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.
Tools & Resources
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.
This re-designed and enhanced drop-in service was introduced by East Lancashire Hospitals NHS Trust to improve access and quality of service for patients with low back pain. The service is run by experienced physiotherapists who offer early assessment advice and reassurance. Waiting times are now minimal, duplicate referrals and unnecessary diagnostics have been vastly reduced, and patient outcomes are good with improved productivity.
Since 2008, the Diagnostics Division of Pennine Acute had experienced a high turnover of middle grade anesthetists and had difficulty recruiting enough UK or EU nationals to fill the resultant vacancies. Therefore the Trust enlisted the support of Hays Recruitment Agency to undertake an overseas recruitment project in India, successfully filling all the required roles.
A multi-agency group led by Stockport’s Children and Young People’s Disability Partnership came together to improve service provision for school age children with autism. They established a multi-agency assessment and diagnostic team which allows staff working in mainstream placements to access services efficiently and be involved in the work up, with families they know.
The 5 Boroughs Partnership NHS Foundation Trust set up an equality and diversity inclusion unit, providing support to staff, service users, carers and stakeholders on patient and public involvement, equality and diversity and social inclusion. This supported the Trust in building a diverse workforce which reflects the communities it serves and in promoting an environment characterised by dignity and mutual respect.
Knowsley Health and Wellbeing brings together NHS Knowsley with Knowsley Borough Council Directorate of Wellbeing Services (adult social care; leisure and cultural services). The organisation has pursued competence based workforce planning for the End of Life and Long Term Conditions Care Pathways. It has developed models identifying workforce competences and structures required to deliver End of Life and Long Term Conditions care.
Reviewing the approach of in-patient physiotherapist services across all hospital sites at Pennine Acute, and in collaboration with the Department of Health’s Emergency Care Intensive Support Team (ECIST) this project took a cross-site approach to improve patient flow and experience.