Session recording
Q&A
Q: Will organisational structures (divisional splits, HoOp’s, DDO’s detail) be shared? It's difficult to know who to contact for tasks you're working on and the last one published was November 2023.
Response: We will be publishing updated contacts and organograms over the next couple of weeks to make sure staff know who to contact. Jonathan.
Q: Can we expect a similar organisational structure for AHP directors, site specific as per nursing colleagues as opposed to 1 for 5 organisations in UHLG?
Response: Hi - the role of Director of AHPs is a Corporate strategic role and so needs to cover the whole organisation. That doesn't take away from the valuable role that site AHP leadership make. If anything, it should enhance the whole experience. This is line with the national ask for a strategic role across an organisation “Chief AHP Leadership Position Statement” from NHS England (2022) - David M.
Q: Why was VR so quick with no consultation with the manager and now we find ourselves with less staff and stressed due to more work?
Response: There were time pressures regarding the first tranche of VR which related to external funding stipulations. Applications were reviewed by corporate leads (and for the next round are being reviewed by divisional leads) however if this engagement did not reach all parties, then we apologise. Please reach out to James Dawson if you want to discuss further.
Q: Why was no instruction of how VR is managed not shared with staff especially managers? Loss of staff managed at very short notice.
Response: Thank you. We acknowledge that the VR scheme was launched with very quick turnaround so we can learn from this should we launch a future scheme.
Q: Has the 1st round of VR now been completed and all those included now left the organisation?
Response: A phased approach to voluntary redundancy is being undertaken and there will be variation in next dates for employees.
Q: I would also just like to comment on the poor process for the Voluntary Redundancy. There was no prior notification to managers that people would be leaving on 31st March – which was about 5 working days after the staff received the form. The form had DRAFT written on every page and there was no termination date on the form, as a result, my member of staff could not get this form signed off by a solicitor/ union and caused a lot of distress. And finally, the word Hospital was spelt wrong on the form!
Response: Hi, thank you for the feedback, as shared this is a new process that had been managed to offer staff an opportunity to leave the organisation in a voluntary and mutual manner should this support their future plans and aspiration. SROs were involved and informed that staff had that opportunity to leave as of 31 March 26 if mutually agreeable. The forms are also purposefully marked draft and would not include a leaving date as a result of this requiring agreement and to be confirmed. Noting you are advising members I will engage with TU partners if we need to clarify this in the ULH3 Partnership meeting. Thank you. James.
Q: Can I ask why a list of who had been offered VR and were leaving on 31st March was circulating around LWH before staff who had been offered VR had even signed the agreement? I feel this is a total breach of my confidentiality. I have still not had full legal advice and people are approaching me to ask why I am still here and had not left on 31st March.
Response: I am sorry to hear this and as the Trust's Data Protection Officer, please can you contact me directly so that I can understand the issue further and consider any potential breach of confidentiality. Daniel.
Q: A VR staff member still appears on our ESR - workforce have asked if the staff member was asked to complete a ToC form but I don't know - we weren't advised. Can they be updated please?
Response: Please email me with details and I can forward onto the relevant team to look into and resolve pip.
Q: I applied for VR and have not received any communication to say I was not successful
Response: Hi, please email the VR inbox and colleagues will be able to look into your application. Thank you,
Q: How were unsuccessful VR applicants notified?
Response: Hi, applications continue to be reviewed. If you are an applicant and await feedback, please engage with your line manager who can seek clarity on where this is up to for you or please contact the VR inbox for colleagues to look into this for you. Thank you
Q: Surely you would have to consult with and inform the line manager of staff who were involved in the VR? I cannot understand how the line manager wasn’t informed by ESR at the same time as the employee application and also when the decision was made and issued back to the employee. It makes the line manager very weak in the process and struggle to support their teams and plan future work needs.
Response: Hi, communication on VR has been managed via SROs of the applicants. I would advise to raise this with the SRO of the team. Thanks.
