National Integrated Staff Records and Pay Programme (NiSRP)

The National Integrated Staff Records & Pay Programme (NiSRP) will implement national Staff Records and Payroll systems across the HSE.

These systems will be fully integrated and will support the needs of a modern health system employer, enhancing available workforce information for managers.

A key part of the HBS strategy, the Programme will modernise the way the HSE connects with staff, improving access for them to their staff record and pay details via online employee and manager self-service.

Successful completion of the initial NiSRP implementation took place in the East during May 2019. The programme is next scheduled for roll out in the South East with further areas to follow.

NiSRP Self Service FAQs

What can I do on ESS?

My Payslips

This is similar to the current on-line pay slips service but

has more features. There will be an “Explain

Payslip/Paycode” tool which will help you to understand

the various elements of your Payslip.

My Leave Requests

By using NiSRP Self Service you can apply online for

annual leave and various leave schemes. The system will

automatically calculate and display the leave balance. The

Manager will also have access to a team calendar which

will help them make more informed decisions.

My Travel and Expenses

This service allows you to submit Travel and Expense

claims, even on the day of travel. Mileage will be calculated

automatically and a picture can be taken of travel receipts

and uploaded as an attachment.

My Addresses

This service allows you to change your address and the

date it is valid from.

My Bank Details

This service allows you to change your bank account

details and the date it is valid from.

Getting Started

How do I get NiSRP Self Service on laptop or PC?

Please note you do not need a work device to use NiSRP Self Service. As long as you have a device

(e.g. any smartphone, desktop, laptop) and access to the internet you can use it.

You can access the app on your laptop or PC via https://myhseselfservice.hse.ie/. It is recommended you save this as a favourite page.

How do I access NiSRP Self Service on my phone or tablet?

If you are accessing through your mobile phone you can download the app for free if you are an Android user, go to Play Store or if you are an iPhone user go to the Apple App Store.

Search SAPFiori Client and click download. There is a user guide on the support information section of hse.ie/nisrpselfservice to help you configure the app for the first time.

What types of devices will they be able to use to access it?

Any device that gives you access to the internet will give you access to the app. This includes mobile phone, Desktop, Laptop. It is important to note you can use either your work or personal device to access the app.

How do I get my username?

Your username is your personnel number [8 digits eg: 30123456] prefaced by the letter ‘e’ . If you don’t know your personnel number you will find it printed on your payslip - see example below with personnel number highlighted. Please ignore the 3 digit prefix ie 005 , 004, or 008.

NiSRP: Frequently Asked Questions

What does NiSRP stand for?

NiSRP is the National Integrated Staff Records and Pay Programme

What is NiSRP?

The NiSRP Programme is a 4.5-year programme under the remit of HBS to roll out a new system (based on SAP - a software system that is in use by hundreds of organisation worldwide) that will change the way we work. Our previous reliance on paper will be replaced with a modern system and improved processes to record HR and streamline how we are paid.

Why is there a need for change?

The HSE began official operation on 1 January 2005. It replaced the ten regional Health Boards, the Eastern Regional Health Authority and a number of other different agencies and organisations. Although the structure changed on paper what has remained the same in many areas are the HR and Payroll systems. Many of which are old and need to be replaced as they have an end of life risk. In a lot of areas these systems are not integrated or joined up.

As a result employees have to submit for Payroll and HR on paper. This is a slow process with lots of duplication of work because this information is held on excel sheets and paper a lot of time is wasted collecting information for reports and staff have no ownership of their own personal information.

The two maps below give an indication of the current system in operation in Ireland and the future state after NiSRP is implemented

What exactly is changing?

In order to improve how we work, the NiSRP Programme will work to have all Staff Records and Payroll functionality provided by SAP to achieve national coverage. In addition to this NiSRP will introduce Employee Self Service and Manager Self Service for all Staff

A more detailed look at what is being introduced is explained in the table below.

What are the changes and benefits of NiSRP for staff?

Where is NiSRP being implemented?

