Staff Survey Action Plan

Size: px
Start display at page:

Download "Staff Survey Action Plan"

Transcription

1 Staff Survey Action Plan Presented by Lisa Yarr and Marianne King on behalf of the Staff Forum to the Leadership Team of Somerset CCG 11 June 2015

2 Our approach: 5. Response required from the Leadership Team and implementation plan developed to be shared with the CCG Our CCG Staff Survey Staff Forum Meeting to identify results that concerned us 4. Presentation to the Leadership Team 2. All Staff Forum representatives discussed reflections regarding the way forward amongst Directorate members 3. Development of specific actions as a result of the Staff Forum reflections 1

3 What we liked.. That some of the results had improved That staff feel trusted to carry out their jobs That objectives are becoming clearer for staff That the 60 second bulletin, newsletter and staff briefings are a success That we carry out training and appraisals regularly 2

4 What we would like to see improved.. QUESTION NUMBER SURVEY QUESTION 29 I feel the CCG is adequately resourced to carry out its work. Reflections on the way forward It is recognised amongst the staff that the CCG has limited finances to support what we would all like to see: more staff. If this continues to be the case, the CCG needs to think about priorities, and supporting staff to understand what does and does not need to be carried out. Staff would like to see a list of priorities for the CCG and are interested to see the outcome of the Time Recorder System that is being piloted in Clinical and Collaborative Commissioning. It would also be helpful to communicate with staff the rationale for the implementation of this system and what the expected outcomes and actions may be as a result. Staff would like to understand where the 2 new interim Directors fit in. The CCG went through a restructure and reduced from 4 to 3 Directors and is now back up to 5. It would be helpful to see a refreshed Structure chart that identifies how the new Directors are supported and where their roles fit within the CCG. Furthermore, Staff would like clarity on how this affects our running costs for 2015 / 2016, and the impact on any CCG cost improvement plans 3

5 32 There are opportunities for me to develop my career in Somerset CCG. It is recognised that the CCG is a small organisation that has limited career opportunities. In order to maximise opportunities for employees, it is suggested that a Talent Management and Succession Planning process is included as part of a new appraisal process. This will allow individuals to be identified that may wish to develop their career within the NHS. In order to support this process, the System Transformation Workforce Group are developing a county-wide process, which will enable CCG employees to access career development opportunities Staff would appreciate a clear commitment to enable staff to embrace the potential opportunities that are available. 48 Communication between senior management and staff is effective. Staff are left feeling as though they do not know vital pieces of information, following senior meetings. In order to improve this, it is suggested that each Director produces a list of decisions and actions. Staff do not wish to create extra work for anyone and therefore the summary could be written on the agenda and give to PA s to distribute within each Directorate. A greater focus on face-to-face communication that encourages staff to ask questions and develop an understanding of the CCGs priorities would be welcome. This needs to be facilitated in a safe and empowering way, where staff are made to feel that their contributions and challenges are welcomed and valuable. A refreshed focus on cross Directorate communication would ensure that messages are heard consistently across Directorates. 4

6 49 54 Senior Managers involve staff in important decisions. I feel decision making processes are effective within the Somerset CCG Employees within the CCG now have more responsibility, and would like to be able to make decisions about aspects of their work that they manage. In order to treat everyone as leaders, the CCG Senior Team could think about developing a coaching style of leadership that encourages staff to come up with their own solutions, and to embrace decision making across the organisation. There is a view that there is central control within the CCG and that everything has to be signed off or checked. Staff would like to see more decision making powers being delegated through the management/ Leadership structure. 75 On average, how many UNPAID hours DO YOU WORK per week for Somerset CCG, over and above your contracted hours? Staff are reporting that they work extra hours in order to get work completed. It was described that the culture sometimes feels negative, and that there is an unsaid expectation that staff should go above and beyond. Staff members have reported they don t mind doing this, but it is taken for granted, and if staff leave on time or occasionally early, it has been reported that it is frowned upon and staff are made to feel guilty for doing so. Staff members have discussed the culture of Yeovil Hospital with colleagues who have joined the team there. It was reported that it is high performing workplace but that the hours culture is very different with Directors setting the example of working practice where a healthy work-life balance is encouraged. A long hours culture is not encouraged as it is viewed as being detrimental to the health and wellbeing of staff which can then cause sickness absence problems. The Leadership Team are asked to review the expectations they have for staff members within the CCG and make clear expectations. It is also recommended that a clear vision for the culture of the organisation is established. The 2 year Operational Plan for 2015/17 describes a commitment to the wellbeing of the workforce. It would be good if all the leadership team could make some personal commitments to achieving this and in doing so encourage all staff within the CCG to make a pledge to ensure that colleagues feel supported and resilient in the workplace. These could all be published. 5

