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National Staff Experience Project
Liz ReillyNational Staff Experience
Project Manager
Enabling Staff Experience
CommitmentEngagementHappy Fulfilled
Satisfaction
EmpoweredBelonging
Wellbeing
Giving extra
Poor Communication
Leadership issuesPerformance Management
Inconsistency Lack of empowerment
Mistrust
Low recognition & reward
Lack of employee voice
Lack of integrity
NHS
T
NHS
D&G
NHS
FV
NHS
NWTC
Understanding
Agreement
Engaged
NHSLeadership
Real conversations
about Healthcare
Real conversations
about Healthcare
Qualityimprovements
Qualityimprovements
Understanding
Agreement
Engaged
Staff
Understanding
Agreement
Engaged
People managers
How are we going to make it happen?
What needs to happen?
Partnership Working
Partnership Working
Sta
ff E
xper
ienc
e
Sta
ff E
xper
ienc
e
Sta
ff E
xper
ienc
ePatient E
xperience
Patient E
xperience
Patient E
xperience
Co-Production Co-Production Co-Production
NHS Scotland Staff Experience Definition
“A workplace approach designed to ensure employees are committed to their organisation’s goals and values, motivated to organisation success, and are able at the same time to enhance their own sense of well-being”
(Engaging for Success 2009 authors; Nita Clarke and David MacLeod)
Health Care Quality Strategy 2010 - 3 Quality Ambitions
MacLeod Enablers/ Healthy Working Lives
Staff Governance Standard Strands
Components Visible &
Consistent Leadership
Sense of V
ision, Purpose &
Values
Role C
larity
Clear, A
ppropriate & Tim
eously Com
munication
Learning & G
rowth
Perform
ance Developm
ent & R
eview
Access to Tim
e & R
esources
Recognition &
Rew
ards
Confidence &
Trust in Managem
ent
Listened to & A
cted Upon
Partnership W
orking
Em
powered to Influence
Valued as an Individual
Effective Team
Working
Consistent A
pplication of Em
ployment P
olicy & P
rocedures
Perform
ance Managem
ent
Appropriate B
ehaviours & S
upportive Relationships
Job Satisfaction
Assessing R
isk & M
onitoring Work S
tress & W
orkload
Health &
Wellbeing S
upport
SG4: Treated Fairly &
Consistently, with Dignity and Respect, in an Environment where
Diversity is Valued
MacLeod: Integrity to the Values
& Purpose
Person-Centred, Safe & Effective
Healthy Working Lives: Well-being
MacLeod: Employee Voice
SG3: Involved in Decisions
MacLeod: Leadership
Staff Experience Framework
MacLeod: Engaging Managers
SG1: Well Informed
SG2: Appropriately Trained
& Developed
SG5: Provided with a Continuously Improving and Safe Working Environment, Promoting the
Health and Wellbeing of Staff, Patients and the Wider
Community
Outcomes of Pilot 1 and Pilot 2 Testing
•Development of a “Bespoke Staff Survey” with staff, staff side, and managers
•Team Vitality and Care Questionnaire ©NHS Tayside developed by Sue Mackie
•Focus Groups – staff feedback driving amendments of the tools
•Interim Evaluation Report at each stage of testing
Achieved
Key Outputs/ Outcomes of Pilot 3 Testing•Pilot Test 3 took place Jan – Feb 2013 •“Bespoke Staff Experience Questionnaire” was distributed to 2300 staff across 3 pilot Boards; NHS Forth Valley, NHS Tayside and NHS National Waiting Time Centre. •1280 responses, an excellent return of over 56% those staff targeted, and more than double the 27% return of the 2010 staff survey.•Externally validated by University of the West of Scotland (UWS) as a robust, reliable and valid measure of staff engagement.
