Heart of England NHS Foundation Trust BHH Division National Survey Outcomes

1. Heart of England NHS Foundation Trust BHH Division National Survey Outcomes & Staff Engagement, 2012 With comparison where applicable: Heart of England NHS Foundation Trust Overall (plus trend)

2. Engagement Scores • 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

3. Trust Overall Employee Engagement Scores

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

15. 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/