Action Plan to Improve 2015/16 Staff Survey Results

Transcription

1 TB 076/15 Meeting title Report title Trust Board Action Plan to Improve 2015/16 Staff Survey Results Meeting date 26 June 2015 Lead director Report author FOI status Report summary Purpose Recommendation Kevin Croft - Director of People and Organisational Development Nicola Bell - Head of Learning and Organisational Development Disclosable This paper sets out the key actions proposed by the Trust Executive Committee to achieve an improvement in the Staff survey results in 2015/16. Agree the action plan Action plan approved Corporate objective links CQC standard Identified risks and risk management actions Resource implications Legal implications Equality impact assessment Our patients, Our services, Our people, Our finances Safe, effective, caring, responsive, well-led Not acting on staff feedback and improving their working lives has an adverse effect on patient care and the organisation s ability to deliver is priorities and living its values for 2015/16 Investment is required to support a number of the actions proposed (e.g. additional recruitment) but these resources have been secured through budget setting, separate business case proposal of the QCIP programme. No additional resources are being requested by approval of this paper. None A more structured and consistent approach to access to training or career progression will help reduce the risk of discrimination to staff with protected characteristics. Report history Trust Executive Committee Approval May 2015 Considered by other committees Appendices Trust Executive Committee May 2015 None 1

2 TB 076/15 EPSOM AND ST HELIER UNIVERSITY HOSPITALS NHS TRUST ACTION PLAN TO IMPROVE 2015/16 STAFF SURVEY RESULTS TRUST BOARD MEETING: 26 JUNE INTRODUCTION The March Trust Board agreed the 7 objectives for improving staff survey results The next step from the March discussion was to produce more detailed plans with milestones and timelines. This paper presents those more detailed plans approved by the Trust Executive Committee in May. 2. OBJECTIVES FOR 2015/16 To deliver the Trust s strategy, 25 initiatives have been identified for 2015/16. Action plans have been developed to deliver these 25 corporate initiatives. Of these we have identified 5 key peoplerelated initiatives having the most significant impact on the staff experience as measured by the staff survey. From mapping these and 2 others to our 19 poor areas of the Staff Survey we believe these 7 objectives will enable us to achieve our aim of at least 50% of our staff survey responses being rated above average in These objectives will be the focus of our Staff Survey action plan: 1. Increase our substantively employed clinical workforce by 200+ whole time equivalents (WTEs) by end 2015/16 2. Achieving 95%+ staff having had an appraisal and completed their statutory and mandatory training. 3. Enhance leadership within the trust, in particular by progressing board development, appointing Associate Medical Directors and developing clinical leaders in the directorates. 4. Develop and implement a one team, one trust programme to deliver internal (cross site) and external integration and support the on-going transformation of our services in line with best practice. 5. Patient First established as the primary patient experience improvement initiative 50% of staff to have completed by end 2015/16 Plus 6. Improving people management practices across the organisation, 7. Improving staff engagement and staff survey response rate for ACTION PLAN & MILESTONES Appendix 1 sets out the action plan to date, including key milestones and lead responsibilities from within the People & Organisational Development directorate. 2

3 TB 076/15 4. TRUST BOARD ACTION The Trust Board are asked to approve the action plan.. 3

4 APPENDIX ONE - IMPROVING STAFF SURVEY RESULTS - DELIVERY PLAN TRUST BOARD - 26 JUNE 2015 Completed Plans/processes in place Action required at this point Mile stone missed QUARTER 1 QUARTER 2 QUARTER 3 QUARTER 4 1 Increase our substantively employed clinical workforce by 200+ wte by end of 2015/ Recruitment Targets (pro rata) sw Add Prof Scientific & Technical Additional Clinical Services Allied Health Professionals Healthcare Scientists Medical & Dental Nursing & Midwifery Registered TOTAL Programme Set Up sw Appointment to Head of Nursing and Midwifery Recruitment-in post 5th May 2015 Review current clinical staff in post and vacancy factors by staff group Review turnover by staff group also taking account of seasonal trends Identify number of staff that will need to be recruited to meet turnover figures and increase establishment by 200 WTE 1.3. HCA Recruitment sw Phase 2 of HCA recruitment campaign staff in post Phase 3 of HCA recruitment campaign commence

5 Phase 3 of HCA recruitment campaign continues to staff in post Plan to be in place for HCA recruitment throughout the year Recruitment of HCA to be monitored through Directorate Workforce meeting Identify additional resources required to deliver recruitment plan Funding agreed to support resources required 1.4. RN Recruitment (Overseas) sw Phase 2 of Overseas Nurse Recruitment (Italy) staff in posts Phase 3 of the Overseas Nurse Recruitment Campaign (Spain) Phase 4 of the Overseas Nurse Recruitment Campaign (Italy) Phase 5 of the Overseas Nurse Recruitment Campaign (Spain) Phase 6 of the Overseas Nurse Recruitment Campaign (Philippines) Phase 7 of the Overseas Nurse Recruitment Campaign (India) 1.5. RN Recruitment (UK) sw Epsom Open Day for Registered Nurses Plans to be put in place for St Helier Open Day Evaluation of success of nurse recruitment open days open days Programme of Open Days throughout the year to be put in place if cost effective Rolling adverts to be placed for St Helier for RNs Programme for individual RN adverts for Epsom to be agreed 1.6. Medical Recruitment sw

