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

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1 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 the Trust s summary results from the 2015 National NHS Staff Survey and proposed next steps. These were published on 23 February 2016 and shared immediately with our staff. Recommendation: The Trust Board is asked to discuss and note the outcome of the 2015 National Staff Survey and next steps in relation to ensuring that the Trust is a good place to work. Author: Name Anita Pisani Title Deputy Chief Executive/Director of Workforce and Service Redesign Karen Mason Head of Communications Executive sponsor: Anita Pisani Deputy Chief Executive/Director of Workforce and Service Redesign Cambridgeshire Community Services NHS Trust: providing services across Cambridgeshire, Luton, Norfolk, Peterborough and Suffolk

2 Trust Objectives Objective To be recognised as a provider of safe and effective services that people want to use To collaborate with organisations to improve the care given to people who use our services To ensure that the Trust attracts and retains a quality workforce To be a financially sound organisation To achieve a contract model that links activity to payment To be recognised as a provider of safe and innovative services that helps Commissioners achieve their outcomes How the report supports achievement of the Trust objectives: Results demonstrate high levels of staff engagement. 82% of respondents would recommend the Trust as a place to receive treatment. The results demonstrate that our staff recommend our Trust as a place to work or receive treatment above (better than) average when compared with all community trusts. These results confirm that the Trust has met the two agreed measures linked to our strategic people objective for 15/16. Measure 3a - Staff recommend the Trust as a good place to work to remain above the national average for community trusts. Measure 3b Staff engagement rating to remain above the national average for community trusts. As per first objective above Trust risk register Risk 1320: CQC Compliance Risk Risk 2261: Staffing Risk Legal and Regulatory requirements: Staff rights and responsibilities NHS Constitution CQC Outcomes Equality and Diversity implications: Objective Achieve an improvement in the percentage of service users who report that they are able to access the Trust services that they require Enhance our approach to involving and capturing the experience of hard to reach / seldom heard / varied community groups Achieve an improvement in the percentage of staff who report that they are able to access training and education opportunities How the report supports achievement of objectives: 84% of respondents have received non-mandatory training, learning or development in the last 12 months. 99% of respondents had received mandatory training in the last 12 months. 2

3 Ensure that the Race Equality Standard is embedded and undertake proactive work around any areas of under-representation identified Four areas relate specifically to the Workforce Race Equality Standard. The answers to these questions will be analysed and action plans developed accordingly. Are any of the following protected characteristics impacted by items covered in the paper YES ALL Age Disability Gender Reassignment Marriage and Civil Partnership Pregnancy and Maternity Race Religion and Belief Sex Sexual Orientation 3

4 1 BACKGROUND INFORMATION 1.1 The National NHS Staff Survey for 2015 ran between September 2015 and December In England 297 NHS organisations took part and over 741,000 NHS staff were invited to participate. 299,000 NHS staff responded which equates to a 41% response rate (42% in 2014). 17 of these organisations were Community Trusts. These are the Trusts that our results are compared against. 1.3 Questionnaires were sent to a random sample size of 711 employees in the Trust. 408 staff responded which is a response rate of 57% (53% in 2014). The highest response rate achieved by Community Trusts was 58%. Response rates have increased year on year in the Trust since 2013 when the response rate was 44%. 1.4 On the 23rd February 2016 the national results were published for all Trusts. The full survey outputs and accompanying documents can be viewed at Headline results were shared with staff immediately and a press release was also issued on the day the results were announced. 1.5 The summary report attached details our overall staff engagement score and gives a full description of the key findings. This includes rankings of our best and worst scores, including comparisons to our 2014 survey results and with other community trusts. 1.6 In addition to the summary report, a more detailed report for the Trust has also been published. This is currently being analysed and will be shared and discussed at our Leadership Forum on 16 th March 2016 and key findings will also be discussed at team/unit level. In addition, the outcomes will be discussed with our staff side colleagues at our next Joint Consultative Negotiating Partnership meeting on 3 rd March As always we will update our current improvement plan in response to this feedback. The fuller report breaks down the results by: Different occupational groups Different staff groups Different directorates Different work groups Different age groups Other demographic groups 2. HEADLINE RESULTS FOR THE TRUST 2.1 In 22 out of the 32 key findings the Trust scored 'better than average' when compared to other community trusts nationally. In addition, in 4 of the key findings our staff rated the Trust as the best in the county when compared to our peers. These areas are: KF5 Recognition and value of staff by managers and the organisation KF8 Staff satisfaction with level of responsibility and involvement KF15 Percentage of staff satisfied with the opportunities for flexible working patterns KF30 Fairness and effectiveness of procedures for reporting errors, near misses and incidents 2.2 There were two areas where the Trust scored 'worse than average'. These were: KF24 - % reporting most recent experience of violence 4

5 KF25 - % experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months 2.3 The Trust's overall staff engagement score remains 'above average' at This is a slight decrease from last year of This indicator is scored on a scale of 1-5 with 3.82 showing as the national average for community trusts. The Trust achieved the 2 nd highest score nationally compared to our peers. The highest was The key finding that has deteriorated since the 2014 survey is KF1 Staff recommendation of the organisation as a place to work or receive treatment. This has decreased from 4.07 to 3.94, however, when compared to our peers this key finding remains better than average. The biggest change was in relation to recommending the Trust as a place to work, therefore, this will be a particular focus of our updated improvement plan and our planned staff engagement events will be helpful in understanding this more. 2.5 In response to the 2014 results the Trust developed an improvement plan which focused on the following key findings. A summary of progress on these findings is show below: Key Finding KF25 - % experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months KF28 - % witnessing potentially harmful errors, near misses or incidents in last month KF16 - % of staff working extra hours KF18 - % of staff feeling pressure in last 3 months to attend work when feeling unwell KF11 - % appraised in last 12 months KF17 - % suffering work related stress in last 12 months Change from 2014 to 2015 Ranking in 2015 Above (worse than) average Below (better than) average 2.5 As detailed above, we will now update our improvement plan in response to these results in partnership with our staff side colleagues. 3 RECOMMENDATIONS 3.1 The Trust Board is asked to discuss and note the outcome of the 2015 National Staff Survey results and next steps in relation to improving the Trust as a place to work. Author s Name Anita Pisani Title Deputy Chief Executive/Director of Workforce and Service Redesign Date 29 February 2016 Appendix National NHS staff survey Brief summary of results from Cambridgeshire Community Services NHS Trust 5

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