VALUES & BEHAVIOUR FRAMEWORK. "Truly integrated care centred on the needs of the individual" Respect. Fairness & Equality. Trust.

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1 @PowystHB #chat2change #workinpowys Respect Fairness & Equality Kindness & Caring "Truly integrated care centred on the needs of the individual" Trust Integrity Working Together VALUES & BEHAVIOUR FRAMEWORK

2 Our Values As part of Chat to Change, we have engaged with our staff to identify the values and behaviours that describe the way we do things in Powys. The values and associated behaviours were developed at the 3 Chat to Change workshops that were held in September and October They have been further developed by the Chat to Change Champions and the values are listed below surrounding the Health Board s vision statement. Respect Fairness & Equality Trust "Truly integrated care centred on the needs of the individual" Kindness & Caring Integrity Working Together Our Values - Our values are the things that we believe are important in the way we live and work. They are our guiding principles - All of the values have equal status - Values are usually invisible (like an iceberg, they are the ice below the water) - Values on their own can be meaningless, if they are not matched to our behaviours Our Behaviours - Behaviours are the things that we do and say, the way that we act - Behaviours are visible (like an iceberg, they are the ice above the water) - Our behaviours impact on how we feel about ourselves and how we make others feel - When the things that you do and the way that you behave match our values, life is usually good we are satisfied and content. When behaviours don t match values, that s when things feel wrong and can be a source of dissatisfaction and unhappiness.

3 What could be the benefits for staff working in Powys? At the Chat to Change Workshops, staff identified what they felt could be the positive impact of what difference working in a way which reflected identified values and behaviours could make. This is what they said: What will I see? What will I hear? How will I feel? Happy staff Happier patients Improved relationships (clients, patients and colleagues) Professionalism High morale Better team working Less staff turnover Reduced stress and sickness Equal opportunities Less conflict. New Ideas Hear more Less whinging People telling me what a great place Powys is to work in Recommending service to others No blame No judgements Hear what is important to clients/patients Nothing about me without me Given real choice Not disadvantaged More enthusiastic Sense of Purpose Happier in my job Driven Invigorated Greater involvement and ownership Chat to Change is all about making Powys a great place to work and making a real difference for patients and staff and to achieve this, it is important that we start at making sure we have a firm foundation to build on with values and behaviours that apply to all staff and that are understood by all. Once we have these values and behaviours in place, we can then look to how they can be applied to: - Recruitment of staff - Training and Development - Study leave - Appraisals How the values and behaviours link together 1 - Each of the values are described - The expected behaviours are described in terms of what will I see, what will I hear and how will I feel? - The expected behaviours for each of the seeing, hearing and feeling category. - A description of how these behaviours can contribute to creating successful teams, delivering excellent service which is what we want to achieve within Powys. - A quote or picture to further describe the value - Examples of the behaviours which do not support our values 1 We wish to acknowledge the work of Wiltshire County Council on which the format for our framework is based

4 Respect Respect is treating others as we want to be treated ourselves. What will I do? What will I say? How will I feel? What will I see? What will I hear? How will I make others feel? Good manners Positive body language Active listening. Please and Thank You Being called by my correct name Valued Listened to Good about yourself Worthy Punctuality What do you think? Spending time with people How did I do? Smiling How these behaviours create successful teams delivering excellent service When Respect is not demonstrated Being respectful to one another, valuing and listening to different viewpoints leads to the creation of positive relationships and improved decision making. You are disrespectful, insensitive or unhelpful to people and your manner causes upset to others. Not saying thank you You make little or no effort to understand things from other people s point of view People are upset by how you do things You allow disrespectful or discriminatory behavior to take place. Not involving people because they may have a different viewpoint to you

