Looking To The FutureKeeping Trust staff up to date on work to secure the future of hospital services in Shrewsbury and TelfordFirst Look at new Women and Children’s CentreOver the last few months, many of us across the Trust have been involved in the work to reconfigure hospitalservices. One major development since our last edition is that that we have chosen Balfour Beatty as ourconstruction partner for the new Women and Children’s Unit, which is planned to open at PRH in Summer 2014.They are a market leader in healthcare and have extensive experience of constructing maternity facilities as partof larger hospital developments. This includes recent projects in Fife, Wakefield, Birmingham and Northampton.Our architects Aedas have been busy workingwith staff, patients, carers and families on thenew unit and have come up with some initialdesigns of what the outside might look like.Early designs were on display at our drop-insessions in December. You can also see thedesigns on display at both hospital sites, oryou can view them on our public website atwww.sath.nhs.uk/future.The picture on the left gives in indication ofwhat the new Women and Children’s Unitmight look like. It is located in the north westcorner of the Princess Royal Hospital site nextto the helipad.Aedas and the project team are continuing towork with staff to agree the interior of the building, including its layout and the way that different clinicalservices link with each other (known as “clinical adjacencies”). Thank you to everyone who has been involved inthese discussions. Your feedback is vital to ensure we provide the best possible service for our patients. We willbe sharing the final interior plans in the coming weeks. The next stage will be to ask staff, patients, carers andfamilies for their views on the interior design of the unit, including colour schemes, styles and furniture. We willalso be submitting our planning application to Telford & Wrekin Council—we expect this to be in early February.Clearly any building scheme of this sizecosts a lot of money. The process wefollow is similar to a personalmortgage or home improvement loan:we need to demonstrate that we canafford to borrow the money needed tobuild the new facilities (the “capital”)and we need to afford the repaymentsto pay back the loan. We continue tolook for ways to reduce unnecessarycosts. This includes consideringdifferent routes for borrowing thecapital that we will need.Meanwhile, discussions are alsounderway on our plans forstrengthening RSH as our main centrefor inpatient surgery during 2012. Thislinks with the second phase of our bedreconfiguration programme.We expect to have more informationto share at the staff briefings inFebruary (see opposite page).New Staff Focus GroupsDo you have great ideas about how the new Women and Children’s Unitat PRH should be run? About what our new head and neck services looklike? About how our surgical moves can help us to improve services forpatients? If so, we want to hear from you!We are setting up three new staff focus groups in February 2012: Women and Children's focus group Head and Neck focus group Surgery focus groupIf you are interested in the future of our hospital services, then this is agreat opportunity to get involved and have a real input into thechanges we are planning. We are keen for a wide range of staff to takepart and share their ideas on how we can improve our services, both forpatients and staff. The meetings will be very informal, lunch timesessions every 2-3 months. Views, comments and ideas will be fed backto our Clinical Working Groups which will include the clinical leads foreach area.If you would like to find out more or take part in any of these groupsthen please email firstname.lastname@example.org or call 01743 261275.2
Working withPatients and CommunitiesChanges to health services understandably raise questions andconcerns for our patients and communities. We aim to involve andinform local communities in several different ways. For example: We publish a Looking To The Future newsletter for patients. Thelatest edition is being published alongside this issue of StaffUpdate Quarterly. Look out for copies in our hospitals. Pleaseencourage your patients and visitors to take a copy. Extra copiesand dispensers are available by calling 01743 261275. We hold regular briefing sessions at our hospitals, open to all.These are advertised in local press and on our website. We run regular full-page adverts in the local press. These advertisebriefings, provide the latest news and information, respond to themain questions raised by patients and communities, and letpeople know how they can get involved. We hold focus groups for patients, parents and carers to help usdesign clinical services and design the new facilities. We visit local community groups across Shropshire, Telford &Wrekin and mid