April 1st 2009 to March 31st 2010

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Staff SurveyThe Trust performed extremely well in thenational survey of staff opinion. We achievedour highest ever response rate - over 65%, again,one of the highest in England for an Acute Trust.Our overall results improved for the fourthyear running with 10 more areas improvingsignificantly and just three worsening. The mostpleasing results showed a very high participationin appraisal (88%), a climate of mutual respect atwork (96%) and that the overwhelming majorityof staff believe that their voice is heard (94%),that care of patients is the Trust’s top priority(88%) and that they would recommend theTrust as an employer (91%). Two of the areaswhere we scored significantly worse comparedto last year were related to error reports beingtreated confidentially and hot water being madeavailable to staff, although we were still rankedas being among the top performing Trusts forthis work. The third area where we significantlyworsened was related to personal developmentplans not being supported by managers.The tables below highlight our response rates for2009/2010 compared to 2008/2009 and our topfour and bottom four ranked scores and how ourperformance compares to the national average.Staff roadshows are being held to share the fullfindings with staff and action plans are beingdeveloped in conjunction with staff.Response rateTrust2008/09 2009/10NationalAverageTrustNationalAverageTrust Improvement /Deterioration61% n/a 65% 55% 4% ImprovementStaff Survey Results2008/09Staff Survey Results2009/10Trust Improvement /DeteriorationTop 4 Ranking ScoresTrustNationalAverageTrustNationalAveragePercentage of staff appraised in last12 months70% n/a 87% 70% 17% ImprovementPercentage of staff appraised withPDP’s in last 12 months59% n/a 76% 59% 17% ImprovementPercentage of staff having wellstructured appraisals in last 12 monthsPercentage of staff feeling satisfiedwith the quality of work and patientcare they are able to deliver30% n/a 40% 30% 10% Improvement74% n/a 82% 74% 8% ImprovementBottom 4 Ranking ScoresPercentage of staff experiencingphysical violence from patients/relatives in last 12 monthsPercentage of staff experiencingphysical violence from staff in last 12monthsPercentage of staff feeling pressurein last 3 months to attend work whenfeeling unwellPercentage of staff experiencingharassment, bullying or abuse frompatients/relatives in last 12 monthsStaff Survey Results2008/09TrustNationalAverageStaff Survey Results2009/10TrustNationalAverageTrust Improvement /Deterioration11% n/a 13% 11% 2% Deterioration2% n/a 2% 2% No change26% n/a 27% 26% 1% Deterioration21% n/a 22% 21% 1% Deterioration22Blackpool, Fylde and Wyre Hospitals
Working Time DirectiveFor doctors, particularly those in training,compliance with EWTD regulations becamemandatory with effect from August 1st 2009.Significant work has been undertaken with allDivisions over the past 2-3 years to ensure thatthe Trust met this target. As part of this work theTrust re-configured all working patterns for juniordoctors to implement compliant EWTD rotas withthe result that compliance was met from August2008 – one year in advance of the target date andin line with the challenge set by NHS North West.All rotas within the Trust remain compliant andDivisions continue to review services to identifyany areas of difficulty that may need to beaddressed to ensure that EWTD, service deliveryand service development can be sustained.Equality and DiversityThe Trust’s approach to equality and diversity isone of inclusivity for all staff and service users.Lead responsibility for equality and diversity isshared jointly by the Director of Human Resourcesand Organisational Development and the Directorof Nursing and Quality. The Trust also appointeda full time Equality and Diversity Manager inNovember 2009 who represents the Trust locally,regionally and nationally, delivers equality anddiversity training to all staff and advises staff at alllevels with regard to equality and diversity issues.The Trust’s methods for monitoring performanceare regularly reviewed in order to adopt the mostsuitable method given the diversity of the servicesprovided and our service users. In this way wecan quickly identify unsuitable methods and ifnecessary amend to ensure full and meaningfuldata is being collected. Outcomes from all reviewsare shared with each department and service areato enable them to re-evaluate the way in whichmonitoring is carried out. There are difficultiesin collating information on disability and sexualorientation for both staff and service users dueto the sensitivity surrounding these strands. Inaddition the Trust has recently completed theEquality Performance Improvement Toolkit reportwhich is evaluated by our commissioning PrimaryCare Trust, NHS Blackpool.To comply with publication duties the Trustpublishes information regarding equality anddiversity on its internet site and in the AnnualReport along with completing requests fromthe Care Quality Commission and other relevantbodies as required.All of the Trust’s equality and diversity relatedschemes, policies, procedures and guidelineshave been Equality Impacted Assessed. The mainschemes and policies all have plans which are thenreported to the Equality Diversity and HumanRights Steering Group for monitoring and to settimeframes in order to address any shortfalls.Table: Summary of Performance – WorkforceStatisticsFrom analysis carried out between data collatedon the makeup of the local community and thatof staff employed, the Trust is reflective of thecommunity it serves.Age0-1617-2122+TotalEthnicityWhiteMixedAsian orAsian BritishBlack orBlack BritishOtherGenderMaleFemaleRecordedDisabilityStaff2008/09070445445244106201972417710213503Notstated%1.698.4100.090.80.44.40.53.922.677.4Staff2009/10066474948154423312213011011293686Notstated%1.498.6100.091.10.64.60.62.323.476.6The results of the staff survey showed that only54% of staff received equality and diversitytraining. This is a key priority and equality anddiversity training now forms part of the full daymandatory training. We expect to see furtherimprovements in this area next year.The Trust has an Equality, Diversity and HumanRights Steering Group, chaired by and vice chairedby Executive Directors of the Trust and with aninclusive membership reflecting all strands ofdiversity and including representation from Truststaff, partner organisations and patient groups.This group oversees the production of an AnnualTrust Action Plan and reports back throughthe Trust’s HR and OD Committee and PatientExperience Committee.Priorities for 2010/11 include:• Ensuring full compliance with the new EqualityAct and NHS Regulation Framework.• Holding our second Annual Equality andDiversity conference.• Progressing areas requiring developmenthighlighted within the North West EqualityImprovement Toolkit (EPIT), staff survey andpatient survey.• Staff training – customer focus on mandatorytraining.• Increasing social value – schools work,employment training and skills agenda.Annual Report and Accounts April 1st 2009 to March 31st 2010 23