NiSRP will be implemented across the whole of the HSE. NiSRP has gone live in the East (former Eastern Healthboard Area). This covers Wicklow, Dun Laoghaire and Dublin South East (CHO6), Kildare/ West Wicklow, Dublin West, Dublin South City, Dublin South West (CHO7) and Dublin North, Dublin North Central, Dublin North West (CHO9) along with St. Columcille's Hospital, Connolly Hospital and Naas General Hospital in addition to all corporate staff. The next implementation areas is the South East area.

What is NiSRP Self Service?

NiSRP Self Service is an online tool that allows employees to access, view and update their own information. All staff will be given individual and secure login information. This online tool also allows managers to access, view and update both their own information and that of their team ( in relation to various leave types and travel and subsistence).

How do I log into NiSRP Self Service?

Self-service App can be downloaded from play store or equivalent and training is provided nationally in all areas. Tutorials are available both on the HSE website and youtube. A username is on your last pay check in the previous system and a password will be sent to you following request.

How Will I Receive My Payslips?

The majority of staff in the East already receive their payslip online. This feature will now be incorporated into Employee Self Service. On the payslip there are many paycodes with no explanation. In Employee Self Service there is an Explain Payslip/Paycode feature which will help you understand the various elements of your payslip.

All information is available with Tutorial video’s on HBS/HSE NISRP website.

The PNA is in regularly engaged with NISRP team with all issues with pay .

Mick Guilfoyle PNA Board Member CHO9 Area Rep

Overcrowding In Waterford Mental Health Services Has Reached New Levels And Is Placing Intolerable Hardship On Service Users And Staff

The Psychiatric Nurses Association (PNA) continues its campaign to highlight overcrowding in the Waterford mental health services which in recent weeks has reached unprecedented levels and has placed staff working in the services under intolerable pressure.

The 44-bed acute Psychiatry Unit at University Hospital Waterford (UHW) has an additional 10 patients admitted on the ward. Ten beds assigned to Waterford Mental Health Services at the private St Patrick’s Mental Health Services in Dublin are now full and a further three Waterford patients were transferred to Kilkenny which is now also fully occupied.

Recently PNA Industrial Relations Officer, Michael Hayes commented that “the overcrowding in the Waterford services has now reached unprecedented levels despite repeated warnings from the PNA in recent months that the situation in the services was deteriorating”.

“This situation has been building for some months and is now causing intolerable distress to already vulnerable patients and staff alike. We have had four assaults on staff over the weekend alone and this is on top of a series of assaults in recent months.”

“PNA has been warning of the growing overcrowding in these services, including service users sleeping on chairs in some cases, for some time, but our concerns are falling on deaf ears. A recent Mental Health Commission Report identified a number of serious deficiencies in the Psychiatry Unit at UHW, and together with the current chronic overcrowding we now have a service that is increasingly chaotic resulting in serious repercussions for service users, staff and standards of care”.

“This situation cannot be allowed to continue and the under resourcing and under staffing of the Waterford mental health services must be addressed as a matter of urgency.

You can listen to this interview re Waterford  at the link below

https://www.rte.ie/radio/radioplayer/html5/#/radio1/21649163

Michael Hayes Industrial Relations Officer PNA

Publications & Resources

PNA Social Media Guidelines

https://www.pna.ie/index.php/member-information/pna-social-media-guidelines

National Clinical Programme for Early Intervention in Psychosis:

https://www.hse.ie/eng/about/who/cspd/ncps/mental-health/psychosis/resources/

Mental Health Association 5 Ways to Wellbeing

m.youtube.com/watch?v=bsc2Qk… #mentalhealthireland pic.twitter.com/LvLTRk5wCR

World Health Organisation (WHO) announces Special Initiative for Mental Health  

On 22^nd May, on the occasion of the 72^nd World Health Assembly, WHO announced its Special Initiative for Mental Health. Over 5 years, it aims to raise USD 60 million to improve access to mental health care for 100 million more people in 12 priority countries. The initiative will advance policies, advocacy and human rights, and scale-up quality interventions and services for people with mental health conditions, including substance use and neurological disorders

We have received a number of queries in the past few months on a number of items, which we wish to draw your attention to on the website for your information:

New Pay Scales Sept 2019

https://www.pna.ie/index.php/pay-and-pensions/pay-scales-and-allowances

Labour Court Rec re Compassionate Leave

PNA welcomes Recommendation to increase Compassionate / Bereavement Leave:

The Labour Court recommends that the HSE and Section 38s funded agencies bereavement policies be amended in line with the concession that has applied in the Civil Service to allow for 20 working days for spouse/partner and Child (included adoptive and in “loco parentis”) and five days in the case of a close relative as currently defined in the HSE and Section 38 own policies.

