NHS Staff Survey action plan update

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "NHS Staff Survey action plan update"

Transcription

1 ENCLOSURE: S Date of Trust Board 29 th April 2015 Title of Report Purpose of Report Abstract Risks and benefits of proposed action Strategic Objective and/or Annual Plan Objective and/or Quality Goal Recommendation Presented by Previous consideration by Board Committee or EDT Appendices NHS Staff Survey action plan update For approval The results of the 2014 Staff Survey were presented to the last board. Attached is the initial proposed action plan that will be enhanced by further workforce engagement. Updates will come via the Bi-monthly workforce reports. Overall the Staff survey results for 2015 show that we have not moved as fast or as far when compared to other Community Trusts. Lower staff engagement could lead to lower quality patient care Enabling our people To contribute to the initial action plan and approve the Joint Board and Staffside statement for agreement (Appendix c) Paul Cracknell, Director of Strategy and Transformation Board Staff Survey results (March) EDT 21/04/2015 Appendix A Initial Staff Survey action plan Appendix B 7 step action plan for bullying and harassment Appendix C Joint Board and Staffside statement regarding bullying and harassment Appendix D Proposal for buddying system In completing this report, I confirm the following matters have been considered: a) Implications for the NHS Constitution b) Implications for CQC registration c) Equalities Impact d) Environmental impact Any material considerations arising from the above are reported below. 1

2 Introduction As a reminder, the NHS annually carries out a national Staff Survey. Random samples of employees are selected, administered by an external company to ensure confidentiality, to participate in the survey. At the end of February 2015, the Trusts results were publicly released and an overview of these results was presented to the March Board. This report provides an reminder of the key headlines of our staff survey results, overview of the actions to date and the planned actions going forward Staff Survey results Key headlines NCH&C s response rate had declined: 36% in 2014 compared with 55% in Comment: Nationally the response rate had declined and 2014 was the first time NCH&C has used electronic surveys rather than paper questionnaires. There were no statistically significant changes when you compare our results year on year. Comment: compared to ourselves we had stayed the same. Of the 29 Key Findings (KF), when compared to other Community Trusts (19 took part in England), we were better than average in 4 KF s, average in 5 KF s and below average in 20 KF s. Comment: other Community Trusts have moved faster and further than us. Overall staff engagement had declined in 2014 vs 3.65 in 2013 (Score is 1 to 5 with the closest score to 5 being the most positive.) The March Board presentation can be found at (enclosure U). Actions since last board Internal communication to staff happened in February, March and April of staff survey results via weekly messages, the Exchange and at the Management Forum (5 th March 2015). 3 Staff Survey workshops were held in March with 61 attendees. This was improved attendance compared with the previous year s workshops. The purpose was to provide an overview of the results and gain qualitative information from attendees to inform action plans. Given the results there were key themes discussed as follows: 1) Communication between staff and senior management 2) Work related stress 3) Bullying and harassment 4) The Trust as a recommended place to work or receive treatment Internal action plans are in place regarding bullying and harassment and will continue. More detail of these action plans is provided later in this report. Equality monitoring statistics were analysed in more detail at the Equality and Diversity Steering Group on the 1 st April By way of brief summary, the equality characteristics of those who replied are reflective of the overall workforce population. 2

3 When asked if they have received E&D training, the response rate has increased (79%, 2014 compared to 74%, 2013) and if the Trust is an equal opportunities employer has increased (91%, 2014 compared to 90%, 2013). However, those stating they have experienced bullying and harassment from other staff in the last 12 months has also increased (25%, 2014 compared to 22%, 2013) and those stating they have experienced discrimination in the last 12 months has increased (10%, 2014 compared to 8%, 2013) Planned future actions An action plan initially developed focusing on the key themes discussed at the Staff Survey workshops (Appendix A). This will now go through a process of wider engagement with managers and shared with staff. The Board is invited to comment today as part of that process. Given the staff survey will commence in the Autumn, it is recognised that improvement may not been seen in the next survey. Detailed breakdown of the Staff Survey results looking at both occupational role and Locality to be provided to AD s in April for local discussion and assessment Attend Mandy-tory training to further engage about the results and to gather feedback across the county planned in April Write to all those who attended workshops to thank them for their participation. Seek any further feedback from those who were unable to attend. Continue communication plan via weekly message, the Exchange, Management Forum, Business Unit meetings and the intranet. Specific links to the Annual plan objective of: Enabling our People. Linking to being an employer of choice and a high performing organisation as detailed in appendix A Staff survey action plan which details actions relating to work place stress, improving communications and eradicating bullying and harassment. Detailed action plan on bullying and harassment, as detailed below. Bullying and Harassment action plan The NHS Staff Survey 2014 detailed a year on year increase in percentage of staff reporting experiencing bullying and harassment from other staff in the last 12 months as detailed below: Key Finding (KF) Community Trust average for 2014 National result for 2014 KF19:% of staff experiencing harassment, bullying or abuse from staff in the last 12 months 16% 22% 25% 19% 22% A specific set of actions to address this topic is described below. 3

4 7 step plan Appendix B The 7 step plan, jointly developed with our staffside colleagues starts with a joint Board commitment and staffside commitment to work together to eradicate bullying and harassment in the workplace. Other steps include reviewing our policies and avenues staff have to deal with issues to ensure they receive the right support and to provide training to ensure managers have the skills to deal with such issues. In October 2014, the Trust became a Diversity Partner with Stonewall. Our 7 step plan is based on their guidance on dealing with bullying and harassment in the workplace along with guidance from our staffside unions. Joint Board and staffside statement Appendix C for approval Step 1 is a joint commitment to dealing with bullying and harassment in the workplace. Appendix C details the full statement, written with staffside, and for signoff at April s Board. Once agreed, this will be communicated with the Trust and relevant external stakeholders. Buddying system Appendix D To ensure employees feel able to raise concerns and deal with them in a timely manner, a proposed buddying system has been created to provide employees with another route to seek advice. Traditional routes for raising concerns are via a line manager, or a Trade Union. Often, issues become formal very quickly when they could be resolved more informally or staff report they are unwilling to contact the traditional routes in the first place. Therefore the buddying system provides an alternative and has been introduced in other public sector organisations. Volunteers will be sought and trained to ensure they have the right information and skills to deal with any calls received. Training will be in-house and employees will be carrying out this scheme as a volunteer. Therefore any additional costs will be minimal. Appendix D provides more detail on the system and training to be provided to volunteers. Communications about the scheme will commence in May Monitoring Further Staff Survey updates will be provided to the Board via the workforce report. References March Board paper Staff survey presentation enclosure U NHS 2014 full Staff survey results 4

