Item 8 - Sheffield Health and Social Care

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Within our teams valuing difference is fundamental;it enables staff to create respectful workenvironments and to deliver high quality care andservices whilst giving service users the opportunityto reach their full potential.If unjustified discrimination occurs it will be takenvery seriously and may result in formal action beingtaken against individual members of staff, includingdisciplinary action.2.16.2 Equality and diversityIn 2012 we published Equality Objectives whichhave replaced the objectives in the Trust SingleEquality Scheme.Our Equality Objectives are:• Equality Objective 1 – To improve how we recordwhen service users have physical impairments• Equality Objective 2 – To improve how we recordsexual orientation• Equality Objective 3 – To improve staffsatisfaction for staff from black and minorityethnic (BME) groups• Equality Objective 4 – To improve informationabout staff who are carers• Equality Objective 5 – To identify at least oneequality objective annually through the Trustannual quality objective settingEquality and Diversity certificate of achievement• Equality Objective 6 – To share equalityobjectives with other local health andsocial care organisations.More information about how our Equality Objectiveswere identified and agreed and how we plan toachieve them can be found on the Trust’s website at:http://www.shsc.nhs.uk/about-us/Equality-Diversity-Human-Rights/Our-Equality-Objectives and in theTrust 2011/12 Annual Equality and Human RightsReport which is published on the Trust website at:http://www.shsc.nhs.uk/about-us/Equality-Diversity-Human-Rights/Meeting-our-Equality-DutiesThe Public Sector Equality Duty means that the Trusthas to have ‘due regard’ in all that it does to:• Eliminate discrimination, harassmentand victimisation• Advance equality of opportunity betweenpeople protected by the Equality Act and others• Foster good relations between people protectedby the Equality Act and others.The Trust’s Equality and Human Rights reportincludes information about the actions that theTrust has taken to support this Duty and to meetthe goals that the NHS has set in the NHS EqualityDelivery System to promote equality.Equality and Diversity Highlights of 2012/13Eliminating discrimination, harassmentand victimisation• In 2012 the Trust updated the range ofinformation published in our Annual Equalityand Human Rights reports to include moreinformation about the people who use ourservices. This information can be found on theTrust’s website in the Equality and Human RightsReport – Supplementary Data Report:http://www.shsc.nhs.uk/about-us/Equality-Diversity-Human-Rights/Meeting-our-Equality-DutiesAdvancing equality of opportunity forprotected groups• The Trust continued to develop three StaffNetwork Groups, and in 2012 an event was heldto mark the official launch of the Trust’s BME staffnetwork group. The event was a great success,with accounts from senior staff in the Trust abouttheir personal and professional experiences and aninspiring keynote speech from Uduak ArchibongPhD, Professor of Diversity at the University ofBradford. Kevan Taylor, Chief Executive, openedthe event and it was also attended by the DeputyChief Executive Mick Rodgers• A new policy on Gender Reassignment Supportin the Workplace was drafted• A survey of staff carers took place, i.e. staff whocare for a relative or friend. We received over100 responses and have developed an actionplan based on these responses• We started to develop a new strategyframework to promote equality of opportunityfor BME staff and service usersFostering good relations between people inprotected groups and others• We attended the Sheffield Lesbian, Gay, Bisexualand Transgender Pride event with colleaguesfrom NHS Sheffield to promote our mentalhealth services and anti-stigma work• The Trust continued its involvement inthe development of the city-wide EqualityEngagement group – this group aims to be afocus for engagement with groups protectedunder equality legislation and an opportunity towork in partnership with other NHS Trustsin Sheffield, and Sheffield Local Authority.2.16.3 Disability employmentIn 2012 we renewed our ‘two ticks’ standard andmaintained our action plan to support the Trust as aMindful Employer. In 2012, 4.69% of staff reportedthat they have a disability, a slight increase from4.23% in 2011.2.16.4 Staff engagement and working withStaff Side (Trade Unions)Engagement with staffWe have a workforce of over 3,000 staff (includingour flexible workforce). As a Trust we recognise thatthe right staff are our most valuable asset and weare committed to working in partnership with themin order to ensure that they are properly informedand engaged.We have a variety of mechanisms for engaging withour members of staff and we continue to abide by andsupport the NHS Constitution which applies to all NHSorganisations and sets out the principles and values ofthe NHS, its pledges to the public, service users andstaff as well as their rights and responsibilities.In 2012/2013, the Trust has worked in partnershipwith Staff Side in a number of areas. This includesupdating or introducing policies relating toCapability, Flexible Working, Social Media, GenderRe-Assignment, the Management of SicknessAbsence and Whistleblowing. This latter policyhas been significantly updated in line with currentguidance and will be further reviewed in linewith the recommendations of the Francis Report.Agreements were reached on a new ProtectionPolicy, on revised pay arrangements for our flexibleworkers and on the leave arrangements for theQueen’s Diamond Jubilee in June 2012. Therewere two separate national days of action calledduring the year by Unite and by the British MedicalAssociation. In both cases the Trust worked with thebodies concerned to ensure that patient safety wasnot compromised.The Trust also worked with the British MedicalAssociation to put in place the necessary elementsfor the revalidation of doctors, including a newAppraisal Policy for senior medical staff, andintroducing a process for remediation, i.e. thearrangements to apply where there are concernsabout the performance of a doctor.The Trust retains its commitment to work with StaffSide during this challenging period for the NHS.2930
