25% Reduction in Senior Management Posts Target – National Progress Towards 25% Reduction as at 31st March 2014

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First published by The Scottish Government, August 2014
ISBN: 978-1-78412-778-7 (web only)

E-book in EPUB format first published by The Scottish Government, August 2014
ISBN: 978-1-78412-780-0 (EPUB)

E-book in MOBI format first published by The Scottish Government, August 2014
ISBN: 978-1-78412-779-4 (MOBI)

The Scottish Government
St Andrew’s House
Edinburgh
EH1 3DG

Produced for The Scottish Government by APS Group Scotland, 21 Tennant Street, Edinburgh EH6 5NA
DPPAS35877 (08/14)

Published by The Scottish Government, August 2014

1. Introduction

All NHS boards have been asked to develop Local Delivery Plans (LDPs) and workforce plans, as well as using workforce workload tools, in order to assess if service redesign or changes in skill mix are required to best meet the needs of their population.

Alongside this, a national target was introduced to reduce the number of senior managers by 25% between 31st March 2010 and 1st April 2015. The definition of senior manager for the purposes of this target is different from the Management (non Agenda for Change) figure routinely published by ISD Scotland. Please see point 3. Methodology, for an explanation of the differences.

The following tables show the number of senior managers in post as at 31st March each year, and the national reduction since March 2010. These statistics are based on management information provided by NHS boards to the Scottish Government.

2. Main Findings

The main findings for year 4 of the target (financial year 2013/14) are:

Senior managers in all NHSScotland boards reduced by 89.8 WTE (or 8.8%) between March 2013 and March 2014.

Between March 2013 and March 2014, senior managers in NHSScotland territorial boards reduced by 71.3 WTE, (down 8.3%).

Senior managers in NHSScotland special boards reduced by 18.5 WTE (11.2%) between March 2013 and March 2014.

The overall reduction in senior management in the first four years of the target (financial years 2010/11, 2011/12, 2012/13, and 2013/14) has been 386.2 WTE (down 29.3%), which exceeds the 25% reduction target by 4.3 percentage points.

Table 1. Senior management 1,2 reduction (WTE) – progress over year 4 as at 31 March 2014 and overall ³

Year 1 ⁴
Year 2 4,5
Year 3 6,7
Year 4

Board baseline
31-Mar-10
31-Mar-11
31-Mar-12
31-Mar-13
31-Mar-14
Yearly change
Overall ³

n
%
n
%

NHSScotland
1,318.8
1,212.5
1,108.1
1,022.4
932.7
-89.8
-8.8%
-386.2
-29.3%

Territorial boards
1,102.8
1,013.9
933.2
857.9
786.7
-71.3
-8.3%
-316.2
-28.7%

Special boards
216.0
198.6
174.9
164.5
146.0
-18.5
-11.2%
-70.0
-32.4%

Source – NHS boards

1. In order to make the national target more consistent, NHS boards were given the opportunity to exclude clinical staff on executive and senior management pay grades, but include administrative posts on AfC band 8a and above that they would class as part of the senior managers.
2. These figures are not comparable to the management (non AfC) figures in the national statistics publication or the workforce projections publication. The definition used in the target allows the exclusion of clinically orientated staff from the management (non AfC) group and the inclusion of some AfC band 8a and above administration staff.
3. Change between 31 March 2010 and 31 March 2014
4. These data include revised senior management WTE figures for NHS 24 in years 1 and 2 due to job family reclassification.
5. These data include revised senior management WTE figures for NHS Dumfries and Galloway in year 2 whilst a staff member was in an interim position.
6. These data include revised senior management WTE figures for NHS National Services Scotland in year 3 due to job family reclassification.
7. These data include revised senior management WTE figures for NHS Lothian in year 3 due to posts being redesigned and graded to AfC.

3. Methodology

The management (non AfC) figure published as part of the ISD national statistics release includes staff on senior manager and executive pay grades. However, some of these posts may be clinically orientated or involve support of frontline services. Further, some NHS boards have a number of posts on AfC that other NHS boards have within their executive or senior manager grades. To make the national target more consistent, NHS boards were given the opportunity to exclude clinical staff, but include administrative posts on AfC band 8a and above that they would class as part of the their senior managers. The guidance issued to NHS boards regarding the criteria for meeting the national target was issued on 6 December 2010 and placed in the Scottish Parliament's Reference Centre (Bib number 52181).