5 Appendix A Staff survey action plan Background Following the 2014 staff survey results and the internal Staff Survey workshops held in March 2014, the 2014 action plan focuses on 4 key areas. The following action plan provides Key Finding question, results and actions to address this Key finding. Broader staff engagement activities will also form part of this action plan as they are scheduled including the Sustainable Models of Care events/quarterly staff workshops. Key Finding (KF) Results Action Responsible Target date KF21. Percentage of staff reporting good communications between senior management and staff 23% % % - Community average 1) Review of communication methods to include: Review of timing of weekly message and review of content and relevance and how to receive feedback (eg: staff forum, staff suggestion box ) Communications May ) Increase visibility of senior management to include considering: back to the floor, open staff forums chaired by AD s and/or Executive team and attending team meetings TMT On-going 3) Improved contact information and photographs of who s who and their responsibility on the intranet Communications To be aligned with launch of new intranet 4) Review of staff induction location (Dereham suggested) and review of content to give more detail on the structure and funding of the NHS June 2015 KF11. Percentage of staff suffering from work related stress in the last 12 months 49% % % - Community average 1) Better clarity and communication of support services available to help with stress. Refresh of posters on Employee Assistance telephone line. May

6 2) Review of information/guidance provided in to Mandi-tory and Management essentials regarding stress management June ) Promotion of change champions to help with ongoing change within Trust June ) Protected time to have breaks and read communications TMT On-going KF19. Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months KF24. Staff recommendation of the Trust as a place to work or receive treatment 25% % % - Community average Community average (score of 1 to 5 with 5 being most positive) 1) Better team building opportunities LEAD to promote options available to support team building (attending team meeting and tool kit). Specific reference to virtual teams. 2) Lack of open and honest dialogue between colleagues. 7 step bullying and harassment plan to encourage informal action to address issues. 3) Policy awareness for staff. HR perceived to sit on the fence. 1) Staff shortages communicate the work being undertaken to recruit faster and ensure IMAS is truly reflective of the currently staffing levels 2) Promote Moments of excellence within the Trust /Line managers and Staffside and Staffside and Transformation Communications/ July 2015 On-going step 1 in May 2015 July policy relaunch. Step 2 of B&H plan May 2015 June ) Communications about the Bank, its changes Temporary June

7 and planned changes Workers service/ Communications 4) Share best practice between Localities/Departments regarding staff engagement eg: Your Shout in Norwich TMT/ Communications On-going Staff Engagement score (1 to 5 with scores closest to 5 being the most positive) Community average (score of 1 to 5 with 5 being most positive) 5) Promote awareness of how to raise concerns (treatment) and what happens to Datix s Detailed initiatives are found in section 8 Workforce and Leadership of the Integrated Business Plan (IBP). Initiatives include: - Financial resources put aside to support staff engagement in 14/15 budget - Short Staff Survey (SSS) to support local action plans - Full time secondment of Staff Side Secretary - Increased visibility of senior management Risk and Quality/ communications TMT/ Communications/ July 2015 On-going Locality and Occupational role differences in results Detailed data showing the results to the national staff survey by Locality and occupational role to be shared in Business Unit meetings to allow peer support and best practice learning between Localities. AD/ May

8 1 Appendix B Bullying and Harassment (B&H) 7 step plan 1. Board/staff side joint statement commitment to eradicating B&H in the workplace and reaffirm the expected behaviours as detailed in the Behaviour Framework and NHS constitution. 2. Review and communication of Bullying and harassment policy ensure it is fully inclusive to all, easily accessible and streamlined. 3. Review and communication of support mechanisms increase profile of different routes employees can take to seek support (informal through to informal). 4. Recruit and launch volunteers buddy system volunteers recruited, trained and in place to provide sign posting and support to members of staff 5. Review/update/include specific line manager training regarding B&H Management Essentials and e-learning 6. Recruit and train volunteer mediators across Norfolk similar to trained investigators, mediators will be able to step in and deal with cases as and when they appear 7. Monitor and evaluate short staff survey before and after above steps to evaluate impact. Review formal cases recorded by HR over the last 12 months to see if there are any themes. Provide results to Health and Wellbeing steering group. March 2015 version 2.0

9 Appendix C Bullying and harassment joint statement Dignity and respect is a given in the workplace. We all want a work environment where we feel welcomed and supported. Our 2014 NHS Staff Survey results have seen an increased percentage of those who responded stating they had experienced bullying or harassment from other members of staff in the last 12 months. To be clear, any behaviour of this nature will not be tolerated. The Board and our Staff Side colleagues are therefore issuing this joint statement of intent to work together to eradicate any level of bullying or harassment in the work place. As such we have jointly signed up to a 7 step plan to focus our energies to ensuring all staff are aware of what is expected of them, how they can seek help and support and also that they have clear avenues to address any concerns they may have about unwanted behaviour either informally or formally. We jointly want to make our Trust somewhere our staff feel safe, able to raise concerns where appropriate and somewhere they want to work. Further detailed information will be shared via internal communications and will be available on our intranet and we hope you will join us in making our initiatives a success. Signatures Roisin Fallon-Williams Giancarlo Tolaini Rad Kerrigan CEO StaffSide Secretary Staffside secretary

