulous that surpluses take priority over service delivery. The lack of comprehensive local accountabilty of Foundation Trusts is becoming very evident and if not addressed will create many problems in the future. We await the new governments proposals on the future of Foundation Trusts, meaningful local accountabilty would be welcomed.
We welcome the opportunity to directly elect members to the PCTs and would support direct election to FT Boards as the current FT Councils have no significant powers.
The Trust currrent position of agreeing to not make any compulsories is not one we can have confidence in. Civil servants had a similar deal but the governement changed their redundancy entitlements and then announced major redundancies. We have no confidence that this will not happen to NHS staff as well.
Cuts identified so far:
The Trust Board recieved a finance paper on 27th May detailing the financial position of the Trust and cuts planned for the year ahead, although it may feel that having achived a 7.9 % surplus the board would be illadvised to take comfort or any sense of achievement given the serious problems facing staff in our services, there have been a number of serious untoward incidents have occured, the staff survey reports ongoing deteriorating staff morale.
UNISON has repeatedly asked and failed be to given a detailed breakdown of the cuts being imposed yet we know of multiple posts being deleted across the organisation. Once UNISON gets hold of the Trust Board Financial papers we will have them analysed and details published. Transparancy in a period of major change is key to maintaining good relationships with trust Staff.
We find it offensive that these cuts are described as effciency savings. They are cuts into the heart of service provision which will result in a deteriorating service and poorer outcomes for service users.
30.7.10
Following briefings with Locality Directors & Specialist Community Team Managers serious cuts in teams are being proposed as well as teams mergers proposed. Full details will be released as soon as the Trust formally notify us of their actions which yet again is occuring with no regard to staffside representatives.
UNISON has repeatedly asked and failed be to given a detailed breakdown of the cuts being imposed yet we know of multiple posts being deleted across the organisation. Once UNISON gets hold of the Trust Board Financial papers we will have them analysed and details published. Transparancy in a period of major change is key to maintaining good relationships with trust Staff.
We find it offensive that these cuts are described as effciency savings. They are cuts into the heart of service provision which will result in a deteriorating service and poorer outcomes for service users.
30.7.10
Following briefings with Locality Directors & Specialist Community Team Managers serious cuts in teams are being proposed as well as teams mergers proposed. Full details will be released as soon as the Trust formally notify us of their actions which yet again is occuring with no regard to staffside representatives.
August 2010
Trust offers to brief staffside reps on (Cash Releasing Efficiency Savings)CRES savings.
Following our persistant but fruitless attempts to get the Trust to consult or even inform us of how they are making substantial financial savings according to their summary reports, it was agreed a special briefing be arranged for staffside reps. It has been a frustrating period and its important we do understand what happened this year as next year is fast looming over us.
Trust offers to brief staffside reps on (Cash Releasing Efficiency Savings)CRES savings.
Following our persistant but fruitless attempts to get the Trust to consult or even inform us of how they are making substantial financial savings according to their summary reports, it was agreed a special briefing be arranged for staffside reps. It has been a frustrating period and its important we do understand what happened this year as next year is fast looming over us.
1/9/10
ADMIN REVIEW
Following an extended delay the Trust finally agreed to convene a meeting to review the Admin Review, staffside had made clear throughtout the two year implementation of the changes to the administrative services that there were significant flaws and the effects of the changes would result in a deteriorating service, low morale, less efficeincy, loss of good staff and an increase in administartive tasks for nursing staff as well as failing to make the savings that the private consultant who advised the Trust on this course of action said they would make.
At the meeting on 1st September three UNISON reps attended East One with the intention of discussing and agreeing how we address the problems caused by the admin review. For reasons are are obvious the Trust did not want to address the effects of the changes only the process by which they occured. This was not acceptable to us and leaves our members and the service with very serious concerns regarding the failure of the Trust to acknowledge the scale of the problems caused by the implementation of the admin review. If the organisation has not yet understood that the problems with the admin review are not caused by the process but the premise under which the changes were agreed then we have little to discuss.
ADMIN REVIEW
Following an extended delay the Trust finally agreed to convene a meeting to review the Admin Review, staffside had made clear throughtout the two year implementation of the changes to the administrative services that there were significant flaws and the effects of the changes would result in a deteriorating service, low morale, less efficeincy, loss of good staff and an increase in administartive tasks for nursing staff as well as failing to make the savings that the private consultant who advised the Trust on this course of action said they would make.
At the meeting on 1st September three UNISON reps attended East One with the intention of discussing and agreeing how we address the problems caused by the admin review. For reasons are are obvious the Trust did not want to address the effects of the changes only the process by which they occured. This was not acceptable to us and leaves our members and the service with very serious concerns regarding the failure of the Trust to acknowledge the scale of the problems caused by the implementation of the admin review. If the organisation has not yet understood that the problems with the admin review are not caused by the process but the premise under which the changes were agreed then we have little to discuss.
