To provide a brief summary of results from the 2015 National NHS Staff Survey
|
|
- Lambert Willis
- 8 years ago
- Views:
Transcription
1 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 of results from the 2015 National NHS Staff Survey Executive Summary: This paper will advise the Trust Board of the survey results and lead to a discussion relating to how the results are taken forward in the form of action plans for every division, department and directorate. Prepared by: Susan Caranese Presented by: Joanna Cousins Recommendation: The Trust Board is requested to note the staff survey results for 2015 and the action being taken to improve the working lives of our staff. Link to Strategic Objectives Please tick SO1 To deliver high quality services that constantly improve SO2 To achieve financial sustainability across the Trust SO3 To ensure the sustainability of services at Hinchingbrooke Hospital 1
2 Risk implications for the Trust (including any clinical and financial consequences) Mitigating Actions (Controls) Link to Board Assurance Framework and Key Risks Y/N Legal and regulatory implications (including links to CQC domains and regulations, TDA oversight, inspections, audits, NHS Constitution etc.) Reviewed for financial implications Y/N value Equality and Diversity Acronyms used in the report WRES Workforce Race Equality Standards 2
3 1. INTRODUCTION The 2015 staff survey results produced by Quality Health have been received. All staff were given the opportunity to complete the form, 724 people took part in the survey. This is a response rate of 44%; the response is above the national average of 41% for acute trusts in England. It compares with a 47% response rate in previous years, 2. RESULTS 2.1 Executive Summary Enclosed is the brief summary of results from the 2015 National NHS Staff Survey (based on the random sample). Our results have been compared with other acute trusts. The survey questions are structured to enable reports on: Vital signs ; Health and Safety Executive s Stress Audit; Workforce Race Equality Standards (WRES) and Improving Working Lives. In addition, the Trust is able to use the questions to benchmark its ability to achieve the commitments and pledges stated in the NHS Constitution. The findings of the questionnaire have been summarised and presented in the form of 32 key findings. The report has been structured around the 4 pledges to staff in the NHS Constitution; Pledge 1 - To provide all staff with clear roles, responsibilities and rewarding jobs; Pledge 2 - To provide all staff with personal development, access to appropriate education and training for their jobs, and line management support to enable them to fulfil their potential; Pledge 3 - To provide support opportunities for staff to maintain their health, well-being and safety; Pledge 4 - To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. As in previous years the additional themes of staff satisfaction, equality and diversity and patient experience measures have been included. The Trust, when compared to the national average for acute trusts, is in the highest (best 20%) in 5 key areas; above (better than) average in 9; average in 8; below (worse than average) in 9 and in the lowest (worst 20%) in 1 key area. (See P12/13 of 2015 National Staff Survey report of results) In summary, the 2015 results in comparison to 2014 showed there has been improvement in 5 key areas, remained the same in 16, decreased in 1 and 10 areas did not have a comparator due to new questions 2.2 Overall staff engagement Engagement National 2015 average for acute trusts Trust scores 2014 Trust scores
4 Hinchingbrooke Health Care NHS Trust compares well with other acute trusts on an overall indicator of staff engagement. Possible scores range from 1 to 5, with 1 indicating that staff are poorly engaged (with their work, their team and their trust) and 5 indicating that staff are highly engaged. The trust's score of 3.84 was above (better than) average when compared with trusts of a similar type. The score is based on 3 indicators (italics reflect 2014 ranking): Key Findings Ranking compared with other acute specialist trusts Staff recommendation of the trust as a place to Above (better than) average work or receive treatment (Increase) Staff motivation at work Highest (best) 20%. (Increase) Staff ability to contribute towards improvement at Below (worse than) average work (No change) 2.3 Staff satisfaction - Vital Signs Indicators There is a series of Vital signs indicators within the NHS staff survey to determine job satisfaction scores and Trusts are expected to demonstrate year-on-year progress. There are 8 staff satisfaction questions. The results for the Trust are shown below as follows: Subject Questions Average for acute trusts Change in results from 2014 to 2015 Recognition for good work 47% 51% 51% Improved by 4% Satisfied with support from immediate 62% 62% 66% No change manager Satisfied with support from work colleagues 76% 