Dimension: Staff

Rationale for measurement

The presence of an adequate number of health care staff is essential for optimal patient care. High absenteeism rates can potentially affect quality of patient care and staff morale. The resultant ad hoc use of temporary staff from an external Agency to cover sick leave can also impact on continuity of care for the patient.

Measurement methodology and data sources

  • Local data set from monthly performance metrics

Target

  • 3.5%

Performance

Beaumont Hospital

  • Beaumont Hospital absence rates higher than national target – January 3.78% (22,815 lost hours = 149WTE)
    • national performance not available at time of report publication

Cavan General Hospital

  • Cavan Hospital reported absence rates higher than national target – January 5.24% (8,010 lost hours = 37WTE)
    • national performance not available at time of report publication

Monaghan Hospital

  • Monaghan Hospital reported absence rates higher than national target – January 6.38% (1,043 lost hours = 6WTE)
    • national performance not available at time of report publication

Our Lady of Lourdes Hospital, Drogheda

  • OLOL reported absence rates higher than national target – January 5.53% (14,383 lost hours = 376WTE)
    • national performance not available at time of report publication

Louth County Hospital

  • Louth Hospital reported absence rates higher than national target – January 5.56% (2,428 lost hours = 63WTE)
    • national performance not available at time of report publication

Connolly Hospital

  • Connolly Hospital reported absence rates lower than national target – January 3.46% (7,893 lost hours = 49WTE)
    • national performance not available at time of report publication

Rotunda Hospital

  • Rotunda Hospital reported absence rates higher than national target – January 3.68% (4,591 lost hours = 27WTE)
    • national performance not available at time of report publication

National Comparator – Hospital Groups

Rationale for measurement

The National Vetting Bureau (Children and Vulnerable Persons) Acts 2012-2016 came into effect on 29 April 2016. This legislation makes it mandatory for people who carry out relevant work or activities in respect of children or vulnerable adults to be vetted by the National Vetting Bureau (NVB) of the Garda Siochana. The Acts define relevant work or activities as ‘any work or activity which is carried out by a person, a necessary and regular part of which consists mainly of the person having access to, or contact with, children or vulnerable adults’.

Section 21 of the Act provides for the retrospective vetting of employees who are carrying out ‘relevant work or activities’ and who were not previously vetted. The Regulations (SI No. 223 of 2016) provide that applications for retrospective vetting disclosures shall be made not later than March 2018.

Measurement methodology and data sources

  • Local data set from monthly performance metrics

Target

  • 100% of employees engaged in ‘relevant work’

Performance

Dimension: Staff

23rd March, 2017