Q: When will VR Phase 2 successful applicants be notified?
Response: This will take place from w/c 20th April
Q: With regard to VR, the information currently available feels vague, and it is not clear which staff groups/TOMs fall within each phase. In relation to both TOMs and VR, would it be possible to share an indicative timeline at this stage for when outcomes might be expected? Even a provisional view would be helpful. It is important to note the impact that the current uncertainty is having on staff. The challenge is not the change itself, but the ongoing lack of clear timelines and consistent communication.
Response: Hopefully the timeline James Dawson shared was helpful in relation to corporate TOMS and corporate SROS will be able to provide further detail on individual implementation processes. For People Services, this process will be complete by the end of Q1. In relation to VR communication, your suggestions are noted and will be shared.
Q: Will employees be offered the opportunity again to apply for VR.
Response: Hi, thank you. There are no plans at this stage to reopen the VR process. Thank you.
Q: The VR process was very poor no warning to managers regarding service delivery its causing stress with other staff having to take on the load. It makes managers worthless if they don't get consulted.
Response: This theme has been picked up in other questions, but in summary, managers should have been engaged in the process - communication was directed to corporate leads in the first tranche of VR.
Q: Is there an update on the 8a's and above for the corporate TOM, the last update said they would be in post by April 1st?
Response: Each corporate TOM is being implemented to slightly different timescales, however recruitment and selection will be taking place throughout Q1.
An update on the current status of the TOMs across each Corporate Area will be provided by James Dawson during the meeting which I hope will help.
Q: It’s really positive to see roles being advertised across a range of grades on NHS jobs. Will the Band 5 and 6 roles be aligned across the group (for example, the same job titles at different bands)? At present, there appear to be significant gaps in the structure, with limited opportunities for succession planning. This creates a risk of losing experienced staff who hold valuable organisational memory, particularly where similar roles exist elsewhere in the group without a clear progression pathway. I think most people would agree that, to truly drive meaningful change and improvement, regular updates to structures are essential so that the right workforce is in place to deliver this effectively.
Response: Hi - from a clinical (non-medical) perspective, this is certainly something that will come out of services joining together as a Group. As you'll appreciate, this will take time and will certainly need consultation with trade union colleagues on both the model and process that would be taken. Given the numbers of different clinical professions, this will take some time. David M.
Q: As the Corporate TOMs come in, is it possible to have one central place that all opportunities/vacancies can be published rather than only being circulated to select people please?
Response: Hi - as part of the workforce change process, when the models for the TOMs are finalised, there is a need for current colleagues in these teams to be considered first (in accordance with skills, qualifications and experience). We have an agreed process with staff side colleagues. Any additional or unfilled posts will be recruited to in the normal process and be open to the wider workforce and potentially external candidates. - David M
Q: Thanks to James for the great update - having full visibility of the progress of each of the TOM's and an overview of the extensive work that is ongoing behind the scenes within your teams is really appreciated.
Q: Since being TUPE'd across, when will our holiday allocation be updated on the LOOP system at present it is blank.
Response: If you have moved onto LUHFT terms and conditions as part of the TUPE arrangements, you should have received information on how to access annual leave via ESR. Further details on arrangements can be found via https://
Q: I know it involves another trust on the LHAC/BGH site (Merseycare), but I saw a lot of excellent furniture being smashed up and wasted outside Broadoak. The furniture was newer and better than anything in our offices. Can different trusts speak to each other a bit better in future to have resources like this offered around, rather than valuable NHS funded items being wasted?
Response: I will ask our sustainability team to link with Merseycare estates. We use the WARPIT portal for furniture etc, it may be useful for them to use that too! Good idea, thanks, Alison Peckham.
Q: Noticed recent press and brilliant effort by the E&F Teams in achieving 9 nominations across 7 categories in the prestigious HEFMA awards - good luck on 28th May 2026 on the awards day.