7 76 Are you given opportunities for flexible working / TOIL? There was a clear feeling that flexible working and TOIL operate inconsistently across the CCG. It was requested that the Leadership Team decide how they wish TOIL to be managed across the CCG and that a policy is developed in order to develop a consistent approach. 78 Since April 2014, I have felt unwell as a result of workrelated stress. It is recommended that Stress Awareness Training is delivered, and that all members of the Leadership Team attend. It was reported that sometimes stress goes unnoticed and that managers awareness needs to be raised of the signs. It was recommended that stress awareness training becomes part of Mandatory Training and carried out every 3 years. 82 I feel bullied or intimidated by colleagues or managers Commission a course that provides information on bullying. Describing the behaviours which could be interpreted as bullying i.e: not communicating, micro-management, and provide examples of how to manage this. The CCG could produce a list of the Top 10 behaviours that it expects all staff to display perhaps supported by the Top 10 behaviours that are unacceptable. External representative to provide training. All staff including Directors, COG delegates and Associate Directors should attend this training before the next staff survey is published. The refreshed Freedom to speak up policy should be promoted and staff encouraged to use it if they feel they are unable to address concerns in any other way. 6

8 Actions Proposed by the Staff Forum: Provide a rationale for the implementation of a Time Recorder System and the likely outcomes communicated to staff Staff are fully briefed about all proposed organisational changes with clear rationale and implications openly discussed Organisational commitment to talent management and succession planning Team Briefings are carried out following Senior Leadership meetings by each Director or Line Manager Development of a coaching style of leadership within the CCG that reflects a different style of leadership where staff feel more empowered and there is greater autonomy and trust Organisational policies and strategies are developed or amended which include actions that promote a healthy work-life balance and this role is modelled by Senior Leaders within the CCG Flexible working and TOIL policies are reviewed and practice is standardised across the CCG Stress Awareness Training is introduced as a regular 3 yearly programme for all staff Bullying awareness training is commissioned from an external provider and all staff commit to attend within the next year 7

9 QUESTIONS 8

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

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

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

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

LSE Knowledge Skills and Behaviours Framework for managers and leaders Guidelines

LSE Knowledge Skills and Behaviours Framework for managers and leaders Guidelines LSE Knowledge Skills and Behaviours Framework for managers and leaders Guidelines Contents Introduction 2 A guide to the KSB framework 3 LSE Leadership and Management: 3 Behaviours LSE Leadership and Management:

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

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

Healthcare support workers in England:

Healthcare support workers in England: Council of Deans of Health Healthcare support workers in England: Five proposals for investing in education and development to deliver high quality, effective and compassionate care Council of Deans of

More information

Workforce Strategy 2015-2020

Workforce Strategy 2015-2020 Workforce Strategy 2015-2020 Introduction 1. The aim of this workforce strategy is to support delivery of the sustained transformation necessary to achieve faster, fitter, more flexible, citizen and customer

More information

Management Competencies - 360 Assessment

Management Competencies - 360 Assessment Management Competencies - 360 Assessment Up-skill managers to prevent and reduce workplace stress Line managers play a vital role in the identification and management of workplace stress. Managers will

More information

BOARD OF DIRECTORS PAPER PART 1 COVER SHEET. Meeting Date: 30 May 2012. National NHS Staff Survey report and action plan.