2.16.5 Sickness AbsenceThe Trust recognises that in our empowered,committed and team-based workforce, the issueof staff absence is a complex and multi-facetedone. People can be absent for many reasons, andthe Trust has attempted to put in place a range ofdifferent responses, such as Occupational Healthservices, Workplace Wellbeing services, consistentReturn to Work and staff support plans. The Trusthas also improved its’ policy on the managementof the issue so that it requires improvements inattendance from the relatively small number of staffaffected by the formal process, and so that it alsoaddresses the different approaches to short termand long term absence.The Trust has Board support for establishing ajoint Management and Staff-side ‘task and finish’working group to analyse and investigate thereasons for absence and to reinforce an‘attendance culture’.We review the causes of absence, have establishedsuitable and achievable targets for the Trust, teamsand individuals and these are regularly monitored.We are working with Trust managers to recognisegood attendance and address those individuals withpoor attendance, whilst supporting staff genuinelyaffected by stress (the Trust has a Stress policy andan integral stress measurement tool), along withwork redesign and adjustments.We will continue to treat genuine sickness absencewith fairness and compassion and to promote thisculture, and to reduce absence figures.Sickness absence figures 2012/13%7655.85Apr6.07MayJun5.865.55JulAug5.726.02Sep2.16.6 Occupational HealthThe Trust approach to Occupational Health involvesthe following strands:• The Occupational Health Service – this isundertaken via a contract with SheffieldTeaching Hospitals NHS Foundation Trust• Workplace Wellbeing – this is our own freeconfidential staff counselling and consultationservice which is available to individuals andgroups of staff• Health and wellbeing – we provide a dedicatedsection on our Trust website which helps direct staffto a range of useful local, regional and nationalresources and tools to assist with promoting ahealthy and active lifestyle. During 2012/13 theseweb pages were viewed almost 1700 times• Training – we provide specific training onkey health related areas such as back care/manual handling and stress awareness/dealingwith conflict• Specific projects – this encompasses both regularinitiatives such as the annual flu immunisationcampaign as well as one-off initiatives such asthe “12 for 12 campaign”.We have been working with our OccupationalHealth provider to try and both improve and extendour current provision. We are actively looking at theintroduction of electronic referrals to help speed upthe referral process but also help with compilingmore refined data regarding incidence. There havealso been discussions regarding the potential forsetting up more rapid treatment relating to mentalhealth and musculo-skeletal problems.6.25Oct6.03 6.04NovDec6.53Jan5.82Feb5.59MarThis year also saw the culmination of our successful“12 for 12 campaign” which was referred to earlier.This was a one-off task and finish project but theTrust will be giving further consideration as to howto help maintain the momentum and keep healthinitiatives on staff’s own agendas.The Trust has also significantly increased thepercentage of front-line staff that have chosento receive the flu vaccination.2.16.7 VolunteersDuring 2012/13 the Volunteer DevelopmentGroup completed its work on developing andimplementing the new volunteer policy, recruitingto the new volunteer coordinator post and revisingthe training and support requirements for volunteersto ensure areas such as safeguarding are adequatelydealt with.The further development of the Trust’s use of, andwork with, volunteers now sits within the Patientand Public Involvement department, reporting toboth the Quality Assurance Committee and theHR and Workforce governance meetings.A dedicated web page has been developed(www.shsc.nhs.uk/patients-and-carers-intro/getinvolved-2/Volunteering)with information onvolunteering opportunities which the publiccan access.2.16.8 CommunicationsThe Trust produced a large amount of proactivepublicity during 2012/13 about various aspects of itswork and services. Service user and carer case studieshave been used to raise awareness with the public,and to contribute to reducing the stigma associatedwith mental health and related issues. We haveachieved good media coverage with case studies in theareas of Spirituality, Transgender services, Service UserEmployment, Chronic Fatigue and Eating Disorders.This year we have also been named as one of thetop nine Provider Trusts in the country in a studycarried out by Manchester Business School, andreceived positive media attention on this issue.We will continue to work hard to get our positivePR taken up by the media, and minimise