Heart of England NHS Foundation Trust

Facilities Division National Survey Outcomes & Staff Engagement, 2012

With comparison where applicable:Heart of England NHS Foundation Trust Overall (plus trend)

During 2012, the Trust undertook the National Staff Survey as a census. The National Survey provides a staff engagement rating and by running a census we are able to provide an engagement rate from this data (which we haven’t been able to do before). ‘Local’ engagement rating was created using employee engagement specialists, Ipsos MORI, some 3 years ago, and therefore, we included those questions into the National Survey to enable us to have benchmark data.

Therefore, you will find in this report: •Your 2012 National Engagement Score for your directorate•Your 2012 Local Engagement Score for your directorate and a comparison to your 2011 Local Engagement Score (if available) The full data set for your directorate, can be found on the HR website under Wellbeing, then Surveys. We would encourage all directorates to look closely at the data provided and consider how they can improve staff engagement within their areas. Improved staff engagement leads to improved patient care. With the publication of the Francis Report, it is more crucial than ever to do everything we can to ensure patient care is of the highest possible quality and standard. For information about staff engagement, please visit NHS Employers website http://www.nhsemployers.org/EmploymentPolicyAndPractice/staff-engagement/Staff-engagement-toolkit You may also wish to read reports by David McLeod

Engagement Scores

Facilities Division National Results 2012 Local Engagement 2012

OVERALL 71% 64%

Catering 72% 70%

Estates 70% 50%

Facilities Management 78% 74%

Hotel Services 70% 62%

Trust Overall Employee Engagement Scores

Key FindingsFacilities Division

KF01 - Satisfaction with quality of work and patient care able to deliver

KF02 - Percentage of staff agreeing that their role makes a difference to patients

KF03 - Work pressure felt by staff

OVERALL 81% 83% 56%

Catering 83% 90% 53%

Estates 76% 84% 56%

Facilities Management

85% 82% 55%

Hotel Services 81% 80% 57%

Key FindingsFacilities Division

KF04 - Effective team working

Kf05 - Percentage of staff working extra hours

KF06 -Percentage of staff receiving job-relevant training, learning or development in last 12 months

OVERALL 70% 52% 75%

Catering 72% 45% 72%

Estates 69% 58% 72%

Facilities Management

81% 54% 77%

Hotel Services 67% 49% 76%

Key FindingsFacilities Division

KF07 - Percentage of staff appraised in last 12 months

KF08 - Percentage of staff having well structured appraisals in last 12 months

KF09 - Support from immediate managers

OVERALL 89% 30% 69%

Catering 83% 31% 71%

Estates 85% 12% 68%

Facilities Management

92% 46% 77%

Hotel Services 94% 36% 67%

Key FindingsFacilities Division

KF10 - Percentage of staff receiving health and safety training in last 12 months

KF11 - Percentage of staff suffering work-related stress in last 12 months

KF12 - Percentage of staff saying hand washing materials are always available

OVERALL 72% 24% 61%

Catering 84% 13% 79%

Estates 71% 34% 43%

Facilities Management

57% 22% 62%

Hotel Services 73% 22% 66%

Key FindingsFacilities Division

KF13 - Percentage of staff saying hand washing materials are always available

KF 14 - Percentage of staff reporting errors, near misses or incidents witnessed in last month

KF 15 - Fairness and effectiveness of incident reporting procedures

OVERALL 20% 80% 67%

Catering 12% 100% 68%

Estates 20% 71% 66%

Facilities Management

17% 100% 68%

Hotel Services 23% 78% 67%

Key FindingsFacilities Division

KF16 - Percentage of staff experiencing physical violence from patients, relatives or public

KF17 -Percentage of staff experiencing physical violence from staff in last 12

KF18 - Percentage of staff experiencing harassment, bullying or abuse from patient, public, relatives

OVERALL 10% 4% 13%

Catering 8% 2% 17%

Estates 3% 1% 6%

Facilities Management

4% 0% 4%

Hotel Services 17% 8% 18%

Key FindingsFacilities Division

KF19 Percentage of staff experiencing harassment, bullying or abuse from staff

KF20 Percentage of staff feeling pressure in last 3 months to attend work when feeling unwell

KF21 Percentage of staff reporting good communication between senior management and staff

OVERALL 22% 25% 27%

Catering 20% 30% 45%

Estates 22% 16% 16%

Facilities Management

8% 17% 33%

Hotel Services 26% 30% 30%

Key FindingsFacilities Division

KF22 Percentage of staff able to contribute towards improvements at work

KF23 Staff job satisfaction

KF24 Staff recommendation of the trust as a place to work or receive treatment

OVERALL 54% 70% 72%

Catering 49% 73% 74%

Estates 55% 70% 69%

Facilities Management

83% 78% 77%

Hotel Services 49% 67% 72%

Key FindingsFacilities Division KF25 Staff motivation at

workKF26 Percentage of staff having equality and diversity training in last 12 months

OVERALL 75% 23%

Catering 77% 35%

Estates 72% 9%

Facilities Management 78% 5%

Hotel Services 75% 33%

Key FindingsFacilities Division KF27 Percentage of staff

believing the trust provides equal opportunities for career progression or promotion

KF28 Percentage of staff experiencing discrimination at work in last 12

OVERALL 77% 9%

Catering 78% 4%

Estates 60% 9%

Facilities Management 95% 4%

Hotel Services 82% 13%

Local Engagement Action Plan

• Identify improvement opportunities from Strategic Priorities, Key Drivers & internal best practices - clear statement of objectives and measurable results

• Define steps and work plan to achieve objectives - sequential/ parallel and milestones

• Establish a time schedule for each step and overall program - critical path and best/worst case scenarios

• Assign responsibilities for each step and overall program – management levels, dept/functional areas and third-parties

• Determine all resources required – personnel, materials, services and costs Action plan for(please write in area)

………………………………………………………………

Improvement AreaActions to address improvement area

Timescales Resource required Who is responsible

Be specific. Include brief rationale. Corporate/local focus?

Be specific – avoid generalisations Lead-up, implementation & evaluation timings?

People, required budget, where budget derived?

Individuals & supporting team?

Note: Aim to address a maximum of 3 – 4 improvement areas. Actions to address improvement area can be singular or multiple.

Further advice & guidance• Stress Policy• NHS Employers – Engagement Tool-kit• Occupational Health Department• Live Well Work Well Website

http://www.heftlivewellworkwell.co.uk/• HR Website• HR Representative• If you wish to view the Trust’s CQC

National Survey report go to http://www.nhsstaffsurveys.com/cms/