Wales. This includes patient groups, town andborough councils, local joint committees, community healthcouncils and many more besides. If you know of a local communitygroup that would welcome a representative from the Looking ToThe Future programme please contact the team (see below). We also run Health Information Events covering wider healthtopics, not just the hospital reconfiguration programme. Forexample, we are planning several Health Information eventsacross our communities in April and May. These are a great wayfor you to promote your services, share information about whatyou do and get feedback about your services. If you would like tojoin us at a Health Information Event please contact the team. We provide information on our public website. There is adedicated section at www.sath.nhs.uk/future We are also looking at ways to use social media to share the latestnews and get feedback.If you would like to get involved in any of the activities listed above, or ifyou have useful suggestions for involving patients and communities, pleasecontact the team by email at email@example.com or call 01743 261275.Put your questions to AdamAs part of our Looking To The Future programme we hold regularStaff Briefing sessions. The next sessions are as follows: 12noon 6th February, Seminar Room 1, SECC, RSH 12noon 8th February, Lecture Theatre, Education Centre, PRHThese sessions give you the chance to find out more about thereconfiguration programme, find out about other developmentsacross the Trust, and put your questions to Chief Executive AdamCairns.There’s no need to book, just turn up! Please try to arrive promptlyfor the start, but feel free to slip out early if you have othercommitments.February2012Spring2012Summer2012onwardsAutumn2012Through2013Summer2014What Happens When?Staff Briefing Sessions (seebelow left)Public Briefing Sessions (seelocal press for details)Develop and share plans foracute surgery centre at RSHPlanning applicationsubmitted to Telford &Wrekin CouncilContinue to develop FullBusiness CaseEstablish RSH as Trauma UnitEstablish Screening Centrefor Abdominal AorticAneurysms (AAA)Building work begins at PRHto develop new Women andChildren’s UnitContinue to work with staff,patients and communities todesign & develop facilitiesand manage the transitionNew Cancer andHaematology Centredevelopment at RSH due toopenContinue to develop newand refurbished facilities atPRH and RSHMajor publicity drive aheadof the launch of the newwomen and children’sfacilitiesReconfigured services inplace
Making Change Happen: The Bed BundleOne of the main ways that staff are Making Change Happen across the Trustis through the Bed Bundle.This sets out four simple steps which, if delivered consistently across ourhospitals, will help to make sure that our patients receive safe care in theright place at the right time from the right professional.The concept of the Bed Bundle has been developed by frontline staff forfrontline staff. The four simple steps are:Board Round by 9.30amExpected Date of Discharge that patients, staff and visitors are allaware ofDischarge 50% of patients before middayBefore 10: First patients moved to medical wards from MedicalAssessment Unit before 10amIf we can do this then patients will face fewer unnecessary delays, they are more likely to be ina ward that specialises in their condition (for example, not a medical outlier in a surgical ward), they will spendno more time in hospital than they need to … and as a result they are also less likely to experience some of theconditions and problems that can affect people in hospital (such as pressure sores, infections and falls). In turn,this should make it easier for all of us to do our jobs.We are already seeing improvements for patients as a result of the Bed Bundle, and dueto the other changes that you are making across our hospitals:We have fewer people spending longer than 14 days in hospital The average time of discharge is now earlier in the day, which means that morebeds are available earlier in the day for new admissions to hospitalMore frail and elderly patients are able to leave hospital within 72 hoursThere are some really good signs that the Bed Bundle is starting to becomeembedded in our hospitals, but there is still more that we can do to get it rightevery time for every patient.If you need help to deliver the Bed Bundle in your ward or department, or if youhave feedback that will help us to improve care for patients, please talk to your linemanager, your matron or contact the Continuous Improvement Team.Making Change Happen for Patients: Update from the Diagnostics CentreAcross the Trust, departments are making positive changes to deliver year-round services for patients. One example is themicrobiology department where we have recently extended our normal working hours to include weekends. The laboratory isnow available