‘Rise like Lions after slumber
In unvanquishable number -
Shake your chains to earth like dew
Which in sleep had fallen on you -
Ye are many – they are few.’ - Percy Shelley
In unvanquishable number -
Shake your chains to earth like dew
Which in sleep had fallen on you -
Ye are many – they are few.’ - Percy Shelley
This page will contains information regarding Trust financial cuts & wider NHS cuts. It will be updated at frequent intervals:
A number of Acute Hospitals in East London are under threat, including Hommerton,Newham Acute and Whipps X.
We have seen already the assurances given by the Conservative government to be false, frontline services are already being reduced and cut.
East London NHS FT may not have control over the scale of cuts being imposed by the government which pushes us into an inevitable dispute on a scale not seen since the nightmare years of the Thatcher era.
TUC - Tracking cuts in public services
Latest update Nursing rota's - 30th August 2010
Advice to UNISON members re new nursing shifts: we have recieved numerous complaints from members that they are not able to take their breaks as expected during the E and L/D shifts due to activity levels on wards. Members are advised to do three things:
1) Inform your manager and ensure this break period is recorded as working time.
2) That a datix incident form is completed stating that you have not had your statutory breaks under the WTD.
3) Inform your local UNISON steward.
UNISON response to the nursing rota change proposal as outlined in document circulated 24th May 2010.
UNISON officers and stewards have consulted widely across the in-patient wards, meeting members on an individual and group basis. We circulated the document and sought feedback via the Branch website www.eastlondonmentalhealth.com which included an indicative poll of staff views. We received direct feedback from all the pilot wards. We also attended all the open meetings held in the localities week commencing 21st June.
It is clear to us that a significant number of members do wish a more flexible rota that includes long day working. As was heard in the open meetings there are conflicting views about two vs three long days per week. It is our summary view that three long days per week was the preferred option based on a number of factors. Many staff reported they travel considerable distances incurring travel costs that working a four day week did not seem to warrant. Large numbers of staff reported that they are not able to take breaks during the existing 7.5 hr early shift and regard the notion of taking breaks on a reduced hour’s early shift as implausible.
It is also clear to us that a significant number of staff are not in a position to work long days due to their personal circumstances, the current nurse contract requires staff to work 5 days over a seven day period. We do not want that contract changed. We were encouraged that in the open meetings with staff when you gave an assurance that the new rota introduced more flexibility and there was no timescale for wholesale changes meaning some staff who are unable to change to the new rota will not be required to change.
UNISON had strongly argued that the current in-patient nursing establishment is already overstretched and unable to meet the requirements set by multiple departments who have no regard for the priority of the patient/nurse relationship. It is also of concern that our in-patient ward nurse establishments are already at the lower end in comparison with any other comparable Trusts. As a consequence of the admin review nurses are reporting a significant increase in the amount of time spent on administrative duties that was previously done by ward clerks.
Over the past few years we have repeatedly called a review of what nurses do and why, until that is understood and agreed this annual ad hoc partial change to structure will never fully achieve anything but cause further discontent amongst an already disgruntled workforce.
The reduction of the midday handover has been the most significant point of contention raised with us by Clinical Team Leaders, Practice Innovation Nurses and Matrons. It is our belief that the Trust have failed to understand the value in having an extended handover which is utilized to manage most of the Key Performance Indicators, facilitate supervision and staff support along with a multitude of patient focused activities including ward rounds. Given the difficulties some of our acute services have experienced in the recent months we would ask that the Trust review this and put the extended handover back into the Monday to Friday working week.
Many UNISON members with management roles have repeatedly asked for specific details of the savings required so that they can focus on what exactly is required and what options they have.
Not having any detailed financial target has meant that this consultation has not given us the full facts and a substantive basis on which we can respond other than to say nursing staff have welcomed the principles of the proposals but want assurances about the impact on patient care, flexibility and staff welfare. On that basis we are not able to fully agree to the proposals as written in the consultation document but would support a graduated move towards a position that was verbally stated by you in the open meetings with staff.
The Trust is required to create a financial surplus in order to protect it financial risk rating set by Monitor. The Trust has described the changes to the nursing establishment as efficiency savings. UNISON does not; these proposals are significant cuts in the provision of nursing across our in-patient wards. If it was not for the reality of NHS funding most people would regard our current position as being absurd. The Trust Board is required to ensure that clinical risk remains its core priority. The Francis Report makes some explicit recommendations which we would ask the board to consider before agreeing to any final decision to implement the reduction of nursing staff.
It is clear that moving from a traditional 7.5 hour day to a variation of working patterns will pose a challenge for many nurse managers and it important that they are given full support and guidance on seeing this through.
A formal review of any final proposal should be undertaken at 3 and 6 months post implementation, with data collated on staff breaks taken, pre and post incident and complaints logged.
This is now the third major change nursing has undergone in the past five years, the nursing restructure, the dispute over the night staff reductions and now a larger change in shift patterns. The Trust should note that we welcome the reassurances from the Chief Executive Dr Robert Dolan that in-patient wards would not be undergoing any further ‘efficiency’ changes in years 2011/12. We have no doubt other priorities will come to the fore.
