#Caring4NHSPeople - virtual wellbeing session 12 August 2020
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![Theme Sub-element Metric
a. Compassionate 5b. I am satisfied with the support I get from my immediate manager
a. Compassionate 8f. My immediate manager takes a positive interest in my health and well-being
b. Inclusive 4j. I receive the respect I deserve from my colleagues at work
b. Inclusive 15a-b. In the last 12 months have you personally experienced discrimination at work?
a. Recognised 5a. I am satisfied with the recognition I get for good work
a. Recognised 5f. I am satisfied with the extent to which my organisation values my work
b. Rewarded 5g. I am satisfied with my level of pay
b. Rewarded 8g. My immediate manager values my work
a. Speak up 17a. My organisation treats staff who are involved in an error, near miss or incident fairly
a. Speak up 17b. My organisation encourages us to report errors, near misses or incidents
b. Improvement 4c. I am involved in deciding on changes introduced that affect my work area / team / department
b. Improvement 8d. My immediate manager asks for my opinion before making decisions that affect my work
a. Safe 12a-c. In the last 12 months how many times have you personally experienced physical violence at work
a. Safe 13a-c. In the last 12 months how many times have you personally experienced harassment, bullying or abuse
b. Healthy 11a. Does your organisation take positive action on health and well-being?
b. Healthy 11c. During the last 12 months have you felt unwell as a result of work related stress?
a. Feedback 8c. My immediate manager gives me clear feedback on my work [excluded in 2020]
b. Appraisal 19b. My appraisal helped me to improve how I do my job [excluded in 2020]
c. Training 19g. My manager supported me to receive this training, learning or development [excluded in 2020]
d. Equal opportunities 14. Does your organisation act fairly with regard to career progression / promotion?
a. Flexible 5h. I am satified with the opportunities for flexible working patterns
b. Workload 6a. I have unrealistic time pressures
b. Workload 10c. On average, how many additional UNPAID hours do you work per week for this organisation, over and above your contracted hours?
c. Pressure 4e. I am able to meet all the conflicting demands on my time at work
a. One team 21a. Care of patients / service users is my organisation's top priority
a. One team 6c. Relationships at work are strained
b. Team effectiveness 4h. The team I work in has a set of shared objectives
b. Team effectiveness 4i. The team I work in often meets to discuss the team’s effectiveness.
7. We are a team
1. We are
compassionate and
inclusive
2. We are
recognised and
rewarded
3. We each have a
voice that counts
4. We are safe and
healthy
5. We are always
learning
6. We work flexibly
“If you can’t measure it, you can’t improve it”](https://image.slidesharecdn.com/14thwellbeingwebinar12-200812145654/75/caring4nhspeople-virtual-wellbeing-session-12-august-2020-20-2048.jpg?cb=1669280641)
#Caring4NHSPeople - virtual wellbeing session 12 August 2020
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#Caring4NHSPeople - virtual wellbeing session 12 August 2020
- 1. We Are the NHS: People Plan 20/1 – Action For Us All Looking After Our People Virtual Community Meeting 12th August 4pm #Caring4NHSpeople Welcome to our weekly wellbeing session: The health and wellbeing of our NHS people during the Covid-19 response
- 2. Introduce yourself in the chat box Say: • Who you are • Where you are today • Your job role • What excites you about the People Plan? • Send to “all participants” To join the wellbeing community list, click on the link at http://horizonsnhs.com/caring4nhspeople/ #Caring4NHSpeople
- 3. Our Wellbeing Community: https://tribe.horizonsnhs.com/ #Caring4NHSpeople To join the mailing list of people who get the information about this community: http://horizonsnhs.com/caring4nhspeople/ #Caring4NHSpeople Staying in touch… To share what you’ve learnt or what’s inspired you during these sessions or even suggest new topics… Get in touch with Zoe! Zoelord@nhs.net
- 4. Introduce yourself in the chat box Say: • Who you are • Where you are today • Your job role • What excites you about the People Plan? • Send to “all participants” To join the wellbeing community list, click on the link at http://horizonsnhs.com/caring4nhspeople/ #Caring4NHSpeople
- 5. We Are the NHS: People Plan 20/1 – Action For Us All Looking After Our People Virtual Community Meeting 12th August 4pm #Caring4NHSpeople Welcome to our weekly wellbeing session: The health and wellbeing of our NHS people during the Covid-19 response