Response: It’s great for colleagues to have this sort of recognition highlighting the excellent work they provide across UHLG. Good luck to all those nominated!!
Q: Could the trust consider encouraging corporate based teams to utilise working from home for some of their working week to free up office space for clinical based staff who are struggling for space across the trust? The lack of desk space for clinical teams is impacting efficiency, patient experience and student placement provisions.
Response: Please can you reach out to the relevant HLT who can review this further. You make a valid point, and there is more work that can be done regarding co-ordinating clinical/non-clinical workspace in conjunction with HLT and Estates colleagues to ensure maximisation of space, but I am sure you can appreciate there are some complex logistics so any suggestions on specifics would be welcome.
Q: Regarding world issues and their impact on working - If there are any issues in the future with petrol shortages or the like, will the trusts be supporting working from home across the board?
Response: In the absence of an EPRR rep on the moderator panel, I can advise that the Trust operates a fuel plan as part of Emergency Planning & Preparedness. In the event of fuel shortage, the business continuity plan will commence, and this will be widely communicated with the affected teams. For your information, fuel plan, winter plans, heat plans etc are all part of the Emergency Planning, you may not hear of it, but the process is there and regularly reviewed. Thanks Alison Peckham
Q: Related to anon 12:10 on WFH to free up clinical team space, please can you advise who is currently leading on work that was started at the Royal site to review occupancy of the main building and others such as Linda Mc and Edwards, and when we can expect review outcomes, proposals and solutions to be shared? Absolutely appreciate it's complex, but I don't feel that we have seen much in the way of progress updates. Thanks for your help.
Response: Site/building occupancy reviews are constant and unless you are directly involved you won’t necessarily see progress. There should be a department link to any accommodation review. Please email me and I will find out who the contacts are for you. Thanks Alison Peckham
Q: The Broadgreen/LHCH canteen has gone downhill, no healthy choices anymore such as wraps and no Salt and Pepper chicken on a Tuesday, which is a disaster! Please can this be addressed?
Response: Sincere apologies - following the departure of the Chef, changes to the food offer had to be made. We have now recruited a chef and all should be back to normal very soon, including return of the salad bar etc. Again, apologies. Thanks, Alison Peckham.
Q: Why are people who aren't paying able to use the LWH car parks without being questioned?
Response: We are not aware of this, so if you can send Craig Jones specific examples, we can investigate this. We will also pick this up with the LWH team. Thanks, Alison Peckham.
Q: Is there any update on car parking allocations for Aintree site?
Response: This is a significant piece of work. The majority of work has been completed following the applications, we hope that this will be finalised by the end of this week - with emails/responses commencing next week. Thanks, Alison Peckham.
Q: At LWH, along the Jeffcoate corridor, there are around 90+ staff names on the doors, but we don't have any kitchen facilities. The 'Wobble' room could be a great break out room (has a sink but no bin or water cooler) but is often booked out for meetings. Can anything be done to provide the 90+ members of staff sitting along this corridor with facilities to step away from their desk, make dinner, get cold water etc? Thanks.
Response: I will pass this suggestion on to my colleagues for review. Thanks, Alison Peckham. Please also reach out to Jaymi Whitehead in HR who is reviewing staff rest and break facilities at LWH.
Q: CoPilot PoC- Have people been asked to join this or did this just go out to everyone? It's a bit confusing when you get a random e-mail with no context whatsoever about how it's come about, why you're being asked to do something and if it's optional or not. Query responses aren't exactly the clearest either, so I don't know why I'm being e-mailed about this.
Response: The CoPilot PoC has been targeted to those areas we feel may yield most benefits. There have been numerous sessions detailing the scope of the work, which those staff were invited to. If you wish to contact me, I will ensure gets in touch with you. Matt Connor.
Q: How can we be expected to work across the region without a fully integrated electronic patient record? LUHFT will be the first to see the new system but how long will it take for other organisations to come on board?