5 Integrity Integrity is living true to your values, true to your word and true to your principles. Doing what you said you would do and communicating if you can not. What will I do? What will I see? What will I say? What will I hear? How will I feel? How will I make others feel? Being true to our words Acting in the best interest of others or the organisation People taking responsibility, do what you say you will do People doing the right thing (even when it is hard to do!) The truth Straight talking Honest conversations Honest feedback It s my responsibility We can learn from this Safe Confident in the system Recognized Responsible Informed Confident to try new things How these behaviours create successful teams delivering excellent service When people do what they say they are going to do every time, everyone becomes dependable and reliable. With integrity there is assurance that we all are doing our best. When Integrity is not demonstrated Being out for yourself Not owning up to a mistake and even worse letting others take the hit You tell lies You don t follow policies and procedures Taking credit for other people s work People abusing the system

6 Working Together Working Together is about having great teamwork and good team building on shift, in departments, across departments and partner organisations. It is about understanding and appreciating the big picture and how the pieces ALL work together. What will I do? What will I see? What will I say? What will I hear? How will I feel? How will I make others feel? Co-operation Shared understanding Achievements and Success Joined up working Praise Encouragement Laughter Well done Great teamwork Connected Pride Supported United Motivated Positive How these behaviours create successful teams delivering excellent service When we ALL work together, there is great enthusiasm and energy in our teams. We are efficient and have a lot of PRIDE in what we do and can do together. Working Together we can achieve MORE! When Working Together is not demonstrated You are not a team player You put up barriers to effective team working You have a hidden agenda and play power games You show little sign of co-operating or working in partnership You make decisions affecting others in isolation You don t seek the opinions or ideas of others

7 Trust Trust is about having the confidence in each other s ability and capability to deliver the best service in a reliable and excellent way. It is what makes us work well together and why we are trusted to care by all our patients. What will I do? What will I see? What will I say? What will I hear? How will I feel? How will I make others feel? Tasks delegated are completed People being given information to make an informed decision A track record of results Continuous improvement Sharing the learning I know you can do it People talking about others as if they were present Learning from mistakes Empowered Enabled Encouraged Trusted Uplifted Involved How these behaviours create successful teams delivering excellent service Trust is the magic that creates reliability and enables us to produce and deliver excellent results time after time. Without TRUST trustworthy leadership, trusting patients and trusting staff- we cannot achieve anything. When Trust is not demonstrated You adopt a command and control approach You think only you can do things right You manage your time poorly and do not deliver what is expected of you. You don t act on feedback that can lead to improvement You keep information to yourself and use it to your advantage Overpromising and underdelivering

8 Kindness and Caring Kindness and Caring is about showing genuine concern for others, especially in moments of weakness or when vulnerable. What will I do? What will I see? What will I say? What will I hear? How will I feel? How will I make others feel? Open body language and eye contact Opportunities for questions Genuine concern Sincerity Empathy Silence (when appropriate) Reassurance Are you okay? How can I help? Reassured Understood Secure Cared for Supported How these behaviours create successful teams delivering excellent service Everyone who works in the Health Board in some way contributes to patient care. Being able to appreciate and accommodate staff and patients in a heartfelt way that reassures them that they matter and are valued boosts morale and confidence. Happy, cared for staff leads to happy, cared for patients. When Kindness and Caring is not demonstrated You hit the target but miss the point You go through the motions, ticking the boxes You don t help people when you could You cause upset and distress to others through your actions

9 Fairness & Equality Fairness and Equality is about ensuring that we do not disadvantage anyone in everything we do. We aim to have one approach to all and for all. What will I do? What will I see? What will I say? What will I hear? How will I feel? How will I make others feel? All staff being able to achieve their potential Principles applied fairly to everyone Compliance with equality policies Transparency Consistent approach Difference being valued Quiet people speaking Decisions with explanations That seems fair That s very clear and transparent Wanted Needed Respected Involved Fairly treated How these behaviours create successful teams delivering excellent service Fairness & Equality ensures that we provide equal opportunities for all staff. There is a zero tolerance on discrimination of any sort between staff or towards our patients. All members of the team are equally encouraged and enabled to be their best. When Fairness & Equality is not demonstrated You show favoritism You are judgmental You deliberately exclude others from activities when you know they could benefit from being involved You make little or no effort to understand things from another person s view point You are disrespectful You allow disrespectful or discriminatory behaviour to take place