We will of course continue to discuss these matters over the coming months through the usual communication channels.
Branch Secretary Branch Chair
Sandra Payne John Peers
Advice to UNISON members re new nursing shifts: we have recieved numerous complaints from members that they are not able to take their breaks as expected during the E and L/D shifts due to activity levels on wards. Members are advised to do three things:
1) Inform your manager and ensure this break period is recorded as working time.
2) That a datix incident form is completed stating that you have not had your statutory breaks under the WTD.
3) Inform your local UNISON steward.
UNISON response to the nursing rota change proposal as outlined in document circulated 24th May 2010.
UNISON officers and stewards have consulted widely across the in-patient wards, meeting members on an individual and group basis. We circulated the document and sought feedback via the Branch website www.eastlondonmentalhealth.com which included an indicative poll of staff views. We received direct feedback from all the pilot wards. We also attended all the open meetings held in the localities week commencing 21st June.
It is clear to us that a significant number of members do wish a more flexible rota that includes long day working. As was heard in the open meetings there are conflicting views about two vs three long days per week. It is our summary view that three long days per week was the preferred option based on a number of factors. Many staff reported they travel considerable distances incurring travel costs that working a four day week did not seem to warrant. Large numbers of staff reported that they are not able to take breaks during the existing 7.5 hr early shift and regard the notion of taking breaks on a reduced hour’s early shift as implausible.
It is also clear to us that a significant number of staff are not in a position to work long days due to their personal circumstances, the current nurse contract requires staff to work 5 days over a seven day period. We do not want that contract changed. We were encouraged that in the open meetings with staff when you gave an assurance that the new rota introduced more flexibility and there was no timescale for wholesale changes meaning some staff who are unable to change to the new rota will not be required to change.
UNISON had strongly argued that the current in-patient nursing establishment is already overstretched and unable to meet the requirements set by multiple departments who have no regard for the priority of the patient/nurse relationship. It is also of concern that our in-patient ward nurse establishments are already at the lower end in comparison with any other comparable Trusts. As a consequence of the admin review nurses are reporting a significant increase in the amount of time spent on administrative duties that was previously done by ward clerks.
Over the past few years we have repeatedly called a review of what nurses do and why, until that is understood and agreed this annual ad hoc partial change to structure will never fully achieve anything but cause further discontent amongst an already disgruntled workforce.
The reduction of the midday handover has been the most significant point of contention raised with us by Clinical Team Leaders, Practice Innovation Nurses and Matrons. It is our belief that the Trust have failed to understand the value in having an extended handover which is utilized to manage most of the Key Performance Indicators, facilitate supervision and staff support along with a multitude of patient focused activities including ward rounds. Given the difficulties some of our acute services have experienced in the recent months we would ask that the Trust review this and put the extended handover back into the Monday to Friday working week.
Many UNISON members with management roles have repeatedly asked for specific details of the savings required so that they can focus on what exactly is required and what options they have.
Not having any detailed financial target has meant that this consultation has not given us the full facts and a substantive basis on which we can respond other than to say nursing staff have welcomed the principles of the proposals but want assurances about the impact on patient care, flexibility and staff welfare. On that basis we are not able to fully agree to the proposals as written in the consultation document but would support a graduated move towards a position that was verbally stated by you in the open meetings with staff.
The Trust is required to create a financial surplus in order to protect it financial risk rating set by Monitor. The Trust has described the changes to the nursing establishment as efficiency savings. UNISON does not; these proposals are significant cuts in the provision of nursing across our in-patient wards. If it was not for the reality of NHS funding most people would regard our current position as being absurd. The Trust Board is required to ensure that clinical risk remains its core priority. The Francis Report makes some explicit recommendations which we would ask the board to consider before agreeing to any final decision to implement the reduction of nursing staff.
It is clear that moving from a traditional 7.5 hour day to a variation of working patterns will pose a challenge for many nurse managers and it important that they are given full support and guidance on seeing this through.
A formal review of any final proposal should be undertaken at 3 and 6 months post implementation, with data collated on staff breaks taken, pre and post incident and complaints logged.
This is now the third major change nursing has undergone in the past five years, the nursing restructure, the dispute over the night staff reductions and now a larger change in shift patterns. The Trust should note that we welcome the reassurances from the Chief Executive Dr Robert Dolan that in-patient wards would not be undergoing any further ‘efficiency’ changes in years 2011/12. We have no doubt other priorities will come to the fore.
We will of course continue to discuss these matters over the coming months through the usual communication channels.
Branch Secretary Branch Chair
Sandra Payne John Peers
GET ACTIVE - GET INVOVED
To make a difference and to make your voice heard why not become a UNISON representative or a UNISON CONTACT person; This Branch has a large number of UNSION Activists, join us and help protect services, argue the case for rational decision making and stop the short term crisis management approach which we know results in poor decision making..