BOARD OF DIRECTORS PAPER PART 1 COVER SHEET. Meeting Date: 30 May 2012. National NHS Staff Survey report and action plan. BOARD OF DIRECTORS PAPER PART 1 COVER SHEET Meeting Date: 30 May 2012 Agenda Item: 1.11 Paper No: F Title: National NHS Staff Survey report and action plan. Purpose: To advise of the main findings of the

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 Enabling Strategy 2012-2017

HR Enabling Strategy 2012-2017 This document is yet to be put into corporate format but this interim version can be referred to for the time being. Should you have any queries, please refer to Sally Hartley, University Secretary, x

More information

Corporate Plan 2013/2014

Corporate Plan 2013/2014 Corporate Plan 2013/2014 Contents; 1. Introduction 2. National and Local Context 3. 2013/14 Priority Areas Appendix 1 Corporate Objectives 2013/14 Appendix 2 Plan on a Page Appendix 3 CCG Outcomes indicator

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

Investors in People Assessment Report. Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited

Investors in People Assessment Report. Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited Investors in People Assessment Report for Bradstow School Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited 30 August 2013 Project Reference Number

More information

Employer guide. Follow us on: office-angels.com

Employer guide. Follow us on: office-angels.com Employer guide Page 2 of 8 Our job is about much more than simply putting the right bums on the right seats. We like to know how our candidates are faring at work along with how they re feeling which is

More information

INVESTORS IN PEOPLE REVIEW REPORT

INVESTORS IN PEOPLE REVIEW REPORT INVESTORS IN PEOPLE REVIEW REPORT Lower Farm Primary School Page: 1 of 13 CONTENTS Key Information 3 Assessor Decision 3 Milestone Dates 3 Introduction 4 Assessment Objectives 4 Feedback Against the Assessment

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

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

BRIEFING NOTE: ISSUES HIGHLIGHTED BY THE 2013 NHS STAFF SURVEY IN ENGLAND

BRIEFING NOTE: ISSUES HIGHLIGHTED BY THE 2013 NHS STAFF SURVEY IN ENGLAND BRIEFING NOTE: ISSUES HIGHLIGHTED BY THE 2013 NHS STAFF SURVEY IN ENGLAND Introduction This briefing note provides an overview of results from the eleventh annual national survey of NHS staff. The 2013

More information

Hampshire Workplace Wellbeing Charter

Hampshire Workplace Wellbeing Charter Hampshire Workplace Wellbeing Charter Hello and welcome to the Hampshire Workplace Wellbeing Charter We know that work and health are positively linked and that a healthy workforce is vital for an organisation

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

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

Practical guide for using the Continuous Learning Framework and the Changing Lives leadership model to develop leadership in social services

Practical guide for using the Continuous Learning Framework and the Changing Lives leadership model to develop leadership in social services Practical guide for using the Continuous Learning Framework and the Changing Lives leadership model to develop leadership in social services 1 Introduction Changing Lives 1, the Report of the 21 st Century

More information

NHS Constitution The NHS belongs to the people. This Constitution principles values rights pledges responsibilities

NHS Constitution The NHS belongs to the people. This Constitution principles values rights pledges responsibilities for England 21 January 2009 2 NHS Constitution The NHS belongs to the people. It is there to improve our health and well-being, supporting us to keep mentally and physically well, to get better when we

More information

Introduction. Chris Harrop, Chief Executive

Introduction. Chris Harrop, Chief Executive Page 1 of 10 Introduction I am proud to be the Chief Executive of the Walton Centre NHS Foundation Trust with its reputation for excellent patient care, quality services and sustainability. Over the last

More information

People & Organisational Development Strategy

People & Organisational Development Strategy 2013-2018 People & Organisational Development Strategy Delivering excellent research Delivering an excellent student experience Enhancing global reach and reputation 1. Introduction Glasgow 2020: A global

More information

The Way Forward: Strategic clinical networks

The Way Forward: Strategic clinical networks The Way Forward: Strategic clinical networks The Way Forward Strategic clinical networks First published: 26 July 2012 Prepared by NHS Commissioning Board, a special health authority Contents Foreword...