10 1 Appendix D Volunteer buddy/advisor for Bullying and Harassment Purpose: to increase awareness of how to deal with Bullying and Harassment issues and provide an alternative route for employees to raise concerns (alternative to traditional methods: HR, staff side, line manager). Timeframe: 12 months initially with a review to see how much service has been utilised Target: recruit 5 to 10 volunteers across Norfolk to provide a telephone point of contact for employees. Communication Communication for both the recruitment of volunteers and advertising the service via: Weekly messages Exchange Management Forum Staff Diversity Forum TMT Team meetings Posters/leaflets/postcards Induction Reporting line: Equality and Diversity Steering Group and HR Board report following Staff Survey results (2014). Training Learning Objectives Outline of the role of the buddy advisor role Overview of the legal background Overview of the Trust policy Case studies/scenarios guidance on how to deal with calls and when to escalate (eg: whistleblowing issue) Commitment for volunteers To respect confidentiality of those who contact them Time required: 2 hours training, peer review (every 3 months, 1 hour meeting) Line manager agreement March 2015 version 2.0

11 2 Practicalities 2 hours Delivered in-house by HR Operations/Staff side Course material/folder provided including copies of policy and useful contact details March 2015 version 2.0

No Action Current position Actions to be taken

No Action Current position Actions to be taken FREEDOM TO SPEAK UP REVIEW: PRINCIPLES AND ACTIONS No Action Current position Actions to be taken Principle 1: Culture of safety: Every organisation involved in providing NHS healthcare, should actively

More information

TRUST BOARD PUBLIC JANUARY 2014 Agenda Item Number: 17/14 Enclosure Number: (12) Subject: Trust Annual Equality and Diversity Report 2014

TRUST BOARD PUBLIC JANUARY 2014 Agenda Item Number: 17/14 Enclosure Number: (12) Subject: Trust Annual Equality and Diversity Report 2014 TRUST BOARD PUBLIC JANUARY 2014 Agenda Item Number: 17/14 Enclosure Number: (12) Subject: Trust Annual Equality and Diversity Report 2014 Prepared by: Sponsored by: Presented by: Purpose of paper Key points

More information

TRUST BOARD TB(16) 19. OUTCOMES OF NATIONAL STAFF SURVEY 2015 AND NEXT STEPS FOR DISCUSSION/NOTING Meeting: 9 MARCH 2016

TRUST BOARD TB(16) 19. OUTCOMES OF NATIONAL STAFF SURVEY 2015 AND NEXT STEPS FOR DISCUSSION/NOTING Meeting: 9 MARCH 2016 TRUST BOARD TB(16) 19 Title: Action: OUTCOMES OF NATIONAL STAFF SURVEY 2015 AND NEXT STEPS FOR DISCUSSION/NOTING Meeting: 9 MARCH 2016 Purpose: The purpose of this report is to present to the Trust Board

More information

Board of Directors 22 nd May 2015

Board of Directors 22 nd May 2015 AGENDA ITEM: Item 14 Board of Directors 22 nd May 2015 PRESENTED BY: PREPARED BY: Jan Bloomfield, Executive Director of Workforce and Communications Denise Needle, Deputy Director of workforce (Development)

More information

MEETING OF TRUST BOARD EXECUTIVE SUMMARY AGENDA ITEM 4.2

MEETING OF TRUST BOARD EXECUTIVE SUMMARY AGENDA ITEM 4.2 MEETING OF TRUST BOARD EXECUTIVE SUMMARY TITLE & DATE: AGENDA ITEM 4.2 National NHS Staff Survey and Trust Staff Satisfaction Survey 2013 Action Plan 27 February 2014 This paper is for: Approval x Decision

More information

Clinical Governance and Workforce Committee Summary Report

Clinical Governance and Workforce Committee Summary Report Committee: Trust Board Meeting Date: 25 June 2015 This paper is for: Assurance and Information Title: Clinical Governance and Workforce Committee Summary Report Purpose: The purpose of this report is to

More information

REPORT OF THE SERVICE DIRECTOR - HUMAN RESOURCES AND CUSTOMER SERVICE

REPORT OF THE SERVICE DIRECTOR - HUMAN RESOURCES AND CUSTOMER SERVICE Report to Personnel Committee 26 September 2012 Agenda Item: 6 REPORT OF THE SERVICE DIRECTOR - HUMAN RESOURCES AND CUSTOMER SERVICE INVESTORS IN PEOPLE RE-ACCREDITATION Purpose of the Report 1. The purpose

More information

To provide a brief summary of results from the 2015 National NHS Staff Survey

To provide a brief summary of results from the 2015 National NHS Staff Survey Meeting / Committee: Trust Board Meeting Date: 31st March 2016 This paper is for: Approval Discussion Information Assurance Title: National NHS Staff Survey Results 2015 Purpose: To provide a brief summary

More information

HR Corporate Objectives and Strategy Action Plan January 2013

HR Corporate Objectives and Strategy Action Plan January 2013 Reference Objective / Strategy Action Responsibility Target Date (CO1) By 2016 we will be in the top 20% of Acute Trusts as measured by the NHS National Staff Survey Embed the Trust values into reward

More information

SUMMARY REPORT 1.16.42 (7) TRUST BOARD 28 th April 2016

SUMMARY REPORT 1.16.42 (7) TRUST BOARD 28 th April 2016 SUMMARY REPORT 1.16.42 (7) TRUST BOARD 28 th April 2016 Subject 2015 Staff Opinion Survey Action Plan Prepared by Approved by Presented by Purpose Ruth Bardell, deputy Director Human Resources and Organisational

More information

15/24. NHSBT Board Meeting. 1 Date / title of meeting. 26 th March 2015. 2 Title of paper Your Voice employee survey outcome and actions