UNISON offers comprensive training, local supervsion and you will join a very active cohesive team representing the memebers intersests and service developments.
If you are interested join us by sending an email to eastlondonunsion@hotmail.co.uk
UNISON offers comprensive training, local supervsion and you will join a very active cohesive team representing the memebers intersests and service developments.
If you are interested join us by sending an email to eastlondonunsion@hotmail.co.uk
East London NHS Foundation Trust Staff by pay band:
Information released under a Freedom of Information request
The Trust employes 2349 staff; 655 (28%) of whom are at the top of their pay incremental point.
The figures above raise a number of questions about how the Trust has used the Agenda for Change agreement, its clear that the rapid expansion of high grade jobs has changed the profile of the workforce. To what end?
What are 403 band 8as and higher (17%) actually doing? There are also a significant number of band 7s employed in management positions.
Compared to the old Whitley Agreements these posts were very rare and lower paid, AfC has not significantly increased the pay of front line clinical staff, they are still getting a basic average worker wage, not much changed for band 6s and below.
What has changed is the doubling of salaries for senior staff.
*These figures do not include medical staff or management consultants paid at daily rates.
The figures above raise a number of questions about how the Trust has used the Agenda for Change agreement, its clear that the rapid expansion of high grade jobs has changed the profile of the workforce. To what end?
What are 403 band 8as and higher (17%) actually doing? There are also a significant number of band 7s employed in management positions.
Compared to the old Whitley Agreements these posts were very rare and lower paid, AfC has not significantly increased the pay of front line clinical staff, they are still getting a basic average worker wage, not much changed for band 6s and below.
What has changed is the doubling of salaries for senior staff.
*These figures do not include medical staff or management consultants paid at daily rates.
They feel safer in numbers,
24.5.10
Its not difficult to figure out that if we going to have a Laurel & Hardy presentation by a tory and liberal every time there is a controversial policy announcement that the actual costs of government is going to increase, all the trappings of office, secretaries, political advisors surely has increased. Some of the junior members have been told to get Oyster Cards rather than having a gov car but its hardly going to deal with the debt problem and means drivers will lose jobs which we then all have to pay for their benefits as a result. It is symbolic of the notion that our public schoolboy "betters" are making sacrifices so should the rest of us
In 1997 labour stormed to power on the back of a song : "Things can only get better'" most objective observers and those who lived through the previous Conservative Gov failures would recognised the significance of what Labour achieved over its period in power. It is nothing to be ashamed of.
The Con Dem mantra is "Things can only get worse", are their any Liberals with a conscience left?
The current unholy alliance between Conservatives and Libral MPs is amazing, major manifesto commitments ditched by both parties in order to achieve power, are these people really fit to govern?. Its alarming that naked power has exposed this lot for what they are, they have very little conviction or principles and are willing to betray both parties supporters in the interest on getting power by any means. Cameron never won the election, he is prime minister because Clegg used it to cover his election failure by joing the Tory bandwagon.
Today the announcement of 6 billion cuts within this financial year in many public service departments without any real detail is reminiscant of our own Trusts management of cuts, lots of headline figures, no detail or substance, the notion that detail should be scrutinised is patronisingly dismissed. Its a similar position in East London NHS Trust aiming to make 9 million pounds savings, lots of evasive answers and decisions being made without consultation. The list of posts deleted is slowly being leaked.
Osbourne made itclear it the tip of the Iceberg and they make no pretence that more drastic cuts are to follow which will include the NHS.
Todays announcment about ill-defined cuts across many other public service departments need to explained & understood, many unison members and Trade Union Colleagues will be badly affected by these cuts. UNISON has made clear its opposition to these cuts (as did the Liberal party until they became corrupted by Clegg's election disaster and his cover up by siding with the Torys)
The relevant Trade Unions will be considering their response to the announcement, UNISON will support campaigns to oppose these cuts.
Its not difficult to figure out that if we going to have a Laurel & Hardy presentation by a tory and liberal every time there is a controversial policy announcement that the actual costs of government is going to increase, all the trappings of office, secretaries, political advisors surely has increased. Some of the junior members have been told to get Oyster Cards rather than having a gov car but its hardly going to deal with the debt problem and means drivers will lose jobs which we then all have to pay for their benefits as a result. It is symbolic of the notion that our public schoolboy "betters" are making sacrifices so should the rest of us
In 1997 labour stormed to power on the back of a song : "Things can only get better'" most objective observers and those who lived through the previous Conservative Gov failures would recognised the significance of what Labour achieved over its period in power. It is nothing to be ashamed of.
The Con Dem mantra is "Things can only get worse", are their any Liberals with a conscience left?
The current unholy alliance between Conservatives and Libral MPs is amazing, major manifesto commitments ditched by both parties in order to achieve power, are these people really fit to govern?. Its alarming that naked power has exposed this lot for what they are, they have very little conviction or principles and are willing to betray both parties supporters in the interest on getting power by any means. Cameron never won the election, he is prime minister because Clegg used it to cover his election failure by joing the Tory bandwagon.
