def TRUST BOARD - July 2010 Staff Survey Action Plan Agenda Item: 15 PURPOSE:

Transcription

1 def Agenda Item: 15 TRUST BOARD - July 2010 Staff Survey Actin Plan PURPOSE: PREVIOUSLY CONSIDERED BY: T prvide the Bard with an utline f actins taken/ required t address issues frm the 2009 Staff Survey and the quarterly Pulse Surveys July RAQC IMPLICATIONS: Objective(s) t which issue relates: T imprve cntinuusly all aspects f ur services Risk Issues: Financial: HR: Healthcare/ Natinal Plicy: Links t CQC assessment Nne identified Links t Peple Strategy; the annual Staff Survey is a key cmpnent in assessing impact f the Peple Strategy Participatin in the annual Staff Survey is a natinal requirement Legal Issues: Equality Issues: Nne identified Equality issues are measured by the Survey RECOMMENDATIONS: T cnsider the draft actin plan. DIRECTOR: Directr f Human Resurces PRESENTED BY: Directr f Human Resurces AUTHOR: Training Manager DATE: July

2 STAFF SURVEY ACTION PLAN Staff Pledge 1 T prvide all staff with clear rles, respnsibilities and rewarding jbs 4 Indicatrs in highest/ best 20% f Acute Trusts 1 Average indicatr satisfied with quality f wrk & patient care they deliver, wrking extra hurs (better than 08) agreeing they have an interesting jb, 1 Indicatr belw average fr Acute Trusts Trust cmmitment t wrk life balance wrking in well structured teams Wrk pressure felt by staff (better than 08) 4 Indicatrs abve average fr Acute Trusts Indicatrs in wrst 20% fr Acute Trusts = 0 agreeing their rle makes a difference t patients, feeling valued by wrk clleagues, quality f jb design, using flexible wrking ptins Actins taken that may have led t Actin required t imprve Timescales & respnsibilities imprvements Intrductin f clinical quality audits 1. QTR 2/ Deputy HRD & T&D Fcus n patient experience agenda & resulting imprvements mgr 2. QTR T&D manager & Wider invlvement f staff in clinical pathway re-design cmmunicatin team 3. Onging quarterly Reductin in vacancies including CSW & Band 5 nurse chrt recruitment Imprved appraisal rates & quality Develping perfrmance culture with imprved clarity n pririties 1. Develp a plan fr intrducing team appraisal/develpment t supprt OCH re-structuring/frming new teams e.g. training key peple in divisins t use ATPI team inventry tl 2. Imprve lcal inductin t include infrmatin n team structures & where teams fit with the wider rganisatin 3. Mnitr respnses frm Valuentis Qtr Pulse survey & take necessary actins 2

3 Staff Pledge 2 T prvide all staff with persnal develpment, access t apprpriate training fr their jbs and line management supprt t succeed 2 Indicatrs in highest/ best 20% f Acute Trusts 1 Average indicatr Gd pprtunities t develp their ptential at wrk Receiving relevant training & develpment Having well structured appraisals in last 12m (better than 08) 3 Indicatrs abve average fr Acute Trusts Indicatrs belw average fr Acute Trusts = 0 Appraised in last 12m (better than 08) Appraised with PDPs (better than 08) Indicatrs in wrst 20% fr Acute Trusts = 0 Supprt frm immediate managers Actins taken that may have led t imprvements Increased appraisal training (170 managers trained 09-10) 1:1 appraisal caching & bservatins (55 managers had 1:1s) Imprved mnitring f cmpliance with appraisal cmpletin Increased fcus at PMO & Bard level n appraisal perfrmance Increased number f managers cmpleting leadership develpment prgrammes Actin required t imprve Cntinue t rbustly manage appraisal cmpletin thrugh divisinal perfrmance reviews t ensure further imprvements in appraisal rates 2. Cntinue t supprt managers t cnduct quality appraisals thrugh training & 1:1 caching, leading t an increase in the relevant natinal staff survey scres fr Review appraisal prcess t further imprve effectiveness 4. Mnitr respnses frm Valuentis Qtr Pulse survey & take necessary actins 5. Develp integrated learning & educatin strategy Timescales & respnsibilities 1. Onging Divisinal Directrs & HRMs 2. HR T&D team 3. QTR HRMs & Training Manager 4. Onging quarterly 5. QTR 2 - deputy directr f HR 3

4 Staff Pledge 3 T prvide supprt and pprtunities fr staff t maintain their health, well-being and safety Indicatrs in highest/ best 20% f Acute Trusts = 0 3 Indicatrs abve average fr Acute Trusts Witnessing ptentially harmful errrs, near misses r incidents in last mnth Reprting errrs, near misses r incidents witnessed in last mnth Experiencing physical vilence frm patients/relatives in last 12m 4 Average indicatrs Experiencing harassment, bullying r abuse frm patients/relatives in last 12m Perceptins f effective actin frm emplyer twards vilence & harassment (better than 08) Impact n health & wellbeing n ability t perfrm wrk r daily activities Feeling pressure in last 3m t attend wrk when feeling unwell 4 Indicatrs belw average fr Acute Trusts = 4 Suffering wrk related stress in last 12m Saying handwashing materials are always available (better than 08) Fairness & effectiveness f incident reprting Experiencing harassment, bullying r abuse frm staff in last 12m 3 Indicatrs in wrst 20% fr Acute Trusts Receiving health & safety training in last 12m Suffering wrk related injury in last 12m Experiencing physical vilence frm staff Actins taken that may have led t imprvements 1. Re-launched Dignity & Respect at Wrk plicy 2. Ban Bullying at Wrk Day Actin required t imprve Review mandatry training plicies & rganisatinal infrastructures fr apprving and mnitring mandatry Timescales & respnsibilities 1. QTR 2 Deputy HRD t develp integrated educatin strategy 4