15/24. NHSBT Board Meeting. 1 Date / title of meeting. 26 th March 2015. 2 Title of paper Your Voice employee survey outcome and actions 15/24 1 Date / title of meeting NHSBT Board Meeting 26 th March 2015 2 Title of paper Your Voice employee survey outcome and actions 3 Status Official and disclosable 4 Tweet (max 140 characters) Outcome

More information

STAFF SURVEY 2013 RESULTS

STAFF SURVEY 2013 RESULTS STAFF SURVEY 2013 RESULTS Trust Board Meeting Item: 7.4 26 th March 2014 Enclosure: F Purpose of the Report: To inform the Board of the results of the national staff survey, provide an analysis, opportunity

More information

GLOUCESTERSHIRE HOSPITALS NHS FOUNDATION TRUST

GLOUCESTERSHIRE HOSPITALS NHS FOUNDATION TRUST GLOUCESTERSHIRE HOSPITALS NHS FOUNDATION TRUST MAIN BOARD FEBRUARY 2015 2014 STAFF SURVEY RESULTS 1. Aim 1.1 To present to the Trust Board the key findings from the 2014 staff survey results and to outline

More information

Staff Survey 2015 Report

Staff Survey 2015 Report Staff Survey 2015 Report Governing Body meeting Item 18l 5 May 2016 Author(s) Esther Short, HR Manager Sponsor Maddy Ruff, Accountable Officer Is your report for Approval / Consideration / Noting Noting

More information

Equality & Diversity Policy Version number 3.0

Equality & Diversity Policy Version number 3.0 Equality & Diversity Policy Version number 3.0 Lead executive Name / title of author: Janet Wilkinson, Director of HR & OD Juliette Tait, Employee Relations Lead Date reviewed: Target audience: Policy

More information

Public Board National Staff Survey 2014 - Results & Action Planning 26th March 2015

Public Board National Staff Survey 2014 - Results & Action Planning 26th March 2015 Agenda Item 11.7 Public Board National Staff Survey 2014 - Results & Action Planning 26th March 2015 Presented for: Presented by: Author Previous Committees Information, review and discussion Dean Royles,

More information

NSW Department of Education Disability Inclusion Action Plan CONSULTATION DRAFT

NSW Department of Education Disability Inclusion Action Plan CONSULTATION DRAFT NSW Department of Education Disability Inclusion Action Plan 2016-2020 CONSULTATION DRAFT (10/3/16) Contents 1. Introduction... 3 2. NSW Disability Inclusion Plan and the Department of Education Disability

More information

SHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST EXECUTIVE SUMMARY REPORT TO THE TRUST HEALTHCARE GOVERNANCE COMMITTEE

SHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST EXECUTIVE SUMMARY REPORT TO THE TRUST HEALTHCARE GOVERNANCE COMMITTEE SHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST EXECUTIVE SUMMARY REPORT TO THE TRUST HEALTHCARE GOVERNANCE COMMITTEE I TO BE HELD ON MONDAY 26 NOVEMBER 2012 Subject: Supporting Director: Author: Status

More information

Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015

Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015 Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015 1.0 Introduction 1.1 At RBCH, we recognise that equality means treating

More information

2. Diversity is about understanding, recognising, respecting and valuing differences.

2. Diversity is about understanding, recognising, respecting and valuing differences. Acas EQUALITY AND DIVERSITY POLICY Underlying Principle 1. Everyone is different and has something unique to offer. Acas wants to respect and understand these differences and to make the most of everyone

More information

Human Resources Report 2014 and People Strategy

Human Resources Report 2014 and People Strategy 24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked

More information

2011 National NHS staff survey. Brief summary of results from South West London And St George's Mental Health NHS Trust

2011 National NHS staff survey. Brief summary of results from South West London And St George's Mental Health NHS Trust 2011 National NHS staff survey Brief summary of results from South West London And St George's Mental Health NHS Trust Table of Contents 1: Introduction to this report 3 2: Overall indicator of staff engagement

More information

Establish staff satisfaction action group including majority staff representatives Establish resource planning group

Establish staff satisfaction action group including majority staff representatives Establish resource planning group Staff Satisfaction Survey 2013 Action Plan Overall Influence N/A Identify priority teams Priority teams identified End Feb Programme Management Clarity Identify successful Teams identified End Feb Work

More information

2014 Staff Survey Action Plan (as at 20 May 2014)

2014 Staff Survey Action Plan (as at 20 May 2014) Staff Survey Action Plan (as at 20 May ) These are actions to address areas where the Trust scored in the worst 20% of MHTs or service lines or staff groups scored in the worst 20% of MHT scores. Competent

More information

Corporate Staff Survey Action Plan 2008. DRAFT v2.0

Corporate Staff Survey Action Plan 2008. DRAFT v2.0 Corporate Staff Survey Action Plan 2008 1 DRAFT v2.0 1 1. Working Conditions 1.1 Issue Possible Impacts Actions Owners Timescale Success Measures Identify key areas where dissatisfaction is dissatisfaction

More information

BOARD OF DIRECTORS Report

BOARD OF DIRECTORS Report BOARD OF DIRECTORS Report Subject: Analysis of the 2013 Staff Survey Results Date: 27 th March 2014 Author: Anne Burton Staff Support and Benefits Coordinator Lead Director: Karen Fisher Director Human

More information

People Strategy 2013/17

People Strategy 2013/17 D a t a L a b e l : P U B L I C West Lothian Council People Strategy 2013/17 Contents 1 Overview 2 2 Council Priorities 8 3 Strategy Outcomes 10 1 Engaging and motivating our employees 13 2 Recognised

More information

EQUALITY IMPACT ASSESSEMENT INITIAL FORM (FOR HR POLICIES)

