5 Boroughs Partnership NHS Foundation Trust Annual ... - Monitor

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Organisational Development This theme relates to how we deliver organisational improvement through our key themes of Employee and Organisational Health and Well-being; Employee Engagement and Trust Values, and Organisational Culture. Furthermore it addresses how we plan, attract, manage, develop and engage our people to deliver our services. We have partially met the objectives agreed with the Trust Board for this year, for these strategic themes. What have we done against this Strategic Objective in 2011/12? Bringing our Values to Life This objective was fully met through the implementation of a year-long Values Implementation Programme. Commencing in March 2011 with the launch of our Values, the programme involved a range of initiatives that would enable our Values to become fully embedded throughout the Trust. These initiatives included the development of a Values intranet page where our staff can post comments and feedback on our Values. Teams have developed their own Team Charters identifying how they will live our Values. Our Values are a key part of our Performance and Development Review experience. Our Values are now part of our recruitment and selection process and are central to our Corporate Induction programme and our Management and Leadership Development framework. In addition, the Trust’s Recognition Scheme has been further enhanced to integrate our Values. This includes the development of a range of electronic message cards the launch of two new awards – ‘Team of the Month’ and ‘Work-Based Learner of the Year’ - and a Messages of Appreciation webpage. Coaching Culture Programme At our original Values Development workshops, people identified a number of key themes which they believed should characterise and enhance the culture of our Trust. They included: respect, professionalism, a ‘can do’ attitude, openness and honesty. In particular, points were made regarding the development of a culture that supported a problem-solving approach whereby individuals felt empowered to make decisions and think creatively. In response to these points we have put together a programme to support a culture of coaching and coaching conversations throughout the Trust. The purpose is not to develop every senior leader as an internal coach; it is to facilitate the development of a coaching culture throughout the Trust. The Coaching Culture Programme was launched in September 2011 with 40 of our most senior leaders undertaking a programme of development to enhance their skills and knowledge of the coaching principles and style that will support our coaching culture. Phase two of the programme, which will be rolled out to our wider management and leadership community, commences 60 Annual Report and Annual Accounts 2011-12
in April 2012. By April 2013 more than 200 managers and leaders will have completed the programme. This will be complemented by a cohort of our leaders undertaking a more intensive coaching programme leading to Post Graduate Certificate in Business and Executive Coaching. Implementing the Health and Well-Being Strategy for our People This objective was partially met. The last 12 months have been a successful year for our Trust with regards to developing the health and well-being of our people. In recognition of this our Trust was awarded a Gold Certificate from Sir David Nicholson and was one of only eight NHS Trusts in England to receive this award. Our health and well-being campaign has included free weekly fitness classes; monthly challenges focusing on diet and exercise; access to a free online website which provided fitness videos and a rounders and rugby tournament. The Trust provides Occupational Health services through an NHS Plus Occupational Health unit. These are available to all staff via either their manager or self referral. In addition to supporting the physical well-being of our people, the Trust also launched its mental well-being intranet pages. As part of our Health, Wellbeing and Engagement Strategy the mental well-being intranet pages offer support, information, tips, guidance, exercises, models and links to further information for enhancing mental well-being. As a result of a number of management actions and our health and well-being initiatives, our sickness and absence figures have continued to decrease and remain just above our target of 5 per cent at 5.16 per cent. Details of the Trust’s employee sickness absence throughout the reporting year are shown in the table below: Rolling 12-month average Quarter 2011 - 2012 One 4.09% Two 5.18% Three 6.02% Four 5.27% What else have we achieved against this Strategic Theme during the reporting year? Our Communications with Our People We believe that good communications help us to engage effectively with our people. Our communications are two-way. We listen to our people and their views. We communicate with our people via a range of different media including a face-to-face monthly core brief, a weekly e-bulletin, a regular Annual Report and Annual Accounts 2011-12 61
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5 Boroughs Partnership NHS Foundati
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Contents Chairman and Chief Executi
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Our Profile Formed in 2002, 5 Borou
Page 9 and 10: We are actively involved in Learnin
Page 11 and 12: Trust Board Member Ray Walker - Dir
Page 13 and 14: including Adults, Learning Disabili
Page 15 and 16: Executive Director John Kelly Direc
Page 17 and 18: Committee Member Brian Marshall - N
Page 19 and 20: key safety recommendations in respe
Page 21 and 22: Our Risk Management Our Risk Manage
Page 23 and 24: Statements of Assurance Provided by
Page 25 and 26: During the reporting year the Trust
Page 27 and 28: Christopher Ashman Diane French -
Page 29 and 30: Public Member Councillor 18/05/ 11
Page 31 and 32: Members 27/07/11 28/09/11 11/01/12
Page 33 and 34: The remit of the Committee is to be
Page 35 and 36: Our Strategic Themes and Objectives
Page 37 and 38: Joint Service User and Carer Forum
Page 39 and 40: For the period 1 April 2011 to 31 M
Page 41 and 42: Effective and Efficient Organisatio
Page 43 and 44: What else have we achieved against
Page 45 and 46: Increased roof and wall insulation
Page 47 and 48: Clinical Leadership and Service Imp
Page 49 and 50: in research approved by a Research
Page 51 and 52: In addition we have representation
Page 53 and 54: One of the ways we will do this in
Page 55 and 56: Well-Governed In order for any orga