Response: We plan to onboard the other 4 Trusts within 18 months of LUHFT go live. Plans can change as we get into the detail, but our intention is for a safe and rapid wider deployment. And prior to that, we are working on ways we can improve access to systems and data sharing across Trusts.
Q: Will the EPR be extended to the Heart and chest as patients attending royal may also be attending Heart and chest? Dorcas.
Response: Yes, it will be.
Q: The recent staff survey results showed that learning opportunities and staff development opportunities are poor so why is the trust cutting funding for certification programmes such as ILM but expecting the staff to still complete the program but not gain the professional qualification at the end of the program?
Response: Hi - Thanks for your comment - This is a priority area for the Group following feedback from the staff survey. In Q1 we plan to review the development/learning offer across the group and introduce a clearer learning and training needs process to support fair access to training and development, the allocation of funding, and to focus investment where professional accreditation adds value. More information will be available during Q1–Q2. Please contact me if you want to discuss. Thanks, Pip
Q: The staff survey showed a decline in training and development opportunities, yet we still need to go through discretionary spend panel & case of need for CPD funded courses. This is resulting in delays for staff enrolling on courses and in some instances are too late to enrol and therefore lose out on development. Why do we still need to go through the discretionary panel for externally funded training?
Response: This has been raised clearly through the staff survey and is a priority area for the Group. Training requests / external CPD currently goes through the discretionary panel to ensure fairness and control over limited funding, but we recognise this can cause delays. We are currently reviewing the development offer across the group and introducing a clearer learning and training needs process, so funding can be allocated more consistently, fairly and where it is most needed - Details to follow - Please get in touch to discuss - Pip.
Q: How can corporate staff access LUHFT HR policies?
Response: All policies can be accessed via this weblink: https://
Q: Can a staff member on Time Off in Lieu (TOIL) come in to cover a shift as overtime if the department needs extra support?
Response: Overtime should only be used in exceptional circumstances - i.e true over-runs of clinical activity. In theory bank work would be a possibility in this circumstance, taking into account requirements for rest and time away from the workplace. Please reach out to the relevant HR team to discuss further if needed.
Q: Is there going to be any staff awards this year?
Response: The first full UHL Group staff awards event is due to take place in June 2027. We will be issuing some updates on this over the next few months.
Q: In our recent meeting at Aintree Racecourse there was a brilliant segment from David Melia on switching off the corridor care. Are there plans that can be shared on when specific dates for this will happen across the group sites?
Response: Hi - thanks very much for the feedback. Yes, the plan is that we start to share the actions that have been taken and the outcomes that impact on patients waiting in corridors. We will start reporting to NHSE in May, so we can then start to see what is working and what we still need to think about. Not sure how we'll share the information - maybe on this forum? David M.
Q: Will the One LUHFT Outpatient booking process be revisited to ensure all services are utilising the systems in the same way. It is especially difficult to manage when services are cross-site based, working in 2 different ways.
Response: The Group's Senior Management Board is receiving an update on the One Booking Model at its meeting next week (14th April) where we can raise this issue with feedback possibly via the site staff brief sessions and other governance routes.
Q: Will staff receive the AfC uplift in April's pay?
Response: Yes, that is correct.
Q: Can you confirm if the discretionary spend panel & case of need form process will continue into this new financial year? If yes, is there a way to receive a case of need reference number at the time that the form is submitted? At present it is very hard to track and follow up on the forms as we don't receive a reference until it is approved, and this seems to come out of the blue. Thanks.
Response: Thank you for your feedback - until a decision is communicated on this, I will feed this back to the procurement team who support the process - Thanks, Pip.
Q: Now we are into April, are there any plans to remove the freeze on recruitment for non-clinical staff?
Response: Whilst non-clinical vacancies remain under close scrutiny through vacancy control panels, a number of A&C posts were approved for recruitment in the last month.