EQUALITY IMPACT ASSESSEMENT INITIAL FORM (FOR HR POLICIES) EQUALITY IMPACT ASSESSEMENT INITIAL FORM (FOR HR POLICIES) Name of policy/procedure/function to be assessed: H01 Disciplinary Procedure Name of manager responsible for this policy/procedure/function: Martin

More information

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

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

More information

National NHS Staff Survey 2012 Action Plan. Previously considered by: Senior Management Team on 22 May 2013

National NHS Staff Survey 2012 Action Plan. Previously considered by: Senior Management Team on 22 May 2013 AGENDA ITEM 2013-4/21 Report to: Trust Board Date of meeting: 7 June 2013 Report title: Responsible Director: Report author: National NHS Staff Survey 2012 Action Plan Executive Director of Operations

More information

Equality and Diversity Protocol

Equality and Diversity Protocol Equality and Diversity Protocol Document information Document title Equality and Diversity Protocol Owner Equality, Safety and Welbeing (ESW) Status Live Version 3 Effective from 18 June 2013 Approved

More information

ESTABLISHING EMPLOYEE VOICE IN YOUR BUSINESS. 20 Hints and Tips from Engage for Success

ESTABLISHING EMPLOYEE VOICE IN YOUR BUSINESS. 20 Hints and Tips from Engage for Success ESTABLISHING EMPLOYEE VOICE IN YOUR BUSINESS 20 Hints and Tips from Engage for Success ESTABLISHING EMPLOYEE VOICE IN YOUR BUSINESS 20 Hints and Tips 1. Share business information with employees To build

More information

Guidance on Staff Support Groups

Guidance on Staff Support Groups Guidance on Staff Support Groups Embracing Diversity & Promoting Equality of Opportunity Version VW 1.1 October 2013 1 P a g e Contents Section 1: Introduction 1.1 Scope of the guidance 1.2 Background

More information

the 2015 survey. Regular reports will be submitted via the relevant assurance committee/group to Board.

the 2015 survey. Regular reports will be submitted via the relevant assurance committee/group to Board. Freedom to Speak Up Recommendations, Principles & Actions Recommendations: 1) All organisations which provide NHS healthcare and regulators should implement the Principles & Actions set out in the report

More information

Recognition of Prior Learning (RPL) Kit. BSB50607 Diploma of Human Resources Management

Recognition of Prior Learning (RPL) Kit. BSB50607 Diploma of Human Resources Management Recognition of Prior Learning (RPL) Kit BSB50607 Diploma of Human Resources Management Applicant: Date: Diploma of Human Resources Management RPL Kit 1 Applicant declaration: I have completed the following

More information

People, Performance and Development Committee 5 April 2016. Staff Survey Results

People, Performance and Development Committee 5 April 2016. Staff Survey Results Item [RESTRICTED] People, Performance and Development Committee 5 April 201 Staff Survey Results Purpose of the report: This report provides an update to Members of the People, Performance and Development

More information

HSE Management Standards Indicator Tool. User manual

HSE Management Standards Indicator Tool. User manual HSE Management Standards Indicator Tool User manual Background HSE s Management Standards Indicator Tool is a 35-item questionnaire relating to the six primary stressors identified in the Management Standards

More information

The Social Care Commitment

The Social Care Commitment The Social Care Commitment Employer Development plan for Pepenbury Head Office Description Action To do By When Completed Your Notes I will encourage everyone I employ to sign up to the Social Care Commitment

More information

National NHS Staff Survey. 2011 Action Plan & Actions to date

National NHS Staff Survey. 2011 Action Plan & Actions to date National NHS Staff Survey 2011 Action Plan & Actions to date Health Warning 13% of workforce (842) receive the survey directly from Capita. 52% (438) of those sampled returned their questionnaires. These

More information

Code of Corporate Governance

Code of Corporate Governance www.surreycc.gov.uk Making Surrey a better place Code of Corporate Governance October 2013 1 This page is intentionally blank 2 CONTENTS PAGE Commitment to good governance 4 Good governance principles

More information

Equality, Diversity and Human Rights Policy

Equality, Diversity and Human Rights Policy Equality, Diversity and Human Rights Policy Approval Date approved: 04 April 2014 Date Effective from Related documents Owner (Executive Director) Author External references Date of approval Performance

More information

Equal Employment Opportunity Management Plan

Equal Employment Opportunity Management Plan Equal Opportunity Management Plan 2013-2017 2 Equal Opportunity Contents Introduction...5 Equal Opportunity principles...6 Objectives and initiatives...9 Develop recruitment, selection, and career progression

More information

ONS Equality and Diversity Strategy

ONS Equality and Diversity Strategy ONS Equality and Diversity Strategy 2012 2016 Who we are ONS is a statistical organisation that collects, compiles, analyses and disseminates a range of economic, social and demographic statistics relating

More information

THE NHS STAFF SURVEY: METHODS FOR IMPROVING RESPONSE RATES NHS STAFF SURVEY CO-ORDINATION CENTRE

THE NHS STAFF SURVEY: METHODS FOR IMPROVING RESPONSE RATES NHS STAFF SURVEY CO-ORDINATION CENTRE THE NHS STAFF SURVEY: METHODS FOR IMPROVING RESPONSE RATES NHS STAFF SURVEY CO-ORDINATION CENTRE 1.1 INTRODUCTION This document provides advice on how you can improve your response rate for the NHS Staff

More information

Board of Directors Meeting in Public: 15 May 2014

Board of Directors Meeting in Public: 15 May 2014 Item No: 15 Board of Directors Meeting in Public: 15 May 2014 Report Title: Talent Management Executive/NED Lead: Director of HR and OD Report author(s) Sarah Shirtcliff and Rachel Jackson Approval Discussion

More information

CHANGE MANAGEMENT PLAN

CHANGE MANAGEMENT PLAN Appendix 10 Blaby District Council Housing Stock Transfer CHANGE MANAGEMENT PLAN 1 Change Management Plan Introduction As part of the decision making process to pursue transfer, the Blaby District Council