4. Future plans

Data will continue to be collected and analysed as part of the ongoing process of workforce planning and monitoring. Progress on the national target will be published annually.

5. Further information

Although this is a national target, rather than an individual NHS board target, Appendix 1 shows the progress by NHS board.

ISD Scotland produce a broad range of quarterly statistics on NHS workforce as part of the national statistics publication. As noted above, the management (non AfC) figure from the ISD publication will not be the same as the senior manager figure in this target. ISD Scotland are due to publish on 26 August 2014, data on staff in post, vacancies and turnover.

There is also the Scottish Government (SG) publication on NHS workforce projections due for release on 26 August 2014. This details whole time equivalent (WTE) changes to all staff groups based on ISD definitions.

6. Useful links

UK Statistics Authority, code of practice for official statistics -
http://www.statisticsauthority.gov.uk/assessment/code-of-practice/index.html

ISD Scotland, NHS workforce information -
http://www.isdscotland.org/Health-Topics/Workforce/

Scottish Government, NHS workforce projections -
http://www.scotland.gov.uk/Publications/Recent

For further information, please contact:

Joanne Collins
Scottish Government
Health Workforce

Email: joanne.collins@scotland.gsi.gov.uk
Tel: 0131 244 2414

7. Appendix

Table 2. Senior management 1,2 reduction (WTE) by NHS board – progress over year 1 as at 31 March 2011, year 2 as at 31 March 2012, year 3 as at 31 March 2013, year 4 as at 31 March 2014, and overall ³