Click Here: https://www.pna.ie/index.php/pay-and-pensions/rights-and-entitlements/1085-labour-court-rec-re-compassionate-bereavement-leave

Changes to Sick Leave Following Pregnancy Related Sick Leave (PRSL)

Click here https://www.pna.ie/index.php/pay-and-pensions/pay-scales-and-allowances/756-changes-to-sick-leave-following-pregnancy-related-sick-leave-prsl

RNID Nurses working in Intellectual disability supervising social care workers should be upgraded to Clinical Nurse Management 1

HR Circular 031 2019 re Registered Nurse Intellectual Disability

This circular provides that RNIDs working in the intellectual disability sector who, as part of their daily work, supervise social care workers (as distinct from Care Assistants) or work alongside them in the same locations should be upgraded to Clinical Nurse Manager 1 level. Assimilation onto the CNM 1 scale is by assimilation to the nearest point but not below .

Click Here https://www.pna.ie/images/3010191.pdf

Paternity Leave

This circular sets out the paternity leave arrangements for HSE employees and Section 38 as a result of the Paternity Leave & Benefit Act 2016

Click Here : https://pna.ie/index.php/hse-info/hse-circulars-information/1124-hr-circular-003-2017-implementation-of-doh-circular-1-2017-re-paternity-leave

HSE Explanatory Guidelines Paternity Leave and Benefit Act 2016  click here

https://pna.ie/images/1911192.pdf

https://pna.ie/index.php/hse-info/hse-circulars-information/1125-hse-memo-from-ndhr-re-paternity-leave-benefit-act-2016

Des Kavanagh 's Memo re Starting Pay on Promotion

This memo written by Des in 2016 sets out the various circulars that should and should not impact on starting pay on promotion 

Click here to view...https://pna.ie/images/1911191.pdf

Experience of the Horatio Festival in Copenhagen Participatory Mental Health

 Emily Jones National Forensic Services Dundrum

A highly motivated colleague of mine encouraged me to attend the Horatio Festival in Copenhagen Participatory Mental Health to present my research and to apply for the PNA bursary, which afforded me the opportunity to attend. My initial reaction was that presenting at such a large international conference was not something I would be able to do, but with the support and encouragement from my work colleagues, the PNA, family and friends I decided to do it. Although a daunting prospect, it was an incredible experience and I am delighted that I did it. To be totally honest I was petrified of public speaking and the thoughts of presenting to such a large audience was overwhelming, but I pushed myself and with support from colleagues it was a great experience and such a sense of achievement. I would encourage anyone that is considering presenting to give it a go! It allowed me to share my resent research study with colleagues from all across the globe. My research explored mental health nurses in specialist roles experiences of co-production within a forensic mental health setting in Ireland. It was brilliant to share knowledge and open a dialogue with colleagues about pertinent issues in mental health and mental health services. It was a great platform for networking and meeting interesting, motivated and enthusiastic people. Forming connections and learning how other mental health services are advancing and differing both within the Irish context and internationally was compelling. I did not know many others that were attending, but everyone was so friendly and welcoming. Attending the Horatio Festival also had the perk of travelling to Copenhagen which was a lovely experience. I had never been to Copenhagen before but I will definitely be back! Danish culture was lovely to experience which led me to develop an understanding of their concept of hygge and why they are considered the happiest people in the world! Over all it was a brilliant trip and a great experience.

Copenhagen an Experience What Can I say!

