1.1 To provide an overview of the actions taken with regards to the staff engagement survey and the associated action plan.

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1 Agenda Item 7 TO: FROM: Overview and Scrutiny Committee Assistant Chief Fire Officer DATE: 24 March 2016 STAFF ENGAGEMENT SURVEY ACTION PLAN 1. Purpose 1.1 To provide an overview of the actions taken with regards to the staff engagement survey and the associated action plan. 2. Recommendation 2.1 The Overview and Scrutiny Committee are asked to note the actions to date and the draft action plan in appendix Risk Assessment There are no risks associated with this paper. 4. Background 4.1 In early 2015, the Service commissioned an employee survey to find out how staff felt in a number of areas affecting workplace culture. The survey was carried out by an independent company called Harris Interactive. Overall 70% of staff contributed their views to the survey making the data representative of the organisation. 4.2 The survey results identified high levels of satisfaction across the organisation with 75% of staff satisfied with the Service as an employer and 79% of staff saying they were motivated to give their best. In addition 85% of staff stated they were proud to work for Cambridgeshire Fire and Rescue Service. In contrast however there were a number of areas whereby the survey identified that satisfaction could be improved; these included the number of staff who felt that their opinion was heard, with 49% agreeing it was. How change was managed across the Service received varying scores depending upon where individuals worked. Trust in the senior management team received an overall score of 48% and again showed differences depending upon where individuals worked. Overall the Service received a staff engagement score of 58%.

2 4.3 The survey results were presented back to managers, staff, Fire Authority members and representative groups towards the end of The Service then undertook to work with staff to gain suggestions as to how the Service could improve in the areas that had been identified as not scoring as highly as we would have wanted. 5. Action Planning 5.1 A series of 19 workshops were held with staff from across the organisation to gain an understanding of the practical solutions that could be delivered to improve the overall motivation and engagement of staff within the organisation. In order that staff had the opportunity to speak openly and in confidence, these sessions were facilitated independently of the senior management team by two middle managers. These sessions led to over 100 separate ideas and comments. 5.2 Based upon the frequency that suggestions were raised and in conjunction with the feasibility of delivering the suggestion a set of primary actions were developed. These actions were shared with staff, prior to them being used in any draft action plan. 5.2 A project team consisting of the two staff that had facilitated the sessions with staff, plus other essential stakeholders such as HR and Media and Communications, then worked to take these ideas and convert them into an action plan for delivery. The action plan has been shared with a staff group to once more challenge and comment. 5.4 Finally the action plan will be prioritised and fed into the Service planning framework for the next 5 years to ensure that the actions are delivered in line with Service priorities and resources. BIBLIOGRAPHY Source Document Location Contact Officer Staff Engagement Survey Hinchingbrooke Cottage Brampton Road Huntingdon

3 Appendix 1 THEME ACTION OWNER Update on action Directors Advisory Board (DAB) to lead from the front with their behaviours and communicate their commitment to positive behaviours and re-enforcement of One Team Behaviours (OTB). Also DAB expectations that OTB will form part of how THEY AND everyone is measured. Ideally face to face comms part of this. NOT just an . Set up a staff group to look at how to embed OTB further. Sarah Best PPDR's. Review PPDR's and how behaviours are embedded in this process. How people are behaving, how this is captured and measured. 'health check' each year for behaviours for everyone. Need to promote gathering of feedback for PPDR's by managers from staff. Set up sessions with all Line Managers. Part of these sessions to talk about individual responsibility for behaviours, what OTB are, how to give and receive and pass on feedback etc. Samantha Smith Sarah Best (with s support) CONNECTIONS DAB to agree 1 action each to improve the level of visibility and connections with staff.

4 CONNECTIONS CONNECTIONS Once DAB have agreed and communicated their action, GC's and Heads of Group to do the same. Create a staff group to focus on 'connections'. Come up with ideas to improve how people are connected. ACCOUNTABILITY Clarity of decision making and levels of consultation. Implement a framework and stick to it. ACCOUNTABILITY Visibility of WHY in decisions and communications. Use the 'start with WHY' premise for communications As above, use 'start with why' as a communications framework Implement 'key talking points' for all communications which signal clearly to managers what messages they are expected to discuss with / inform / get feedback on from their teams Linked to 'connections' staff group, review and refresh format for DAB station visits to be focused on human connections. How are you, how are we doing? (not a push of information)

5 RECOGNITION RECOGNITION RECOGNITION Verbal reminder for all managers on the importance of praise, recognition, feedback, thank you, well done and positive note to file. Set up staff group to look into and benchmark what 'additional rewards' might be doable. Review of Awards (timing, nominations etc) Create staff group to identify Quick wins to be identified (e.g. Who's who on DAB, org charts, structure, movers, leavers, projects) and send out Heads of group to update their section on Intranet Review of exit interview process and reporting Review of Blogs and Ask DAB The 5 watch / 5 year & ongoing review. Communicate what s evolving and what's in progress and WHY Amy Jackson Amy Jackson Tracey Stradling Tracey Stradling Samantha Smith