STAFF SURVEY 2013 UPDATE

Transcription

1 STAFF SURVEY 2013 UPDATE PAPER SFT 3533 PURPOSE : To update the Board on the action plan to address the areas identified for improvement from the results of the 2013 staff survey. MAIN ISSUES: The April Board Paper SFT 3508 reported on the Salisbury NHS Foundation Trust results in the national staff survey that ran during the autumn of Although the results were good overall there were a number of areas identified for improvement. The areas for improvement were identified as : Appraisals. Our results show that we have not only sustained but improved still further on our performance since 2010, reflecting the continued management focus in this area. For the first time this meant our scores were better than the average acute Trust, however we are not at the target we have set ourselves and wish to continue to improve our performance on both the quality and quantity of appraisals. We will seek to retain our overall Trust performance to above average compared to other acute Trusts by the time of the next staff survey, with a stretch goal of moving into the top 20% of the benchmark. % witnessing potentially harmful errors, near misses or incidents in the last month: Our results show that slightly more staff are witnessing potentially harmful errors, near misses or incidents than last year and more than the average acute Trust. Whilst this increase can be interpreted as our staff being very aware of the potential for harm in a culture where ensuring patient safety is paramount this is not how it is interpreted nationally. We need to investigate and understand better the reasons for these results so we can develop a remedy. % experiencing physical violence from patients, relatives or the public in last twelve months. Any form of physical violence is unacceptable and therefore is an area in which we must continue to strive to improve in keeping with the Trust values. This result is worse than average for an acute Trust and is an area the Trust wishes to improve. The actions developed this year will focus on 'hot spots' and develop more focused remedies for these areas. Our Target for 201 3/1 4 is to reduce the number of instances of violence and to move our scores to at least average compared to other acute Trusts. % suffering work related stress. This score has increased significantly since 2011 and despite still being in the best 20% of acute Trusts it is unacceptable to have nearly 1/3 of staff saying that they have suffered work related stress. We will continue the work we began in 2013 to provide staff with appropriate support and guidance to improve these results and reduce the overall result.

2 THE ACTION PLAN The Deputy Director of Human Resources, together with the members of the Operational Management Board, has developed an action plan to target actions within all of these areas. The action plan is available on the website. The action plan also identifies specific staff groups or directorates where their results were particularly requiring attention. The action plan includes actions to:- Monitoring themes and trends from reported incidents in order to take appropriate remedial action Introducing an electronic system for recording incidents (DATIXweb) and associated education of staff Target work in those areas of the Trust with incidents of violence to identify risk areas and develop remedies Monitor incidents of violence and identify appropriate remedial action Seek to employ a Registered Mental Health Nurse within Occupational Health Continue to provide workshops for staff on stress management Launch the new policy Psychological wellbeing at work Continue with the focus on ensuring all staff receive an annual appraisal Implement and embed the new SpIda performance appraisal recording and reporting system Issue guidance and supporting information on using the new SpIda system and good practice appraisal guidance Run workshops on how to get the most out of appraisals for staff Progress with the action plan will be monitored by the Operational Management Board at its July, September and vember meetings and it is proposed that the Trust Board will receive an update at its December meeting. Directorate Action Plans In addition each directorate is developing its own action plan to address areas where more local improvement is required. These action plans will be monitored at the regular Directorate Performance Review meetings with executives..action REQUIRED BY THE BOARD: 1. The Trust Board are asked to note the action plan developed 2. To request a further update to the Board at the December 2014 meeting ATTACHMENTS AVAILABLE TO VIEW ON WEBSITE: Staff Survey Action Plan June 2014 AUTHOR: TITLE: Jenny Hair Deputy Director of Human Resources

3 Staff Survey Action Plan 2013 Finding KF 13 37% of staff witnessed a potentially harmful error, near miss or incident in the previous month compared with 35% in 2012 and a national average of 33%. This was in the worst (highest) 20% of acute Trusts Implementation of DATIXweb and associated education relating to the reporting of incidents and escalation within the Trust. Monitoring of near misses for themes and trends. Head of Risk September 2014 KF 16 Scores high in nurses, other registered nurses, doctors, Medicine, MSK and CSFS directorates, full time staff, men and those not disabled 17 % experiencing physical violence from patients, relatives or the public in the last 12 months. Trust score worse than average for acute Trusts where average score is 15% Occurrences amongst nurses, nursing assistants, mainly in Medicine and MSK directorates, full time staff, and those aged 16 to Set up a task and finish group to scope the problem, review incidents and decide on actions to reduce physical violence. Include management staff in medicine and MSK, Risk. 2. Meet with Nursing assistants and junior nurses from Medicine wards, Spinal, ED, MSK wards to understand the view of affected group regarding the causes of violence and what we can do to reduce the risks. Also seek to understand the impact of physical violence on staff. 3. Monitor incidents of violence through V&A sub-group and set up a system for follow up in areas where this isn t done. 4. Continue to work on specialling patients through the Reducing Agency Spend group. Directorate Senior Nurse, CSFS June 2014 July 2014 Ongoing at Monthly meeting Ongoing at monthly meetings