Achieved
About meAbout me
My organisation
My organisation
My manager
My manager
My teamMy team
Likert response summaries ranked positive to negative (Raw data)
Median
Total Spread of NHSEEI responsesMean 69%. Likert category: Agree
Total Spread of NHSEEI responsesMean 69%. Likert category: Agree
Item 29. Same calculation different representation
Team NHSEEI (calculable for any subgroup)
Managers
Support Services
Factor structure
Because of thisWe know this is valid
And this3 4 5 6 1 5 3 3 2 1 2 5 1 1 2 5 1 3 3 5 5 4 4 2 3 3 4 55 3 2 2 5 4 5 6 6 4 4 5 5 5 5 3 2 3 3 5 4 5 4 5 2 4 4 43 3 1 2 2 3 3 5 5 3 1 2 1 1 2 1 3 4 2 3 1 2 2 2 3 4 1 26 5 5 5 3 3 3 5 6 3 5 5 5 5 4 3 5 6 6 6 4 2 3 3 4 5 5 55 5 5 2 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 3 5 5 5 5 5 55 3 3 2 2 2 2 3 3 1 1 1 1 1 1 2 3 5 5 4 4 1 1 1 1 1 2 5
5 5 5 3 5 5 5 5 4 4 4 4 5 4 2 3 4 5 5 4 4 2 2 2 2 4 2 56 6 5 6 5 4 3 6 6 4 4 5 5 5 4 4 5 6 6 6 5 3 5 4 4 5 6 6
Staff Experience Bespoke Questions Staff Experience Employee Engagement Components My direct line manager is sufficiently approachable Visible and Consistent Leadership
I feel senior managers responsible for the wider organisation are sufficiently visible Visible and Consistent Leadership I understand how my role contributes to the goals of my organisation Sense of Vision, Purpose and Values
I am clear what my duties and responsibilities are Role Clarity I get the information I need to do my job well Clear, Appropriate and Timeously Communication
I am given the time and resources to support my learning and growth Learning and Growth I get enough helpful feedback on how well I do my work Performance Development and Review
I have sufficient support to do my job well Access to Time and Resources I feel appreciated for the work I do Recognition and Reward
I have confidence and trust in my direct line manager Confidence and Trust in my management I have confidence and trust in senior managers responsible for the wider organisation Confidence and Trust in my management
I am confident my ideas and suggestions are listened to Listened to and Acted Upon I am confident my ideas and suggestions are acted upon Listened to and Acted Upon
I feel involved in decisions relating to my organisation Partnership Working I feel involved in decisions relating to my job Empowered to influence
I feel involved in decisions relating to my team Empowered to influence I am treated with dignity and respect as an individual Valued as an Individual
My team works well together Effective Team Working I am treated fairly and consistently Consistent Application of Employment Policies and Procedures
I get the help and support I need from other teams and services within the organisation to do my job
Performance Management
I am confident performance is managed well within my team Performance Management I would recommend my organisation as a good place to work Appropriate Behaviours and Supportive Relationships
My work gives me a sense of achievement Job Satisfaction I feel my direct line manager cares about my health and well being Assessing Risk and Monitoring Work Stress and Workload
I feel my organisation cares about my health and well being Health and Wellbeing Support I would recommend my team as a good place to work Additional Question
I would be happy for a friend or relative to access services within my organisation Additional Question
Staff Experience Management/ Staff
Experience Awareness Sessions
Bespoke Questionnaire
Completed
Team Report
Received
Meeting with Team, Report Feedback
GivenTeam Agree on Areas of
Improvement, Reflected in PDPs &
PDRs
Action Planning/ Interventions, Internal &
External, Agreed & Signed Off by Team
Interventions Monitored &
Reviewed
Focus Group Feedback Outwith
Team
Staff Experience Continuous Improvement Cycle
Staff/ Manager Learning Sets
67% - 100%51% - 66%34% - 50%0% - 33%
Staff Governance Standard - Strand Scores
"Bespoke Staff Experience Questionnaire"Team Report
Sample
63%Response Rate
The Employee Engagement Index (EEI) is generated from the responses to 28 questions within the “Bespoke Staff Experience Questionnaire” and provides an overall percentage of your teams level of Staff Experience
77%
Employee Engagement Index
168
44
85
93
85
39
45
69
54
47
17
33
57
37
24
26
78
139
66
44
Well Informed
Appropriately Trained and Developed
Involved in Decisions
Treated Fairly and Consistently, with Dignityand Respect, in an Environment where
Diversity is Valued
Provided with a Continuously Improving andSafe Working Environment, Promoting theHealth and Wellbeing of Staff, Patients and
the Wider Community
Monitor to Further Improve
Strive and Celebrate
Focus to Improve
Improve to Monitor
Responses 50Recipients 65Response Rate 77%Staff were asked the following questions:
Strongly Agree/ AgreeSlightly AgreeSlightly DisagreeStrongly Disagree/ Disagree
Experience as an Individual:
NHS Scotland - Staff Experience Project Pilot 2013
44
26
11
13
11
7
9
23
18
11
9
28
3
11
11
10
9
11
9
12
11
10
14
12
2
6
9
7
7
7
8
6
7
9
8
3
1
7
19
20
23
25
24
9
14
20
19
7
I am clear what my duties and responsibilities are
I get the information I need to do my job well
I am given the time and resources to support my learning andgrowth
I have sufficient support to do my job well
I am confident my ideas and suggestions are listened to
I am confident my ideas and suggestions are acted upon
I feel involved in decisions relating to my job
I am treated with dignity and respect as an individual
I am treated fairly and consistently
I get enough helpful feedback on how well I do my work
I feel appreciated for the work I do
My work gives me a sense of achievement
Monitor to Further Improve
Strive and Celebrate
Focus to Improve
Improve to Monitor
average score
Work in Progress – Final Stages
•External Validation by Dundee University of Team Vitality and Care Questionnaire Staff Experience •Final Report and Recommendations•Branding•Roll Out Implementation Plan•Key Stakeholder Events
In Progress
STAFF EXPERIENCE PROJECT
Project Objective Five
Business Case
National Staff Experience Toolkit
To make recommendations for OD diagnostics and interventions that can be developed downstream to help strengthen the ‘staff experience’ within the Boards and demonstrate a return on investment
Pulse Surveys
Focus Groups
Exit Interviews
Wellness Project
“Bespoke Staff
Experience
Questionnaire”
Team Vitality and Care Questionnaire
I Resilience
In Progress
How Will We Know We’re Succeeding?
CommitmentEngagement
HappyFulfilled
Satisfaction
EmpoweredBelonging
Wellbeing
Giving extra
Poor Communication
Leadership issues
Performance Management
InconsistencyLack of empowerment
Mistrust
Low recognition & reward
Lack of employee voice
Lack of integrity
Thank you!