80% 80% Improved by 4% Satisfied with the level of responsibility given 72% 74% 75% Improved by 2% Satisfied with the opportunities to use skills 72% 74% 72% Improved by 2% Satisfied with the extent the organisation 41% 43% 42% Improved by 1% values work Satisfied with the level of pay 30% 37% 36% Deteriorated by 7% *Satisfied with the opportunities for flexible working patterns n/a 50% 49% No comparator * Question worded differently to 2014, therefore no comparison Overall staff job satisfaction has seen a slight improvement from 2014 to When compared to other acute trusts, the results for satisfaction with their immediate manager and, satisfied with level of responsibility given are below the national average. Both these areas will be addressed through the Trust Staff Survey Action Plan and the Human Resources Business Plan for 2016/ Workforce Race Equality Standards An element of the Workforce Race Equality Standard Metrics (WRESM) can be derived for the national staff survey findings. The results for the Trust are shown below as follows: 4
5 *% of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months *% of staff experiencing harassment, bullying or abuse from staff in last 12 months % of staff believing that the organisation provides equal opportunities for career progression or promotion *% of staff who have personally experienced discrimination at work Average for Acute Trusts Change in results from 2014 to 2015 White 27% 23% 28% Improved by 4% BME 33% 26% 28% Improved by 7% White 27% 28% 25% Deteriorated by 1% BME 27% 28% 28% Deteriorated by 1% White 89% 89% 89% No change BME 76% 68% 75% Deteriorated by 12% White 10% 8% 6% Improved by 2% BME 23% 10% 13% Improved by 13% *The lower the score the better Overall, the trust compares favourably to the average for acute trusts in some areas of the WRESM. An analysis of the indicators has shown that minority groups experience higher levels of harassment, bullying, abuse and discrimination and this is aligned to historical findings nationally. The issues will be addressed through the Trust Staff Survey Action Plan and the Human Resources Business Plan for 2016/ Areas Identified for Improvement Whilst the overall results are encouraging against a background of significant change and workload pressures during the year, it has to be noted that the following areas have been identified for improvement: % of staff reporting good communication between senior management and staff % of staff experiencing discrimination at work; % of staff experiencing harassment, bullying or abuse from staff % of staff perceiving a lack of support from immediate managers % of staff reporting poor quality non-mandatory training A key area for concern is the number of staff who are experiencing harassment, bullying and or discrimination. The above areas will be included in the Trust s Staff Survey Action Plan and progress will be monitored through the Divisions. 3. COMPARISONS WITH OTHER TRUSTS 3.1 Benchmark Other Small Acute Trusts and local Foundation Trusts Attached (Annex 1) is a summary of key result areas benchmarked with other small acute trusts and local foundation trusts (acute trusts). It is very noticeable that the average results for small acute trusts continue to be higher than acute trusts and the range of results are broader for acute trusts. 5
6 3.2 Acute Trust leadership and culture performance through the eyes of staff Attached (Annex 2) is the 'Listening into Action (LiA) Scatter Map' for NHS Acute Trusts which captures an analysis of NHS staff responses to 20 of the Picker Institute s key findings from the 2015 National Staff Survey. The comparable questions from 2014 to 2015 offer an insight into how NHS staff rate their Trust's leadership and the culture across 96 Acute Trusts. You will note that Hinchingbrooke Health Care NHS Trust compares favourably, as the best-performing Trusts based on how staff feel in 2015, are in the top-right quadrant i.e. above average performance and trending positively 4. NEXT STEPS To build on these positive results, the trust has commissioned April Strategy LLP to work on a staff engagement programme which will give a fresh insight to our values and culture. This will involve an organisation wide approach of listening, co-creating and then embedding a behavioural framework, putting values at the heart of our organisation s culture. An organisational development plan will follow to ensure sustained continuous improvement aligning our values to organisational processes etc, giving our staff improved working lives which will ultimately improve the safety, quality and experience of patient care. Reporting to staff on the outcomes of the survey and actions taken in response is important in terms of giving information back to staff, in maximising response rates at the next survey and significantly improving the credibility of the process. The Divisions will be presented with detailed responses by staff group and directorate as soon