NMH

NMH | 2024 196 Administration National Pay and Numbers Strategy effective from July 2024, which limits our ability to attract talent, fill open posts and further develop services introduced in line with the Maternity Strategy in areas such as Menopause, Fertility, Genetics, Mesh, Perinatal Mental Health, Dietetics and Physiotherapy. The Hospital has sought the additional staff required and supporting funding from the National Women and Infant's Health Programme in an effort to continue to grow our service delivery. The Hospital has encountered some challenges in recruiting, particular categories of staff with the relevant skill requirements within Midwifery & Nursing and Allied Health Professionals. The Hospital is continuing to look at creative ways of attracting staff. Although a national taskforce was set up in 2023 to assist with the shortages in the Midwifery & Nursing area, the output of this taskforce have not been received as of yet. Accommodation costs in Dublin has proven to be an ongoing barrier for recruitment. Throughout 2024, HR continued to create new links with other countries to attract staff to the Hospital. The Hospital engages with the HSE national framework for international recruitment of Midwifery & Nursing staff. There is also support provided to aid candidates in achieving NMBI registration. Our people, culture and alumni are our greatest asset and we plan to leverage our reputation to attract and retain staff. Pensions Management in HR The NMH as an organisation is fully compliant with the Single Public Service Pension Scheme (SPSPS) across the three key areas of statutory responsibility (Section 43 of the Act). The National Maternity Hospital was requested to be represented on the Single Scheme Compliance Forum Group to assist other Hospitals with compliance. This is a very positive development for the Hospital as all Hospitals are trustees of this scheme. The Hospital relies on the HSE as pension administrators which was challenging over 2023 as there was a wait time of up to 8 months delay for the processing of pensions claims for retiree's. However, this seems to have improved over 2024 following the intervention of the pension's ombudsman. SUCCESSES AND ACHIEVEMENTS Long Serving Staff Members The following two staff members celebrated 40 years or more service with the Hospital in 2024. Lorraine McLoughlin and Linda Mulligan, Purchasing Managers. HR Information Systems HR has continued to evolve its HR system (Softworks) and e-learning systems (Totara). Since the Totara upgrade in 2023 and 2024 the HR team have continued to review and assure data. Automated reporting of training records was introduced in 2024. The integration of all e-learning training records within Totara, was of particular importance in respect to providing evidence of compliance during a HIQA audit which took place in 2024. Training for Staff In-person mandatory training was re-introduced for all staff in 2024. In addition, a number of staff attended a People Leader fundamentals refresher programme, facilitated through an external provider, designed especially for those in supervisory roles. Staff Retention Initiatives Staff at the Hospital who reach 25 years' service were awarded 5 extra day's holidays as a once off recognition of their dedication and loyal service to the Hospital. A ceremony was also held in recognition of this in December 2024. People and Organisation Sub- Committee of the Board This Committee completed its 2nd full year in 2024, during which time it provided strategic oversight and advice on matters to support the people ambitions of the NMH Strategy and provide assurance to the NMH Executive Committee (The Board) in respect to HR Operational Risk. The Committee consists of members of the Executive Committee and other members with specific expertise; HR attend this meeting with members of the EMT. The committee have set out a plan for 2025 with a focus on recruitment challenges as well as ensuring HR policy is reflective of best practice, and they will input in relation to the roll out of the Hospital Strategy which was refreshed in 2024. CHALLENGES EXPERIENCED Industrial Action Unsettled industrial relations continued across 2024 due to national issues including the implementation of Phase IV of the Job Evaluation Scheme for Support Staff (2023) and the implementation of a National Pay and Numbers strategy as well as a review in respect to the progression career pathways for Health and Social Care Profession (HSCP) grade. Various sectors voted for industrial action across quarter 4 2024. Forsa commenced work-to-rule action in Q1 2024 which subsequently was stood down. The Hospital and staff co-operated well together during these periods with a steering group in place to respond to any issues as they arise. New pay arrangements were introduced at a national level applicable to all staff during the year including the extension of the Building Momentum National Agreement and publication of the Public Sector Pay Agreement 2024-2026; salaries were increased accordingly. HR Quarterly Report Updates HR provide a quarterly HR performance report to the Finance Committee. The highlights of the key performance indicators (KPI's) for 2024 are given in the table at the end.

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