More information

The NHS Equality Delivery System 2. Submission 2015

The NHS Equality Delivery System 2. Submission 2015 The NHS Equality Delivery System 2 Submission 2015 Table of Contents Page 1. Executive summary 3 2. Introduction 3 3. Process for developing this submission 4 4. Rating performance 4 5. Our 2015 ratings

More information

QUALITY ASSESSMENT & IMPROVEMENT. Workforce ACUTE HOSPITAL SERVICES. Supporting services to deliver quality healthcare JUNE 2013

QUALITY ASSESSMENT & IMPROVEMENT. Workforce ACUTE HOSPITAL SERVICES. Supporting services to deliver quality healthcare JUNE 2013 QUALITY ASSESSMENT & IMPROVEMENT ACUTE HOSPITAL SERVICES JUNE 2013 Workforce Supporting services to deliver quality healthcare Effective Care and Support Safe Care and Support Person Centred Care and

More information

Equality, Diversity & Inclusion strategy ( )

Equality, Diversity & Inclusion strategy ( ) Equality, Diversity & Inclusion strategy (2016-2017) Our vision is to deliver the best care by the best people, and to be inclusive and accessible across our diverse community. We want to become a leader

More information

NHS Boards will: Action required Accountable Support Target dates Progress / Status

NHS Boards will: Action required Accountable Support Target dates Progress / Status NHS Borders Action Plan NHSScotland Staff Survey 2013 NHS s will: Action required Accountable Support Target dates Progress / Status Through the 20:20 Implementation Plan, implement core NHS Scotland values

More information

Human Resources and Training update

Human Resources and Training update 4 November 2014 Performance and Resources Board 11 To consider Human Resources and Training update Issue 1 This report provides an update on policy developments relating to Human Resources and Training.

More information

RESOURCES STAFF SURVEY ACTION PLAN

RESOURCES STAFF SURVEY ACTION PLAN RESOURCES STAFF SURVEY ACTION PLAN ANNEX A ISSUES ACTIONS (IN PRIORITY ORDER) RESPONSIBILITY DEADLINE Appraisals Priority Area Latest monitoring (end Oct 2004) shows that only 42% of performance appraisals

More information

BRIEFING NOTE: ISSUES HIGHLIGHTED BY THE 2014 NHS STAFF SURVEY IN ENGLAND

BRIEFING NOTE: ISSUES HIGHLIGHTED BY THE 2014 NHS STAFF SURVEY IN ENGLAND BRIEFING NOTE: ISSUES HIGHLIGHTED BY THE 2014 NHS STAFF SURVEY IN ENGLAND Introduction This briefing note provides an overview of results from the twelfth annual national survey of NHS staff. The 2014

More information

1.3 This policy supports the NHSBSA s values and behaviours, particularly respect for our staff and customers.

1.3 This policy supports the NHSBSA s values and behaviours, particularly respect for our staff and customers. HR policy Equality and Diversity 1. Policy statement 1.1 The NHS Business Services Authority (NHSBSA) values the diverse nature of its customers and workforce, and is committed to equality of opportunity

More information

Customer Service Strategy 2010-2013

Customer Service Strategy 2010-2013 Service Strategy 2010-2013 Introduction Our vision for customer service is: Oxfordshire County Council aims to deliver excellent customer service by putting our customers at the heart of everything we

More information

LEARNING AND DEVELOPMENT POLICY

LEARNING AND DEVELOPMENT POLICY 1. POLICY STATEMENT Red Cross recognises the essential contribution of its people to the delivery of programs and services to vulnerable people and communities. The capabilities of our workforce are critical

More information

Human Resource Change Management Plan

Human Resource Change Management Plan Structural Reform in Western Australian Local Governments Human Resource Change Management Plan A resource for the progression of your workforce through the structural reform process Contents Human Resource

More information

Internal Communication and Engagement Manager (part-time)

Internal Communication and Engagement Manager (part-time) Internal Communication and Engagement Manager (part-time) Main purpose of job To develop and manage internal communication and engagement programmes to support Alzheimer s Society projects, activities

More information

Employee Engagement FY15. 1. Introduction. 2. Employee Engagement. 3. Management Approach

Employee Engagement FY15. 1. Introduction. 2. Employee Engagement. 3. Management Approach 1. Introduction This document forms part of our Disclosures on Management Approach (DMA) series, prepared in accordance with the Global Reporting Initiative s G4 Guidelines. The DMA series is designed

More information

STRESS MANAGEMENT AND WORKING TIME HR28

STRESS MANAGEMENT AND WORKING TIME HR28 STRESS MANAGEMENT AND WORKING TIME HR28 Applies to: ALL EMPLOYEES AND OTHER WORKERS Date of Board Approval: March 2011 Review Date: March 2014 Stress Management and Working Time Introduction 1 The Authority

More information

HR Strategy (2015 2017)

HR Strategy (2015 2017) HR Strategy (2015 2017) HR Strategy and Action Plan The School recognises the importance of recruiting, developing and retaining a highly skilled, engaged, diverse and motivated workforce in delivering

More information

Symposium report. The recruitment and retention of nurses in adult social care

Symposium report. The recruitment and retention of nurses in adult social care Symposium report The recruitment and retention of nurses in adult social care Overview 1. Social care employers providing nursing care services have been raising concerns about nursing recruitment and

More information

No Smoking Policy. No Smoking Policy

No Smoking Policy. No Smoking Policy No Smoking Policy Document Status Version: V2.0 Approved DOCUMENT CHANGE HISTORY Initiated by Date Author HR Version Date Comments (i.e. viewed, or reviewed, amended approved by person or committee) V1.1

More information

Human Resources Strategy 2012-2016. Excellent People

Human Resources Strategy 2012-2016. Excellent People Human Resources Strategy 2012-2016 Excellent People SPONSOR: Sandra Le Blanc Director of Human Resources Signature: AUTHORS: Sandra Le Blanc Director of Human Resources Keith Warrior Associate Director