as this information is available. On receipt, each Division will be expected to feedback the results to staff via the management groups/meetings and agree a minimum of three priority actions to inform their performance scorecard and the wider Trust action plan. This will enable approximately 6 months implementation prior to the next survey and provide evidence of actions taken. The Workforce Committee will monitor implementation. In addition, key working groups such as the Trust Partnership Forum (TPF), Divisional and Directorate Leadership Teams will contribute to the key priorities for the Trust to further promote staff engagement and improve upon the staff satisfaction results. Recognising the role that managers contribute to the working experience of our staff, a leadership programme Managing for Excellence is being refreshed and further developed as part of the Human Resources Business Plan 2016/17. The overall aim will be to give our managers the tools and techniques to help them foster good staff engagement, improving approaches to involvement and valuing staff, in the context of the rising challenges that this organisation is facing. 6
7 Staff Survey Question Results COMPARISION OF STAFF SURVEY RESULTS WITH OTHER FOUNDATION TRUSTS (Annexe1) Average Acute Trusts Hinchingbrooke HCT NHS Foundation Trust Comparable Small Acute Trusts Western Area Yeovil Health Care District Trust Hospital NHS Trust Local Acute Trusts Cambridge University Hospitals NHS Foundation Trust Peterborough and Stamford Hospitals NHS Foundation Trust Staff Engagement Staff recommend as a place to work or receive treatment Staff motivation at Work Staff ability to contribute towards improvements at work Appraisal/KSF Review in last 12 months *Staff experiencing physical violence from patients/relations in last 12 months *Staff experiencing discrimination at work *The lower score the better 69% 68% 68% 70% 71% 69% 69% 86% 74% 84% 88% 82% 95% 84% 14% 13% 13% 19% 16% 13% 14% 10% 9% 12% 12% 7% 12% 14% 7
8 LiA ANNALYSIS OF 20 PICKER KEY FINDINGS FROM 2015 NATTIONAL STAFF SURVEY (Annexe 2) Each Acute Trust is plotted on the 'LiA Scatter Map' against two axes: 1. Trusts positioned above the horizontal 'x axis' = staff responses to the 20 Key Findings rank the Trust on or above average. Below the horizontal = staff responses put the Trust below the average. In other words, the higher up, the better the Trust is performing in the eyes of our staff; 2. Trusts positioned to the right of the vertical 'y axis', = indicates a positive response trend from staff within the Trust relative to their responses in Trusts to the left of the vertical, = a declining trend from 2014 with staff feeling less positive overall than they did before. In other words, the further to the right, the more positive the year-on-year trend. On this basis, the position of each Trust is clear: The best-performing Trusts based on how staff feels in 2015 are in the top-right quadrant - above average performance and trending positively too. The second best quadrant is the top-left - above average against the peer group, but trending negatively compared to The third best quadrant is the bottom-right - below average against the peer group, but trending positively compared with The bottom-left quadrant is the worst quadrant to be in below average against the peer group, and trending negatively compared with
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 information2011 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 informationSUMMARY 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 information2015 National NHS staff survey. Brief summary of results from University College London Hospitals NHS Foundation Trust
2015 National NHS staff survey Brief summary of results from University College London Hospitals NHS Foundation Trust Table of Contents 1: Introduction to this report 3 2: Overall indicator of staff engagement
More informationTRUST 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 informationNational 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 informationBOARD 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 informationGLOUCESTERSHIRE 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 information2014 National NHS staff survey. Results from London Ambulance Service NHS Trust
2014 National NHS staff survey Results from London Ambulance Service NHS Trust Table of Contents 1: Introduction to this report 3 2: Overall indicator of staff engagement for London Ambulance Service NHS
More informationPublic 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 informationBOARD 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 informationStaff 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 informationSTAFF 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 informationSTAFF 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 informationWorkforce Race Equality Standard
