Board of Directors Meeting - 29 March 2012 - Devon Partnership ...

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Board of Directors Meeting, 29 March 2012Agenda Item 84.8.3. However it is worse than average for opportunities to develop and in the worst 20%for relevant job training.4.8.4. Whilst a slight deterioration on last year this demonstrated the continued commitmentto supervision and appraisal but highlights the need to improve on relevant jobtraining and development opportunities.4.8.5. The impact of providing managers with support through the managementdevelopment programmes is extremely positive and demonstrates the commitment ofour managers.4.9. STAFF PLEDGE 3: To provide support and opportunities for staff to maintaintheir health, well-being and safety.4.9.1. The Trust was in the best 20% or above average in eight of the 14 key findings,average in four and in the worst 20% or below average in two of the key findings.4.9.2. The main issues link to the fairness and effectiveness of incident reporting and thepercentage of staff experiencing harassment, bullying or abuse from patients,relatives or the public.4.9.3. Progress is being made in this area particularly regarding the dissemination andlearning from incidents, including the publication of regular safety briefings and theongoing work of the patient safety lead..4.10. STAFF PLEDGE 4: To engage staff in decisions that affect them, the servicesthey provide and empower them to put forward ways to deliver better and saferservices.4.10.1. The Trust was in the best 20% for staff being able to contribute towardsimprovements at work but below average with regards to good communicationbetween senior management and staff.4.10.2. This has been a recurrent theme and there is an organisational commitment anddedicated resource through the Organisational Development lead to focus on staffengagement as a key priority for the Trust.4.10.3. Improvements through the development of the new intranet and use of interactivemedia such as the weekly Performance Huddle will be a major platform for the staffengagement agenda.4.11. Additional theme – Staff Satisfaction4.11.1. The Trust was better than average in two of the four key findings, average in oneand in the worst 20% for the other.4.11.2. Despite being above average for staff job satisfaction and intention to leave jobs theTrust was in the worst 20% for recommendation of the Trust as a place to work orreceive treatment. However this did represent a significant improvement on lastyear.4.11.3. Only 57% of staff are able to deliver the patient care they aspire to compared to 65%in other providers and down 4% on last year.Page 60 of 156
Board of Directors Meeting, 29 March 2012Agenda Item 84.11.4. Only 53% of staff agree they are able to do a job they are personally pleased with butfewer staff think about leaving the Trust (29% down 6%) or are looking for anotherjob (16% down 3%).4.11.5. This is also better than other providers in which 31% think about leaving and 24% willprobably look for another job.4.12. Additional theme – Equality and Diversity4.12.1. The Trust is in the best 20% for staff experiencing discrimination at work, better thanaverage in take up of equality and diversity training and average in equalopportunities for career progression..5. Summary5.1 It is encouraging that small improvements have been made but this highlights therequirement to further concentrate our efforts on ensuring staff feel valued andsupported in working for the Trust.5.2 It is also encouraging that the Trust compares favourably in most areas against otherMental Health and Learning Disability Providers.5.3 Of particular note is the support staff receive from immediate line managers and thisshould encourage the continued focus of ensuring managers are competent, capableand feel confident to carry out their roles and support staff.5.4 Improvements within the responses regarding learning and development could bereflective of the fact that the workforce development department has undergonerestructuring in the past year.5.5 Staff can feel some of the benefits of putting in simpler processes for learning anddevelopment. This includes supporting the development of training plans withindirectorates to meet the needs of the business, ensuring that training is relevant,meets professional requirements and keeps staff up to date.5.6 The key issues from recent years remain and further work to support ongoing actionsneeds to be identified:Staff engagement – ensuring staff feel supported and valued in their work andable to influence changes and make developmentsCommunication – at all levels and with emphasis on the relations between seniormanagers and staffLearning from incidents and sharing best practice – continue the workprogressing through patient safety and quality improvementLearning and development – roll out core training programme, respond to theaudit on supervision and appraisal to develop a culture of feedback and supportand ensure role clarityManagement development – build on the management development programmeto ensure access to development opportunities which will enhance the way weworkPage 61 of 156
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Devon Partnership NHS Trust Board o
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KeyStandingcommitteeNED chairedStan
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Appendix D - Risk Escalation Matrix
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Board of Directors Meeting - 29 March 2012 - Devon Partnership ...

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