More information

NHS North Somerset Clinical Commissioning Group. Health and Wellbeing Policy

NHS North Somerset Clinical Commissioning Group. Health and Wellbeing Policy NHS North Somerset Clinical Commissioning Group Health and Wellbeing Policy Approved by: Quality Assurance Group Ratification date: May 2016 Review date: May 2019 1 Contents 1 PolicyStatement, Aims and

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

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

Workforce Diversity Data

Workforce Diversity Data Workforce Diversity Data January 2015 1 Workforce Diversity Data January 2015 Version number: 2.1 First published: 22/07/2014 in NHS England s Annual Report Prepared by: NHS England People and Organisation

More information

Managing staff through change

Managing staff through change Managing staff through change Introduction Change has become a fact of working life. NHS organisations, in particular, have been undergoing rapid change with the introduction of patient choice, the transition

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

DTRQ9FO8D9N/TGDTRbzN2v4v. Sample Leader Leader Sample

DTRQ9FO8D9N/TGDTRbzN2v4v. Sample Leader Leader Sample DTRQ9FO8D9N/TGDTRbzNvv Sample Leader Leader Sample Feedback Report //0 About This Survey Leader Sample, //0 This multirater survey is designed to provide a basis for your professional development. As an

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

PERFORMANCE & PERSONAL DEVELOPMENT PROGRAMME Launched: April 2010

PERFORMANCE & PERSONAL DEVELOPMENT PROGRAMME Launched: April 2010 PERFORMANCE & PERSONAL DEVELOPMENT PROGRAMME Launched: April 2010 1 PERFORMANCE & PERSONAL DEVELOPMENT PROGRAMME INDEX Page Introduction 3 PPDP Cycle 4 Performance planning meeting 5 Performance planning

More information

JOB DESCRIPTION. Ensure that all services are delivered meeting agreed objectives within a strategic and operational framework.

JOB DESCRIPTION. Ensure that all services are delivered meeting agreed objectives within a strategic and operational framework. JOB DESCRIPTION Job Title: Director of Operations Clinical Support Services Band: 9 Division: Clinical Support Services Base: Wythenshawe Hospital ORGANISATIONAL ARRANGEMENTS Managerially accountable to:

More information

INVESTORS IN PEOPLE REPORT

INVESTORS IN PEOPLE REPORT INVESTORS IN PEOPLE REPORT Guy's & St Thomas NHS Foundation Trust Presented by Kate Baker Investors in People Practitioner On behalf of Investors in People South of England November 2015 (14-04922) Introduction

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

South West Commissioning Support Human Resources Brochure

South West Commissioning Support Human Resources Brochure South West Commissioning Support Human Resources Brochure Summary Brochure November 2014 What our customers say...the HR team quickly demonstrated that they had a grip on the details of the project. This

More information

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1 City and County of Swansea Human Resources & Workforce Strategy 2013-2017 Ambition is Critical 1 Delivering quality services for a safer, greener, smarter, fairer, healthier, richer Swansea Executive Summary

More information

Key Steps to Implementing Performance Management

Key Steps to Implementing Performance Management Key Steps to Implementing Performance Management Key Steps to Implementing Performance Management COPYRIGHT NOTICE PPA Consulting Pty Ltd (ACN 079 090 547) 2005-2013 You may only use this document for

More information

Competency Framework for Equality and Diversity Leadership. Resource Pack

Competency Framework for Equality and Diversity Leadership. Resource Pack Competency Framework for quality and Diversity Leadership Resource Pack Contents Introduction.... 2 Mapping the Competency Framework for quality and Diversity Leadership to the NHS Knowledge and Skills

More information

"Gender diversity in the healthcare sector - how much progress have we made?" Nicola Hartley Director, Leadership Development

Gender diversity in the healthcare sector - how much progress have we made? Nicola Hartley Director, Leadership Development "Gender diversity in the healthcare sector - how much progress have we made?" Nicola Hartley Director, Leadership Development Why a survey? To get insight into current views in the service Check out what

More information

Mental Health HEALTH POLICIES

Mental Health HEALTH POLICIES Stress4 Mental Health and HEALTH POLICIES 01. Proactive Health Policy 02. Internal Health Relationships 03. Health Surveillance and Screening 04. Mental Health and Stress 05. Getting People Back to Productive

More information

Patients as partners in developing Self-management solutions: Co-design Case Study. Carer Support NHS Mid Essex CCG