Workforce Race Equality Standard REPORTING TEMPLATE Template for completion Name of provider organisation Date of report: month/year Name and title of Board lead for the Workforce Race Equality Standard
More informationBoard 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 informationNational 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 informationHR 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 informationBRIEFING 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 informationInvestors 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 informationSTAFF 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 informationBRIEFING 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 informationOrganisational 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 informationNHS Staff Survey action plan update
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
More information15/24. 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 informationPeople, 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 informationCORPORATE DIRECTOR (CORPORATE SERVICES)
REPORT TO: THE MORAY COUNCIL - 28 th SEPTEMBER 2011 SUBJECT: EMPLOYEE OPINION SURVEY 2011 BY: CORPORATE DIRECTOR (CORPORATE SERVICES) 1. REASON FOR REPORT 1.1 To update the Council on the results of the
More informationHR 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 informationLeicestershire Partnership Trust. Leadership Development Framework
Leicestershire Partnership Trust Leadership Development Framework 1 Leadership Development Framework Introduction The NHS in England is facing a period of substantial change in light of the recent Government
More informationHuman 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 informationPrepared 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 informationPatient survey report 2008. Category C Ambulance Service User Survey 2008 North East Ambulance Service NHS Trust
Patient survey report 2008 Category C Ambulance Service User Survey 2008 The national Category C Ambulance Service User Survey 2008 was designed, developed and co-ordinated by the Acute Surveys Co-ordination
More informationHuman 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 informationClinical 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 informationNORTH 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 informationNational 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 informationStaff Survey Action Plan
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 Our approach: 5. Response required from the Leadership
More informationSponsorship, Branding, Awards & Networking Opportunities with the Forum
Sponsorship, Branding, Awards & Networking Opportunities with the Forum The Forum Raising Standards in Customer Operations Engage with this vibrant community of best practice and continuous improvement
More informationEmployee Engagement Survey 2015. Nova Scotia Government-wide Report
Employee Engagement Survey 2015 Nova Scotia Government-wide Report Employee Engagement Survey 2015 This summary report provides information on the state of employee engagement in the Nova Scotia public
More informationA Framework of Quality Assurance for Responsible Officers and Revalidation
A Framework of Quality Assurance for Responsible Officers and Revalidation Supporting responsible officers and designated bodies in providing assurance that they are discharging their statutory responsibilities.
More informationTherapy Focus is the largest Non- Government provider of therapy and support services for children and young people aged up to 18 years.
Employee Benefits Package 2014 Introduction Therapy Focus is the largest Non- Government provider of therapy and support services for children and young people aged up to 18 years. We work closely with
More informationNHS Staff Management and Health Service Quality Results from the NHS Staff Survey and Related Data
1 NHS Staff Management and Health Service Quality Results from the NHS Staff Survey and Related Data Michael West 1, Jeremy Dawson 2, Lul Admasachew 2 and Anna Topakas 2 1 Lancaster University Management
More informationDelivering High Quality Compassionate Care
Strategy 2015-17 Nursing Delivering High Quality Compassionate Care 1 Foreword Lincolnshire Partnership NHS Foundation Trust (LPFT) is the main provider of NHS mental health and wellbeing services in Lincolnshire,
More informationCENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST
CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST Agenda Item 9.1 Report of: Executive Director of Human & Corporate Resources Margot Johnson Paper prepared by: Head of Operational HR - Gill
More informationSUMMARY OF MONITOR S WELL-LED FRAMEWORK FOR GOVERNANCE REVIEWS: GUIDANCE FOR NHS FT S PUBLICATION Report by Trust Secretary
SUMMARY OF MONITOR S WELL-LED FRAMEWORK FOR GOVERNANCE REVIEWS: GUIDANCE FOR NHS FT S PUBLICATION Report by Trust Secretary 1. Introduction Under the Risk Assessment Framework and in line with the NHS
More informationWhy waste a good crisis?
