Executive HR Governance Group – approvals for exits
1. The Committee considered the governance role and operating arrangements of the Executive HR Governance Group (EHRG) in relation to voluntary redundancy and other workforce exit processes.
2. Members discussed the role of the Group in providing assurance that consultation processes, equality impact considerations and financial approvals have been completed before cases progress.
3. The Committee discussed the importance of clearly distinguishing between local decision-making regarding workforce changes and the assurance role undertaken by the EHRG.
4. Members noted that clearer articulation of the Group’s remit would support consistent understanding across the organisation and strengthen transparency of governance arrangements.
5. The Committee discussed the importance of ensuring that governance processes enable themes or patterns across cases to be identified where appropriate.
6. The Committee agreed that the Terms of Reference for the Group should be revised to clarify its remit, reporting arrangements and escalation mechanisms.
7. The Committee requested that senior representation from the People Directorate attend the Group on a standing basis to strengthen workforce oversight and alignment with wider people strategy.
Executive HR Governance Group Report – legally privileged
8. The Committee received the legally privileged report relating to the Executive HR Governance Group.
Voluntary Redundancy Programme – risk, capacity and alignment
9. The Committee received an update on the voluntary redundancy programme, including information on directorate level submissions and moderation processes.
10. Members noted that the programme is progressing in line with the established timetable and governance arrangements.
11. The Committee discussed the importance of maintaining oversight of workforce capability and organisational capacity as the programme progresses.
12. Members reflected on variation in submissions across directorates and discussed the importance of maintaining consistent approaches to workforce planning and organisational assessment.
13. Particular attention was given to ensuring that specialist capability and key organisational knowledge are appropriately considered within workforce planning discussions. The specific challenge around the impacts of voluntary redundancy on Transformation, Digital and Data work programmes and delivery was noted, and remained under close review by the Directorate leadership team (reporting through Data, Digital and Technology Committee).
14. The Committee requested that future updates provide greater visibility of workforce planning considerations and capability impacts as the programme progresses.
15. Members welcomed confirmation that comprehensive support arrangements remain available to staff participating in the programme, including pensions advice, financial guidance, coaching and employability support.
Transformation Programme Governance
16. The Committee received an update on the NHS England Transformation Programme and progress against the agreed roadmap.
17. Members noted that the programme has established its delivery approach and that early engagement has commenced with staff and trade union representatives.
18. The current phase of work focuses on design principles, programme timelines and staff engagement, with further detail to follow as the programme develops.
19. Members discussed the importance of maintaining clear communication with staff regarding programme purpose, timelines and engagement activity.
20. The Committee requested that future updates continue to provide visibility of workforce implications as programme design work progresses.
Improving NHS England Together – organisational culture and ways of working
21. The Committee received an overview of the Improving NHS England Together initiative, which aims to strengthen organisational culture and staff engagement during a period of change.
22. Members noted that the programme focuses on reinforcing organisational purpose, strengthening engagement and identifying practical improvements to ways of working.
23. Initial activity has included staff listening exercises and the development of feedback mechanisms to identify opportunities for improvement.
24. Members discussed the importance of meaningful engagement between managers and staff, including through regular one to one discussions and effective appraisal processes.
25. The Committee requested that future updates include information on the intended outcomes and measures of success for the programme.
Reform of statutory and mandatory training
26. The Committee considered proposals to reform the approach to statutory and mandatory training.
27. The proposed approach would move towards a more outcomes focused model emphasising competence and patient safety impact.
28. Members noted that the intention is to ensure that training requirements remain proportionate and effective while maintaining appropriate safety standards.
29. The Committee supported the direction of travel and noted that further work will be progressed through the National Quality Board.
Management and Leadership Programme update
30. The Committee received an update on leadership and management development activity across the NHS.
31. Members discussed the breadth of leadership programmes currently in place and the importance of ensuring coherence across national and local initiatives.
32. The Committee emphasised the importance of evaluating the impact of leadership development activity and ensuring that programmes support organisational priorities.
33. The Committee requested that future updates include clearer evaluation measures demonstrating the impact of leadership development programmes.
Fit and Proper Persons Test – annual review
34. The Committee received the annual review of the Fit and Proper Persons Test.
35. Members noted that compliance levels remain high and that the review provides assurance regarding due diligence processes and governance arrangements.
Talent and appointments update – chairs and non-executive directors
36. The Committee received an update on activity relating to the appointment and appraisal of NHS Trust Chairs, Non-Executive Directors and Integrated Care Board Chairs.
37. Members discussed the importance of maintaining leadership continuity and diversity within the candidate pool.
38. The Committee requested that future updates continue to highlight succession considerations and emerging risks relating to appointments.
Update NHS Trust Chair, NED and ICB chair appointment policy
39. The Committee considered the refreshed appointment policy covering NHS Trust Chairs, Non-Executive Directors and Integrated Care Board Chairs.
40. Members noted that the update focused on improving clarity and alignment with existing public appointment principles.
41. The Committee approved the updated appointment policy for publication.
NHS England People Committee scope and forward plan
42. The Committee reviewed the proposed scope and forward plan for the forthcoming cycle.
43. Members welcomed the clearer thematic structure and improved visibility of key assurance items.
44. Members also discussed the potential for the Transformation Programme to report into the People Committee to strengthen governance oversight of workforce related aspects of the programme.
45. The Committee approved the proposed scope and forward plan.
Approval of Committee Terms of Reference
46. The Committee reviewed the updated Terms of Reference.
47. Members noted that the revisions were primarily clarificatory and reflected recent governance adjustments.
48. The Committee approved the updated Terms of Reference.
NED call with Freedom to Speak Up Guardians
49. The Committee received a summary of the recent Non-Executive Director call with Freedom to Speak Up Guardians.
50. Members noted that the discussion provided useful insight into staff concerns and organisational culture.
51. The Committee agreed that themes arising from these discussions should continue to inform wider workforce and cultural considerations.