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

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1 Agenda Item 11.7 Public Board National Staff Survey Results & Action Planning 26th March 2015 Presented for: Presented by: Author Previous Committees Information, review and discussion Dean Royles, Director of Human Resources & OD Suzanne Barker, Head of HR Notification of Results to Trust Board Members - February 15 Trust Goals The best for patient safety, quality and experience The best place to work A centre for excellence for research, education and innovation Seamless integrated care across organisational boundaries Financial sustainability Key points This paper presents the results of the National Staff Survey 2014 and outlines activity in respect of action planning at both a Trust Wide and local CSU/Corporate Service Level. For discussion, review and information

2 1. Summary This paper presents the results of the National Staff Survey 2014 and outlines activity in respect of action planning at both a Trust Wide and local CSU/Corporate Service level. This paper supports the earlier notification to Trust Board Members in respect of the results in February 2015 (as the embargo was lifted). 2. Background The Annual Staff Survey was conducted on our behalf by our survey provider Picker during October and November 2014 (Picker is also our Patient Survey Provider). To ensure maximum feedback during 2014, the Trust surveyed an increased sample of 5000 staff (in previous years we have surveyed a core sample of 850 staff only) and achieved a response rate of 50%. This was an above average response rate for Acute Trusts nationally. This increased response rate has also allowed us to access staff feedback at individual CSU/Corporate Service level to ensure areas for improvement at both a Trust Wide and local level. 3. Staff Survey Results 2014 The results of the Staff Survey are grouped into 29 areas of Key Findings (based on 86 questions). The key findings are arranged under the 4 staff pledges from the NHS Constitution, staff satisfaction, equality & diversity and for the first time patient/user experience The National Picture From the 29 Key Findings: 11 have improved since 2013; 1 has remained the same; 15 have deteriorated and 2 cannot be compared due to changes in the questions There was a small drop in the number of staff having an appraisal but a slight improvement in the effectiveness of the appraisal 67% of staff said they thought that patient care was their organisation s top priority (66% in 2013) There was a fall in the willingness of staff to recommend the NHS as a place to work and an increase in the work pressure indicator Bullying and harassment remains an area of concern with an increase in the percentage of staff reporting bullying/ harassment from colleagues. The percentage of staff indicating that they are happy with support from their line manager rose from 65 to 68%

3 3.2 The LTHT Picture We have reviewed and discussed the results in a number of Forums including the Executive Team, Senior Leaders Session and with Staff Side Organisations. The following highlights and areas for improvements have been identified: Highlights We have made an 11% improvement in the numbers of staff reporting that they have had an appraisal, which puts us in the best 20% of Trusts in the country. This is excellent news however the quality of our appraisal process has remained static. The numbers of people reporting good communications between senior managers and staff has increased, putting us above average nationally. Feedback shows that more staff are reporting errors, near misses and incidents and that they are finding our processes effective. We have seen a reduction in the numbers of staff saying that they working extra hours. There has been an improvement (from 59% to 67%) in the number of people who believe care of patients is the organisation s top priority. Areas for improvement More staff have provided feedback to say that they don t feel supported by their immediate managers. A higher number of staff have said that they have felt pressure to come to work in the last three months when they have felt unwell. Many staff still believe that they are not able to contribute to improvements at work. The number of staff who believe we use feedback from patients/service users to inform our decision making in services is below average when compared to Trusts nationally. Appendix 1 presents the Trust Wide Results in terms of strengths, areas for improvement and planned actions for 15/16. This has been shared as part of the LTHT Team Brief in March 15. It is important to reflect on our progress over a number of years and the table below details a summary of our changes in our performance against the 29 key findings over the period as compared to the national averages.

4 LTHT Comparative Scores for Number of best scores (i.e. top 20% of Trusts Number of scores above (better than) average Number of Average scores Number of scores below ( worse than) average Number of scores in the bottom 20% of Trusts) Totals Appendix 2 details this step change as presented against the 29 Key Findings. 4. Handling of Action Areas Since the results of the survey have been available we have undertaken extensive communication to publicise the results at both a corporate and local level. This has included a personal to all staff from the Chief Executive and inclusion in the Trust Wide Team Briefing process. Individual CSU s and Corporate Services have been provided with their own results against the 29 Key Findings. A Senior Leaders Session on the 4th March 2015 focussed on the results and the development of action plans at a Trust Wide and local level. Following local discussions, all CSU s and Corporate Services will have developed a summary of results and action areas in the standard LTHT template (as detailed in Appendix 1) for their own local area by the end of March. The plans will be reviewed to capture any key themes that will need Trust wide solutions. The new Staff Engagement Group (chaired by the Chief Executive) will oversee progress against the Action Plans highlighting achievements and promoting any shared learning. 5. Financial Implications and Risk Financial implications of any action areas will be developed as part of the action planning process. Risks associated with staff engagement and staff feedback are part of Risk Registers where appropriate.

5 6. Communications and Involvement A detailed Communications Plan has underpinned both the management of the survey and the dissemination of the results and on-going action planning process. The results of the survey have been communicated via a personal from the CEO, articles in Start of the Week and as part of Team Brief and Senior Leaders Session. This corporate communication activity has been supported by local dissemination and discussion. This will continue as we confirm action plans and as part of on-going review of progress through a we say, we did approach. 7. Equality Impact Assessment A review of the results by the available protected characteristics has been undertaken and analysed. High level outcomes from this work include: Our BME Staff report good communication with senior managers, high staff satisfaction, high recommendation for the Trust as a place to work but a higher percentage report discrimination in the workplace. Our Disabled Staff report higher physical levels of physical violence from patients and staff, higher levels of bullying & harassment from other staff and felt the greatest pressure to attend work when feeling unwell. Staff aged 51 and over reported the highest levels of work related stress while staff aged between were the most satisfied with the level of care they were able to provide. Our female staff reported much higher levels of motivation at work. Detailed analysis of the staff survey results will also be part of our publication against the new Workforce Race Equality Standard due to be launched in April Recommendation The Trust Board is asked to review the results of the Staff Survey 2014 and note the activity underway to develop action plans. Progress against actions identified at a Trust-wide, CSU or Corporate service level will be reviewed by the new Staff Engagement Group and also fed into the performance management process. 9. Supporting Papers Appendix 1 presents the Trust Wide Results in terms of strengths, areas for improvement and planned actions for 15/16. This has been shared as part of the LTHT Team Brief in March 15.

6 Appendix 2 details the changes in scores against the 29 Key Findings between 2012 and Suzanne Barker Head of HR

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