Patients as partners in developing Self-management solutions: Co-design Case Study. Carer Support NHS Mid Essex CCG Patients as partners in developing Self-management solutions: Co-design Case Study. Carer Support NHS Mid Essex CCG Mid Essex CCG took part as an early adopter in the Patients in Control PiC Programme

More information

Developing Collective Leadership in Health Care: Progress and Promise. Michael West The King s Fund, Lancaster University Management School

Developing Collective Leadership in Health Care: Progress and Promise. Michael West The King s Fund, Lancaster University Management School Developing Collective Leadership in Health Care: Progress and Promise Michael West The King s Fund, Lancaster University Management School 1 Leading cultures for high quality care 1. Prioritising an inspirational

More information

Newly Qualified Health Visitor Preceptorship Development Programme PROOF. Preceptee Handbook. Name of Preceptee. Name of Preceptor..

Newly Qualified Health Visitor Preceptorship Development Programme PROOF. Preceptee Handbook. Name of Preceptee. Name of Preceptor.. Newly Qualified Health Visitor Preceptorship Development Programme Preceptee Handbook Name of Preceptee. Name of Preceptor.. Ward / Department. Preceptorship Commencement Date.. Preceptorship Completion

More information

Performance Management Consultancy

Performance Management Consultancy Performance Management Consultancy Facilitating performance improvements through an effective performance management process What are the challenges? While every organisation has performance management

More information

Stress Guidance for Managers

Stress Guidance for Managers Stress Guidance for Managers The University has adopted a wellbeing approach to the management of stress and has revised its Management of Stress policy. The wellbeing approach is underpinned by a recognition

More information

Prepared by Ipsos MRBI for the Health Service Executive

Prepared by Ipsos MRBI for the Health Service Executive Prepared by Ipsos MRBI for the Health Service Executive Table of Contents Introduction 1 Background & Objectives... 4 2 Research Methodology... 5 Findings 3 Key Employee Engagement Metrics... 9 4 My Role...

More information

April 2011. Human Resources Strategy 2011-15 1

April 2011. Human Resources Strategy 2011-15 1 Human Resources Strategy 2011-15 April 2011 Human Resources Strategy 2011-15 1 Message from the Human Resources Manager In order to be successful, Ruapehu District Council (RDC) has to develop its human

More information

The Success Profile for Shared Services and Centres of Expertise

The Success Profile for Shared Services and Centres of Expertise 1 The Success Profile for Shared Services and Centres of Expertise Contents Role and models 3 Great minds think alike 4 Five factors that make the difference 5 Five factors in action 7 What can we take

More information

INVESTORS IN PEOPLE REVIEW REPORT

INVESTORS IN PEOPLE REVIEW REPORT INVESTORS IN PEOPLE REVIEW REPORT Kenard Engineering (Dartford) Company Ltd Presented by Samantha Kitney Assessor - Investors in People On behalf of Inspiring Business Performance Limited 17 th February

More information

Subject: Maximising Attendance & Employee Wellbeing Policy

Subject: Maximising Attendance & Employee Wellbeing Policy CLACKMANNANSHIRE COUNCIL THIS PAPER RELATES TO ITEM 10 ON THE AGENDA Report to Council Date of Meeting: 8 March 2012 Subject: Maximising Attendance & Employee Wellbeing Policy Report by: Governance Manager

More information

Employee Wellness and Engagement

Employee Wellness and Engagement Employee Wellness and Engagement HEALTH POLICIES 01. Proactive Health Policy 02. Internal Health Relationships 03. Health Surveillance and Screening 04. Mental Health and Stress 05. Getting People Back

More information

Chelmsford City Council EMPLOYEE ENGAGEMENT AND WELLBEING STRATEGY. Human Resources

Chelmsford City Council EMPLOYEE ENGAGEMENT AND WELLBEING STRATEGY. Human Resources Chelmsford City Council EMPLOYEE ENGAGEMENT AND WELLBEING STRATEGY Human Resources 1 Table of Contents Introducing CCC engagement and wellbeing strategy... 3 The purpose of our strategy... 3 How Chelmsford

