People Committee Assurance Report November 25 - February 2026
Meeting: Trust Board – Public Meeting
Date: 11 February 2026
Report Title: People Committee Assurance Report
Agenda Item: PUB26/02/4.5
Committee Date: 12 November 2025
Meeting Chair: Catherine Glickman, Non-Executive Director and Committee Chair
Meeting quorate: YES
Purpose: Assurance
| Link to EEAST Strategic Mission: | |
|---|---|
| Patient Mission | |
| Partnership Mission | |
| People Mission | X |
| Productivity Mission |
Summary of items considered at the meeting:
| Issue | Consideration | Resolution | Assurance |
|---|---|---|---|
| Integrated People Report | Sudha Pavan, Deputy Chief People Officer, shared the people statistics, which showed a mixed picture for the quarter. Staff turnover had reduced to 8.2% exceeding the target, and mandatory training was tracking at 93%, a consistently strong performance. However, sickness had increased to 8.2%, above the 8% target. A breakdown of Long- and Short-Term sickness was presented. ER cases remained high at 178, with 55 closed in the month. Importantly sexual safety cases were being raised with management. Vaccinations were tracking at 39% against a target of 60%. | It was agreed that the detailed analysis of Long-Term sick should come to the next People Committee, and the Committee strongly supported the target of achieving a 6.5% target by end of 26/27. The Committee discussed if there was a correlation between ER cases and wellbeing – this was being analysed. The Committee noted the report. | Reasonable |
| People Transformation Programmes | Three programmes are overseen by the People Committee. Team based working: a ‘lessons learned’ review was being carried out, and a new approach being considered. Time to Lead: funding for the HALO role was ending, so operational leads were considering how the HALO and LOM roles would operate in the future. Current roles would be maintained through the winter period. Organisational Development: engagement with staff continued through the 4 work streams. | The Committee discussed how staff had been involved in central rostering and that, once the decision about the future of the HALO role had been agreed, this should be discussed with the acutes who valued the role. The Committee noted the report, agreeing to pick up the sexual safety points later in the agenda. | Reasonable |
| Men’s Wellbeing Network Update | Sylvester Matthias, Chair, updated the Committee on work in the last year. Highlights were distribution of 100 PSA kits, which had been very positively received; more men were coming forward with wellbeing issues, which was welcomed; participation in the International Men’s Day in November 2025 in collaboration with Essex Police and Fire & Rescue. | The Committee congratulated Sylvester on the considerable achievements of the network and welcomed the topics planned for 2026, specifically suicide risks amongst men. The Committee congratulated Sylvester on his award from the Asian Professional National Alliance for his outstanding contribution as an EDI Champion. | |
| Sexual Safety | Building on the work to make EEAST a safe place to work, the team had reviewed our practices against the Sexual Safety Assurance Framework, introduced in August 2025 by NHSE. We met 8 of the 10 principles, with work outstanding on 2: training staff to support prevention and incorporating EDI into the policy. | The Committee were impressed by the thoroughness and resolve that was demonstrated and welcomed the fact cases were being raised internally with management. A discussion about how to support those involved in such situations, including where cases were disproved, was held, with an agreement to review progress again in 6 months. | Substantial |
| EOC Recruitment & Retention | Sudha Pavan described EOC recruitment as challenging, particularly in Bedford and Chelmsford, exacerbated by lack of training facilities in both sites. To ensure suitability for the demanding role, extended probation periods had been introduced, there was an extensive recruitment process, agency staff were employed prior to permanent appointment and managers were being upskilled to support new recruits. Mental health was a significant cause of sickness, particularly for B3 staff. | The Committee welcomed the analysis and focus, but that more work needed to be done to address the issues. Redeployment for Bedford EOC staff to other EOCs had been confirmed to staff, together with opportunities to move to clinical roles or other blue light services in Bedfordshire. | Reasonable |
| Annual Volunteer Assurance Report | Lorna Hayes, Head of Community Response, presented the update. Following issues accessing the training modules, training compliance was now 86% (up from 22% last year) and DBS compliance was 99%. Missed opportunities to send CFRs were being reviewed to deploy volunteers more effectively and a reward and recognition system was introduced for volunteers for the first time. The focus for 2026 would be driving license checks. | The Committee congratulated Lorna and the volunteers on the improvement in training compliance and the work that the team did to support the community. | Substantial |
| People Strategy Q2 Report | Sudha Pavan updated on progress against the planned projects, highlighting the ‘Heart of EEAST’ launch and integration of the Wellness Centre. The plan was on track. | The Committee noted the report. | Reasonable |
| Board Assurance Framework (BAF) | The key risks were volume of work against the capacity to deliver it, the demands of winter planning and the work on culture. There was a new risk to EOC recruitment as a result of the NHSE publication on withdrawing agency recruitment for B2 and B3 roles: a break glass clause was being discussed to be able to maintain progress against the workforce plan. | The Committee agreed the risks were accurately described and the rating was appropriate. | Reasonable |
Matters for escalation or referral:
None.