for urgent and routine work from 9.00am until 5.00pm, 365 days a year. The extended hours should see areduction in turnaround times, and greater flexibility to support patient journeys and outcomes in our hospitals. Please sendspecimens to us at weekends as you would during the week, to ensure specimens can be processed efficiently and effectively.The out-of-hours service remains, providing an on-call Biomedical Scientist to perform urgent specimens, alongside a ConsultantMicrobiologist to offer urgent clinical advice. Please contact the team on RSHx1167 (RSH Main Laboratory) with any enquiriesabout the new hours, or email Dr Graham Harvey, Lead Consultant (firstname.lastname@example.org) for any suggestions on furtherimprovements we could try to make to support you.We are continually trying to both improve the quality of our service, as well as get useful, clinically guiding information backquickly to the requesting sources. This has recently included improvements to our C.difficile testing, blood culture reporting andMRSA screening. A negative MRSA screen can now be achieved in 18-24hrs, an improvement from the 48hrs previously required,whilst we can still give a presumptive positive report at 18-24hrs of culture. The picture on the right showsthat our new MRSA detection method provides a clear indication of presumptive MRSA, allowing a reportto be available the day after receipt of the specimen, with final sensitivity data available another 24hrsafter this report. Our improvements, alongside your vigilance in the clinical setting, have resulted in recentnewspaper headlines highlight the Trust as having one of the best track records in the country for tacklingMRSA bacteraemia. Future developments include our ongoing, proactive monitoring of emergingresistance in pathogens, and an improved winter respiratory virus service, now available locally.
Keeping Patient InformationSafe and SecureOur patients expect us to keep their information safe andsecure. To help achieve this, everyone should have completedmandatory Information Governance (IG) e-learning by the endof June 2011. If you have not already done this, please do itnow.To make it easier foreveryone to complete thistraining: We have added a “StartTraining” icon to the“My Applications” panelon the Intranet homepage. Click on it (youmay need to login toSmoothwall to enableweb access), and registeron the IG Toolkit usingyour personal SaTH email address as the Logon ID. Astartup password will be emailed to you. A link to the e-learning tool is also on our public website.Click on “Working With Us” and then “Development andTraining” and follow the instructions above.The tool will tell you the BASIC or INTRODUCTORY modulesyou must complete, and may also recommend other optionalmodules. Each module concludes with a short test and anoptionally printable certificate of completion. On-linecompletion of the modules is also automatically recorded onthe national learning database.Online training is preferred for all staff—for example, thismakes it easier for us to administer the training and reducescosts. If you do not have access to the internet, at work or athome, and have absolutely no prospect of getting access, weoffer occasional one hour face-to-face teaching sessions.Note that if your IG training was more than 12 months ago,you must now complete the refresher e-learning module. Thismust be completed online.Leading By ExampleWe are committed to supporting you to providebetter services to our patients and to help you bringto life our core values of ‘working and collaboratingtogether’ and ‘encouraging individual ability andcreativity’. To help us do this, we have formed theLeadership Academy to act as a focus for our currentleadership training programmes and to develop newones. The different elements of the LeadershipAcademy are summarised in the diagram on the left.As well as supporting the existing entry-levelleadership programme and the PostgraduateCertificate in Management in a HealthcareEnvironment with Staffordshire University, we havedeveloped two new programmes with new partnersto increase the pace of development.Changing Conversations: Developing Coaching,Mentoring and Action Learning Facilitation Skills—We are working in partnership with coachingspecialists, Innovations, to deliver a high-levelcoaching skills training programme. The six-monthaccredited programme involves 14 managers from avariety of disciplines who will develop their coaching,mentoring and action learning skills. Members of thisgroup will then be able to act as a coach or mentor tonewly appointed managers and leaders. They will alsodevelop and deliver short in-house courses to supportcolleagues to develop their own 'coaching style' touse with their own teams.These 'changing conversations' will challenge us all tocommunicate in different ways, to be more involving,productive