Agenda item A7(i) THE NEWCASTLE UPON TYNE HOSPITALS NHS FOUNDATION TRUST NHS NATIONAL STAFF SURVEY RESULTS 2013 EXECUTIVE SUMMARY This paper summarises the findings of the NHS National Staff Survey 2013. The initial findings outlined in this paper enable comparison to be made with results of the previous Staff Surveys. The results are benchmarked with other acute Trusts. The summary provided by Quality Health, which conducts this survey on behalf of the Trust, clearly shows that in 23 out of the 28 Key Findings, the Trust performs better than average compared to other acute Trusts, and in 16 of the key findings, the score is in the best 20% of acute Trusts. RECOMMENDATION To (i) receive the briefing (ii) acknowledge the results of the Staff Survey report and (iii) confirm required actions. Dee Fawcett Director of HR 19 th February 2014
THE NEWCASTLE UPON TYNE HOSPITALS NHS FOUNDATION TRUST NATIONAL STAFF SURVEY 2013 1. INTRODUCTION This paper summarises the findings of the National Staff Survey 2013. The initial findings enable comparison to be made with results of the previous Staff Surveys. The results are benchmarked with other acute Trusts. In addition, locally, the results of some key scores over the last five years have also been reviewed to identify any particular trends which should be noted. 2 PURPOSE AND METHODOLOGY A standard survey was sent via the internal post to a random sample of 850 Staff from across the Trust in October 2013. A response rate of 52% was achieved which although average for acute Trusts, was lower than the response rate of 56% in 2012. 3 RESULTS The results are arranged under six headings the four staff pledges from the NHS Constitution plus two additional themes of staff satisfaction and equality and diversity. The staff engagement score is calculated using three of the key findings (KF) scores staff ability to contribute towards improvements at work, staff recommendation of the Trust as a place to work or receive treatment and staff motivation at work. In NuTH this score was: Overall: rating of staff engagement 3.89 (out of possible 5) This score was in the highest (best) 20% compared with acute trusts and is an improvement on the 2012 trust score; staff engagement links to several outcomes motivating staff to perform well, being committed to the organisation and acting as advocates recommending the Trust as a place to work or receive treatment. Our results show a sustained improvement over the last five years (see graph below), which is particularly important in view of the proposed Friends and Family Staff test which is going to be introduced in 2014. It could also be a significant factor in the ability to recruit and retain high calibre staff. 1
The top five ranking scores were as follows (average for acute Trusts shown in brackets): % staff saying hand washing materials are always available 76% (60%) % staff receiving equality and diversity training in last 12 months 80% (60%) % staff believing the trust provides equal opportunities for career progression or promotion 96% (88%) % staff suffering from work related stress in last 12 months 30% (37%) (Lower score better) % staff witnessing potentially harmful errors, near misses or incidents in last month 26% (33%) These are also very encouraging scores particularly given our responsibility under the Public Sector Equality Duty to promote equality. However, as a note of caution, whilst the response to the question regarding availability of hand washing materials which is clearly aligned to the key Trust objective of promoting infection control places the organisation in the best 20% of acute trusts, analysis of the last five years Trust score suggests an overall negative trend which should be considered: Where the staff experience has improved has been in response to KF24: staff recommendation of the Trust as a place to work or receive treatment which in 2013 was 4.05 (3.94). This ranking places the trust in the highest (best) 20% 2.
