Tools & Resources

Doing Things Better Together

NHS Trafford, Trafford Healthcare NHS Trust and Trafford Council set out in 2010 to adopt a joined up approach to the wellbeing of their staff. Although early days this project has already been successful in delivering so much more for staff by working together than would ever have been achieved by a single organisation.

The Cheshire HR Shared Service Approach to Health and Wellbeing

Cheshire HR Service set out to increase HR efficiency and to maximise resources on behalf of its NHS partner organisations. It also recognised the value of adopting a common strategy and approach to improve the health and wellbeing of staff across Cheshire. This case study looks  at the development and delivery of a staff Health and Wellbeing Strategy for customer organisations within an HR shared service organisation. 

Tackling Absence Management

In July 2008, reported sickness absence across University Hospital of Morecombe Bay NHS Trust (UHMB) averaged 5%. There was also a tendency for the same members of staff to take sickness absence. Therefore the HR team embarked on a structured and robust policy to reduce sickness absence with the aim of bringing down the average level to 3.5% by 2012 which it is set to achieve

Why is Health Visiting a Hot Topic?

In recent years the numbers of health visitors in the workforce have declined, as has the number of health visitor student placements offered by PCTs. Increasing the numbers in the health visitor workforce is part of the NHS Operating Framework and the SHA (Strategic Health Authority) Assurance Framework as well as a key priority for the government as set out in the coalition agreement and comprehensive spending review.  This document seeks to outline what the North West objectives and implementation plan is following the recent call to action. 

Staff Perceptions Count in Developing a Health and Wellbeing Strategy

In 2010 this Trust commissioned a survey (ASSET) of staff perceptions of 7 key barriers to, and enablers of, wellbeing in the workplace. When these aspects of working life are well managed the workforce has good levels of psychological wellbeing and engagement.  The results of the survey are contributing to a new programme of evidence based work to determine the enablers and barriers to wellbeing and to the development of the Trust’s Health and Wellbeing Strategy. 

Pro-active Occupational Health Services Improving Staff Health and Attendance

This Specialist Trust in Manchester has been successful in promoting an attendance culture to ensure the provision of high quality services to patients. A revised policy framework  and a new Occupational Health provider have been key in building confidence and consistency in the management of sickness absence and in improving attendance.

A Journey Towards World Class HR

An organisational development approach to reviewing the Human Resource function and identifying the journey necessary to achieve ‘World Class HR’. This case study describes the approach taken by one North West Trust in identifying their journey to achieving “World Class HR”. The approach taken unlisted the Towards World Class HR in the North West model and the CIPD Professional Map.

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