Why waste a good crisis? A framework for performance and talent management delivering revalidation Dr Jonathan Fielden Chief Medical Officer Royal Berkshire NHS Foundation Trust Challenges & opportunities
More informationPeople 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 informationwww.monitor.gov.uk Well-led framework for governance reviews: guidance for NHS foundation trusts
www.monitor.gov.uk Well-led framework for governance reviews: guidance for NHS foundation trusts About Monitor Monitor is the sector regulator for health services in England. Our job is to protect and
More informationCorporate 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 informationBoard 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 informationLSBU Leadership Development Strategy
LSBU Leadership Development Strategy Leadership has never been more important at LSBU, stakeholder expectations are rising, we urgently need to improve our rating in league tables, resources are tighter
More informationGuide for for (?2015/?20. Updated. 15 edition) October 2015. www.gov.uk/monitor
Guide for for applicants Applicants (?2015/?20 Updated 15 edition) October 2015 www.gov.uk/monitor About Monitor As the sector regulator for health services in England, our job is to make the health sector
More informationJOB DESCRIPTION. Associate Director of Health Informatics
JOB DESCRIPTION Job Title: Band: Hours: Responsible to: Responsible for: Base: Associate Director of Health Informatics 8d 37.5hrs Director of Finance & Information Informatics function (to include IT,
More informationBoard 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 informationDate of Trust Board 29 th January 2014. Title of Report Performance Management Strategy - 2013-2016
ENCLOSURE: P Date of Trust Board 29 th January 2014 Title of Report Performance Management Strategy - 2013-2016 Purpose of Report Abstract To set out the Performance Management Strategy of the Trust in
More informationManagement 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 informationThe 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 informationEstablish 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 informationStandards for specialist education and practice
Standards for specialist education and practice This document is now the UKCC s exclusive reference document specifying standards for specialist practice. Any previous documentation, as detailed below,
More informationQUALITY 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 informationDEVELOPING AN EFFECTIVE PERFORMANCE MANAGEMENT SYSTEM. Ross Fraser HouseMark
DEVELOPING AN EFFECTIVE PERFORMANCE MANAGEMENT SYSTEM Ross Fraser HouseMark Raising the Bar on Performance and Sector Revitalization July 5 and 6, 2007 Contents Page 1. Introduction 2 2. What should a
More information2014 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 informationUniversity College London Staff survey 2013: results presentation
University College London Staff survey 2013: results presentation Classification: Private Agenda Headline results Employee engagement Key drivers of engagement within UCL Other key themes Summary and next
More informationDelivering in a challenging environment
Trust Development Authority Delivering in a challenging environment Refreshed plans for 2015/16 Planning Guidance for NHS Trust Boards December 2014 Delivering in a challenging environment: refreshed plans
More informationPeople & 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 informationANALYSIS 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 informationPerformance 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 informationChristchurch City Council. Human Resources. Activity Management Plan. Long Term Plan 2015 2025. 15 December 2014. Human Resources
Human Resources Activity Management Plan Long Term Plan 2015 2025 15 December 2014 Human Resources Quality Assurance Statement Christchurch City Council Civic Offices 53 Hereford Street PO Box 73015 Christchurch
More informationEducation Surveys and Trends for 2014-17
3 June 2014 Education and Training Advisory Board 5 To consider Education surveys plan 2014-17 Issue 1 With the success of the National Training (NTS) there have been calls to expand the use of surveys
More informationROLE PROFILE. Performance Consultant (Fixed Term) Assistant Director for Human Resources
ROLE PROFILE Job Title Reports to Service area No. of staff responsible for Budget responsibility ( ) Performance Consultant (Fixed Term) Assistant Director for Human Resources HR 0 None Purpose of Job
More informationOrganisational Development Strategy 2012-2014. Proactively aligning our culture to our purpose
Organisational Development Strategy 2012-2014 Proactively aligning our culture to our purpose Organisational Development Strategy Foreword The higher education sector is undergoing significant changes,
More informationBuilding Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition
Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition The NHS Leadership Academy s purpose is to develop outstanding
More informationHuntingdonshire District Council Equality Impact Assessment
Service area Date of assessment December 2010 Name of strategy/policy/function/service to be assessed Is this a new or existing strategy/policy/function/service? Name of manager responsible for strategy/policy/function/service
More informationMiddlesbrough Manager Competency Framework. Behaviours Business Skills Middlesbrough Manager
Middlesbrough Manager Competency Framework + = Behaviours Business Skills Middlesbrough Manager Middlesbrough Manager Competency Framework Background Middlesbrough Council is going through significant
More informationSelf Assessment STANDARDS
Self Assessment STANDARDS www.wellbeingcharter.org.uk This pack contains an overview of the Workplace Wellbeing Charter, including the Charter Framework, the Assessment Standards and other useful information.