5 3. Regular Trust bulletin articles re D&R at Wrk plicy t raise awareness 4. Dignity & respect training fr managers 5. Revised absence management plicy & prcedures training t incrprate review f training release hurs needed per staff member 2. Intrduce cmpetency recrds n ESR t imprve mnitring and reprting f mandatry training 3. Review incidents with Occupatinal Health & Mving & Handling team & prduce actin plan fr imprvements 4. Plan fr increased prmtin f hand washing facilities 5. Review incident reprting prcedures & make recmmendatins fr imprvements 6. Launch increased access t mediatin service 7. Explre ptins fr enhanced prvider f Emplyee Supprt Service 8. Develp and issue a Bard level statement fr zer tlerance f vilence & bullying harassment 9. Prvide further bullying & harassment training t increase attendance acrss the Trust and supprt a reductin in incidents 10. Cnduct anther Ban Bullying at Wrk Day 11. Arrange assault avidance training 12. Mnitr respnses frm Valuentis Qtr Pulse survey & take necessary actins 2. T&D mgr meeting with ESR cnsultant July OH mgr & Senir M&H advisr - QTR Infectin Cntrl dept QTR 2 5. Risk dept QTR 2 6. Newly trained mediatrs July OH Manager July CEO & EXEC July Onging HR team 10.Equality & Diversity lead QTR Safety & Security manager QTR Onging quarterly 5

6 13.Target areas with high levels f 13.HRMs t wrk with DDs & CDs t reprted vilence & aggressin develp actin plans QTR 2 Staff Pledge 4 T engage staff in decisins that affect them, the services they prvide and empwer them t put frward ways t deliver better and safer services Indicatrs in highest/ best 20% f Acute Trusts = 0 Indicatrs abve average fr Acute Trusts = 0 2 Average indicatrs Reprting gd cmmunicatin between senir management & staff Agreeing that they understand their rle & where it fits in 1 Indicatr belw average fr Acute Trusts Able t cntribute twards imprvements at wrk Indicatrs in wrst 20% fr Acute Trusts = 0 Actins taken that may have led t imprvements 1. LEAN training undertaken invlving wide crss sectin f multi-disciplinary staff t review prcesses & pathways 2. Wide rll ut f prductive ward initiatives Actin required t imprve Prduce and implement Emplyee Engagement Strategy 2. Mnitr respnses frm Valuentis Qtr Pulse survey & take necessary actins Timescales & respnsibilities 1. Deputy HRD QTR Onging quarterly 6

7 Additinal Theme Staff Satisfactin 2 Indicatrs in highest/ best 20% f Acute Trusts Staff jb satisfactin Staff mtivatin at wrk 1 Indicatr abve average fr Acute Trusts Staff intentin t leave jbs (better than 08) 1 Average indicatr Staff recmmendatin f the Trust as a place t wrk r receive treatment Indicatrs belw average fr Acute Trusts = 0 Indicatrs in wrst 20% fr Acute Trusts = 0 Actins taken that may have led t imprvements Increased appraisal rates Reduced vacancies Intrductin f clinical quality audits Fcus n patient experience agenda & resulting imprvements Wider invlvement f staff in clinical pathway re-design Link t respnses KF1 & KF37 staff feel mre mtivated at wrk and are feeling satisfied with the quality f care they are able t deliver Staff awards mre established & represented Onging staff benefits schemes Actin required t imprve Review equality & diversity figures fr prmtins and access t training 2. Publicise psitive figures t raise awareness f gd practice 3. Single Equality Scheme actin plan 4. Mnitr respnses frm Valuentis Qtr Pulse survey & take necessary actins 5. Review varius staff awards schemes t further imprve their effectiveness 6. Cmmunicate success/gd practice frm staff survey as well as actin plan fr future imprvements Actin required t imprve E&D lead, Emplyee Resurcing Mgr & T&D mgr QTR E&D lead QTR E&D lead QTR Onging quarterly 5. Staff awards leads - QTR Members f staff survey grup t liaise with cmms team August

8 Additinal Theme Equality & Diversity Indicatrs in highest/ best 20% f Acute Trusts = 0 Indicatrs abve average fr Acute Trusts = 0 1 Average indicatr Having equality & diversity training in last 12m (better than 08) 1 Indicatr belw average fr Acute Trusts Believing the Trust prvides equal pprtunity fr career prgressin r prmtin 1 Indicatr in wrst 20% fr Acute Trusts Experiencing discriminatin at wrk in last 12m Actins taken that may have led t imprvements 1. Diversity e-learning linked t cre management training curses 2. Diversity cvered in inductin 3. Equality Impact Assessment training Actin required t imprve Review detailed analysis f the survey t understand discriminatin figures & prduce actin plan t imprve 2. Mnitr respnses frm Valuentis Qtr Pulse survey & take necessary actins Timescales & respnsibilities 1. E&D lead QTR Onging quarterly 8