Staff Survey 2017

1. Staff Survey 2017 Derbyshire Community Health Services NHS Foundation Trust Locality Report: Estates January 2018

2. Picker is an international charity dedicated to ensuring the highest quality health and social care for all, always. We are here to: • Influence policy and practice so that health and social care systems are always centred around people’s needs and preferences • Inspire the delivery of the highest quality healthcare, developing tools and services which enable all patient’s experiences to be better understood • Empower staff working in health and social care to improve patient experience by effectively measuring, and acting upon people’s feedback

3. Contents • Introduction • Survey activity and overview of results • Positive score summary – overview of results by section • Local benchmarks – comparing results with other localities Appendix. Frequency tables – a detailed breakdown of your results

4. Section 1 Introduction

5. Staff Survey 2017 The results presented here are from the Staff Survey 2017, carried out by Picker on behalf of Derbyshire Community Health Services NHS Foundation Trust. This survey is an annual study, first run in 2003, and is required by NHS England for all NHS trusts in England. This report will present your locality's results in comparison to the average for your organisation. Survey methodology NHS England have comprehensive guidelines on which staff must be included in the survey, available here: http://www.nhsstaffsurveys.com/Caches/Files/ST17_Organisation%20Guidance.pdf A minimum of 1,250 staff were required for the basic sample accepted by NHS England. Where an organisation had less than 1,250 staff a census had to be undertaken. Organisations with more than 1,250 staff could choose to survey more than this number; most of these organisations chose to carry out a census. The survey could be carried out online, on paper or as a mixed mode survey. Staff surveyed online were contacted via an email, in most cases to their work email address. Staff were sent an invitation email with standardised NHS England text, that could be partially customised by each organisation. Links were unique to each staff member, allowing tracking of non-responders and preventing duplicate responses. Non-responders were sent up to six follow up reminders, to help boost response rates. Staff surveyed on paper were sent an invitation pack to their work address, or home address if they did not have a regular work address. The pack contained a questionnaire, a covering letter from NHS England and a freepost return envelope. Organisations had the option of personalising the NHS England letter by adding their letterhead, an additional organisation specific paragraph, and their CEO's signature. Some organisations also chose to send their own additional letter. Non-responders were sent a reminder 2-3 weeks after the initial invitation and another questionnaire a further 2-3 weeks after the first reminder.

6. Questionnaire The questionnaire used for the Staff Survey 2017 was developed by the NHS Coordination Centre. A copy of the questionnaire is publically available here: http://www.nhsstaffsurveys.com/Caches/Files/ST17_Core%20Questionnaire_v2.pdf This year the questionnaire remained functionally the same as the previous year’s, so comparisons with all relevant questions is possible historically. Positive scoring We use the concept of ‘positive scores’ as a summary measure, to help monitor your results over time and to show how your organisation compares to the average score for all 'Picker' organisations. The positive score shows the percentage of staff who gave a favourable response to applicable questions. Not all questions will have a positive score; exceptions include background details such as gender, ethnic group, or age. Calculating positive scores example * We combine these two responses to create your positive score for this question, 50%.

7. Explaining your data: what is a positive score? • Yes/No Only the Yes response is counted as a positive* 5 point scale questions • Positive scores report the percentage of people who were happy/satisfied with their experience. E.g. Strongly agree and Agree / Satisfied and Very satisfied There are five main types of positive scoring questions within the staff questionnaires • 3 point scale questions • Positive scores report the percentage of people who were definitely satisfied with their experience only, not sometimes satisfied. E.g. Yes, definitely Never option Where questions are in regards to physical violence, abuse or bullying only the never option is counted as a positive score Reporting incidents Where physical / verbal abuse or harassment is reported ‘Yes I reported it’, ‘Yes a colleague reported it’ and ‘Yes I reported it and a colleague reported it’ are all added together to count as a positive response *This is providing that the question is positively phrased

8. How should you use positive scores? Positive scores indicate where things are going well within the organisation; high scores reflect staff satisfaction with regards to that question. Lower scores reflect poorer performance. Positive scores are an interpretation of the data made by the Picker Institute.Any comparisons made within the organisation (internal benchmarks, historic comparisons) or between organisations (external benchmarks) are made using these scores. When data is provided to NHS England, only the raw data is provided, not the positive scores. What are targeted (“plus”) questions? Where a question has a plus sign following it (e.g. Q14d+) we have removed response codes such as “Not applicable” or “Don’t know” from the positive score. By excluding staff from the score for whom the question does not apply, you get a more accurate picture of satisfaction at your organisation. Plus questions also allow easier comparisons with the national scoring provided by the NHS Coordination Centre.