Deirdre Mc Aleer National Forensic Services Dundrum

Firstly I found that experience challenging in a good way  in that it forced me to look at practices from other countries  that I thought were archaic. In particular I found the presentations on forensic mental health the most interesting to me as this is the area, I work in. The presentation that stuck with me most was the use of mechanical restraints -which before I attended the conference, I would have formed the impression was inhumane, and against my own belief values. On listening to the presentations (Perceptions’ of mechanical restraints in forensic mental health)it challenged my thinking on how our service treat patients that present with violent and harmful behaviours , this presentation conformed some of my ideas surrounding the patient experience  , that patients might resent staff for placing them in the restraints , though the research did show that not all patients would see the experience of the use of mechanical restraint as being negative and view it as part of a therapeutic treatment regime .

It was thought provoking regarding patients experience of seclusions in my own area for instance how much debriefing really takes place and is there any research to back it up. As in the mechanical restraint research what are the long-term effects on patient rapport between nurses and patients. It made me question was seclusion really the best way to care for patients presenting with violent or harmful behaviours. Through answers and questions with other nurses at the conference I learned that some countries that use mechanical restraints are governed by that countries legislation and regulated.

It was also explained by are our Danish colleague that while in restraint patients have 1:1 nursing interaction throughout that mechanical restraint episode, they are prescribed and continually assessed re the prescription .

I also enjoyed the Irish delegation presentation seeing how forward thinking and recovery focused patient centred research, which was presented extremely well, Presentations on the recovery college and co-production.

Also I was very proud of the presentation made by the cork forensic mental health service by the ANP and clinical lead in the service he developed and pioneered. I found his presentation inspiring which showed that nurses are autonomous practitioners in their own right

Over all I found the Horatio conference educational both academically, socially and inspiring!

This was my 3^rd year going to Horatio and again I’ve a different story to tell!

Elaine Duffy Can/ Monaghan Mental Health Services

Having all the accommodation and flights sorted in advance it was going to be plain sailing so you would think. We had 2 houses booked and a group of us staying together but with about a week to go to Copenhagen both houses were cancelled. Eventually after a further 2 more cancellations of other properties also we finally got sorted. Copenhagen here we come.

We settled into our digs after a train ride and a lengthy walk. The next morning, we headed off to the conference. We had decided to get the bus in but unfortunately, we weren’t really sure what we were at and thought we’d be late so we got a taxi. We met with all the other Irish crew as thankfully we are a good mingling group and liked to mingle with ourselves. The opening introduction of the Danish version of Hans Christian Anderson left us somewhat ‘Speechless’ and wondering what we had signed up for.

The audience was made up of all Nationalities with a large proportion coming from the home country of Denmark. The Irish presenters were very well prepared and represented of course!

We were lucky to become acquainted with one of the Danish presenters who invited us to her hospital and let us look around her ward and facilities. We got to speak to a service user who had been restrained by mechanical means. This is the Danish method of restraint and was fascinating to learn about same. I even got the privilege of experiencing being restrained to understand the process, and was surprised to find out how much room you have to move as I was restrained at  the waist only. They then have further belts that can be added if more difficult to hold like the arms and feet but these are rarely used. A nurse also stays with the person 24/7 when in these belts.

The evenings were also never boring and you can always rely on us to find a good Irish pub. Thanks to one of my house mates ‘Baby Shark’ was the theme tune for the holiday and for the 2^nd year running the famous ‘Inaugural Duck award’ was presented. (Thankfully it wasn’t me this year). The conference ended off with a home cooked meal, all the Irish over in our house and a good old sing song to bring it all together.

A brilliant event and great to bring people together and learn about other services in other countries. PNA is like a family in Horatio and look after their own to the highest degree. A guaranteed fun and educational break away with plenty of laughs along the way!

“Use of the Decider Life Skills with Mental Health Student Nurses”

Our Narrative of Horatio Festival 2019:  Participatory Mental HealthEimear O’Sullivan and Eimear Gogan Dublin West Sth West Mental Health Services

The first keynote speaker was Knud Kristensen discussing his experience of the mental health services as a father of two sons diagnosed with Schizophrenia. Knud was one of the main highlights of the four days; he really demonstrated participatory mental health; describing the care of someone with a mental illness as similar to a triangle; everyone has their corner (i.e. their expertise) the service user, family members and health professionals. He described the idea of collapsing this triangle; putting us on an equal playing field but not forgetting the individual experience and expertise that we each bring.