More information

Communications Strategy (Draft)

Communications Strategy (Draft) Communications Strategy (Draft) January 2011 March 2013 1 C O N T E N T S 1 Introduction 2 Vision, Values and Strategic Aims 3 Scope 4 Communications Principles 5 Branding and Corporate Identity 6 External

More information

ACT PUBLIC SERVICE. Whole of Government Performance Framework Guidance Statement

ACT PUBLIC SERVICE. Whole of Government Performance Framework Guidance Statement ACT PUBLIC SERVICE Whole of Government Performance Framework Guidance Statement Table of Contents Contents...2 INTRODUCTION BY THE HEAD OF SERVICE AND COMMISSIONER FOR PUBLIC ADMINISTRATION 3 1. THE ACTPS

More information

ambulance: management & leadership excellence in care ambulance: management & leadership

ambulance: management & leadership excellence in care ambulance: management & leadership ambulance: management & leadership excellence in care ambulance: management & leadership 1 shifting our focus The process of developing and supporting good management practice and leadership involves getting

More information

Staff Survey Results and Action Plan Report for the AWP NHS Trust Board Meeting Date: Serial: 27 April 2012

Staff Survey Results and Action Plan Report for the AWP NHS Trust Board Meeting Date: Serial: 27 April 2012 App B Staff Survey Results and Action Plan Report for the AWP NHS Trust Board Meeting Date: Meeting Time: Agenda Item: Serial: 27 April 2012 10:00 10 12.0110 This Report is presented by the Executive Director

More information

The importance of nurse leadership in securing quality, safety and patient experience in CCGs

The importance of nurse leadership in securing quality, safety and patient experience in CCGs Briefing note: July 2012 The importance of nurse leadership in securing quality, safety and patient experience in CCGs Introduction For the NHS to meet the challenges ahead, decisions about health services

More information

The National Health Service. Constitution. A draft for consultation, July 2008

The National Health Service. Constitution. A draft for consultation, July 2008 The National Health Service Constitution A draft for consultation, July 2008 NHS Constitution The NHS belongs to the people. It is there to improve our health, supporting us to keep mentally and physically

More information

STRESS POLICY. Stress Policy. Head of Valuation Services. Review History

STRESS POLICY. Stress Policy. Head of Valuation Services. Review History STRESS POLICY Title Who should use this Author Stress Policy All Staff SAC Approved by Management Team Approved by Joint Board Reviewer Head of Valuation Services Review Date 2018 REVIEW NO. DETAILS Review

More information

Putting the patient first: issues for HR from the Francis report

Putting the patient first: issues for HR from the Francis report February 2013 Discussion paper 7 Putting the patient first: issues for HR from the Francis report This discussion paper has been designed to help inform and shape the format of our forthcoming listening

More information

Advanced Practice (Public Health)

Advanced Practice (Public Health) Advanced Practice (Public Health) Author: Claire Barley (Head of Professional and Organisational Development) and Kelly McFadyen (Professional and Organisational Development Manager) Date: 2 December 2014

More information

Schools Advisory Service. Report: Addressing stress; ensuring wellbeing

Schools Advisory Service. Report: Addressing stress; ensuring wellbeing Schools Advisory Service Report: Addressing stress; ensuring wellbeing November 2015 Contents Section Introduction 3 Page Article: How to promote staff wellbeing in our schools? Eight ways leaders can

More information

My vision for the future of occupational health. Dr Richard Heron President, Faculty of Occupational Medicine

My vision for the future of occupational health. Dr Richard Heron President, Faculty of Occupational Medicine My vision for the future of occupational health Dr Richard Heron President, Faculty of Occupational Medicine Occupational health needs to adapt to changing workforce and workplaces Ageing UK workforce

More information

Workforce & OD Strategy 2011-2016

Workforce & OD Strategy 2011-2016 Workforce & OD Strategy 2011-2016 Contents Page Introduction and Context 1 Section 1 2 THE CURRENT WORKFORCE Section 2 5 VISION FOR THE FUTURE Section 3 7 KEY PLATFORMS AND OUTCOMES Section 4 10 ORGANISATIONAL

