Tackling - Bullying Our Staff First Did everything goes as planned? - PowerPoint PPT Presentation

London Social Partnership Forum – Tackling - Bullying Our Staff First Did everything goes as planned? Yes Did you come across any barriers? Have you set specific Staff Side Posts that have high vacancy targets? factor such as nursing will face Improvement of the staff delays if advertised internally first engagement score in the 2017 If so how were these overcome? staff survey results Jobs that fall within the shortage Will the outcomes be occupation group are advertised externally linked to any wider In response to Will success be communicated? It strategy? Retention increasing staff shared quarterly at board Strategy meetings; since 1 April 2017 to engagement score How are you going to end of Q3 a total of 154 staff have The idea of advertising all vacancies internally of 3.79 from 2016 been promoted internally from measure impact? for 2 weeks was shared with staff side staff survey bands 4 to 8c colleagues and after securing agreement, Carry out a topical pulse survey What are the next steps? Evaluate results, one of the communicated to all staff across the Trust on retention with specific success measure after reviewing questions on this scheme actions taken by 2017 staff engagement score The Recruitment team identifies the vacancies the Trust was to and the Communications team publishes the provide promotion bulleting and sends this out to all staff Get In touch opportunities to Please give us contact details on how people can Every Wednesday a vacancies bulletin is sent staff within the get in touch to know more about your project out to all staff listing internal vacancies Our Recruitment and Retention Manager Trust Muazzam.Khokker@candi.nhs.uk No additional resources were required

London Social Partnership Forum – • We exceeded our response Tackling - Bullying rate target and was above S STAFF SURVEY 2017 average for similar sized - ‘We Said We did’ Campaign - organisations. We aimed to increase our • We could have provided London North West University Healthcare NHS Trust response rate by by 6% over more timely feedback to the previous year. Picker as our official response rate would have been significantly higher. We wanted staff to speak and experience the survey • We have more work to do to more positively. LNWUHT is one of the engage areas with low largest an integrated response rates, however this We wanted to demystify the acute community Trusts has provided further survey and draw a direct link in England with a intelligence for targeted OD workforce of 9,200 staff. between the staff voice and work with these teams. Having merged in 2014 improvements in their there was the challenge • We learnt that strong working lives. of creating a new and visibility and local leadership dynamic organisation to is very important in driving deliver excellent care. survey responses. In the last year, we have invested in developing • Incentives are useful our HEART values by engaging our staff to • Comparing team responses create a positive drives healthy competition . workplace for the benefit of our patients.

London Social Partnership Forum – Tackling - Bullying Partnership Development • Reconfirmed formal Barts Health NHS Trust meetings and • Better appreciation of committees to ensure a each ‘ sides’ views, balances and true concerns and desires partnership approach • Practical ways to develop • • Agreed a set of shared There was a the partnership objectives desire on both • Secured support from IPA to help scope ( Inc. support on sides to further options for development • Attain a level of shared practical action such as develop respect and flu vaccinations) Partnership • Secure engagement with all key stakeholder understanding of roles working. on both management and staff side and contributions • Recognition that • Held a series of facilitated discussions, both partnership as separate and then as one group development would benefit an • Defined a set of key work streams to Get In touch external view provide a framework for improved Mireille Brade- Chair of Staff side and support partnership working Mireille.Brade@bartshealth.nhs.uk Liam Slattery – Director of People Services Liam.Slattery@bartshealth.nhs.uk

London Social Partnership Forum – Tackling - Bullying From Well Together to Better Together • Engaged over 200 colleagues in six work streams • North East London NHS Foundation Trust To demonstrate • Achieved cost higher levels of staff reductions engagement • Achieved 1% • Reduce sickness reduction in sickness • Established a steering board with executive absence to 3.7% • Streamlined leadership • Reduce agency spend recruitment • We were Established an operational group to oversee weekly to £30 million actions processes experiencing high • • Improve business Established six work streams, each led by subject • Delivered line levels of sickness matter experts in: processes manager training absence in excess • Recruitment • Improve • • Improved retention Managing Attendance of 5% in many management • Data Quality areas, low levels of • Rostering Systems practices staff engagement • Temporary Staffing • Retention and Well-being and morale and Supported by: spending on • Staff side Get In touch average £40 • Business intelligence million on agency • Training For more information contact • HR bob.champion@nelft.nhs.uk workers • Finance