9. Low numbers of respondents Some questions are filtered, where only relevant questions are asked of respondents • E.g. only staff who have had an appraisal will be asked subsequent questions about the appraisal This means that fewer staff will answer some of the questions in the questionnaire. Where fewer than 50 staff have answered a particular question, the positive score will be shown within square brackets [43%]. The result should then be treated with caution, as the number of staff answering is relatively small. Rounding of percentages Throughout the report (with the exception of the Frequency Tables) partial percentages have been rounded to the nearest whole number. • E.g. 12.8% is rounded up to 13%, while 5.3% would be rounded down to 5%. Significant differences We identify questions where there are significant differences between your organisation and the organisation average, or between your organisation this year and the previous survey. By 'significant' difference, we mean that the finding is statistically reliable and we can be confident that the result reflects a real difference. The calculation used to test the statistical significance of scores was the Z-test.

10. How to use this report When deciding upon which areas to act, we suggest you address each section of the questionnaire. A useful approach is to look at a particular section and work through the following steps: Identify any questions where you consider the results to be unacceptable for your locality • The positive score summary is the first point where you can pick out any questions where the results are worse than the overall organisation average • The next step is to go to the frequency tables for that question • You may also wish to feed back on the areas where your locality is above the organisation average Address the areas where you compare negatively to other localities • Are there particular areas where your scores are lower than other localities? • Our reports highlight significant differences with the organisation average so that you can find priorities for improvement and areas to celebrate where you are doing better

11. Section 2 Survey Activity and Overview of Results

12. Response Rates *Staff in these groups are not included in the eligible sample and are removed from any response rate calculation Picker monitored and responded to staff queries throughout fieldwork using our pickersurveys@pickereurope.ac.uk address and our Freephone helpline available 24 hours a day, 7 days a week.

13. How to read the Dartboard Charts This score is better than average This score is worse than average

14. Your results at a glance How you differ from the rest of your organisation How do you compare to your organisation overall? In National Staff Survey 2017 a comparison can be drawn between your locality and your organisation’s average on a total of 88 questions. Your locality is: • Significantly BETTER than average on 12 question(s) • Significantly WORSE than average on 6 question(s) • The scores were average on 70 question(s)

15. Section 3 Positive Score SummaryOverview of results by section

16. Positive score summary This section shows your positive score for each question and a comparison against your organisation’s average score for that question. For an explanation of positive scores and significant differences please see Section 1. Note that higher scores indicate better performance. How to read the tables Significant differences between your locality and the organisation average are indicated as follows: + scores significantly better than average - scores significantly worse than average Locality – the positive score for your locality Organisation average - average score for your organisation An example table:

17. Your job

18. Your job

19. Your managers

20. Your health, well-being and safety at work

21. Your health, well-being and safety at work

22. Your personal development

23. Your organisation Background information

24. Section 4 Local Benchmarks Comparing your results with other localities

25. Local benchmarks Local benchmarking compares experiences in your locality with other localities. Thisallows you to understand where your performance sits in relation to the organisation average and to your peers. Each blue bar shows the range of performance across all localities on a question – it shows where big improvements are possible and resources could be valuably concentrated. How to read the tables 1 Your job 4 100% 0% Worse Score Better Score 2 3 5 6 Worse Score Better Score 1 - Refers to the relevant section of the questionnaire 2 - Question number - where the question appears in the questionnaire 3 - Positive score text - statement summarising the positive responses given to that question 4-Higher positive scores (closer to 100%) are better, lower positive scores (closer to 0%) are worse 5 - Yellow diamond shows the locality score for the question, in this example better than the organisation average (black line) score 6 – In this example locality better than average, but the blue bar (range) highlights that further improvement is possible