Page 1: Blackpool, Fylde andWyre HospitalsN
Page 5 and 6: ContentsPageChairman and Chief Exec
Page 7 and 8: The Trust again achieved its financ
Page 9 and 10: Hospital HighlightsThe Trust contin
Page 12 and 13: “On August 24th 2009 my wife was
Page 14: Location Map ofBlackpool, Fyldeand
Page 19 and 20: Enhancing Patient SafetyImproving p
Page 21: Our StaffThe Blackpool WayThe Trust
Page 25 and 26: AppraisalThe Trust made further imp
Page 27 and 28: Security managementThe Local Securi
Page 29 and 30: Our FinancesIncome andExpenditurePe
Page 31 and 32: Chart 4: A&E Attendances10000080000
Page 33 and 34: Chart 9 shows the increase in expen
Page 35 and 36: In addition the Trust, as part of t
Page 37 and 38: Financial InstrumentsThe Trust does
Page 39 and 40: Our PerformancePerformance against
Page 41 and 42: Summary of MRSA Performance2007/200
Page 43 and 44: Information GovernanceComplianceInf
Page 45 and 46: Delivering Our PlansImproving the P
Page 47 and 48: As stroke is the third largest caus
Page 49 and 50: Table: Environmental Performance in
Page 51 and 52: Our Future PlansStrategic OverviewI
Page 53 and 54: Continuous ImprovementDuring 2009 t
Page 57 and 58: Effective risk and performancemanag
Page 60 and 61: The Board of Directors comprises se
Page 63 and 64: Profile of the BoardVoting members
Page 65 and 66: Malcolm Faulkner (Non-Executive Dir
Page 67 and 68: Nick Grimshaw (Director of Human Re
Page 69 and 70: Council of GovernorsThe Council of
Page 71 and 72: STAFF ELECTED GOVERNORSROLEClass 1
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NameStaff GovernorsDr Tom KaneSam W
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Governor Attendance - Membership Co
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MembershipOver the past 12 months,
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Membership Report for Blackpool Fyl
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Audit CommitteeRole of the AuditCom
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• Consideration of alternative me
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Remuneration ReportThe membership o
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Salary and pension entitlements of
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“I would like to compliment the s
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Part 1: Quality Narrative1.1 A Stat
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2.1 Progress of Performance onQuali
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Graph 3Clostridium DifficileNumber
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Reducing Medication errors by 50% b
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100Audit ImprovementFor all prescri
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Coronary Artery Bypass GraftSurgery
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Heart FailureMeasureOct 08 -Dec 08T
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Table 2 identifies actions to be ta
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Improving Outcomes For Patients Who
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Improving Local Patient ExperienceS
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Graph 11Overall Trust NCI Performan
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The national clinical audits and na
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The Clinical Audit Committee is pro
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Following the Care Quality Commissi
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Part 3 QualityImprovement Prioritie
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3.1 Overview of Performanceof the T
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Statement from External Agencies1.1
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Glossary of abbreviationsPage No. A
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Glossary of TermsPage No. Abbreviat
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Annex C: Statement in respect of In
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The Audit Committee is a sub-commit
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4.11 Annual Quality ReportThe Direc
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• Comments made by External Audit
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• adequate accounting records hav
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Annex E: Accounts for the periodApr
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STATEMENT OF COMPREHENSIVE INCOME F
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STATEMENT OF CHANGES IN TAXPAYERS
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1. Accounting policies and otherinf
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Held for sale assetsAssets intended
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Gains and losses recognised in the
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The charge is calculated at the rea
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2. Operating segments2009/10 Medici
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4. Other Operating IncomeYear ended
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5.4 Operating leasesAs lessee5.4.1
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7. Gains/(losses) on disposal of as
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11. Property, plant and equipmentPr
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12. Capital commitmentsCommitments
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15. Other financial assets31st Marc
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20. Provisions20.1 Provisions analy
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22. ContingenciesContingent liabili
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26. Related party transactionsBlack
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27. Transition to IFRS - first time
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April 1st 2009 to March 31st 2010

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