| Year 1 ⁴ | Year 2 4,5 | Year 3 6,7 | Year 4 |
| Board baseline 31-Mar-10 |  | Yearly change |  | Yearly change |  | Yearly change |  | Yearly change | Overall ³
31-Mar-11 | n | % | 31-Mar-12 | n | % | 31-Mar-13 | n | % | 31-Mar-14 | n | % | n | %
NHSScotland | 1,318.8 | 1,212.5 | -106.3 | -8.1% | 1,108.1 | -104.5 | -8.6% | 1,022.4 | -85.7 | -7.7% | 932.7 | -89.8 | -8.8% | -386.2 | -29.3%
Territorial board total | 1,102.8 | 1,013.9 | -88.9 | -8.1% | 933.2 | -80.7 | -8.0% | 857.9 | -75.3 | -8.1% | 786.7 | -71.3 | -8.3% | -316.2 | -28.7%
Ayrshire & Arran | 49.8 | 43.9 | -5.9 | -11.9% | 38.7 | -5.2 | -11.7% | 32.7 | -6.0 | -15.5% | 28.7 | -4.1 | -12.4% | -21.1 | -42.4%
Borders | 20.7 | 15.9 | -4.8 | -23.2% | 15.0 | -0.9 | -5.8% | 15.0 | - | - | 15.0 | - | - | -5.7 | -27.6%
Dumfries & Galloway | 21.5 | 17.1 | -4.4 | -20.5% | 15.6 | -1.5 | -8.8% | 15.0 | -0.6 | -3.8% | 14.0 | -1.0 | -6.7% | -7.5 | -34.9%
Fife | 42.0 | 38.0 | -4.0 | -9.5% | 36.0 | -2.0 | -5.3% | 32.0 | -4.0 | -11.1% | 29.0 | -3.0 | -9.4% | -13.0 | -31.0%
Forth Valley | 39.2 | 35.6 | -3.6 | -9.2% | 29.4 | -6.2 | -17.3% | 26.8 | -2.6 | -8.8% | 25.8 | -1.0 | -3.7% | -13.4 | -34.1%
Grampian | 135.0 | 121.6 | -13.4 | -9.9% | 109.7 | -11.9 | -9.8% | 105.5 | -4.2 | -3.8% | 102.9 | -2.6 | -2.5% | -32.1 | -23.8%
Greater Glasgow & Clyde | 262.0 | 244.0 | -18.0 | -6.9% | 229.0 | -15.0 | -6.1% | 209.0 | -20.0 | -8.7% | 190.0 | -19.0 | -9.1% | -72.0 | -27.5%
Highland | 79.7 | 73.7 | -6.0 | -7.5% | 70.9 | -2.8 | -3.8% | 62.1 | -8.8 | -12.4% | 56.0 | -6.1 | -9.8% | -23.7 | -29.7%
Lanarkshire | 93.5 | 84.5 | -9.0 | -9.6% | 81.5 | -3.0 | -3.5% | 76.4 | -5.1 | -6.3% | 66.4 | -10.0 | -13.1% | -27.1 | -29.0%
Lothian | 174.5 | 166.0 | -8.5 | -4.9% | 142.7 | -23.3 | -14.0% | 138.5 | -4.2 | -2.9% | 132.5 | -6.0 | -4.3% | -42.0 | -24.1%
Orkney | 33.2 | 28.4 | -4.8 | -14.5% | 28.2 | -0.2 | -0.7% | 21.9 | -6.3 | -22.3% | 22.4 | 0.5 | 2.3% | -10.8 | -32.5%
Shetland | 14.5 | 14.0 | -0.5 | -3.4% | 13.6 | -0.4 | -2.9% | 13.6 | - | - | 12.0 | -1.6 | -11.8% | -2.5 | -17.2%
Tayside | 114.3 | 111.3 | -3.0 | -2.6% | 104.9 | -6.4 | -5.8% | 91.4 | -13.5 | -12.9% | 77.0 | -14.4 | -15.8% | -37.3 | -32.6%
Western Isles | 23.0 | 20.0 | -3.0 | -13.0% | 18.0 | -2.0 | -10.0% | 18.0 | - | - | 15.0 | -3.0 | -16.7% | -8.0 | -34.8%
Special board total | 216.0 | 198.6 | -17.4 | -8.1% | 174.9 | -23.8 | -12.0% | 164.5 | -10.4 | -5.9% | 146.0 | -18.5 | -11.2% | -70.0 | -32.4%
National Waiting Times Centre | 11.0 | 9.0 | -2.0 | -18.2% | 8.0 | -1.0 | -11.1% | 7.9 | -0.1 | -1.3% | 7.9 | - | - | -3.1 | -28.2%
State Hospital | 9.0 | 8.0 | -1.0 | -11.1% | 8.0 | - | - | 7.0 | -1.0 | -12.5% | 7.6 | 0.6 | 8.6% | -1.4 | -15.6%
Scottish Ambulance Service | 45.0 | 42.0 | -3.0 | -6.7% | 39.3 | -2.7 | -6.4% | 43.0 | 3.7 | 9.4% | 38.0 | -5.0 | -11.6% | -7.0 | -15.6%
NHS 24 | 7.0 | 7.0 | - | - | 6.0 | -1.0 | -14.3% | 6.0 | - | - | 6.0 | - | - | -1.0 | -14.3%
National Services Scotland | 96.0 | 88.6 | -7.4 | -7.7% | 73.4 | -15.2 | -17.2% | 67.1 | -6.3 | -8.6% | 51.0 | -16.1 | -24.0% | -45.0 | -46.9%
Education for Scotland | 8.0 | 7.0 | -1.0 | -12.5% | 7.0 | -0.0 | -0.7% | 5.7 | -1.3 | -18.7% | 5.7 | - | - | -2.4 | -29.4%
Health Scotland | 32.0 | 29.0 | -3.0 | -9.4% | 26.2 | -2.8 | -9.7% | 22.0 | -4.2 | -16.0% | 24.0 | 2.0 | 9.1% | -8.0 | -25.0%
Healthcare Improvement Scotland | 8.0 | 8.0 | - | - | 7.0 | -1.0 | -12.5% | 5.9 | -1.2 | -16.4% | 5.9 | - | - | -2.2 | -26.9%

Source – NHS boards

1. In order to make the national target more consistent, NHS boards were given the opportunity to exclude cl inical staff on executive and senior management pay grades, but include administrative posts on AfC band 8a and above that they would class as part of the senior managers.
2. These figures are not comparable to the management (non AfC) figures in the national statistics publ ication or the workforce projections publ ication. The definition used in the target al lows the exclusion of cl inical ly orientated staff from the management (non AfC) group and the inclusion of some AfC band 8a and above administration staff.
3. Change between 31 March 2010 and 31 March 2014
4. These data include revised senior management WTE figures for NHS 24 in years 1 and 2 due to job family reclassification.
5. These data include revised senior management WTE figures for NHS Dumfries and Galloway in year 2 whilst a staff member was in an interim position.
6. These data include revised senior management WTE figures for NHS National Services Scotland in year 3 due to job family reclassification.
7. These data include revised senior management WTE figures for NHS Lothian in year 3 due to posts being redesigned and graded to AfC.

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