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

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