More informationGood 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 informationWWL People Strategy 2015/16 2018/19. Page 1 of 7. Version 0.3 (March 2015)
WWL People Strategy 2015/16 2018/19 Version 0.3 (March 2015) Page 1 of 7 Contents Page 1.0 Mission Statement 3 2.0 Strategic Goals 3 3.0 Themes 3 3.1 Attract, Retain & Develop talented staff who embody
More informationLeeds Federated. Customer Experience Report Year End, 2014/15
Leeds Federated Customer Experience Report Year End, 2014/15 Contents SECTION 1: Our Journey... 3 SECTION 2: What are our customer telling us?... 4 Hearing the customer voice: What has improved in the
More informationCity 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 informationRoyal 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 informationGood Practice Guidelines for Appraisal
Good Practice Guidelines for Appraisal Dr Laurence Mynors Wallis Dr David Fearnley February 2010 1 Contents Page Introduction 3 Link between appraisal and revalidation 4 Preparation for the appraisal meeting
More informationNHS Islington Clinical Commissioning Group Conflict of Interest Template
Appendix: 3.2a NHS Islington Clinical Commissioning Group Conflict of Interest Template Service: Clinical Commissioning Locally Commissioned Service 2013-14 Question Comment/Evidence Questions for all
More informationHARLOW COUNCIL PERFORMANCE MANAGEMENT FRAMEWORK
HARLOW COUNCIL PERFORMANCE MANAGEMENT FRAMEWORK July 2013 1 P age Contents Page 1.0 Definition 3 2.0 Context 3 3.0 Purpose and aim of the policy 4 4.0 Policy Statement 4 5.0 Framework for Performance Management
More informationResearch and Innovation Strategy: delivering a flexible workforce receptive to research and innovation
Research and Innovation Strategy: delivering a flexible workforce receptive to research and innovation Contents List of Abbreviations 3 Executive Summary 4 Introduction 5 Aims of the Strategy 8 Objectives
More informationTHE STATE OF HEALTH CARE AND ADULT SOCIAL CARE IN ENGLAND 2014/15
15 October 2015 THE STATE OF HEALTH CARE AND ADULT SOCIAL CARE IN ENGLAND 2014/15 This briefing summarises today s publication of the Care Quality Commission s annual State of Health and Adult Social Care
More informationWorkforce 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 informationAPUC Supply Chain Sustainability Policy
APUC Supply Chain Sustainability Policy Vision APUC aims to be a leader, on behalf of client institutions, in driving forward the sustainable procurement agenda (please see Appendix 1 for the commonly
More informationThe staff engagement toolkit
The staff engagement toolkit An online resource, supporting you to increase staff engagement in your organisation Updated December 2013 (see section 5) 1 Staff engagement in the NHS: a quick guide Staff
More informationPosition Description
Position Description Wesley Disability Services Quality Risk & Compliance Specialist Agreement Signed Quality Risk and Compliance Specialist Signed Executive Manager, Wesley Disability Services Date Date
More informationProject, Programme and Portfolio Management Delivery Plan 6
Report title Agenda item Project, Programme and Portfolio Management Delivery Plan 6 Meeting Performance Management and Community Safety Panel 27 April 2009 Date Report by Document number Head of Strategy
More informationWorkforce report September 2015
Workforce report September 2015 Trust Board Meeting Item: 10 25 th November 2015 Enclosure: F Purpose of the Report: This report provides an update in respect of performance against agreed workforce targets
More informationNHS 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 informationPerformance Monitoring
7 Chapter 17 Performance Monitoring Performance Monitoring Contents: 17.1 Introduction 17.2 A Wider Perspective 17.3 Requirements for a Good Performance Indicator 17.4 Types of Performance Monitoring 17.5
More informationJob No. (Office Use) Directorate Corporate Services Department Programme Management Office Reports to (Job Title) If No state reason
ROLE PROFILE Transformation Programmes Manager Role Profile Job Title Transformation Programme Manager Job No. (Office Use) C6074 Grade (Office Use) Directorate Corporate Services Department Programme
More informationThe Standards for Leadership and Management: supporting leadership and management development December 2012
DRIVING FORWARD PROFESSIONAL STANDARDS FOR TEACHERS The Standards for Leadership and Management: supporting leadership and management development December 2012 Contents Page The Standards for Leadership
More informationStaff engagement in the NHS: some local experience
November 2010 Briefing 79 Staff engagement can help the NHS meet the challenges of reducing costs, raising productivity and implementing the organisational changes arising from the NHS White Paper. High
More informationGuidance 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 informationNATIONAL QUALITY BOARD. Human Factors in Healthcare. A paper from the NQB Human Factors Subgroup
NQB(13)(04)(02) NATIONAL QUALITY BOARD Human Factors in Healthcare A paper from the NQB Human Factors Subgroup Purpose 1. To provide the NQB with a near final version of the Concordat on Human Factors
More informationPHSO. 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 informationCompassion 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