26. Your job Q2a Often/always look forward to going to work Q2b Often/always enthusiastic about my job Q2c Time often/always passes quickly when I am working Q3a Always know what work responsibilities are Q3b Feel trusted to do my job Worse Score Worse Score Better Score Better Score Q3c Able to do my job to a standard I am pleased with Q4a Opportunities to show initiative frequent in my role Q4b Able to make suggestions to improve the work of my team/dept Q4c Involved in deciding changes that affect work Q4d Able to make improvements happen in my area of work

27. Your job Q4e Able to meet conflicting demands on my time at work Q4f Have adequate materials, supplies and equipment to do my work Q4g Enough staff at organisation to do my job properly Q4h Team members have a set of shared objectives Q4i Team members often meet to discuss the team's effectiveness Worse Score Worse Score Better Score Better Score Q4j Team members have to communicate closely with each other to achieve the team's objectives Q5a Satisfied with recognition for good work Q5b Satisfied with support from immediate manager Q5c Satisfied with support from colleagues Q5d Satisfied with amount of responsibility given

28. Your job Q5e Satisfied with opportunities to use skills Q5f Satisfied with extent organisation values my work Q5g Satisfied with level of pay Q5h Satisfied with opportunities for flexible working patterns Q6a+ Satisfied with quality of care I give to patients/service users Worse Score Worse Score Better Score Better Score Q6b+ Feel my role makes a difference to patients/service users Q6c+ Able to provide the care I aspire to

29. Your managers Q7a Immediate manager encourages team working Q7b Immediate manager can be counted upon to help with difficult tasks Q7c Immediate manager gives clear feedback on my work Q7d Immediate manager asks for my opinion before making decisions that affect my work Q7e Immediate manager supportive in personal crisis Worse Score Worse Score Better Score Better Score Q7f Immediate manager takes a positive interest in my health & well-being Q7g Immediate manager values my work Q8a I know who senior managers are Q8b Communication between senior management and staff is effective Q8c Senior managers try to involve staff in important decisions Q8d Senior managers act on staff feedback

30. Your health, well-being and safety at work Q9a Organisation definitely takes positive action on health and well-being Q9b In last 12 months, have not experienced musculoskeletal (MSK) problems as a result of work activities Q9c Not felt unwell due to work related stress in last 12 months Q9d In last 3 months, have not come to work when not feeling well enough to perform duties Q9e Not felt pressure from manager to come to work when not feeling well enough Worse Score Worse Score Better Score Better Score Q9f Not felt pressure from colleagues to come to work when not feeling well enough Q9g Not put myself under pressure to come to work when not feeling well enough Q10b Don't work any additional paid hours per week for this organisation, over and above contracted hours Q10c Don't work any additional unpaid hours per week for this organisation, over and above contracted hours Q11a In last month, have not seen errors/near misses/incidents that could hurt staff

31. Your health, well-being and safety at work Q11b In last month, have not seen errors/near misses/incidents that could hurt patients Q11c+ Last error/near miss/incident seen that could hurt staff and/or patients/service users reported Q12a+ Organisation treats staff involved in errors fairly Q12b+ Organisation encourages reporting of errors Q12c+ Organisation takes action to ensure errors are not repeated Worse Score Worse Score Better Score Better Score Q12d+ Staff given feedback about changes made in response to reported errors Q13a+ Know how to report unsafe clinical practice Q13b Would feel secure raising concerns about unsafe clinical practice Q13c Would feel confident that organisation would address concerns about unsafe clinical practice Q14a Not experienced physical violence from patients/service users, their relatives or other members of the public