Today the announcement of 6 billion cuts within this financial year in many public service departments without any real detail is reminiscant of our own Trusts management of cuts, lots of headline figures, no detail or substance, the notion that detail should be scrutinised is patronisingly dismissed. Its a similar position in East London NHS Trust aiming to make 9 million pounds savings, lots of evasive answers and decisions being made without consultation. The list of posts deleted is slowly being leaked.
Osbourne made itclear it the tip of the Iceberg and they make no pretence that more drastic cuts are to follow which will include the NHS.
Todays announcment about ill-defined cuts across many other public service departments need to explained & understood, many unison members and Trade Union Colleagues will be badly affected by these cuts. UNISON has made clear its opposition to these cuts (as did the Liberal party until they became corrupted by Clegg's election disaster and his cover up by siding with the Torys)
The relevant Trade Unions will be considering their response to the announcement, UNISON will support campaigns to oppose these cuts.
JOINT STAFF COMMITTEE 2nd June 2010
The Trust financial position was discussed and members briefed on the purpose and benefits of achieving surpluses.
There was a a further briefing and discussion about the 9 million pounds savings plan, a new paper presented but other than being formatted in landscape and in colour it disclosed absolutely nothing new.
Staffside asked for assurance that the Trust Board had been given more details as there is serious concern that because these cuts are not transparant, there has been no scrutiny or evidence of impact assessments. It is hoped that the Trust Board are acting in good faith with full facts made available to them. At this stage we do not know if that is the case.
A number of previous requests have been made for full disclosure of the details which make up the proposed cuts. We have asked again for this and it was agreed (not for the first time) this would be made available.....
The trade unions have statutory rights to information and consultation on changes affecting members. It would be with great reluctance that we would resort to seeking a judicial review of the process by which these cuts have been made.
7.7.10 Special JSC on the day that the RCN General Secretary accused Trusts of cutting posts without proper consultation yet again we had no response to previous requests for the details of the 9 million pounds cuts.
It seems East London NHS Trust is one of many who are failing to comply with recognition agreements. Repeatedly we are given summary figures for whole departments or professional groups without detail. We have already written an expressed our concerns with the Trust Chair Baroness Meacher.
The Trust financial position was discussed and members briefed on the purpose and benefits of achieving surpluses.
There was a a further briefing and discussion about the 9 million pounds savings plan, a new paper presented but other than being formatted in landscape and in colour it disclosed absolutely nothing new.
Staffside asked for assurance that the Trust Board had been given more details as there is serious concern that because these cuts are not transparant, there has been no scrutiny or evidence of impact assessments. It is hoped that the Trust Board are acting in good faith with full facts made available to them. At this stage we do not know if that is the case.
A number of previous requests have been made for full disclosure of the details which make up the proposed cuts. We have asked again for this and it was agreed (not for the first time) this would be made available.....
The trade unions have statutory rights to information and consultation on changes affecting members. It would be with great reluctance that we would resort to seeking a judicial review of the process by which these cuts have been made.
7.7.10 Special JSC on the day that the RCN General Secretary accused Trusts of cutting posts without proper consultation yet again we had no response to previous requests for the details of the 9 million pounds cuts.
It seems East London NHS Trust is one of many who are failing to comply with recognition agreements. Repeatedly we are given summary figures for whole departments or professional groups without detail. We have already written an expressed our concerns with the Trust Chair Baroness Meacher.
| managing_change.pdf |
Have your say:
It is repeately said to us the Trust has a blame culture and fear voicing their concerns. Comments to this page are published anonymously.
Please write your comments on the proposals and if you have other ideas or suggestions about cuts please let us know.
Personal attacks on named individuals will not be published.
Please write your comments on the proposals and if you have other ideas or suggestions about cuts please let us know.
Personal attacks on named individuals will not be published.
