National NHS Staff Survey 2009 Results from Surrey & Sussex Healthcare NHS Trust

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1 Trust Board Public 27 th May 2010 Agenda item: 6.1 National NHS Staff Survey 2009 Results from Surrey & Sussex Healthcare NHS Trust For: Note for information and discussion. Summary: Full Results and summary of the 2009 Staff Survey. Action: The Board is asked to: Receive the report. Presented by: Author: Notes: Trust objective: Yvonne Parker. Acting Director of HR Sally Knight, Head of Equality & Diversity Please list number and statement this paper relates to. Effective Organisation. Legal: Regulation: What are the legal considerations and implications linked to this item? Please name relevant act Health & Social Care Act What aspect of regulation applies and what are the outcome implications? This applies to any regulatory body Care Quality Commission, MHRA, NPSA & Audit Commission Care Quality Commission: Regulation 23, Outcome 14

2 Date 2010 Author Department Audience Sally Knight, Head of Equality & Diversity HR Department Trust Board Members

3 2009 / 2010 Staff Survey Report to Board May 2010 Summary of the 2009 staff survey data The following data was extracted from the executive summary of the full report. The four areas in which Surrey and Sussex Healthcare NHS Trust compared most favourably with other acute trusts in England were: Staff feeling pressure in the last 3 months to attend work when feeling unwell (22% compared with a national average of 26%) Staff having equality and diversity training in the last 12 months (53% compared with a national average of 35%) Staff experiencing physical violence from patients / relatives in last 12 months (9% compared with a national average of 11%) Staff experiencing harassment, bullying or abuse from patients / relatives in last 12 months (20% compared with a national average of 21%) The four areas in which Surrey and Sussex Healthcare NHS trust compared least favourably with other acute trusts in England were: Staff able to contribute towards improvements at work (52% compared with a national average of 61%) Staff believing trust provides equal opportunities for career progression or promotion (77% compared with a national average of 90%) Effective action from employer towards violence and harassment (3.42 compared with a national average of 3.55) Staff agreeing that they understand their role and where it fits in (37% compared with a national average of 47%) When compared with the 2008 staff survey, the following areas have improved the most within Surrey and Sussex Healthcare NHS Trust. Support from immediate managers (3.56 compared with a score in 2008 of 3.39, however please note that the 2009 score is still below national average) Trust commitment to work-life balance (3.39 compared with a score in 2008 of 3.21) Staff having equality and diversity training in last 12 months (53% compared with a score in 2008 of 35%) Staff intention to leave jobs (2.64 compared with a score in 2008 of 2.76 however please note that the 2009 score is still below national average)

4 When compared with the 2008 staff survey, the following area has deteriorated the most within Surrey and Sussex Healthcare NHS Trust: Staff reporting errors, near misses or incidents witnessed in the last month (92% compared with a score in 2008 of 98%) Other areas the Trust may wish to address, where performance was in the lowest 20% of acute trusts in England, are as follows: Feeling valued by work colleagues Quality of job design Working in a well structured team environment Feeling there are good opportunities to develop potential at work Suffering work related injury in last 12 months Reporting errors, near misses or incidents witnessed in the last month Fairness and effectiveness of incident reporting procedures Experiencing physical violence from staff in last 12 months Experiencing harassment, bullying or abuse from staff in last 12 months Perceptions of effective action from employer towards violence and harassment Impact of health and well-being on ability to perform work or daily activities Reporting good communication between senior management and staff Staff recommendation of the trust as a place to work or receive treatment Experiencing discrimination at work in last 12 months Assessment The challenge for the Trust is to identify the key areas and processes which will have the most beneficial effect on the next staff survey results. These are likely to include communication and staff engagement, partnership working health & wellbeing to facilitate improvement in staff moral and increased job satisfaction. Key areas for action will agreed by the Staff Survey and Wellbeing steering group Staff Survey and wellbeing steering Group The first meeting of the Staff Survey and wellbeing steering group was held on the 12 th April and monthly meetings, with Ian Mackenzie as chair have been scheduled.

5 The agenda of the meeting focused on identifying the Terms of Reference (TORs) and membership for the group and agreeing the process for prioritising issues raised in the staff survey, allocating responsibilities and generating an organisational staff survey action plan. The next meeting of the group is on Friday28th May and will report to the Management Board for Quality & Risk. Linking to Staff engagement The links between the staff survey and staff engagement are very strong. In order to improve the staff survey results and achieve the corporate objective for 2010 /2011 An Effective Organisation staff need to be engaged and involved at all parts of the process. For this reason and to communicate the corporate Vision, Goals and consult on a new draft set of Trust Values, a series of face to face discussions between the Chief Executive and staff have been arranged during May and June. The sessions have been planned as a result of collaboration between the HR and Communications teams. staff will receive a personal invitation to attend one of the sessions and be entered into a prize draw. The sessions will be interactive and will have a number of different ways for staff to provide their feedback. These will include the use of the hand held real time devices, graffiti boards, voting spots and small discussion groups with the Executive team members. There will also be a series of Staff Focus groups held led by Yvonne Parker and Ian Mackenzie throughout June, July and August. In addition we will be establishing a communications reference group of approximately 100 staff who can provide feedback, comment and ideas, often remotely via electronic or paper based mechanisms. The benefit of establishing staff engagement early on in the work of the staff survey groups will be to demonstrate, at first hand the willingness to listen and jointly problem solve with staff. In this way the local and organisational staff survey action plans will have a good foundation for success. Links to the NHS Constitution Staff Pledges Staff Pledge Owner Monitoring group Staff pledge 1 to provide staff with clear roles, responsibilities HR Workforce Governance Group and rewarding jobs Staff pledge 2 to provide all staff with personal development, ETD ETD group

6 access to training and line management support Staff pledge 3 to provide support for staff to maintain health, wellbeing and safety Staff pledge 4 To engage staff in decisions that affect them, their services and empower them to put forward ways for improvement Additional theme Staff satisfaction Additional Theme Equality & Diversity H&S / Occupational Health Hr & Communications TBC HR H&S Committee Workforce Governance Group TBC E,D&HR steering group Each pledge owner is responsible for identifying the priorities for action in each area and bringing them back to the meeting in May. This will form the basis of the organisational action plan which will identify the key areas likely to have most effect on the staff survey results. Sally Knight Head of Equality & Diversity 12 th May 2010

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