As an NHS organisation, we are required to make a number of documents and publications public and readily available that relate to our day-to-day business.
On this page you'll be able to find out more about the Trust by reading through some of our key documents. You can read these by clicking on the tabs below.
- BCHFT Annual Report 2022-2023
- BCHFT Quality Account 2022-23
- BCHFT Annual Report 2021-2022
- BCHFT Quality Account 2021-2022
- Annual Report and Accounts 2020-2021
- BCHFT Quality Account 2020-2021
- BCHFT License 2020
- Black Country Partnership NHS Foundation Trust Annual Report Summary (2019-2020)
- Black Country Partnership NHS Foundation Trust Annual Report & Accounts (Full Publication) 2019-2020
Please note: Under the Freedom of Information Act 2000, every public authority, such as the Black Country Healthcare NHS Foundation Trust, has a duty to specify what information they publish, how the information is made available and whether it is free or if there is a charge.
Based on this we also have a publication scheme webpage that provides further information that may be of the use to the public.
Below gives an overview of the Trust's response to the Hard Truths Commitments, the Government's initiative on publishing in-patient nurse staffing data.
All NHS Trusts with inpatient areas are required to report on staffing levels for every shift on each ward, presenting the planned numbers against the actual number of staff on duty. The expectation is that Trust boards will be able to assure patients, families, carers, commissioners, regulators and NHS England that their hospitals are providing the right number of staff with the right skills to care for patients safely and effectively.
Reviews of monthly staffing levels, can be viewed below:
For previous BCPFT reports, click here
For previous DWMH reports, click here
Monthly Staffing Reports and unify data returns
March 2021 - Safe Staffing Unify Summary (BCHFT)
February 2021 - Safe Staffing Unify Summary (BCHFT)
January 2021 - Safe Staffing Unify Summary (BCHFT)
December 2020 - Safe Staffing Unify Summary (BCHFT)
November 2020 - Safe Staffing Unify Summary (BCHFT)
October 2020 - Safe Staffing Unify Summary (BCHFT)
September 2020 - Safe Staffing Unify Summary (BCHFT)
May - July 2020 - Safe Staffing Unify Summary (BCHFT)
April 2020 - Safe Staffing Unify Summary (DWMH)
April 2020 - Safe Staffing Unify Summary (BCPFT)
The WRES is a national mandatory standard for the NHS that became part of the NHS Standard Contract from April 2015 The WRES, for the first time, requires organisations to demonstrate progress against a number of indicators of workforce equality, including a specific indicator to address the low levels of Black and Minority Ethnic (BME) Board representation.
There are nine metrics. Four of the metrics are specifically on workforce data and four of the metrics are based on data derived from the national NHS Staff Survey indicators. The latter will highlight any differences between the experience and treatment of White staff and ethnic minority staff in the NHS, with a view to closing the gaps highlighted by those metrics. The final metric requires provider organisations to ensure that their Boards are broadly representative of the communities they serve
In April 2022 we provided an update to our Board of Governors about our performance against the WRES and other Race Equality Metrics. This was also shared with our Equality, Diversity and Inclusion Committee in June. You can read this report here. This update highlights the actions in our Anti-Racism Action Plan that are specifically focused on addressing issues raised by the WRES. You can read our Anti-Racism Action Plan here.
In October 2022 we provided a further update to our Board of Governors about our performance against the WRES 2022 Metrics. This is based on the information we provided the NHS back in August that will form part of the WRES 2022 Report that will be published in Spring 2023. You can read this update here.
Click here to view a short video on WRES by NHS England, explaining the need for WRES within the NHS.
The Workforce Disability Equality Standard (WDES) is a set of specific measures (metrics) that will enable NHS trusts to compare the experiences of disabled and non-disabled staff. This information will be used by trusts to develop local action plans, and demonstrate progress against the indicators of disability equality. The WDES has a set of ten specific measures (metrics). NHS organisations will use the metrics data and local data to develop their local action plan. This will enable the Trust to demonstrate progress against the indicators of disability equality.
In October 2022 we provided an update to our Board of Governors about our performance against the WDES 2022 Metrics. This is based on the information we provided the NHS back in August that will form part of the WDES 2022 Report that will be published in Spring 2023. You can read this update here.
Gender Pay Gap Report
Below is the Trust's gender pay report, using a snapshot of data on March 31st, 2021 and the action plan the Trust is following to close gaps where they arise.
Link - Gender Pay Gap Report
The Trust has to have a Constitution, which is a document that describes how the Trust is to be governed. It includes those rules that are required legally together with others that have been locally determined.
With effect from 19th November 2014, the Board of Directors agrees any amendments to the Constitution, but these have to be approved by the Assembly of Governors. The current version of the approved Constitution can be viewed here.