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.
Tools & Resources
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
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.
Preceptorship is a well evidenced mechanism to support the transition of newly qualified Health Care Professional to competent practitioner. It can reduce transitional stress associated with realising their full accountability whilst being a novice competent Health Care Practitioner by being provided with structured support, advice and from a colleague.
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.
3 organisations in Central Manchester are working together on Project SEARCH - an innovative employment focused education programme designed to give young people with learning difficulties and/or disabilities opportunities to develop employability skills in a real work place, surrounded by other working people.
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.
Greater Merseyside’s Condition Management Programme (CMP) was in operation for five years until March 2011 as part of the national Pathways to Work Choices Programme and in partnership with Jobcentre Plus. It was highly successful at attaining its core aims, which were to help people gain the skills to necessary to better manage their own health conditions and to ultimately return to work.
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.
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.