More information

Line Management Factsheet

Line Management Factsheet Line Management Factsheet 1. Introduction Research has shown that front line managers are critical to the success of any business because they have a considerable influence on the behaviour of employees

More information

PHSO. Employee Survey Feedback & Planning

PHSO. Employee Survey Feedback & Planning PHSO Employee Survey Feedback & Planning Who are People Insight? We are a specialist consultancy in organisational development & employee engagement We run engagement surveys, develop insights and lead

More information

WEEK SIX Performance Management

WEEK SIX Performance Management WEEK SIX Performance Management Performance Management: objective-setting and systematic performance review Monitoring Performance: control/monitoring systems, absence control and the design of disciplinary

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

Human Resources. Values for Working Together and Professional Behaviours

Human Resources. Values for Working Together and Professional Behaviours Human Resources Values for Working Together and Professional Behaviours A message from the Vice-Chancellor The new Human Resources Strategy, Working Together: A Strategy for Success, in tandem with the

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

Officers have taken action on this and created a detailed action plan to improve sickness absence performance attached as Appendix 1.

Officers have taken action on this and created a detailed action plan to improve sickness absence performance attached as Appendix 1. BACKGROUND Measuring and monitoring sickness absence is a requirement of the Audit Commission and is calculated across all local authorities (BVPPI 12 the number of working days/shifts lost due to sickness

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

DORSET CLINICAL COMMISSIONING (CCG) WORKFORCE LEAD - DEVELOPMENT BAND 7. Poole, with requirement for some travel across Dorset

DORSET CLINICAL COMMISSIONING (CCG) WORKFORCE LEAD - DEVELOPMENT BAND 7. Poole, with requirement for some travel across Dorset DORSET CLINICAL COMMISSIONING (CCG) WORKFORCE LEAD - DEVELOPMENT BAND 7 POST DETAILS Post Title: Directorate: Work Base: Reports to: Accountable to: Workforce Lead - Development Engagement and Development

More information

Organisational Development Strategy

Organisational Development Strategy Governing Body 27 th May 2016 Organisational Development Strategy Agenda item 19 Paper 13 Authors and contributors: Executive Lead(s): Relevant Committees or forums that have already reviewed this issue:

More information

PEOPLE STRATEGY 2012 2017

PEOPLE STRATEGY 2012 2017 PEOPLE STRATEGY 2012 2017 INTRODUCTION The People Strategy sets out Birkbeck s plans to ensure the recruitment, development and retention of the best quality staff in all staff groups, in order to fulfil

More information

Good governance outcomes for CCGs: A survey tool to support development and improvement of governance

Good governance outcomes for CCGs: A survey tool to support development and improvement of governance Good governance outcomes for CCGs: A survey tool to support development and improvement of governance Good Governance Institute Part of a programme commissioned by NHS England Publications gateway reference

More information

NHS North Derbyshire CCG CCG Organisational Development

NHS North Derbyshire CCG CCG Organisational Development CASE STUDY NHS North Derbyshire CCG CCG Organisational Development June 2014 Summary How do you effect real change in approaches to governance, leadership, team working, membership and stakeholder engagement?

More information

HPMA London - HR Business Partner Competency Framework

HPMA London - HR Business Partner Competency Framework HPMA London - HR Business Partner Competency Framework Introduction These competencies are based on NHS North West s HR Business Partner Competency Framework (2010). They have been adapted by a group of

More information

JOB DESCRIPTION. Organisation Chart. Customer BI Lead. Business Insight Lead. Business Insight Manager

JOB DESCRIPTION. Organisation Chart. Customer BI Lead. Business Insight Lead. Business Insight Manager JOB DESCRIPTION DIRECTORATE: DEPARTMENT: JOB TITLE: BAND: BASE: REPORTS TO: IT and Business Intelligence Business Intelligence Business Insight Lead 8a Various Customer BI Lead RESPONSIBLE FOR: Business

More information

Organisational Development Strategy February 2014 update

Organisational Development Strategy February 2014 update Organisational Development Strategy February 2014 update Infrastructure Organisational structure SPA Integrated Community Team RAID NE Lincs CAMHS Corporate Technology and clinical systems Clinical systems

More information

The City of Edinburgh Council Business plan 2015 18. A thriving, sustainable capital city

The City of Edinburgh Council Business plan 2015 18. A thriving, sustainable capital city The City of Edinburgh Council Business plan 2015 18 A thriving, sustainable capital city Introduction This business plan sets out the strategic direction and priorities for the City of Edinburgh Council

More information

WHAT DOES THE PSYCHOLOGICAL THERAPIES HEAT TARGET MEAN TO YOU?

