GHCCG Staff Survey Results Robert Willis

1. GHCCG Staff Survey Results Robert Willis Wednesday 12th June 2013

2. Objectives • Objectives • Explain purpose and scope of the Staff Survey • Highlight key messages from the survey • Explain how issues identified will be taken forward

3. Staff Survey – Purpose and Scope • The staff survey was commissioned following the Staff OD Day in January:- • Establish whether the vision and values of the new CCG had been communicated successfully to staff • Explore staff views in respect of communication; health and wellbeing of staff • Alignment of CCG leadership behaviors across the CCG to vision and values of the CCG

4. Staff Survey – Vision and Values • The vision of Greater Huddersfield CCG is:- • “that by being informed by our local population and clinicians, we will drive improvement of healthcare services through leadership, innovation and excellence” • The underpinning values of Greater Huddersfield CCG are:- • Listening; Learning; Leading; and Enabling

5. Staff Survey – Values – Guiding Principles:- • GHCCG Guiding Principles of its Values :- • Listening – Listening to health professionals, local people and those who support the CCG in the commissioning of high quality healthcare in the most appropriate setting. • Learning – Learning from other CCG’s, service providers and the NHS Commissioning Board to inform, a strategic, long-term view for change. • Leading– Leading through enthusiasm and cohesiveness to reduce health inequalities in Greater Huddersfield. • Enabling – Enabling local people and clinicians to transform and improve Greater Huddersfield’s health and healthcare • These were the basis of a large element of our discussion at the Staff • OD day in January

6. Staff Survey – Key Messages • Context • Eligible staff 75 directly employed and shared posts and 12 Clinical/Lay/Nurse/Sec Care Advisor Governing Body Members • 35 staff took part in the survey which represents 40% of eligibility • We would like to aspire to higher engagement with surveys issued in the future

7. Staff Survey – Key Messages • Values – issues to improve • Communication of values to staff • Reflection of values in appraisal process / meetings / Decision Making process / Internal and External communications • What you said about the importance of the CCG having a set of Values: • Ensure organization fits with the wider NHS • A shared sense of purpose and identity which gives staff something to relate to and work towards, which in turn can help provide them with motivation • Helps staff to understand and explain the organization, what it does, what it stands for and their particular role within it • Sets an ethos and culture • Something to benchmark and check priorities / progress / delivery / actions / decisions against

8. Staff Survey – Key Messages • Communication – issues you broadly liked • The CCG communicates well with staff • Participation in fortnightly meetings / intranet / regular team meetings and 1.1’s with line managers scored highly • Have we established well enough a basis of sharing staff ideas across the CCG? • What you said about the importance of the CCG Communication: • A staff forum – access to senior management and providing a ‘listening ear’ for staff issues, offering support to the health and wellbeing of staff • Would like to see managers delivering good leadership – 1:1s, support, good quality appraisals, fairness across teams, praise and constructive criticism where appropriate. • A suggestions/comment box • More active use of GHCCG ‘Facebook’ and ‘Twitter’ accounts and give staff access to them • ‘Smart’ objectives for CCG that are discretionary, i.e. beyond those mandated by the centre

9. Staff Survey – Key Messages • Leadership Behaviours – issues raised • Leaders do tend to behave in ways which reflect CCG values • There is not a consensus that all staff/members do behave in ways which reflect CCG values • Have we established a way for the CCG to recognise and reward behaviours which are in line with CCG values? • What you said about the importance of the CCG Leadership Behaviours: • No point in having them if they’re not implemented – must practice what you preach! • It’s what creates the culture of the organization, staff feel motivated, valued and supported • To give a consistent message and give the public confidence that the organization is doing its best for, and delivering its promises to, the local population • To establish a good reputation and an organization who the public and partners want to work and engage with

10. Staff Survey – Key Messages • Staff Health & Wellbeing – issues raised • Scored well overall • Have we established a way for the CCG to offer further support and services to promote the health and well being of staff? • What you said about the importance of the CCG Staff Health and Wellbeing: • How do you know if staff are OK if nobody asks? Would like to understand better how staff feel. • Some weren’t aware of what GHCCG offer, or whether they even offer anything at all • A lot of pressure to work over hours to meet deadlines, no down time • Confidential signposting to mental health services would be useful • Stress management training for managers • Healthy options in staff canteen • Health and wellbeing agenda item on staff forum

11. Staff Survey – Next steps • Staff Forum • Responding to issues identified in this survey and future surveys are the responsibility of all of us, but the new Staff Forum will take a lead in highlighting these issues to the CCG Governing Body • Thanks to Sapphire Wright for collating this information for us • Many thanks to all of those who responded to the survey - please can we all try to respond to future staff surveys • These slides will be made available on the intranet following this event