and engaging. Coaching and mentoringare proven methods of development. Research showsthey have a positive impact not only with learners butalso on the coach and mentor. This in turn will helpus to deliver safe and affordable care for our patients.Senior Leadership Development Programme—Wehave selected the internationally renowned WarwickBusiness School to be our partner in delivering aSenior Leadership Development programme for theTrust. This programme is designed around thespecific needs of the participants and the challengesour senior staff face in their leadership role.The programme includes modules on issues such asleadership, change, culture, teams and engagementand will involve attendance on five modules, as wellas one piece of academic work.Look out for more news about these and otherprogrammes. You can find more information aboutthe Leadership Academy on the Learning Zone of theIntranet – or contact Karen Adams, LeadershipDevelopment Manager on PRH ext 4820 or by e-mailon email@example.com
Celebrating our achievements: Let us know your viewsAre we doing enough to celebrate theachievements of staff? Some of the main ways thatwe do this are summarised on the right. Theseinclude our Chairman’s Award, Trust Awards, LongService Awards and Retirement Gifts.We want to hear your views so that we can reviewthis and make improvements. Are we rewarding theright things? What else could we do?Let us know your thoughts by filling in the formbelow and returning it to Adrian Osborne,Communications Director. Make sure that youinclude your name and department—and bear inmind our three principles for making changehappen:We do no harmWe don’t spend money we don’t haveWe build pride in the organisationHelp us to celebrate the things that are importantto you and important to our patients.Retirement GiftsMany NHS staff show astonishing loyalty and commitmentto the NHS over many years. Our retirement policy (HR19)describes our arrangements for retirement presentationsand gifts, aiming to reward this loyalty. The policy includesa handy flowchart and form for line managers to arrangethe gift and presentation.Find out more from our public website at www.sath.nhs.uk(look under “Working With Us”) or from the HRpolicies section of our intranet.Chairman’s AwardEvery month, the Chairman of the Trust Dr John Daviespresents an award to a deserving member of staff at theTrust Board meeting.This award is based on nominations from patients, fromcolleagues and from partner organisations. It ispresented to a member of staff or volunteer who trulyrepresents the values and the ethos of the Trust and theNHS as a whole.Recent winners include Hilary Beswick (maxillofacial andorthodontic prosthetist) and Darren Beddows (fractureclinic). Winners receive a certificate, Chairman’s Awardlapel badge and a personal gift voucher.Celebrating Our AchievementsName: ..........................................................You can find out more about the Chairman’sAward from our public website (check out“Awards” in the “About Us” section)or from the intranet.Job Title: ..........................................................Department and Site: ........................................................My feedback: ..........................................................................................................................................................................................................................................................................................................................................................................................................Long Service AwardsAs well as retirement gifts, we have regularpresentations for current members of staff tocelebrate their long service. More informationcan be found in our “Recognition of LongService” policy (HR35).Trust AwardsOur Trust Awards are presented every year atthe Annual General Meeting. They celebrateinnovation and improvement across the Trust,and currently include a wide range ofcategories such as Ward or Department of theYear and Quality and Safety. The last editionof Staff Update Quarterly included a list ofwinners and categories. You can find outmore about the Trust Awards from our publicwebsite (check out “Awards” in the “About........................................................................................................................................................................Please return your completed form to Adrian Osborne,Communications Director, Outpatient AdministrationCorridor, Royal Shrewsbury Hospital.Us” section) or from the intranet.“We've come a long longway togetherthrough the hard times and the goodI have to celebrate you babyI have to praise you like I should”(Camille Yarborough, Take Yo’ Praise)