4 Finding KF 11 32% of staff suffering work related stress in the last 12 months (the same as in 2012 and compared to 22% in 2011) 2013 national average of 37% for acute Trusts. Our score is still in the best (lowest) 20% compared with all acute Trusts Scores highest for nurses, other registered nurses, other Scientific and Technical, other allied health professionals, CSFS Directorate, full time staff, staff aged 31 to 40, and white staff. The Stress Action Team will continue to meet during 2014/15 to explore and offer organisational support to reduce staff stress wherever possible. This will link into the Shape up at Salisbury initiative. Consideration to the inclusion of a Mental Health Nurse in OH will be given dependant on available funding. There will also be closer links made between OH, Staff Counsellor and Clinical Psychology to improve staff support on areas of stress management. The Staff Counsellor will provide workshops on stress management for all staff which will include elements of personal resilience. The SAT will investigate the use of i-resilience tool to complement current offering. Management support in how to identify stress and what to do about it will be offered through HR Managers, Occupational Health, Education and the Staff Counsellor. It will be further strengthened by the launch of the new Psychological Wellbeing at Work Policy which also provides clarity and guidance for both managers and staff. Director of HR and OD/ Stress Action Team March 2015 To make a bid to the Charitable Trust Fund to employ a Registered Mental Health Nurse 2 days a week to provide specialist support to Occupational Health on mental health issues, which would include stress. This role could also be developed to provide training for managers on how to identify and manage mental health issues including work related stress. Shape Up at Salisbury Initiative Bid due to go to Charitable Trust Fund meeting in May Implementa tion would be

5 Finding dependent upon funding being agreed. To make a bid to the Charitable Trust Fund to fund a series of courses on Acceptance and Commitment Therapy. This type of therapy can be used as an intervention for stress, anxiety, depression, chronic pain and would be in addition to the Staff Counsellor. Shape Up at Salisbury Initiative October 2014 To deliver a series of Mindfulness workshops for staff and to investigate whether ther e is a need to develop an inhouse mindfulness coach. Shape Up at Salisbury Initiative October 2014 KF7 86% of staff had received an appraisal in the previous 12 months (68% in 2010 and 80% in 2012) national average 84% - this Trust now better than average compared to acute Trusts These good rates need to be sustained. In a few areas rates still need to be ie CSFS, Medicine and Surgery Directorates, Nurses and other registered nurses, Medical directorate and Surgical directorate, staff aged 16 to 30, part time staff. Continuation of appraisal compliance through directorate performance reviews. 90% achieved, 100% stretch target. Provide appraisal training workshops for senior medical staff to increase the number of appraisals. Directorate Management Teams Lead Medical Appraiser Regular 3:3 meetings June 2014 KF8 41% of appraisals were well structured (agreed clear Focus groups to be run during May to ask staff how they can get the most out of Head of Learning Development Feedback to OMB and

6 Finding objectives, were helpful in improving how they do their job, left appraisee feeling valued by the organisation) compared to 36% in The national average in 2013 was 38%, trust results were better than average for acute Trusts Scores particularly low in.the following groups: Medical staff, Admin and Clerical, Surgi cal directorate, staff aged over 51 and between 31 and 40 and white staff their appraisal. Participants to be sought via Broadcast. Feedback to the OMB/DMTs once completed. To run additional training sessions for appraisee s on How to get the most out of your appraisal. Issue objective writing materials onto the Intranet (SMART, golden thread) and communicate information to staff/managers via Broadcast, cascade brief, HR Newsletter. Design and issue a crib sheet to enable the Appraiser and Appraisee to prepare for their appraisal. This is to be made available on the intranet and SpIda. Issue information on the intranet to support and enable the appraiser and appraise get the most out of the appraisal discussion. Documents include leaflets on 10 top tips for performance discussion, what is a performance appraisal discussion, steps on how to undertake a performance appraisal discussion. Follow up with communications via broadcast, cascade brief, HR Newsletter. Start early June and run 1 per month until March 15 Directorate HR Manager, CSFS Directorate HR Manager, CSFS DMTs by July. April 2014 May 2014 Action completed Action completed Design a short quality questionnaire that will automatically pop up once the performance appraisal has been completed on SpIda. Development and implementation will be dependent upon IT resources. Directorate HR Manager, CSFS Ready for the next phase of SpIda (poss. Oct 2014)

7 Finding Provide How to get the most out of your appraisal training for medical staff to improve the quality of appraisals. Lead Medical Appraiser October 2014

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