More information

Council Meeting, 26/27 March 2014

Council Meeting, 26/27 March 2014 Council Meeting, 26/27 March 2014 HCPC response to the Final Report of A Review of the NHS Hospitals Complaint System Putting Patients Back in the Picture by Right Honourable Ann Clwyd MP and Professor

More information

MANAGER, HUMAN RESOURCES CONSULTING JOB & PERSON SPECIFICATION NOVEMBER 2010

MANAGER, HUMAN RESOURCES CONSULTING JOB & PERSON SPECIFICATION NOVEMBER 2010 MANAGER, HUMAN RESOURCES CONSULTING JOB & PERSON SPECIFICATION NOVEMBER 2010 POSITION TITLE Position Title: Manager HR Consulting Position Number: 3520 Faculty/Division: Division of Services and Resources

More information

ANALYSIS OF STAFF SURVEY RESULTS & OTHER WORKFORCE DATA 2014

ANALYSIS OF STAFF SURVEY RESULTS & OTHER WORKFORCE DATA 2014 APPENDIX 3 ANALYSIS OF STAFF SURVEY RESULTS & OTHER WORKFORCE DATA 2014 Background For many years Kingston Hospital has had historically poor staff survey results. Despite this, it has exceptional clinical

More information

1. Build core capability at all levels to improve organisational and individual performance;

1. Build core capability at all levels to improve organisational and individual performance; Graduate Development Program Australian Bureau of Statistics Workshop on Human Resources Management and Training Budapest 5-7 September 2012 Day 1 Session 4(a) Recruitment and training of new staff members

More information

Career Development Policy

Career Development Policy 1 Career Development Policy POLICY RECORD DETAILS DATE AGREED: 24th September 2010 VERSION No. POLICY OWNER: ORGANISATION DEVELOPMENT MANAGER JOB TITLE Dept / Directorate HUMAN RESOURCES CONTRIBUTORS:

More information

The Human Resources Department Work Plan for the period 1 April 2015 to 31 March 2016 is attached.

The Human Resources Department Work Plan for the period 1 April 2015 to 31 March 2016 is attached. Council, 25 March 2015 Human Resources Department Work Plan 2015-2016 Executive summary and recommendations Introduction The Human Resources Department Work Plan for the period 1 April 2015 to 31 March

More information

07 Our people and our corporate governance

07 Our people and our corporate governance 07 Our people and our corporate governance The department is committed to creating a capable, agile and innovative workforce to meet current and future business needs. To achieve this, the department has

More information

Job description HR Operations Manager

Job description HR Operations Manager Job description HR Operations Manager Main purpose of job The HR Operations Manager is responsible for the effective operational management and delivery of the HR Service Centre, recruitment, people management

More information

Equality, Diversity and Non-Discrimination Strategy

Equality, Diversity and Non-Discrimination Strategy Equality, Diversity and Non-Discrimination Strategy Human Resources Message This Equality, Diversity and Non-Discrimination Strategy reflects our continuing commitment to equality, diversity and non-discrimination

More information

NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY. Version Date: 18 November 2014 Approved by: Human Resources Committee

NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY. Version Date: 18 November 2014 Approved by: Human Resources Committee NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY Version Date: 18 November 2014 Approved by: Human Resources Committee HUMAN RESOURCES STRATEGY 1.0 Introduction 1.1 The merger of Aberdeen and Banff

More information

STAFF SURVEY REPORT AND ACTION PLAN

STAFF SURVEY REPORT AND ACTION PLAN Affiliated Teaching Hospital BOARD OF DIRECTORS: 27 TH MAY 2016 AGENDA ITEM: 10.2 SUBJECT: STAFF SURVEY REPORT AND ACTION PLAN RESPONSIBLE DIRECTOR: Director of Human Resources & Organisational Development

More information

Compassion In Practice: A Summary of the Implementation Plans. are. is our business. Developing our culture of compassionate care

Compassion In Practice: A Summary of the Implementation Plans. are. is our business. Developing our culture of compassionate care Compassion In Practice: A Summary of the Implementation Plans Care Compassion Commitment are Competence Courage is our business Communication Developing our culture of compassionate care 1 Compassion in

More information

Stress Management Policy

Stress Management Policy Level 3 - H&S Policy Structure Stress Management Policy BACKGROUND The Health & Safety Executive (HSE) define stress as the adverse reaction people have to excessive pressures or other types of demand

More information

South Downs National Park Authority. Local Code of Corporate Governance. Version 1.01

South Downs National Park Authority. Local Code of Corporate Governance. Version 1.01 South Downs National Park Authority Local Code of Corporate Governance Version 1.01 Review Date April 2015 Responsibility Director of Corporate Services Last updated June 2014 Date approved June 2014 Approved

More information

CONCORDAT TO SUPPORT THE CAREER DEVELOPMENT OF RESEARCHERS: UNIVERSITY OF ABERDEEN IMPLEMENTATION SUMMARY AND ACTION PLAN

CONCORDAT TO SUPPORT THE CAREER DEVELOPMENT OF RESEARCHERS: UNIVERSITY OF ABERDEEN IMPLEMENTATION SUMMARY AND ACTION PLAN CONCORDAT TO SUPPORT THE CAREER DEVELOPMENT OF RESEARCHERS: UNIVERSITY OF ABERDEEN IMPLEMENTATION SUMMARY AND ACTION PLAN During the last academic year, an in-depth gap analysis exercise was undertaken

More information

HSE MANAGEMENT STANDARDS INDICATOR TOOL USER MANUAL

HSE MANAGEMENT STANDARDS INDICATOR TOOL USER MANUAL HSE MANAGEMENT STANDARDS INDICATOR TOOL USER MANUAL Background HSE s Management Standards Indicator Tool is a 35-item questionnaire relating to the six primary stressors identified in the Management Standards

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Reviewed December 2015. How to contact us Telephone: 0344 800 8020 Text phone: 0344 800 8011 Email: centraladmin.adulteducation@norfolk.gov.uk Or in writing: Senior Management

More information

Public Board Meeting. Medical Revalidation Annual Report

Public Board Meeting. Medical Revalidation Annual Report Agenda Item 14.1 Public Board Meeting 29th September 2016 Medical Revalidation Annual Report Presented for: Presented by: Author: Corporate objective: Position statement Dr Phil Ayres, Associate Medical

More information

How to complete the provider information return (PIR):

How to complete the provider information return (PIR): How to complete the provider information return (PIR): Community services April 2015 CONTENTS Purpose... 1 Completing the return... 2 Information about the service and the person completing the PIR...