9.4.10
Comment
This Trust take the staff for fools!! So are you! We know posts have been lost in OT, CMHTs and even more admin jobs lost.That nursing rota paper is disgraceful document that any clear thinking nurse manager would recognise it for what it is,a shameful attack on nursing and patient care. Clearly something is fundamentaly going wrong with this organisation. I think Dr Lister is right in his analysis, these cuts need to be opposed and called scandalous. When are UNISON going to call members together, listen to us and represent us properly, this is only going to get worse unless we act now. PW
Comment
This Trust take the staff for fools!! So are you! We know posts have been lost in OT, CMHTs and even more admin jobs lost.That nursing rota paper is disgraceful document that any clear thinking nurse manager would recognise it for what it is,a shameful attack on nursing and patient care. Clearly something is fundamentaly going wrong with this organisation. I think Dr Lister is right in his analysis, these cuts need to be opposed and called scandalous. When are UNISON going to call members together, listen to us and represent us properly, this is only going to get worse unless we act now. PW
10.4.10
Comment
The Trust are a Public Body, paid for by our taxes, honesty and transparancy is a fundamental requirement of public servants. It is a disgrace that they are saying they are cutting 9 million pounds but not saying how!!! That trust was claiming millions of pounds worth of surpluses not too long ago, where has all the money gone? Well done UNISON, hold them to account, the public support you, the fat cats running the service won't be there for long, its your members that matter and will save the NHS. CH
Comment
The Trust are a Public Body, paid for by our taxes, honesty and transparancy is a fundamental requirement of public servants. It is a disgrace that they are saying they are cutting 9 million pounds but not saying how!!! That trust was claiming millions of pounds worth of surpluses not too long ago, where has all the money gone? Well done UNISON, hold them to account, the public support you, the fat cats running the service won't be there for long, its your members that matter and will save the NHS. CH
18.4.10
Comment
Different nurses have different particular concerns but there is nothing that we haven’t already included in our concerns list that you prepared a couple of weeks ago about the cuts in nursing. To be honest that list is quite comprehensive as it is.
However, I think that the one thing that strikes me the most is how most staff is so surprised at the proposals. After the East Wing incident and the consequent return to 3 staff per night, nurses actually did believe that management had now been persuaded to stop the cuts. But now they feel betrayed and annoyed and the most common phrase is “didn’t they learn after Raj’s incident?”
After that incident they actually thought that the Trust wouldn’t expose itself to further embarrassment and would stop proposing further cuts and putting us at risk. The fact that the Trust is proposing further cuts has created a lot of disenchantment
I personally don’t feel betrayed by the Trust because I expect nothing from them and I know that cutting costs is in their nature, they can’t avoid it, is what they do. But my co-workers did have illusions, which are now being slowly shattered by the proposed cuts
Trust Staff UNISON Member
RESPONSE:
This is going to get tougher, the 1st thing members need to do is use their vote on May 6th.
Comment
Different nurses have different particular concerns but there is nothing that we haven’t already included in our concerns list that you prepared a couple of weeks ago about the cuts in nursing. To be honest that list is quite comprehensive as it is.
However, I think that the one thing that strikes me the most is how most staff is so surprised at the proposals. After the East Wing incident and the consequent return to 3 staff per night, nurses actually did believe that management had now been persuaded to stop the cuts. But now they feel betrayed and annoyed and the most common phrase is “didn’t they learn after Raj’s incident?”
After that incident they actually thought that the Trust wouldn’t expose itself to further embarrassment and would stop proposing further cuts and putting us at risk. The fact that the Trust is proposing further cuts has created a lot of disenchantment
I personally don’t feel betrayed by the Trust because I expect nothing from them and I know that cutting costs is in their nature, they can’t avoid it, is what they do. But my co-workers did have illusions, which are now being slowly shattered by the proposed cuts
Trust Staff UNISON Member
RESPONSE:
This is going to get tougher, the 1st thing members need to do is use their vote on May 6th.
13.10.10
Comment
I think you only have to look around yourself in regards to the cuts, they are coming we need to ensure that we are as efficient as can be in the utilisation of the resources. I find it hard to understand why as a union we are turning a blind eye to reality. Cameron got in last night and I bet my last pound it is inevitable that he will demand efficiency savings as a consequence to that I think it might put us in good stead if we have our numbers right?????
Comment
I think you only have to look around yourself in regards to the cuts, they are coming we need to ensure that we are as efficient as can be in the utilisation of the resources. I find it hard to understand why as a union we are turning a blind eye to reality. Cameron got in last night and I bet my last pound it is inevitable that he will demand efficiency savings as a consequence to that I think it might put us in good stead if we have our numbers right?????
15.5.10
Comment
Frontline services need to be safe and therapeutic, further cuts to Staff would create a very unsafe environment which would not only impact on our staff but the effective care for our service users. So NO to further cutbacks
Comment
Frontline services need to be safe and therapeutic, further cuts to Staff would create a very unsafe environment which would not only impact on our staff but the effective care for our service users. So NO to further cutbacks
20.5.10
Comment
The Trust are cutting posts all over the place, we are losing CPN posts with no regard for the consequences, why is this not being publicized?
Response
Currently the Trust are claiming no finals decions have been made, if you are aware of specific posts being cut please notify us ASAP, your anonynimity will be protected and we will address this directly.
Comment
The Trust are cutting posts all over the place, we are losing CPN posts with no regard for the consequences, why is this not being publicized?
Response
Currently the Trust are claiming no finals decions have been made, if you are aware of specific posts being cut please notify us ASAP, your anonynimity will be protected and we will address this directly.
14.6.10
Comment;
I am quite against long days actually. I think staff will get burned out, exhausted and it causes problems if people call sick.I think work life balance is better if people get some time within a day at home or doing something enjoyable…
Comment;
I am quite against long days actually. I think staff will get burned out, exhausted and it causes problems if people call sick.I think work life balance is better if people get some time within a day at home or doing something enjoyable…
Threats to pay...
