Success Regime puts back plans and public consultation

It has emerged over the last few days that the timetable and proposals for major cuts in local health services in this area have been put back to 2017

Success regime update 11th November 2016

Castlepoint CCG have now published an update on the Success Regime plans.  I attended the workshop in Basildon ( as did about 12 other people) where we learned very little about what was being planned other than the downgrading of two A&E units to enable one to be the one that receives the emergency ambulances from a huge geography. No information was forthcoming about how that would save money.

They have now announced that the business case will not be completed until early 2017 – and then only after that will be published for public consultation.

The success regime programme board apparently meets today.  There do not appear to be any planned further public engagements until a special meeting of the Southend Council’s People Scrutiny Committee due to take place on 20th December at 6pm at the Civic Centre.

The latest update tells us that the Sustainability and transformation plan and the Success Regime cover the same area.  It is assumed that we won’t have published an STP and different Success regime plans?

 

Investments in GP and community services?

This report claims that there could be investments in GP and community services but does not provide any clues as to what these are or where?  And more importantly if the “success regime” was set up to cut £94 million from the local NHS then presumably any investments would mean further cuts in other services and areas.

 

Sharing services ? Higher pay for managers, less pay for domestics

It is claimed that “ the hospitals can save money by sharing corporate functions and support services” .  However there is internal staff consultation about new leadership arrangements across the three hospital trusts.  This involves new roles of Chief Executive, Chief Medical officer, Chief Nurse and Chief Finance officer for the combined three existing trusts.  The consultation says that “these posts are deemed as new and are considerably different in scale” meaning without a shadow of doubt that whoever is appointed will be on salaries even higher than their current ones.  We don’t have a clue from the internal Consultation (which closes on 7th December) what the salaries will be for these new jobs – we have a right to know why this is not being stated and what are they hiding from local people.

The internal (not public consultation) also sees the creation of new Managing Director posts in each hospital as well as each having their own directors of operations, nursing, medical, finance and HR.  This is about senior NHS managers rewarding themselves with even higher paid jobs when what are badly needed locally are more beds, more nurses, more health care assistants, more doctors and more support staff to meet the pressures.

Alongside this the existing management regime is paying new Patients Services staff and Domestic staff at Basildon below the Living Wage and less than other staff already working in the NHS on similar jobs.  The trade union UNISON has already warned local managers that they will take advice on and pursue equal pay claims .  It is interesting to local people isn’t it that senior management are creating new highly paid posts for themselves whilst at the same time creating new jobs below the living wage for the lowest paid people working in the hospitals.  This is an outrage and utterly unacceptable.

Rising demand from the local population, cuts and more pay for managers

Buried in the Staff internal consultation report is the statement that  “ non elective emergency demand “ in this part of Essex is “ double the national growth rate”.

The document is also clear that the NHS system deficit is currently £101 million and will reach £318 million by 2020.

Let us be very clear indeed the plans of the STP and the Success regime are not about improving local services they are simply about making cuts in them.  They are about creating a new tier of management – more remote from local people and accountability- whilst cutting the pay of the lowest paid in the NHS.  Higher pay for the new Chief Officers driving through these cuts whilst paying the lowest paid staff in the hospitals lower than the Living Wage.

From Nick Bradley: http://savethenhsinessex.blogspot.co.uk/