Agenda Item 12.7

Public Board Meeting 7th April, 2016

Staff Survey Presented for: Presented by:

Author:

Information and discussion Dean Royles, Director of Human Resources & Organisation Development Dean Royles, Director of Human Resources & Organisation Development

Previous Committees:

Trust Goals The best for patient safety, quality and experience



The best place to work



A centre for excellence for research, education and innovation Seamless integrated care across organisational boundaries Financial sustainability

Key points This paper presents an update on the 2015 staff survey results.

For discussion and review

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1. Summary The annual NHS staff survey was published on the 23rd February 2016 and was completed by over 7,400 members of staff. This paper will outline the key findings from the staff survey, highlighting achievements and detailing actions over the next year. 2. Background The annual NHS staff survey provides a snapshot of employee’s experience against 32 key findings grouped according to four of the seven pledges to staff in the NHS Constitution, which was published in March 2013: Staff Pledge 1 To provide all staff with clear roles, responsibilities and rewarding jobs. Staff Pledge 2 To provide all staff with personal development, access to appropriate education and training for their jobs, and line management support to enable them to fulfil their potential. Staff Pledge 3 To provide support and opportunities for staff to maintain their health wellbeing and safety Staff Pledge 4 To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. An additional three themes are also included:   

Equality and diversity Errors and incidents Patient experience measures

In 2015 a full census survey was undertaken for the first time. Significantly more LTHT employees shared their experiences than any other trust nationally, the top five trusts are shown below. Trust Leeds Teaching Hospitals NHS Trust Guy's and St Thomas' NHS Foundation Trust Portsmouth Hospitals NHS Trust Barts Health NHS Trust South Tees Hospitals NHS Foundation Trust

Number of responses 7,480 4,454 4,295 4,185 3,898

LTHT achieved a return rate of 50.1% which compares to a national average return of 41%. 2.1 Key Findings National and Local Comparisons Overall, LTHT has improved in most areas and has improved at a faster rate than the rest of the NHS. The Trust has moved from a position where we were lagging behind the national 2

average to one where we are now roughly in line with the national average. LTHT is the most improved Trust in the country with improvements in 13 of the key findings. Staff Engagement A key measure from the staff survey is staff engagement, which looks at three areas of staff advocacy, motivation and ability to contribute to improvements. The organisation has seen a steady increase in the staff engagement score, which demonstrates the impact the Leeds Way is having. In addition employee’s engagement score is now very close to the 2015 national average for acute trusts. Engagement Score 4

3.44

3.61

3.66

3.76

3.79

2013

2014

2015

National Average 2015

3 2 1 2012

Staff recommendation as a place to work or receive treatment LTHT staff are reporting that their experiences around treatment of patients and of the trust as a place to work are improving year on year. Your trust in 2014

Your trust in 2015

Average (median) for acute trusts in 2015

Q21a

Care of patients / service users is my organisation’s top priority

67%

75%

75%

Q21b

My organisation acts on concerns raised by patients / service users

68%

72%

73%

Q21c

I would recommend my organisation as a place to work If a friend or relative needed treatment, I would be happy with the standard of care provided by this organisation

53%

58%

61%

63%

69%

70%

Staff recommendation of the organisation as a place to work or receive treatment

3.59

3.72

3.76

Q21d

KF1

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Equality and Diversity The results of the staff survey are reviewed against four protected characteristics of age, gender, disability and ethnic background. Key findings to note are:  That staff experience has improved between 2014 and 2015 across the majority of key findings.  Our disabled workforce are consistently reporting that their experience is below the trust average. Under the “Our People (Staff and Volunteers) are supported and engaged” workstream the Trust has set two targeted ambitions around the experiences of our staff with protected characteristics:  We will improve the results of the 2 staff survey key findings (in respect of discrimination and equal opportunities) for our Black Asian and Minority Ethnic staff by closing the gap by 50% for experiencing discrimination (25% in 2014 against Trust average of 12%) and improve the score for believing the Trust provides equal opportunities by closing the gap by 50% (70% in 2014 against Trust average of 86%).  We will take positive steps to increase the staff engagement score for our disabled staff and close the gap by at least 50% by 2020. 2014