compared with acute trusts, and further analysis, very pleasingly suggests an ongoing improving trend over the last 5 years: The bottom five ranking scores were (average for acute trusts shown in brackets): 1. % of staff feeling pressure in last 3 months to attend work when feeling unwell 30% (28%) 2. % of staff agreeing that their role makes a difference to patients 89% (91%) 3. % of staff reporting errors, near misses or incidents witnessed in the last month 89% (90%) 4. % of staff experiencing harassment, bullying or abuse from staff in the last 12 months 23% (24%) 5. Staff motivation at work 3.88 (3.66) (higher score the better). Point 1 relates to employee health and wellbeing and specifically presenteeism. Point 2 is disappointing but there is also suggestion of a contradiction in the survey information. Staff not agreeing with this statement should gain that understanding from their line managers through the appraisal system, clarity regarding their team purpose, effective feedback to build confidence and support and from those routes understand that everyone is focused on patient needs. The survey results show a positive response regarding % staff having appraisals and a slight improvement on the support received from immediate managers. Regarding point 4 staff turnover can be an indicator of this as an issue. Where the staff experience has deteriorated was % staff reporting errors, near misses or incidents witnessed in the last month, which was 89% compared to the Trust score in 2012 of 96%. This is of particular concern given the investment in the patient quality and safety agenda over the last year, and the wish to create an open culture in which staff feel safe, supported and able to raise concerns. This is suggested as a starting point for our local action plan in response to the staff survey results. Overall Summary of Key Findings The results are very encouraging and improvements we have implemented in response to listening to feedback from staff seem to have been significant. By way of example, the introduction of the Personal Touch Award scheme in 2013 was in response to staff previously informing the Trust, via the staff survey, that they did not feel valued. This staff recognition award scheme should contribute to addressing that concern and provide that assurance. 3
Further, given the body of evidence which indicates the relationship between staff engagement and the enhanced patient experience, there remains the need for ongoing effort to improve our staff engagement. This is achieved through continued improvements in well structured appraisal and feedback processes so that all staff have clear objectives, are motivated to perform their job well, and feel valued and respected for the contribution they make. The role of leaders and managers cannot be overstated in providing effective support and guidance. 4. RISKS AND RISK MITIGATION The risk of not appropriately responding to the findings of the Staff Survey could result in an adverse view of the Trust as an employer of choice. An action plan will be developed to address the key findings, based on further detailed analysis of the data. The additional requirement for a Friends and Family NHS Staff Test (as outlined in Appendix A) to be implemented will require resource. The Finance Director has been informed of this additional requirement and the need to set aside provision for this cost pressure. The Trust is currently considering how to meet the requirement and is seeking costing quotes from third party suppliers to undertake the collection, analysis and reporting of the data. 5 RECOMMENDATION To i) receive this update ii) note the content iii) support development of an appropriate action plan in response to the results and continued staff engagement activity and (iv) agree how best to ensure effective implementation of the FFT Staff test in 2014. Dee Fawcett Director of Human Resources 19 th February 2014 4
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APPENDIX A Friends and Family Test (FFT) for NHS Staff NHS England has mandated that a Friends and Family Test for NHS staff will be introduced from April 2014. This will result in every member of staff being asked two questions four times a year with the objective of encouraging improvements in service delivery. This information is expected to be reported on locally and nationally via Unify2, and this year will be in addition to the NHS Staff Survey; it is also required by the Commissioners and will form 30% of the FFT indicator in the CQUIN targets. The Trust has written to NHS England to express its significant unease with this proposal, not least due to the additional administrative burden which will be placed on the Trust at time of actively trying to ensure greater efficiency, but also due to the additional cost pressure of implementing this requirement. Another potential concern is survey fatigue. The requirements are: To provide staff with the opportunity to respond using a scale between extremely likely and extremely unlikely to the following questions: How likely are you to recommend this organisation to friends and family if they needed care or treatment? How likely are you to recommend this organisation to friends and family as a place to work? In addition, a free-text follow up question must be asked at the same time. Staff must be able to respond to the FFT anonymously, and organisations are also asked to be mindful of their responsibilities under the Public Sector Equality Duty which requires the promotion of equality through our services and have due regard to eliminate discrimination and advance equality of opportunities. The Trust is currently considering the best method of implementation in order to encourage and provide this opportunity to all staff; the Trust Family and Friends project group has expanded its remit to support its introduction. 6