More information

Mediation Pack for the Health & Social Care Services

Mediation Pack for the Health & Social Care Services Mediation Pack for the Health & Social Care Services Contents 1. Mediation Policy Appendix 1: Mediation Assignment Letter Appendix 2: Response to a request for a mediator 2. Code of Ethics Appendix 1:

More information

Board of Directors 30/07/2015

Board of Directors 30/07/2015 CATEGORY OF PAPER Specific action required: Provides Assurance: For Information: Agenda item: 23 Report title: Board of Directors 30/07/2015 NHS Staff Survey Action Plan and Actions Against Core Priorities

More information

Before you begin. Chapter 1: Implementing a diversity policy 3. Chapter 2: Fostering respect for diversity in the work team 31

Before you begin. Chapter 1: Implementing a diversity policy 3. Chapter 2: Fostering respect for diversity in the work team 31 Contents Before you begin v Chapter 1: Implementing a diversity policy 3 1A Locating and reviewing a diversity policy and determining its application to work practices 1B Ensuring the diversity policy

More information

Complaint and Concern handling and learning

Complaint and Concern handling and learning TAUNTON & SOMERSET NHS FOUNDATION TRUST Complaint and Concern handling and learning Report to: Trust Board on 25 September 2013 Purpose of the Report: (Please type in Bold) This report sets out how the

More information

DISCOVERING DIVERSITY

DISCOVERING DIVERSITY DISCOVERING DIVERSITY INCORPORATING DIVERSITY INTO YOUR TEACHING Age Disability Gender Re-assignment Marriage and Civil Partnership Pregnancy and Maternity Race Religion or Belief Gender Sexual Orientation

More information

OVERVIEW AND SCRUTINY COMMITTEE 6th November 2012

OVERVIEW AND SCRUTINY COMMITTEE 6th November 2012 SICKNESS POLICY PRE-SCRUTINY SHORT, SHARP REVIEW GROUP FINAL REPORT Relevant Portfolio Holder Portfolio Holder Consulted Relevant Head of Service Ward(s) Affected Non-Key Decision Councillor Phil Mould,

More information

STAFF SURVEY RESULTS AND ACTION PLAN. Report to the Trust Board on the 2013 NHS Staff Survey. May 2014

STAFF SURVEY RESULTS AND ACTION PLAN. Report to the Trust Board on the 2013 NHS Staff Survey. May 2014 STAFF SURVEY RESULTS AND ACTION PLAN Report to the Trust Board on the 2013 NHS Staff Survey May 2014 Introduction This paper summarises the key findings for Moorfields in the 2013 national staff survey,

More information

Making the grade: charity governance in Wales

Making the grade: charity governance in Wales Making the grade: charity governance in Wales What trustees said in our survey The Board recognises that as an organisation set up for public good and in receipt of public funds and private donations,

More information

Business in the Community s Diversity Advisory and Training Services

Business in the Community s Diversity Advisory and Training Services Business in the Community s Diversity Advisory and Training Services We offer a range of signature advisory services and bespoke training modules, delivered by our expert team of Diversity Advisers. Members

More information

HEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY

HEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY HEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY GRIEVANCE POLICY Persons Responsible: Headteacher, Personnel Governors. Review Date: May 2014 Distribution: Web Page: Governors and staff. www.headlandsprimary.co.uk

More information

JOB RE-EVALUATION POLICY

JOB RE-EVALUATION POLICY JOB RE-EVALUATION POLICY Human Resources This policy is for use with immediate effect and to continue post implementation of Torbay Council s job evaluation scheme. Job Re-evaluation Policy Statement Torbay

More information

Disability Action Plan

Disability Action Plan Disability Action Plan The LIV Disability Action Plan aims to: provide equal opportunity for people with disabilities to participate in and contribute to the full range of activities of the LIV; promote

More information

Factsheet on Protected Characteristics. Gender Reassignment

Factsheet on Protected Characteristics. Gender Reassignment Factsheet on Protected Characteristics Gender Reassignment Understand your responsibilities towards all genders Familiarise yourself with the Equality Act 2010, the University of Warwick s Equality and

More information

Human Resources Directorate. Appraisal Policy

Human Resources Directorate. Appraisal Policy Human Resources Directorate Appraisal Policy The University of Hull appraisal 1. This document outlines the policy of the University on the appraisal of all employees. 2. The University is fully committed

More information

The first 6 months September 2013

The first 6 months September 2013 The first 6 months September 2013 The first 6 months what have we been doing? We have been building relationships, creating infrastructure and processes, carrying out training, and recruiting volunteers.

More information

Workplace Diversity Program 2006-2010

Workplace Diversity Program 2006-2010 Workplace Diversity Program 2006-2010 Version 1.0: November 2007 CASADOC 255 Copyright Australian Government 2007 This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no

More information

Police Volunteers. Communications Strategy. Template

Police Volunteers. Communications Strategy. Template Police Volunteers Communications Strategy Template Protective Marking Suitable for Publication Scheme? Y/N Title and version Summary Author Date created June 2007 Review Date June 2008 Not protectively

More information