- 6. Aims of the Wednesday sessions • Offer support, ideas, knowledge and wisdom to those with a role in supporting the health and wellbeing of our staff • Share the range of wellbeing support activities that are available • Connect with each other and collectively build our community of those who support the health and wellbeing of our health and care staff Photo by Petr Macháček on Unsplash
- 7. • Welcome – Zoe Lord & Elizabeth Nyawade • Update on the National Support Offer – Sonya Wallbank • We are the NHS: People Plan for 2020/2021 – action for us all – John Drew • The People Promise – Ronke Akerele • People Pulse – Zoe Evans • In Conversation with – John, Ronke & Helen Bevan • Call to action & closing remarks - Elizabeth Nyawade & Zoe Lord #Caring4NHSpeople
- 8. The team today Chat box facilitators Contributors Zoe Lord Facilitators Social Media Leigh Kendall Elizabeth Nyawade Paul Woodley Technical hosts Zarah Mowhabuth YouTube host Dr Ronke Akerele Louise Pratt Dr Sonya Wallbank John Drew Lynsey OgilvieIan Baines Karen Dumain Tej Riat Dr Helen Bevan Zoe Evans
- 9. An update on the National Wellbeing Offer Dr Sonya Wallbank Health and Wellbeing Clinical Lead, NHS England & NHS Improvement #Caring4NHSpeople
- 10. What is your main role in supporting the wellbeing of NHS people and/or people in partner organisations? Pick the MAIN one POLL If you are on YouTube or the poll doesn’t work for you on Zoom, write your number in the chatbox 1. Health and wellbeing lead 2. Occupational Health 3. Trade Union or Professional Association 4. Organisation Development (OD) 5. Diversity and Inclusion lead 6. Psychologist 7. Workforce/HR 8. Line manager/leader/non-exec 9. Coach 10. Other (please specify in the chatbox)
- 11. We are the NHS: People Plan for 2020/2021 – action for us all. 1) I’ve fully read the People Plan 2) I’ve read the summary / parts of it or other people’s views 3) The People Plan is on my list of things to read! 4) I didn’t know there was a new People Plan POLL If you are on YouTube or the poll doesn’t work for you on Zoom, write your number in the chatbox
- 12. John Drew, Director of Staff Experience & Engagement NHS England and NHS Improvement#Caring4NHSpeople We are the NHS: People Plan for 2020/2021 – action for us all
- 13. 13 | Presentation title Finance Activity Workforce
- 14. Bullying & Harassment has not changed much over 5 years 7.89 7.94 7.94 7.87 7.92 7.00 7.20 7.40 7.60 7.80 8.00 8.20 8.40 8.60 2015 2016 2017 2018 2019 13c. . . . . By colleagues – 20.6% 13a. . . . By patients, users, families or public – 28.9% 13b. . . . By managers – 13.1% % reporting being bullied (Acute Trusts, 2019) Specialist Acute & Community Acute MH & LD Community Community, MH&LD Ambulance NHS (All Trusts) Q13a - Patients, users, families, public 19.6% 26.2% 28.9% 32.7% 23.8% 27.3% 47.4% 28.5% Q13b - Managers 11.9% 11.6% 13.1% 11.9% 9.3% 10.7% 15.9% 12.3% Q13c - Colleagues 20.0% 18.5% 20.6% 17.0% 15.2% 16.0% 18.2% 19.0% Q13b & c combined - Managers and/or colleagues 25.0% 23.9% 26.4% 23.3% 20.1% 21.5% 26.8% 24.8%
- 15. Staff engagement has not changed much either EEI (2019), % agree/strongly agree 6.98 7.00 6.97 7.00 7.03 6.00 6.20 6.40 6.60 6.80 7.00 7.20 7.40 7.60 7.80 8.00 2015 2016 2017 2018 2019 I look forward to coming to work – 59.7% I am able to make improvements in my area of work – 55.8% I would recommend my organisation as a place to work – 63.1% Source: NHS Staff Survey
- 16. Engagement scores vary by sector (2019) Max, 1st Quartile, Mean, 3rd Quartile, Min Source: Listening into Action, 2018 Staff Survey results8 Relative staff numbers
- 17. 6.0 6.2 6.4 6.6 6.8 7.0 7.2 7.4 7.6 7.8 8.0 2015 2016 2017 2018 2019 NHS Acutes Royal Cornwall Leeds Bournemouth Special measures Some Trusts have made steady progress (1%/year) The maximum improvement has been 2% /year from a low starting point Trusts in ‘special measures’ lag have a marked gap on staff engagement Some Trusts have made impressive improvements in Engagement Acute Trust examples
- 19. Looking after our people