10 We would love to hear your views about our Values and Behaviours Framework for the Health Board The values and behaviour framework were developed by staff who attended the 3 Chat to Change Workshops in September and October of last year and further developed through the Chat to Change Champions. As the values and behaviours have already been developed in partnership with staff, we are not seeking views on these but we would like to know whether we will be able to apply them in practice consistently and how easy the framework is to understand. Question Yes No Partly or Maybe If No, Partly or Maybe, please suggest how improvements could be made Are the values and behaviours: - Understandable? - - Achievable? - Inspiring? - Will everyone know when they are being done right/put into practice? - Will everyone know when they are not being practiced? If everyone behaves in this way, will it help to make Powys a great place to work? In the bottom left hand corner Do you like the quotes, pictures or both? Please tick relevant box What Works Well? Quotes Pictures Both Comments What could be improved? Any other suggestions for improvement: Please return via to Chat2change.Powys@wales.nhs.uk or send the last page to Chat to Change c/o Workforce and OD, Hafren Ward, Bronllys by 26 th April at the latest

11 Equalities Form The aim of requesting this information is to improve our understanding of the make up of the workforce responding to the consultation on the Powys thbs Values and Behaviours Framework. We also want to make sure that the Framework itself is representative of the minority and marginalised groups regarded as protected under Equality Legislation and the diversity of the workforce. We recognise that you may feel that the information requested is sensitive or irrelevant. Completion of the form is anonymous and entirely voluntary. An option to prefer not answer is included for most questions. The form includes equalities questions relating to the 9 protected characteristics, (Equality Act 2010), national identity, work patterns, flexible working, caring responsibilities, pay grade and job type and social mobility and caring responsibilities. You only need to answer the questions you feel comfortable with but the more you answer the more useful the information will be to us in deciding whether or not we need to speak further to any specific groups. Questions: Age Under 25 Over 50 How would you describe your national identity English Welsh British Other Prefer not to say What is your ethnicity? This is not about nationality, place of birth or citizenship. Rather it is about the group to which you as an individual perceive you belong. Asian/Asian British Black/African/Caribbean/Black British Mixed/multiple ethnic groups White Other Ethnic Group Please describe your gender identity Female (including male to female trans women) Prefer not to say Male (including female to male trans men) Other Prefer not to say Is your gender identity different to the sex you were assumed to be at birth? Yes No Pregnancy and Maternity as a woman are you pregnant, on maternity leave or returning from maternity leave Yes No Prefer not to say Do you consider yourself to be deaf or disabled? Yes No Prefer not to say If yes please state the nature of the disability Nature of disability

12 What is your sexual orientation? Heterosexual/straight Gay woman/;lesbian Gay man Bisexual Questioning/undecided Other Prefer not to say What is your religion or belief? Religion or Belief: Prefer not to say What is your current working pattern? Full Time Part Time Prefer not to say Are you married or in a civil partnership Yes No Prefer not to say What is your flexible working arrangement? None Arrangement - please state: Prefer not to say Do you have caring responsibilities? Yes No Prefer not to say Nature of employment The reason for these employment questions is to make sure that the entire workforce has had an opportunity to contribute and that the contributions are balanced. Manager Admin and Clerical Clinician (Non managerial) Clinician (Managerial) Hotel services Other: please state: Prefer not to say Pay Grade/Band. Chat to change process? Did you contribute to the Values and Behaviours Framework either by attending a workshop or in some other way. Yes No If no, we would like to know why I didn t want to I wasn t invited to I wasn t aware. Thank you for completing this form. Please return via to Chat2change.Powys@wales.nhs.uk or send the last page to Chat to Change c/o Workforce and OD, Hafren Ward, Bronllys by 26 th April at the latest