6 Select Agencies for Overseas and UK recruitment Agree programme of Medical Recruitment with the Agencies Identify additional specialist medical staffing recruitment resources Funding agreed to support resources required Recruitment to additional recruitment posts Recruitment Plans for medical staff by Directorate 1.7. Recruitment to other clinical posts sw Agree with directorates the vacancies by staff group Agree with Directorates a recruitment programme to fill their vacancies throughout the year QUARTER 1 QUARTER 2 QUARTER 3 QUARTER 4 2 Achieving 95% of staff having appraisals and completed their Statutory and Mandatory Training 2.1. Appraisals / Performance & Development Review NB Review appraisal process and documentation Launch process and documentation Deliver workshops Set up for Q1 success including review of spans of control and setting of WIRED to monitor and report stages Quarter 2 - Delivering PBA and PBMs to communicate about reviewed appraisal process to directorates Quarter 3 - Reviewing delivering Quarter 4- End of year review Review automated online tools / systems Appoint preferred supplier Agree system roll-out

7 System configuration/set-up & staff training Implement new system 2.2. Statutory and Mandatory Training NB Benchmark London Trusts Monitor and report compliance Review time taken to complete training programmes and how to reduce Review of online options Set-up new on-line system Move to a more competency-based approach QUARTER 1 QUARTER 2 QUARTER 3 QUARTER 4 3 Enhance leadership within the trust, in particular by progressing board development 3.1. Clinical Leadership & Operational Management Re-design SW TEC Discussion Feedback on proposals Final TEC approval Board Approval Job descriptions released Appointments confirmed Go-Live 3.2. Board Development NB Trust Board Diagnostic Board Development plan approved by Board Commission support for longer-term board development Board development activities

8 3.3. Executive Team Development KC Business planning workshop Needs analysis Agree team development plan Team development activities 3.4. Directorate Management Team Development NB Needs analysis Agree team development plan Team development activities Agree 2016/17 development plan 3.5. Wider leadership development Agree senior leader composition Quarterly leadership development events 3.6. Introduce structured approach to talent management and succession planning Commission external support with London Leadership Academy funding ( 10k) Stakeholder engagement in system design Approve system design & target audience Pilot talent review at mid-year review Conduct end of year review Agree 2016/17 Talent Management actions & priorities QUARTER 1 QUARTER 2 QUARTER 3 QUARTER 4 4 Develop a one team, one trust programme to deliver internal and external integration and support the on going transformation of our service in line with best practice 4.1. Improving team effectiveness NB

9 Meet with Aston to understand options to support across site integrated working to include: Pilot Team journey online for managers Review potential of using Kings Fund Cultural assessment tool Review impact on 'One Ward, One Team' initiative Produce plan of Options for TEC 4.2. Improve integrated working across teams, sites and sectors NB Plan to be developed 5 Patient First is established as our primary experience improvement initiative across the trust with 50% of staff having completed the programme 2015/16. Evidence of continuous change & improvement. QUARTER 1 QUARTER 2 QUARTER 3 QUARTER Corporate sessions NB Identify dates/ venues for corporate sessions up to end Q2 Communicate sessions and book staff Delivery of sessions by TEC members Review further sessions required for Q3 and 4 Embed patient First actions into the new appraisal system Input all activity and report via WIRED top patient First Steering group 5.2. Directorate led sessions DMTs to deliver local sessions DMTs report activity and actions to Patient First Steering group each month 5.3. Evidence of Continuous change Agree impact assessment tool

10 Directorate reports to Patient First Steering Group Follow-up Patient First participants for feedback on progress Patient First Conference Further action to be agreed QUARTER 1 QUARTER 2 QUARTER 3 QUARTER 4 6 Improve staff engagement and motivation demonstrated by having a least 50% of our staff survey Reponses rates above average 6.1. Improving People Management practice NB Develop 'Managers Framework for individual and team effectiveness Re-communicate the online resource Establish an APPRECIATE Faculty Review/ refresh existing APPRECIATE programme Deliver APPRECIATE Programme Develop Mentorship scheme for managers/supervisors Implement scheme Develop options for Action Learning Sets by bands groups 6.2. Improving staff engagement & staff survey response rate NB/LT Develop trust wide approach to staff engagement through establishing a Staff Engagement Group: Request for volunteers to form SEG Set up first SEG meeting - Monthly promotion of 'you said we did' key messages from Staff survey incorporating SFFT SFFT to incorporate 'you said in Staff Survey we did ' key messages plus one other question - June will be linked to managers - Poster campaign Set up communication plan for 2015 Staff survey to include distribution, count down, confidentiality etc.

11 Deliver plan Receive 2015 survey results Action planning for 2016/17 informed by 2015 results 6.3. Pro-Active Health and Wellbeing SW Plan to be further developed 6.4. Incident feedback Review the effect of the new incident reporting system on feedback given to staff Develop mechanisms for assessing and reporting effectiveness of staff feedback from on-line system Further action to be agreed