- 20. Theme Sub-element Metric a. Compassionate 5b. I am satisfied with the support I get from my immediate manager a. Compassionate 8f. My immediate manager takes a positive interest in my health and well-being b. Inclusive 4j. I receive the respect I deserve from my colleagues at work b. Inclusive 15a-b. In the last 12 months have you personally experienced discrimination at work? a. Recognised 5a. I am satisfied with the recognition I get for good work a. Recognised 5f. I am satisfied with the extent to which my organisation values my work b. Rewarded 5g. I am satisfied with my level of pay b. Rewarded 8g. My immediate manager values my work a. Speak up 17a. My organisation treats staff who are involved in an error, near miss or incident fairly a. Speak up 17b. My organisation encourages us to report errors, near misses or incidents b. Improvement 4c. I am involved in deciding on changes introduced that affect my work area / team / department b. Improvement 8d. My immediate manager asks for my opinion before making decisions that affect my work a. Safe 12a-c. In the last 12 months how many times have you personally experienced physical violence at work a. Safe 13a-c. In the last 12 months how many times have you personally experienced harassment, bullying or abuse b. Healthy 11a. Does your organisation take positive action on health and well-being? b. Healthy 11c. During the last 12 months have you felt unwell as a result of work related stress? a. Feedback 8c. My immediate manager gives me clear feedback on my work [excluded in 2020] b. Appraisal 19b. My appraisal helped me to improve how I do my job [excluded in 2020] c. Training 19g. My manager supported me to receive this training, learning or development [excluded in 2020] d. Equal opportunities 14. Does your organisation act fairly with regard to career progression / promotion? a. Flexible 5h. I am satified with the opportunities for flexible working patterns b. Workload 6a. I have unrealistic time pressures b. Workload 10c. On average, how many additional UNPAID hours do you work per week for this organisation, over and above your contracted hours? c. Pressure 4e. I am able to meet all the conflicting demands on my time at work a. One team 21a. Care of patients / service users is my organisation's top priority a. One team 6c. Relationships at work are strained b. Team effectiveness 4h. The team I work in has a set of shared objectives b. Team effectiveness 4i. The team I work in often meets to discuss the team’s effectiveness. 7. We are a team 1. We are compassionate and inclusive 2. We are recognised and rewarded 3. We each have a voice that counts 4. We are safe and healthy 5. We are always learning 6. We work flexibly “If you can’t measure it, you can’t improve it”
- 21. Dr Ronke Akerele, Director of Culture Transformation, NHS England and NHS Improvement #Caring4NHSpeople The People Promise Inclusion and Belonging
- 22. What are the opportunities in the People Promise?
- 23. Zoe Evans, Head of Staff Engagement NHS England and NHS Improvement #Caring4NHSpeople People Pulse
- 24. 24 | People Pulse was launched on 1 July 2020. Participation is voluntary for organisations. Story so far • The Pulse runs in fortnightly cycles – currently in wave 3. So far over 15,000 responses received from participants from 61 organisations. • Results are available to leadership teams in individual Trusts which opted in the survey, as well as regional and national staff engagement and experience teams. 183 organisations have expressed interest since 1 July 75 organisations have confirmed they would implement the People Pulse: 58 Trusts, 15 CCGs, 2 Social Enterprises
- 25. 25 | Colleague feedback Presentation title * The score is an aggregate of results from a number of different questions in the survey 1-19 July 20-29 July
- 26. 26 | Colleague mood Presentation title 1-19 July 20-29 July
- 27. 27 | Practical support Presentation title Wave 2 20-29 July Wave 1 1-19 July
- 28. 28 | Next steps Presentation title 1 An in-depth report will be produced by Karian and Box on 10 August 2020 for consideration of the Senior Leadership Team at NHS England and Improvement 2 SEE Team is seeking a dedicated web page where national results alongside ‘We said, we did’ feedback will be published 3 Create a knowledge repository and a space for participating organisations to share best practice with each other 4 Review of the project in Sept 2020
- 29. In Conversation with… #Caring4NHSpeople John Drew, Director of Staff Experience & Engagement, NHS England and NHS Improvement Dr Ronke Akerele Director of Culture Transformation, NHS England and NHS Improvement Helen Bevan NHS Horizons, NHS England and NHS Improvement
- 30. Very helpfulNot helpful To what extent has today’s session been useful in your own role supporting staff health and wellbeing during and after Covid-19? POLL If you are on YouTube or the poll doesn’t work for you on Zoom, write your number in the chatbox
Editor's Notes
- Zoe
- Who you are and why this is important
- Zoe