negativepublicity over the next year in order to furthergrow the services and build on our reputation.The Trust has maintained its Social Media presenceduring the year (a term covering websites andonline tools which allow users to interact witheach other in some way) via Facebook and Twitteraccounts. These are regularly updated with news,events and photos, and are growing in popularityand cultivating an online dialogue.Website: www.shsc.nhs.ukFacebook: www.facebook.com/shscftTwitter: www.twitter.com/shscft or @SHSCFT2.16.9 Education, Training and DevelopmentThe Education, Training and DevelopmentDepartment (ETD) is committed to recoveryprinciples and our courses are increasingly beingdeveloped with a recovery focus, to meet theessential training and development requirementsof Trust staff in their various job roles.The Trust Training Prospectus has been developedto provide an up-to-date catalogue of Trust trainingcourses and E-learning packages for Mandatoryand Non Mandatory training, and the electronicnomination form is now available on the Intranetwithin the ETD pages. A selection of service userartwork has been included in the prospectus tomake it more visual and engaging and it has beenwell received.E-learning has been established at 13 sites acrossthe city, giving Trust staff an alternative and flexibleway of completing their mandatory training.E-learning is user friendly and can be accessedat any time, meaning learners can fit it aroundtheir working day in the clinical environment.In 2012/13 we have seen an increase of staff attendingtraining: the available places increased from the previousyear from 7031 up to 9375. We were successful inachieving 80% Trust compliance in Respect Level 3 andFire training, and made a significant impact in otherareas such as Core Mandatory Training, Clinical Risk,and Respect Level 2 training.We have introduced mandatory update days duringthe year, currently including basic life support, firesafety, healthcare records, slips, trips and falls, handhygiene and waste management, so that staff canachieve their mandatory compliance in an efficientone day format.We have also introduced TurningPoint, aninteractive evaluation system that enables staff toanswer questions about the training delivered usinga handheld device. We currently use this in ourMandatory update day, Core Mandatory Trainingand Respect Training.3132
Page 1: ANNUAL REPORT AND ACCOUNTS2012 - 20
Page 6: 2.0 Directors’ Report2.1 Foundati
Page 9 and 10: • The directorate manages beds fo
Page 11 and 12: • Changes in demand are starting
Page 13 and 14: 2.5 An overview of our arrangements
Page 15: This development is an important st
Page 19 and 20: 2.17.7. Key financial risks and cha
Page 21 and 22: SHSC Headquarters at Fulwood House3
Page 23: B) Pension benefitsAs Non-Executive
Page 26 and 27: Governors at the Annual Members mee
Page 28 and 29: Number ofseats2 YoungService user/C
Page 30 and 31: 6.0 MembershipFoundation Trust stat
Page 32 and 33: Service User artwork at Moncrieffe
Page 34 and 35: Name Position Term Number of meetin
Page 36 and 37: 7.3.4 Remuneration and Nominations
Page 38 and 39: Paul RobinsonACMA, CGMAExecutive Di
Page 40 and 41: 8.0 Staff SurveyThe Trust employs a
Page 42 and 43: Art therapy session on ward G1In ad
Page 44 and 45: 10.0 Sustainability ReportOur appro
Page 46 and 47: Part 2A: A review ofour priorities
Page 48 and 49: How did we do?We believe we are mak
Page 50 and 51: How did we do?We have made positive
Page 52 and 53: 101How do our structures help ensur
Page 54 and 55: Improving the management of Violenc
Page 56 and 57: National audit of psychological tre
Page 58 and 59: Part 3: Review of ourquality perfor
Page 60 and 61: Drug and alcohol servicesThe servic
Page 62 and 63: 3.3 Service user experienceComplain
Page 64 and 65: Memory servicesSurveys have led to
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It was harder for the Committee to
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This report, including the conclusi
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13.0 Annual Governance Statement13.
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of the systems of internal control.
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• Reports from External Audit;•
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We are not required to assess, nor
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The Accounts of Sheffield Health an
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SUPPORTING NOTESTO THE ACCOUNTSNote
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Revaluation gains and lossesIncreas
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of all assets less the value of all
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3.4 Operating income by type compri
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The aggregate of remuneration recei
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No assets were held under finance l
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13. Cash and cash equivalents15. Tr
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A provision of £729,000 relates to
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The value of transactions with boar
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Actuarial gains and losses are reco
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17.0 ContactsSheffield Health and S
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Item 8 - Sheffield Health and Social Care

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