SaHF DMBC Volume 1 Edition 1.1.pdf - Shaping a healthier future

Only a small proportion of staff from each trust participate in the survey (due in part to the
survey methodology which means it is sent to randomly selected group of Trust staff).
However, confidence intervals can be calculated that take account of the sample size and
distribution of responses. Chelsea & Westminster can be seen to have scores that are
statistically better than the scores achieved by other Trusts, whilst scores for West
Middlesex are statistically worse.
On the basis of the analysis detailed above, clinicians agreed that the analysis on workforce
provided only small differentiating factors between each of the eight options. Options 1, 3, 4,
5, 7 and 8 were given a slightly more positive evaluation compared with options 2 and 6.
Options 2 and 6 were the only options that included West Middlesex, which had the lowest
set of staff satisfaction scores, but did not include Chelsea & Westminster, which had the
highest set of staff satisfaction scores. Options 3 and 7 included Chelsea & Westminster but
not West Middlesex and so scored slightly more highly. Options 4 and 8 do not include either
Chelsea & Westminster or West Middlesex and so scored positively due to the good overall
scores for staff satisfaction compared with the national average. Options 1 and 5 included
both Chelsea & Westminster and West Middlesex and so were rated more positively due to
the better scores for Chelsea & Westminster. This evaluation is summarised in Figure 9.55.
Figure 9.55: Summary of workforce evaluation
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