2015

White

BAME

% Gap

White

BAME

% Gap

% Experiencing discrimination at work in last 12 months

12%

25%

13%

8%

21%

13%

% believing the organisation provides equal opportunities for career progression / promotion

86%

70%

16%

88%

77%

11%

Disabled

Not disabled

% Gap

Disabled

Not disabled

% Gap

3.45

3.71

7.5%

3.59

3.79

5.6%

Overall staff engagement

The data shows that the gap has closed for all three key findings, and we are on track for achieving our five year targeted ambitions of 50% by 2020. Key Achievements LTHT scored highest nationally for key finding 11, Percentage of staff appraised in the last 12 months, 95% compared to the national average for acute trusts of 86%. Other areas where performance was better than the national average were: 4

 Percentage of staff experiencing physical violence from patients, relatives or the public in the last 12 months.  Percentage of staff feeling pressure in the last 3 months to attend work when feeling unwell.  Percentage of staff reporting good communication between senior management and staff. Areas where staff experience has improved the most are shown in the table: Key finding

Trust score 2014

Trust score 2015

Percentage of staff feeling pressure to attend work when feeling unwell (lower score is better) Staff motivation at work Percentage of staff witnessing potentially harmful errors, near misses or incidents in the past month (lower score is better) Percentage of staff experiencing physical violence from staff in the last 12 months (lower score is better) Percentage of staff able to contribute towards improvements at work

65%

56%

3.78 36%

3.89 32%

3%

2%

64%

68%

Areas for Development There are only two areas where the experience of LTHT staff has deteriorated since 2014. Key finding

Trust score 2014

Trust score 2015

Percentage of staff reporting errors, near misses or incidents witnessed in the last month Percentage of staff working extra hours

92%

88%

69%

72%

LTHT staff are also reporting that they are less likely than the national average to report their most recent experience of violence and to report their most recent experience of harassment, bullying or abuse. There will be an organisational campaign to encourage staff to report incidents, violence and bullying in order to address the trend of not reporting. While staff are reporting that they are working extra hours, they have also reported that they feel less pressure to attend work when unwell compared to 2014, 65% in 2014 compared to 56% in 2015. Over the last two years work has been on-going to increase the number of nurses in the trust, with the number of substantively employed registered nursing and midwifery staff rising from 3625 in January 2014 to 3796 in March 2016, which should result in fewer staff working extra hours in the future. 3. Development Work Work is underway to look at the information from the staff survey at a Trust, CSU, departmental and team level. In order to support CSUs in analysing, communicating and 5

taking action on the results, CSUs are being asked to complete a standard one page document which highlights:   

Strengths Areas for improvement Action areas

This template is also available for departments and teams to use. Further support will be provided over April and May where CSUs and Corporate functions will be invited to attend a series of four workshops which will enable them to ask their staff what improvements they want to see and agree an action and communication plan. 4. Financial Implications and Risk The financial implications associated with delivery of the staff survey are managed through the HR budget plan. Risks associated with the staff survey are managed through the People/HR Risk Register and are also reported as part of the work stream updates to the Staff Engagement Group. 5. Communication and Involvement At an organisational level key messages from the staff survey are being shared through team brief, Start the Week and InTouch. CSUs are being supported to work with their staff to identify key actions and share messages through appropriate local channels. 6. Equality Analysis Staff survey results have been analysed under each of the four protected characteristics of age, gender, disability and ethnic background. 7. Publication Under the Freedom of Information Act This paper will be made available under the Freedom of Information Act 2000. 8. Recommendation The Trust Board is asked to review and note the findings from the NHS National Staff Survey.

Dean Royles, Director of Human Resources and Organisational Development March, 2016

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