32. Your health, well-being and safety at work Q14b Not experienced physical violence from managers Q14c Not experienced physical violence from other colleagues Q14d+ Last experience of physical violence reported Q15a Not experienced harassment, bullying or abuse from patients/service users, their relatives or members of the public Q15b Not experienced harassment, bullying or abuse from managers Worse Score Worse Score Better Score Better Score Q15c Not experienced harassment, bullying or abuse from other colleagues Q15d+ Last experience of harassment/bullying/abuse reported Q16+ Organisation acts fairly: career progression Q17a Not experienced discrimination from patients/service users, their relatives or other members of the public Q17b Not experienced discrimination from manager/team leader or other colleagues

33. Your personal development Q18a+ Had training, learning or development in the last 12 months Q18b+ Training helped me do my job more effectively Q18c+ Training helped me stay up-to-date with prof. requirements Q18d+ Training helped me deliver a better patient / service user experience Q19+ Had mandatory training in the last 12 months Worse Score Worse Score Better Score Better Score Q20a+ Had appraisal/KSF review in last 12 months Q20b Appraisal/review definitely helped me improve how I do my job Q20c Clear work objectives definitely agreed during appraisal Q20d Appraisal/performance review: definitely left feeling work is valued Q20e Appraisal/performance review: organisational values definitely discussed

34. Your personal development Q20f Appraisal/performance review: training, learning or development needs identified Q20g Supported by manager to receive training, learning or development definitely identified in appraisal Worse Score Worse Score Better Score Better Score

35. Your organisation Q21a Care of patients/service users is organisation's top priority Q21b Organisation acts on concerns raised by patients/service users Q21c Would recommend organisation as place to work Q21d If friend/relative needed treatment would be happy with standard of care provided by organisation Q22a+ Patient/service user feedback collected within directorate/department Worse Score Worse Score Better Score Better Score Q22b+ Receive regular updates on patient/service user feedback in my directorate/department Q22c+ Feedback from patients/service users is used to make informed decisions within directorate/department

36. Background information Q27b+ Disability: organisation made adequate adjustment(s) to enable me to carry out work Worse Score Worse Score Better Score Better Score

37. Appendix Frequency Tables A detailed breakdown of your results

38. How to read your frequency tables 1 Your job 2 3 Q6c+ I am able to deliver the care I aspire to 4 5 6 1 - Refers to the relevant section of the questionnaire 2 - Plus Question (+) - signifies that “Don’t know”sor “Not applicable”shave been removed to create a meaningful positive score 3- Question text – full question text as it appears in the questionnaire 4- Total respondents to the question - all respondents or a subgroup if a filtered/routed question 5 - * shows the answer options used to create a positive score – i.e. 47.8%+23.3% = 71.1% positive score 6- 30.4% (113) respondents at organisation overall strongly agreed they knew their work responsibilities

39. Your job Q2a I look forward to going to work. Q1 Do you have face-to-face contact with patients / service users as part of your job?

40. Your job Q2c Time passes quickly when I am working. Q2b I am enthusiastic about my job.

41. Your job Q3b I am trusted to do my job. Q3a I always know what my work responsibilities are

42. Your job Q4a There are frequent opportunities for me to show initiative in my role. Q3c I am able to do my job to a standard I am personally pleased with.

43. Your job Q4c I am involved in deciding on changes introduced that affect my work area/team/department Q4b I am able to make suggestions to improve the work of my team / department.

44. Your job Q4e I am able to meet all the conflicting demands on my time at work. Q4d I am able to make improvements happen in my area of work.

45. Your job Q4g There are enough staff at this organisation for me to do my job properly Q4f I have adequate materials, supplies and equipment to do my work

46. Your job Q4i The team I work in often meets to discuss the team’s effectiveness. Q4h The team I work in has a set of shared objectives.

47. Your job Q5a How satisfied I am with the recognition I get for good work Q4j Team members have to communicate closely with each other to achieve the team’s objectives.

48. Your job Q5c How satisfied I am with the support I get from my work colleagues Q5b How satisfied I am with the support I get from my immediate manager

49. Your job Q5e How satisfied I am with the opportunities I have to use my skills Q5d How satisfied I am with the amount of responsibility I am given

50. Your job Q5g How satisfied I am with my level of pay Q5f How satisfied I am with the extent to which my organisation values my work