#Caring4NHSPeople - virtual wellbeing session 12 August 2020 - slides from the session

1. We Are the NHS: People Plan 20/1 –
Action For Us All
Looking After Our People
Virtual Community Meeting
12th August 4pm
#Caring4NHSpeople
Welcome to our weekly wellbeing session:
The health and wellbeing of our NHS people during the
Covid-19 response

2. Introduce yourself in the chat box
Say:
• Who you are
• Where you are today
• Your job role
• What excites you about the People
Plan?
• Send to “all participants” To join the wellbeing community list, click on
the link at
http://horizonsnhs.com/caring4nhspeople/
#Caring4NHSpeople

3. Our Wellbeing Community:
https://tribe.horizonsnhs.com/
#Caring4NHSpeople
To join the mailing list of people who get
the information about this community:
http://horizonsnhs.com/caring4nhspeople/
#Caring4NHSpeople
Staying in touch…
To share what you’ve learnt or what’s inspired
you during these sessions or even suggest
new topics… Get in touch with Zoe!
Zoelord@nhs.net

4. Introduce yourself in the chat box
Say:
• Who you are
• Where you are today
• Your job role
• What excites you about the People
Plan?
• Send to “all participants” To join the wellbeing community list, click on
the link at
http://horizonsnhs.com/caring4nhspeople/
#Caring4NHSpeople

5. We Are the NHS: People Plan 20/1 –
Action For Us All
Looking After Our People
Virtual Community Meeting
12th August 4pm
#Caring4NHSpeople
Welcome to our weekly wellbeing session:
The health and wellbeing of our NHS people during the
Covid-19 response

6. Aims of the Wednesday sessions
• Offer support, ideas, knowledge and
wisdom to those with a role in
supporting the health and wellbeing of
our staff
• Share the range of wellbeing support
activities that are available
• Connect with each other and
collectively build our community of
those who support the health and
wellbeing of our health and care staff Photo by Petr Macháček on Unsplash

7. • Welcome – Zoe Lord & Elizabeth Nyawade
• Update on the National Support Offer – Sonya Wallbank
• We are the NHS: People Plan for 2020/2021 – action for us all – John Drew
• The People Promise – Ronke Akerele
• People Pulse – Zoe Evans
• In Conversation with – John, Ronke & Helen Bevan
• Call to action & closing remarks - Elizabeth Nyawade & Zoe Lord
#Caring4NHSpeople

8. The team today
Chat box facilitators
Contributors
Zoe Lord
Facilitators
Social Media
Leigh Kendall
Elizabeth Nyawade
Paul Woodley
Technical hosts
Zarah Mowhabuth
YouTube host
Dr Ronke
Akerele
Louise Pratt
Dr Sonya
Wallbank
John Drew
Lynsey OgilvieIan Baines
Karen Dumain
Tej Riat
Dr Helen
Bevan
Zoe Evans

9. An update on the
National Wellbeing Offer
Dr Sonya Wallbank
Health and Wellbeing
Clinical Lead, NHS
England & NHS
Improvement
#Caring4NHSpeople

10. What is your main role in supporting the wellbeing
of NHS people and/or people in partner
organisations?
Pick the MAIN one
POLL
If you are on YouTube or the poll doesn’t work for you on Zoom, write your number in the chatbox
1. Health and wellbeing lead
2. Occupational Health
3. Trade Union or Professional Association
4. Organisation Development (OD)
5. Diversity and Inclusion lead
6. Psychologist
7. Workforce/HR
8. Line manager/leader/non-exec
9. Coach
10. Other (please specify in the chatbox)

11. We are the NHS: People Plan for
2020/2021 – action for us all.
1) I’ve fully read the People Plan
2) I’ve read the summary / parts of it or
other people’s views
3) The People Plan is on my list of things
to read!
4) I didn’t know there was a new People
Plan
POLL
If you are on YouTube or the poll doesn’t work for you on Zoom, write your number in the chatbox

12. John Drew,
Director of Staff Experience &
Engagement
NHS England and NHS
Improvement#Caring4NHSpeople
We are the NHS: People
Plan for 2020/2021 –
action for us all

13. 13 | Presentation title
Finance
Activity
Workforce

14. Bullying & Harassment has not changed much over 5 years
7.89 7.94 7.94
7.87
7.92
7.00
7.20
7.40
7.60
7.80
8.00
8.20
8.40
8.60
2015 2016 2017 2018 2019
13c. . . . . By colleagues – 20.6%
13a. . . . By patients, users, families or public – 28.9%
13b. . . . By managers – 13.1%
% reporting being bullied (Acute Trusts, 2019)
Specialist
Acute &
Community
Acute MH & LD Community
Community,
MH&LD
Ambulance
NHS
(All Trusts)
Q13a - Patients, users, families, public 19.6% 26.2% 28.9% 32.7% 23.8% 27.3% 47.4% 28.5%
Q13b - Managers 11.9% 11.6% 13.1% 11.9% 9.3% 10.7% 15.9% 12.3%
Q13c - Colleagues 20.0% 18.5% 20.6% 17.0% 15.2% 16.0% 18.2% 19.0%
Q13b & c combined - Managers and/or colleagues 25.0% 23.9% 26.4% 23.3% 20.1% 21.5% 26.8% 24.8%

15. Staff engagement has not changed much either
EEI (2019), % agree/strongly agree
6.98 7.00 6.97 7.00 7.03
6.00
6.20
6.40
6.60
6.80
7.00
7.20
7.40
7.60
7.80
8.00
2015 2016 2017 2018 2019
I look forward to coming to work – 59.7%
I am able to make improvements in my area of work – 55.8%
I would recommend my organisation as a place to work – 63.1%
Source: NHS Staff Survey