Page 57 and 58: Financial Viability This theme rela
Page 59: continues to perform well and impro
Page 63 and 64: Workforce Management and Experience
Page 65 and 66: Top Four Rankings Progress 2010 to
Page 67 and 68: New Bottom Four Rankings 2011 Botto
Page 69 and 70: Jobcentre Plus has awarded the symb
Page 71 and 72: Financial Review of the Year We hav
Page 73 and 74: Details of salaries and allowances
Page 75 and 76: Speaking Your Language This Annual
Page 77 and 78: 5 Boroughs Partnership NHS Foundati
Page 79 and 80: Involving Service Users in Patient
Page 81 and 82: In particular, we took part in 100
Page 83 and 84: These statements are included as Ap
Page 85 and 86: Quality & Safety priorities 2012-13
Page 87 and 88: 2.4.3 Participation in Clinical Aud
Page 89 and 90: Name of Audit Number of cases submi
Page 91 and 92: The percentage of records which inc
Page 93 and 94: Part 3 - Other Information 3.1 Trus
Page 95 and 96: Knowsley Integrated Provider Servic
Page 97 and 98: Monitor Targets 2011-12 Threshold Y
Page 99 and 100: Domain Patient Safety 99 Trust Qual
Page 101 and 102: 3.4 Trust-wide Achievements 3.4.1 W
Page 103 and 104: 3.5.3 Advancing Quality Programme A
Page 105 and 106: Productive Mental Health Wards Prod
Page 107 and 108: The table below shows the Trust’s
Page 109 and 110: 3.7 Engaging with and Listening to
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3.7.4 Further examples of Engagemen
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3.8.2 Messages from Warrington LINk
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Quality Accounts - 5 Boroughs 2011/
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Warrington LINk Statement 5 Borough
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Knowsley LINk 5 Boroughs Partnershi
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Wigan Borough Local Involvement Net
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Re: 5 Boroughs Partnership NHS Foun
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Knowsley Overview and Scrutiny Boar
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11 May 2012 Many thanks for sharing
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Appendix 2 - National Patient Surve
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Fig 2. The results from the Trust
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Service users are asked to complete
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Appendix 4 Director’s Statement o
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Appendix 5 Monitor External Assuran
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Assurance work performed I conducte
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Appendix 6 Performance against CQUI
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Indicator Name Goal Year-end positi
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EFFECTIVENESS TCS Mental Health Pat
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Total June July August September Oc
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Independent Auditor’s Report to t
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Certificate I certify that I have c
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I have delegated responsibility for
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Policy and Guidance A range of clin
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Directors attending the Trust Opera
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Continue to publish monthly High-le
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These include Business Continuity a
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Internal and External Stakeholders
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Board throughout the year. The Qual
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The Audit Committee provides an app
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Group Chaired by Functions Business
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The Trust maintains a status of reg
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Foreword to the Accounts 5 Boroughs
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Prior period adjustments TOTAL COMP
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Financed by taxpayers' equity: Mino
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Public Dividend Capital repaid Publ
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Statement of Cash Flows For the Per
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Notes to the accounts 1. Accounting
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Notes to the Accounts - 1. Accounti
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4. Other operating income 2011/12 2
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6. Operating leases As lessee Payme
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7. Employee costs and numbers conti
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203 7. Employee costs and numbers c
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205 7. Employee costs and numbers c
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8. Retirement benefits continued. T
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209 9. Better Payment Practice Code
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13. Intangible assets Software lice
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14. Property, plant and equipment 2
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14. Property, plant and equipment c
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14. Property, plant and equipment c
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16. Non-current assets for sale and
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17. Capital commitments There are n
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19.3 Ageing of impaired receivables
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23. Other liabilities Current Non-c
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25. Contingences 25.1 Contingent li
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26.2 Financial liabilities NHS Trad
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Further information on the NHS Foun
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30. Third Party Assets The Trust he
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Annual Report and Annual Accounts 2
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5 Boroughs Partnership NHS Foundation Trust Annual ... - Monitor

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