A number of senior managers across a number of Trusts have identified pay as the obvious savings plan for next year. Currently NHS pay is negotiated centrally, if the government imposes a pay freeze then members will be consulted on a response.
Other proposals include a freeze of increment points, 60% of staff are affected; our contracts of employment are based on Agenda for Change, should any Trust try to break that contract, Trusts need to understand the implications of equal pay legislation,imposing change without consultation and agreement will cause us to resort to legal intervention as well as a collective dispute involving members.
We are aware of a number of Trusts trying to implement changes in contracts without agreement, so far UNISON nationally has succefully resisted all the ones that cross the stupid line.
Some Trusts are trying to avoid redundancy entitlements by implementing severence agreements. Anyone approached with a severence offer must notify UNISON immediately.
Reports being recieved that Trusts are trying to re-interprete mileage allowances for car users and reducing mileage allowance by 50%.
Its clear that there are are a lot of people across the NHS engaged in actively reverisng the pay and conditions of NHS staff, many of the intital plans lack creativity or substance, are petty but will cause major disatisfaction amongst staff and disruption within services.
A number of senior managers across a number of Trusts have identified pay as the obvious savings plan for next year. Currently NHS pay is negotiated centrally, if the government imposes a pay freeze then members will be consulted on a response.
Other proposals include a freeze of increment points, 60% of staff are affected; our contracts of employment are based on Agenda for Change, should any Trust try to break that contract, Trusts need to understand the implications of equal pay legislation,imposing change without consultation and agreement will cause us to resort to legal intervention as well as a collective dispute involving members.
We are aware of a number of Trusts trying to implement changes in contracts without agreement, so far UNISON nationally has succefully resisted all the ones that cross the stupid line.
Some Trusts are trying to avoid redundancy entitlements by implementing severence agreements. Anyone approached with a severence offer must notify UNISON immediately.
Reports being recieved that Trusts are trying to re-interprete mileage allowances for car users and reducing mileage allowance by 50%.
Its clear that there are are a lot of people across the NHS engaged in actively reverisng the pay and conditions of NHS staff, many of the intital plans lack creativity or substance, are petty but will cause major disatisfaction amongst staff and disruption within services.
Click on either link to read full details of the cuts analysis by Dr Lister.
| onthebrinkfinal.pdf |
- HEALTH EMERGENCY PRESS RELEASE:
Mental health cuts bring fears of Mid-Staffs-style scandalSaturday 3rd April 2010
Staff in one of London's mental health foundation Trusts are warning that a package of £9 million in spending cuts being brought in by Trust bosses could result in a collapse of care standards on the scale of the recent scandal in Mid Staffordshire Hospitals.
Most worrying are the cuts proposed by East London NHS Foundation Trust, details of which have been leaked to Lon don Health Emergency. They include cuts in front-line nursing staff on acute wards, reducing by 2 Whole Time Equivalent staff per ward - to save £2m. The changes, which come into force this week, could put the safety of staff and patients alike at risk, and make it next to impossible for the remaining staff to deliver high quality care.
To make matters worse, new rotas would also restrict the crucial "handover period" between shifts to just one hour, jeopardising the necessary exchange of information on patients with complex needs, and would also oblige nurses to cover six shifts instead of five.
Other cuts include £500,000 from the medical budget, £500,000 from Therapy budgets, and cuts ranging from £500,000 to £1 million from each locality directorate. £1.5m is also to be cut from corporate services, although it is less clear how this will impact on patient care. More cuts are to follow next year and the year after, as the Trust seeks total savings of £15-£20 million.
The management proposals to the Joint Staff Committee make clear that all of these cutbacks are cash-driven, stressing that "It has become increasingly apparent that the NHS is going to be expected to make significant savings in coming years to cope with a reduction in income and an accompanying increase in costs … This will result in a reduction of budgets across all areas".
But East London NHS Foundation Trust bosses have not come clean with the public on the scale and impact of these cuts, and staff fear for their jobs if they speak out publicly. Concerned staff have approached London Health Emergency to help them raise the alarm over the potential damage to patient care.
Commenting on the cutbacks, LHE's Information Director Dr John Lister said:
"These cuts are a shocking indictment of the methods of this secretive Trust, which clearly prefers to risk a major collapse in patient care to save relatively small amounts of money than to work with their own trade unions to help publicise the resource constraints that are driving them into these panic measures.
"We hear that middle and senior managers are among those who have expressed concern that these cuts could have similarly disastrous effects to the previous ill-judged cuts in night staff by the Trust. These resulted in a series of serious incidents, culminating in the attempted murder of a nurse on night shift: the subsequent press furore forced a reversal of the cuts.
"East London is among the first to translate NHS London's plan for £5 billion of cuts across the capital into actual service cuts, beginning this week: and it shows that the consequences could be as serious as a major collapse in front line services.
