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Workforce Reporting Analyst
| Posting date: | 28 May 2024 |
|---|---|
| Salary: | £42,471.00 to £50,364.00 per year |
| Additional salary information: | £42471.00 - £50364.00 a year |
| Hours: | Full time |
| Closing date: | 11 June 2024 |
| Location: | London, SE5 8AD |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | C9213-24-0474 |
Summary
Information Reporting Follow predefine processes to produce and manage regular schedule of reports, managing own time and workload to meet reporting deadlines. Assist with responses to information requests under the Freedom of Information Act interpreting, collating information and preparing responses within the statutory deadlines. Assist on the production of external submissions (e.g. CQC, NHSi, etc) and ad-hoc requests. Analyse and interrogate information to create complex workforce reports using a variety of sources of information both internal and external. Respond to workforce reporting enquires in a timely and professional manner, based on agreed parameters in order to meet the needs of the target audience. Ensure reports have appropriate and insightful narratives that addresses the specification requirements of the reports. Explain and advise managers and staff to ensure they understand and utilize workforce information effectively and efficiently. Assists in the production of guidance and standard operating procedures for all reporting to ensure that reports are produced in a consistent manner. Report progress and escalate identified issues and risks to the Lead Workforce Information & Planning Analyst. Ensure that Knowledge Pages on the intranet are kept current, easy to read/user friendly and accurate. Be part of the review process to review and refresh reports for customers. Systems and Information Management Develop detailed knowledge of the ESR Business Intelligence reporting functionality, working alongside the Lead Workforce Information & Planning Analyst. Develop detailed knowledge of the reporting functionality of Workforce systems and work alongside the respective System Manager. Other workforce systems include: HealthRoster, Employee Relations, SARD, LEAP, TRAC recruitment, bank and agency etc. To identifying data quality issues as early as possible and assist with data cleansing activities for any additional Workforce systems, data, reporting projects. Provide support to the maintenance of the Workforce systems identifying issues on accuracy and quality of data. Support the workforce systems teams across various aspects of systems/information tasks/data /projects. Planning and problem solving Plan workload appropriately to ensure that reports achieve their publication deadlines. Ensure that reports which are created automatically are checked as per the schedule. Develop project timescales for the development of new reports and engage appropriately with the commissioners of the reports to ensure they are delivered to specification, and time and quality requirements are communicated and agreed. Understand the systems to appreciate how data is gathered, treated, and stored so that effective analysis can be made. Experiment with alternative reporting formats, platforms and data sources so that new reports can be created. Staff training and supervision Assist on the provision of training on the ESR BI reporting functionality and local pre-defined reports for new and existing staff within the Workforce Team and the wider HR Team. People Management and Performance Lead, coach and manage the performance of the team in line with good people management practices. Ensuring excellence is recognised and underperformance is addressed. Participate in regular performance appraisal meetings and ensure each member of the team has a clear set of objectives and development plans. Ensure the team is compliance with all statutory, mandatory training together with any professional training requirements, ensuring they are up to date and fully compliant. Manage team absences including sickness in line with Trust policy ensuring the appropriate return to work meetings occur, e-roster is updated and productivity is at keep to the highest possible level. Identify and fill any vacancies that arise within the team in line with the Trusts recruitment policy and process. Identify talent and support the internal talent management process in order attract and retain and succession plan for your people. Review skills mix at regular intervals in order to identify any potential opportunities to maximise resource utilisation / allocation, ensuring job descriptions are kept up to date. Ensure overall wellbeing of the team is maintained. Continuously support in improving the morale of the team and implementing a culture of zero-tolerance for bullying and harassment.