WHAT DOES THE PSYCHOLOGICAL THERAPIES HEAT TARGET MEAN TO YOU? WHAT DOES THE PSYCHOLOGICAL THERAPIES HEAT TARGET MEAN TO YOU? NHS Boards are now half way through the first year of implementation of the HEAT target Deliver faster access to mental health services by

More information

Annual Plan Part C. SOCIAL CARE BUSINESS SUPPORT SERVICE PLAN 2011-2014 March 2011

Annual Plan Part C. SOCIAL CARE BUSINESS SUPPORT SERVICE PLAN 2011-2014 March 2011 Annual Plan Part C SOCIAL CARE BUSINESS SUPPORT SERVICE PLAN 2011-2014 March 2011 SECTION 1 STRATEGIC OVERVIEW OF SERVICE The Business Support Service delivers a range of technical and support services

More information

Assessment Report. Investors in People assessment report for HealthWORKS. Commercial in Confidence

Assessment Report. Investors in People assessment report for HealthWORKS. Commercial in Confidence Assessment Report Investors in People assessment report for HealthWORKS Undertaken by Helen Gisbourne On behalf of Investors in People North of England Project Number: 14/0460 Date: 22 October 2014 Commercial

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

Employee Assistance Programmes Manager s Guide

Employee Assistance Programmes Manager s Guide March 2012 Employee Assistance Programmes Manager s Guide Support and assistance when you need it Vhi Corporate Solutions Employee Assistance Programme Confidential Professional Help Support Communicate

More information

Strengthening nursing leadership and the role of ward managers: The Francis recommendations

Strengthening nursing leadership and the role of ward managers: The Francis recommendations Strengthening nursing leadership and the role of ward managers: The Francis recommendations Howard Catton Head of Policy and International Mid Staffordshire: What went wrong? The decline in standards was

More information

A Voluntary Sector Commissioning Strategy for Hertfordshire

A Voluntary Sector Commissioning Strategy for Hertfordshire A Voluntary Sector Commissioning Strategy for Hertfordshire 2015-2019 East and North Hertfordshire Clinical Commissioning Group Herts Valleys Clinical Commissioning Group Introduction As commissioners

More information

Spire Healthcare Clinical Job Descriptions

Spire Healthcare Clinical Job Descriptions Spire Healthcare Clinical Job Descriptions 1 Job Title / Code Physiotherapy Manager (00145) 2 Reports To Matron / Clinical Services Manager / General Manager 3 Department Spire Hospital 4 Job Purpose To

More information

WOKINGHAM BOROUGH COUNCIL JOB DESCRIPTION

WOKINGHAM BOROUGH COUNCIL JOB DESCRIPTION WOKINGHAM BOROUGH COUNCIL JOB DESCRIPTION Job Title: Learning & Development Job Ref: 4269, 5100 Consultant Service: Business Services Section: HR Reports Learning & Development Location: Shute End To:

More information

The dissatisfaction with employee retention was the driver. Everything else stemmed down from that. (Recruitment and Training Manager)

The dissatisfaction with employee retention was the driver. Everything else stemmed down from that. (Recruitment and Training Manager) Case study Dealing with staff turnover a case study on getting and keeping the right people This case study looks at the experience of a high tech organisation that aimed to improve its staff retention..

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

INVESTORS IN PEOPLE BRONZE ASSESSMENT REPORT

INVESTORS IN PEOPLE BRONZE ASSESSMENT REPORT INVESTORS IN PEOPLE BRONZE ASSESSMENT REPORT for Bedford Citizens Housing Association Page: 1 of 13 Key Information Assessment Type Investors in People Specialist Assessment Jeannette Stanley Visit Date

More information