16. Engagement scores vary by sector (2019)
Max, 1st Quartile, Mean, 3rd Quartile, Min
Source: Listening into Action, 2018 Staff Survey results8
Relative staff numbers

17. 6.0
6.2
6.4
6.6
6.8
7.0
7.2
7.4
7.6
7.8
8.0
2015 2016 2017 2018 2019
NHS Acutes
Royal Cornwall
Leeds
Bournemouth
Special measures
 Some Trusts
have made
steady progress
(1%/year)
 The maximum
improvement
has been  2%
/year from a low
starting point
 Trusts in ‘special
measures’ lag
have a marked
gap on staff
engagement
Some Trusts have made impressive improvements in Engagement
Acute Trust examples

18. More
Better
Different

19. Looking after our people

20. Theme Sub-element Metric
a. Compassionate 5b. I am satisfied with the support I get from my immediate manager
a. Compassionate 8f. My immediate manager takes a positive interest in my health and well-being
b. Inclusive 4j. I receive the respect I deserve from my colleagues at work
b. Inclusive 15a-b. In the last 12 months have you personally experienced discrimination at work?
a. Recognised 5a. I am satisfied with the recognition I get for good work
a. Recognised 5f. I am satisfied with the extent to which my organisation values my work
b. Rewarded 5g. I am satisfied with my level of pay
b. Rewarded 8g. My immediate manager values my work
a. Speak up 17a. My organisation treats staff who are involved in an error, near miss or incident fairly
a. Speak up 17b. My organisation encourages us to report errors, near misses or incidents
b. Improvement 4c. I am involved in deciding on changes introduced that affect my work area / team / department
b. Improvement 8d. My immediate manager asks for my opinion before making decisions that affect my work
a. Safe 12a-c. In the last 12 months how many times have you personally experienced physical violence at work
a. Safe 13a-c. In the last 12 months how many times have you personally experienced harassment, bullying or abuse
b. Healthy 11a. Does your organisation take positive action on health and well-being?
b. Healthy 11c. During the last 12 months have you felt unwell as a result of work related stress?
a. Feedback 8c. My immediate manager gives me clear feedback on my work [excluded in 2020]
b. Appraisal 19b. My appraisal helped me to improve how I do my job [excluded in 2020]
c. Training 19g. My manager supported me to receive this training, learning or development [excluded in 2020]
d. Equal opportunities 14. Does your organisation act fairly with regard to career progression / promotion?
a. Flexible 5h. I am satified with the opportunities for flexible working patterns
b. Workload 6a. I have unrealistic time pressures
b. Workload 10c. On average, how many additional UNPAID hours do you work per week for this organisation, over and above your contracted hours?
c. Pressure 4e. I am able to meet all the conflicting demands on my time at work
a. One team 21a. Care of patients / service users is my organisation's top priority
a. One team 6c. Relationships at work are strained
b. Team effectiveness 4h. The team I work in has a set of shared objectives
b. Team effectiveness 4i. The team I work in often meets to discuss the team’s effectiveness.
7. We are a team
1. We are
compassionate and
inclusive
2. We are
recognised and
rewarded
3. We each have a
voice that counts
4. We are safe and
healthy
5. We are always
learning
6. We work flexibly
“If you can’t measure it, you can’t improve it”

21. Dr Ronke Akerele,
Director of Culture
Transformation, NHS England
and NHS Improvement
#Caring4NHSpeople
The People Promise
Inclusion and Belonging

22. What are the
opportunities in the
People Promise?

23. Zoe Evans,
Head of Staff Engagement
NHS England and NHS
Improvement
#Caring4NHSpeople
People Pulse

24. 24 |
 People Pulse was launched on 1 July 2020.
Participation is voluntary for organisations.
Story so far
• The Pulse runs in fortnightly cycles –
currently in wave 3. So far over 15,000
responses received from participants from
61 organisations.
• Results are available to leadership teams in
individual Trusts which opted in the survey,
as well as regional and national staff
engagement and experience teams.
183 organisations have expressed interest since
1 July
75 organisations have confirmed they would
implement the People Pulse:
58 Trusts, 15 CCGs, 2 Social Enterprises

25. 25 |
Colleague feedback
Presentation title
* The score is an aggregate of results from a number of different questions in the survey
1-19 July 20-29 July

26. 26 |
Colleague mood
Presentation title
1-19 July 20-29 July

27. 27 |
Practical support
Presentation title
Wave 2
20-29 July
Wave 1
1-19 July

28. 28 |
Next steps
Presentation title
1
An in-depth report
will be produced by
Karian and Box on
10 August 2020 for
consideration of the
Senior Leadership
Team at NHS
England and
Improvement
2
SEE Team is
seeking a
dedicated web
page where
national results
alongside ‘We said,
we did’ feedback
will be published
3
Create a
knowledge
repository and a
space for
participating
organisations to
share best practice
with each other
4
Review of the
project in Sept
2020

29. In Conversation with…
#Caring4NHSpeople
John Drew,
Director of Staff Experience
& Engagement,
NHS England and NHS
Improvement
Dr Ronke Akerele
Director of Culture
Transformation,
NHS England and NHS
Improvement
Helen Bevan
NHS Horizons,
NHS England and NHS
Improvement

30. Very helpfulNot helpful
To what extent has today’s session been useful in
your own role supporting staff health and wellbeing
during and after Covid-19?
POLL
If you are on YouTube or the poll doesn’t work for you on Zoom, write your number in the chatbox