Policy UpdateClinical and Operational PoliciesA wide range of clinical and operational policies havebeen reviewed and updated in the last three months.These include: Cardiopulmonary Resuscitation Policy(CG22), Claims Policy, Clinical Audit Policy, Clinical RecordsManagement Policy, Consent Policy, Development andManagement of Organisation-Wide Documents,Discharge Policy, Dissemination, Implementation andMonitoring of NICE guidance, Guidelines for SupportingStaff Involved in Traumatic/Stressful Incidents orComplaints/Claims, Hand Hygiene Policy, Health RecordKeeping Standards, Health and Safety Policy, Learningfrom Adverse Events Policy, Management of ExternalAgency Reviews, Management of Medical Devices,National Confidential Inquiries Policy, Organisation-widetraining policy for the use of Medical Devices, PatientAdvice and Liaison Service (PALS) Policy, Prevention andManagement of Needlestick Injuries, Safe Transfusion ofBlood and Blood Components, Risk Management TrainingPolicy, Safer Moving and Handling (HS08), Transfer Policy.All policies are available from the Document Library onthe intranet.Human Resources Policies HR02 Corporate and Local Induction has been revised.The main change is that local induction checklists arenow recorded on ESR/OLM and compliance ismonitored. A standard induction process is vital toensure that new staff of all grades and all disciplinesare able to deliver safe services to our patients. HR04 Verification of Professional Registration has beenrevised to reflect the online checking facilities for NMCand also to bring it into line with the latest NHSLitigation Authority guidance. HR33 Recruitment and Selection Procedure has beenupdated to reflect the Recruitment Checklist must beused in personnel files to ensure all relevant checkshave been carried out, and also to bring it in line withthe latest NHS Litigation Authority guidance. HR45 Dignity at Work has been revised to include aflowchart setting out what to do if an employee feelsthat their dignity (or that of another member of staff)has been affected by another member of staff’sbehaviour, actions or comments. New or updated policies for Additional Clinical Activity(HR68), Acting Down Policy for Consultants (HR69) andMedical Staff Job Planning (HR71) are also due to be inplace shortly.All Human Resources Policies are available from the HRsection of the intranet.To help us cover the costs of Staff Update Quarterly wewelcome approaches from advertisers. Prospectiveadvertisers can contact the Communications Team firstname.lastname@example.orgBrief NewsWell done to … Hilary Beswick, Maxillofacial andOrthodontic Prosthetist, winner of the Chairman’sAward in November 2011. By the time you read thiswe will also have announced the winner of theChairman’s Award for January 2012. Check out thenews menu on the intranet for more details.Well done also to everyone involved in ourassessment against the NHS Litigation AuthorityRisk Management Standards. We achieved Level 1with a score of 49/50, well in excess of the pass markof 40/50. This is an important assessment, as iteffectively decides the level of our “insurancepremium” for the national scheme covering clinicalnegligence claims against the NHS. Well done andthank you to everyone involved.Welcome to …All the people appointed to the newClinical Centres since our last edition of StaffUpdate Quarterly, and to the latest appointments tothe corporate teams including Sarah Bloomfield(Deputy Chief Nurse). You can find a summary ofsenior appointments in the Centres and CorporateTeams in our Who’s Who On A Page, available fromthe intranet.Recent and forthcoming consultant appointmentsinclude Dr A Farmer (consultant physician ingastroenterology—Bowel Cancer ScreeningProgramme), Dr F Jutsum (consultant anaesthetist—ITC), Dr J Makan (consultant cardiologist), Miss KMerriman (locum consultant general and vascularsurgeon, from 1 Feb), Dr J Rowlands (consultantradiologist—cross-sectional imaging, from 1 Feb),Mr N Biswas (consultant obstetrician andgynaecologist—labour ward, from 2 April), Miss BSahu (consultant obstetrician and gynaecologist—colposcopy, from 2 April), Dr R Foon (consultantobstetrician and gynaecologist—urogynaecology,from 2 April).New Year, New You: Help2Quit SessionsIf you’re looking for a New Year’s resolution, then why notconsider stopping smoking. Help2Quit is now holding regularstop smoking clinics open to all staff every Friday at:PRH Outpatient Clinic F, from 1.30pm to 5.15pmRSH Outpatient Clinic 2, from 1.45pm to 5.15pmFor more information call 01743 366940.A poster is available to download from the news section ofthe Trust’s intranet as a helpful reminder for you to display inyour department.Send your feedback and comments on Staff UpdateQuarterly to email@example.com contact the Communications Team on 01743 261378This newsletter is printed on paper from a sustainable source. © The Shrewsbury and Telford Hospital NHS Trust, January 2012