"We are calling on the Trust to withdraw these plans immediately, maintain existing services, and join campaigners across London fighting cutbacks, closures and downgrading of services."
www.healthemergency.org.uk
Trust under public scrutiny;
Budget cuts to mental health services could be putting lives at risk
14.4.10
Mark Blunden Millions of pounds being cut from London's mental health services could put patients and staff at risk, campaigners warn today.
It follows the death of a vulnerable man at an in-patient unit run by a trust that wants to slash frontline nurses to save £20 million over three years.
Police launched a murder investigation after Prodip Debnath was found dead in his bed at Mile End Hospital, where East London NHS Foundation Trust runs a unit.A post-mortem examination revealed Mr Debnath, 31, died of multiple head, chest and abdominal injuries. Another patient, a 20-year-old man also said to be high risk, was arrested on suspicion of murder and bailed to a secure hospital.
The trust refused to say if it was fully staffed at the time of Mr Debnath's death on Friday.
Confidential documents reveal a package of £9 million immediate cuts from its £185 million annual budget. This includes £2 million by losing the equivalent of some 60 nurses on acute wards treating the most vulnerable patients, changing shift patterns and cutting £1 million from medical and therapy budgets.
The trust has nearly 18,000 patients in Hackney, Newham, Tower Hamlets and the City of London. The documents warn: “Cost savings across the wards would bring consequences.”
Dr John Lister, director of London Health Emergency, said: “Weakening the nursing care these patients receive is a very dangerous gamble and acute wards are already quite difficult environments. All the evidence shows that if you're not in a position to put in a substantial therapeutic input then it becomes a situation of crowd control.”
Jay Williams from Unison said: “The union has concerns that there are not enough nursing staff working at the Trust and changing shift patterns and extending the high-risk night shift will make staff more vulnerable.”
A trust spokeswoman said: “The Trust is exploring a range of options to achieve the savings required whilst prioritising the safety and quality of care delivered to people with mental health difficulties. The Trust is committed to the safety and wellbeing of its service users and its workforce.”
Mental health services are some of the worst affected as NHS London seeks £5 billion savings — and still encourage more people to seek therapy. Trusts are further strained by the recession causing more stress, and depression, plus soldiers suffering post-traumatic stress disorder.
Lambeth primary care trust wants to cut £9.5 million over four years from its “serious mental illness” services. Southwark PCT will reduce its budget by £3.9 million this year. Hundreds of temporary and agency staff at Camden and Islington NHS Foundation Trust were also axed in a bid to save £100,000 a week.
14.4.10
Mark Blunden Millions of pounds being cut from London's mental health services could put patients and staff at risk, campaigners warn today.
It follows the death of a vulnerable man at an in-patient unit run by a trust that wants to slash frontline nurses to save £20 million over three years.
Police launched a murder investigation after Prodip Debnath was found dead in his bed at Mile End Hospital, where East London NHS Foundation Trust runs a unit.A post-mortem examination revealed Mr Debnath, 31, died of multiple head, chest and abdominal injuries. Another patient, a 20-year-old man also said to be high risk, was arrested on suspicion of murder and bailed to a secure hospital.
The trust refused to say if it was fully staffed at the time of Mr Debnath's death on Friday.
Confidential documents reveal a package of £9 million immediate cuts from its £185 million annual budget. This includes £2 million by losing the equivalent of some 60 nurses on acute wards treating the most vulnerable patients, changing shift patterns and cutting £1 million from medical and therapy budgets.
The trust has nearly 18,000 patients in Hackney, Newham, Tower Hamlets and the City of London. The documents warn: “Cost savings across the wards would bring consequences.”
Dr John Lister, director of London Health Emergency, said: “Weakening the nursing care these patients receive is a very dangerous gamble and acute wards are already quite difficult environments. All the evidence shows that if you're not in a position to put in a substantial therapeutic input then it becomes a situation of crowd control.”
Jay Williams from Unison said: “The union has concerns that there are not enough nursing staff working at the Trust and changing shift patterns and extending the high-risk night shift will make staff more vulnerable.”
A trust spokeswoman said: “The Trust is exploring a range of options to achieve the savings required whilst prioritising the safety and quality of care delivered to people with mental health difficulties. The Trust is committed to the safety and wellbeing of its service users and its workforce.”
Mental health services are some of the worst affected as NHS London seeks £5 billion savings — and still encourage more people to seek therapy. Trusts are further strained by the recession causing more stress, and depression, plus soldiers suffering post-traumatic stress disorder.
Lambeth primary care trust wants to cut £9.5 million over four years from its “serious mental illness” services. Southwark PCT will reduce its budget by £3.9 million this year. Hundreds of temporary and agency staff at Camden and Islington NHS Foundation Trust were also axed in a bid to save £100,000 a week.
THE CONSEQUENCES OF CUTS.....
There are direct consequences for staff and service users when ill thought out short term cuts are made. Attempts to blame individuals for systemic faillings are a common response from organisations under scrutiny but staff in the workplace know & understand very clearly who is at fault.