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

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1 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 relationships Fairness Recognition Personal Development Mindset Resources Trust teams Establish staff satisfaction action group including majority staff representatives Establish resource planning group Commission Listening into Action programme Establish staff Friends and Family tests and linked rolling programme of pulse surveys Group in place and terms of reference developed Group in place and terms of reference developed Listening into Action programme commissioned FFT launched and pulse survey programme in place March March End March April Chief Nurse 2013 National NHS Staff Survey and Trust Action Plan, Appendix 1 1

2 1. Resource planning & deployment Resources Staff satisfaction with quality of care they are able to deliver Staff feeling their role makes a difference to patients Work pressure work related stress Staff feeling pressure to work when ill Job satisfaction See separate plan Trust Board and Workforce Committee reports on staff numbers, absence rates, use of agency Quarterly cycle of pulse surveys aligned to national staff FFT Chief Nurse and HRD 2013 National NHS Staff Survey and Trust Action Plan, Appendix 1 2

3 2. Embedding the values Influence Clarity Work relationships Fairness Recognition Mindset Trust Well-being Incident reporting and fairness of procedures physical violence/harassment from patients physical violence/harassment from staff work related stress Staff feeling pressure to work when ill Values based recruitment, induction and performance appraisal Report to Workforce Committee confirming process is in place and is being routinely applied Sample audit of recruitment and appraisal processes to check values based recruitment is taking place Reduced incidents of harassment/aggression monitored through incident reporting Behavioural rating built into Band 7 + appraisal Mystery shopper observations, telephone calls & visits Audit of complaint responses Roll out from April to April 2015 Establish values based reward and recognition Award criteria reviewed Audit of staff September / 2013 National NHS Staff Survey and Trust Action Plan, Appendix 1 3

4 including awards and via staff communications Refocus organisational well being service based on being a caring employer to support staff to remain fit for work/return to work following absence and ensure adequate support for staff in dealing with stress Managers and leaders to model Trust values communications indicates increased reference to values Reduced staff absence due to work related stress Modelling the values behaviour module in leadership programmes 360 degree appraisal of leaders and managers demonstrates behaviour consistent with values Pulse surveys to include questions on behaviours September Roll out from April to April 2015 & C&E D Audit exit interview questions re: how the 2013 National NHS Staff Survey and Trust Action Plan, Appendix 1 4

5 organisation lives by its 3. Appraisal and development Clarity Work relationships Fairness Recognition Personal Development Staff appraised in last 12 months Quality of appraisal Infection control and hygiene Staff receiving health and safety training Staff having equality and diversity training Equality of opportunity discrimination Policies to include reference to how they demonstrate Trust values Incident reporting policies and documentation to promote just culture Develop an annual cycle of objective setting for teams and individuals and appraisal linked to corporate objectives (taking learning from medical appraisal) Develop simplified pro forma and guidance for managers carrying out appraisals Review span of control of managers to ensure number of appraisals each manager is required to carry out is achievable Link appraisal and mandatory training values Policy pro forma and approval process to be amendment to include values test CEG approval Policies and documentation reviewed Annual cycle in place reported to WOW Committee Appraisal pro forma in place Reporting lines reviewed and alternative measures applied no individual has an undeliverable number of appraisals to carry out Pulse surveys and Staff FFT Audit of AFC gateway transition February July 2015 Roll out from April Company secretary Medical Director 2013 National NHS Staff Survey and Trust Action Plan, Appendix 1 5

6 4. Engagement & visibility of senior managers Influence Clarity Work relationships Fairness Recognition Personal Development Mindset Effective team working Support from immediate managers Communication between senior management and staff Ability to contribute to improvements at work compliance to AfC gateways Continued focus on mandatory and role specific training Intensive support package developed for priority teams, with input from best performing teams Mandatory and role specific training compliance monitored through WOW committee and Trust Board integrated performance report Team leaders to be prioritised for Great Line Management Passport Coaching/mentorship for team leaders Specific improvement project identified by each of the priority areas to promote shared purpose and engagement On-going June Resources Trust Roll out of Listening into Action Programme Programme commissioned March Roll out commenced in May priority areas Ensure all significant Major change April 2013 National NHS Staff Survey and Trust Action Plan, Appendix 1 6

7 change plans have a plan for communications and engagement Develop partnership agreement between staff side and management Review of internal communications programmes presented to CEG for approval have a communications and engagement plan Workshop to agree way forward Arrangements for briefing JCNC about proposed changes implemented Partnership agreement in place Develop a rolling programme of senior manager visits to operational areas and a monthly script to support dialogue with teams Communications cells approach in pilot sites (3 priority areas and 3 control group areas) April March June April April Evaluation of communication cells approach June 2013 National NHS Staff Survey and Trust Action Plan, Appendix 1 7

8 Communications cells approach rolled out across Trust (based on evaluation of pilot) September Communications and Engagement Director Intranet full migration July HRD Human Resources Director Organisational Development Director 2013 National NHS Staff Survey and Trust Action Plan, Appendix 1 8

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