Annual Report and Accounts 2012/13 - Royal Devon & Exeter Hospital

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2. Our Trust Royal Devon and Exeter NHS Foundation Trust
Annual Report and Accounts 2012/13
Our Staff
Health and Wellbeing
We encourage staff to lead healthy
lifestyles by promoting a range of
national and local initiatives. Over the
past year there have been a number
of new and continuing initiatives
locally. Our sickness absence rate
continues to reduce and presently
stands at 3.80%. Our staff survey
demonstrates improvements in staff
health. Work pressure felt by staff has
improved and the percentage of staff
working extra hours is aligned to the
national average for Acute Trusts. The
percentage of staff feeling pressure
to attend work when ill has only
increased by 1% in our full staff survey.
Although staff suffering work-related
stress has increased slightly, we are still
in the best 20% nationally and our
score of 30% is very close to the best
of Acute Trusts (28%).
• We are now reviewing our
Trust-wide annual plan on Health
and Wellbeing to ensure that the
most effective approaches are
taken to support staff health and
wellbeing and prevent ill health
• Our Occupational Health
Department achieved one of
the first SEQOHS, (Safe Effective
Quality Occupational Health
Service) accreditations in the South
West
• Our staff direct access
physiotherapy service continues to
deliver early intervention
• The successful weight loss clinic
continues to support a range of
staff across the Trust
• The Virtual Gym service is available
free to all staff and their families
• A self-care course designed to
support staff with long term
conditions has had a successful
pilot and is being expanded to
other staff.
Statement of Approach
Here at the RD&E we believe that
engaged staff have higher morale,
are more productive and will deliver
improved patient care. The Trust has
identified a priority to improve staff
engagement. Research evidence
identifies this as a pivotal indicator to
achieving the RD&E vision and values
of 'safe, high quality seamless services
delivered with courtesy and respect'
and underpinned by values of honesty,
fairness, inclusion and collaboration,
respect and dignity.
Improving staff engagement continues
to be fundamental to implementing
the challenges and opportunities set
out in the Trust's Strategic Direction.
Over the past year, we have continued
to embed our staff engagement
strategy 'Enabling Excellence -
performance through People'
alongside strategic redesign and our
senior management review, designed
to strengthen clinical leadership within
the Trust.
Through Trust-wide staff and
management development
programmes, the Trust continues
to build capacity and capability to
increase engagement and improve
patient care. Staff communication has
been enhanced with 'CASCADE', a
regular team briefing to encourage
staff feedback throughout the
organisation. A new reward and
recognition scheme ‘Extraordinary
People Awards’ has recently been
developed and implemented.
Summary of Performance
In 2012, the RD&E, as part of its staff
engagement strategy, undertook a full
census survey of its staff for the fourth
year, and is using this material to track
trends across the Trust and within
individual departments. The response
rate was 49% for both the full survey
and the sample, which feeds into
national CQC survey and key findings
results. The Trust was in the top 20%
of Trusts nationally for five of the key
findings and in the bottom 20% for six.