The conference continued in a similar attention-grabbing direction, we attended poster presentations, symposiums and workshops on numerous issues from around the globe. These included Swedish teen’s experience of mental illness, mental illness stigmatisation in Slovenia, euthanasia because of unbearable suffering in Belgium and simulation for mental health nursing students in Qatar. Engaging with fellow mental health nurses from around the world was eye opening but most poignantly for us was how proud we were of our fellow Irish nurses. Highlights included a specialist flexible assertive community treatment (FACT) approach for mental health service users with complex needs in Cork, established ANP roles with mental health nurses leading out on community teams, mental health care of homeless adults and a plethora of research from the national forensic mental health service. It was inspiring to see all of these projects being carried out with such rigour across the country.

A main focal point was the keynote delivered by Soren Dixen who discussed his experience of mental health services as a service user and his current involvement as a recovery-mentor at the mental health services of the capital region of Denmark. Soren discussed various creative projects they have rolled out in inpatient and outpatient settings, notably an art gallery in an old psychiatric institution and a sword swallowing heavy metal gig in the institution’s church! Soren reflected on the similarities found between the recovery process and the creative process and how recovery is necessary for both service users and carers alike.

We presented our workshop: “Use of the Decider Life Skills with Mental Health Student Nurses” on the Saturday morning, members of the Horatio committee were there to support us and thankfully many made the workshop despite the dinner party the night before!! We felt our workshop blended well with the preceding projects; it encompasses the idea of the wellbeing of both service users and staff and how we all need to pay heed to our own personal recovery journeys.

The conference was extremely worthwhile attending and we plan to make it an annual trip!

The ballot is now complete with an 80% majority in favour of accepting the proposed measures

This now means that the Enhanced contract, public service commission recommendations and other agreed elements of LCR 21900 and LCR 21901 will be applied and the processing in relation to the differential, extension of allowance, area directors will continue as per timelines.

Proposals in Summary

• A new enhanced Nurse Salary Scale effective from 1st March 2019 as outlined in the table below.

·

*Old Scale will progress in time to point1 of the new ENP Scale

See examples below :

Nurses/Midwives currently on point 5, at their next increment post 1st March 2019, progress normally to 6 and become eligible to move to point 2 of the new scale.

Nurses/Midwives currently on point 9, at their next increment post 1st March 2019, progress normally to 10 and become eligible to move to point 6 of the new scale.

Nurses/Midwives currently on point 12 (Max of Scale) at their next increment post 1st March 2019 progress normally towards achievement of the Long Service Increment (LSI).If they do not have the required service to achieve the LSI they become eligible to move to point 8 of the new scale, with their existing level of service towards achievement of the LSI.

If they do have the required service to achieve the LSI, they become eligible to move to point 9 (LSI) of the new scale.

Nurses/Midwives currently on point 13 (LSI), at their next increment post 1^st March 2019, progress normally towards achievement of the Senior Staff Nurse/Midwife.

If they do not have the required service to achieve the Senior Staff Nurse/Midwife they become eligible to move to point 9 (LSI) of the new scale, with their existing level of service towards achievement of the Senior Staff Nurse/Midwife.

If they do have the required service to progress to become a Senior Staff Nurse/ Midwife, they become eligible to move to the Senior Enhanced Nurse Practice point of the new scale.It is up to each individual  nurse to decide if they wish to access the new enhanced scale.

Increase in location and qualification allowance of 20% effective from 1st March 2019, i.e;,

• Location Allowance increase of €372 to €2230
• Qualification Allowance increase of €558 to €3349
• A reduction in the eligibility criteria for Senior Staff Nurse from 20 years to 17 years effective from 1st November 2019.
• 2% of Mental Health Nurses to progress to ANP level.
• Nurses working alongside or supervising social care workers in Intellectual Disability services to be upgraded to CNM1 Grade

We will be maintaining pressure on the HSE in relation to the outstanding issues which are to be addressed .I would like to take this opportunity to thank you all for your hard work and commitment throughout this protracted dispute and to wish all the membership a happy and peaceful Christmas and every good wish for the New Year.

Yours sincerely,

Peter Hughes

General Secretary