SAS Awards An initiative to improve morale and engagement 3rd October 2017 Dr Cindy Farmer Dr Sarah Mungall Joint SAS Tutors

Background

“SAS Doctors are confident and competent healthcare professionals, delivering clinical services in partnership with medical consultants”

BMA survey of SAS Doctors (2015) : 45% of respondents would not recommend a SAS career to colleagues Suggests: morale is low within the grade lack of commitment to grade

Why is this important? Highly engaged staff are defined as those committed to their organisations and involved in their role

NHS providers with high levels of engagement have : Lower levels of patient mortality Make better use of resources Higher patient satisfaction

Job satisfaction Mental well-being of employees Effectiveness Productivity of organisation

How can we increase engagement?

Job resources Personal resources Perceived levels of support from organisation and supervisors Rewards and recognition from employers Aspects of job that may stimulate personal growth Optimism Self-esteem

energy into interactions with patients Employee engagement energy into interactions with patients spill over effect onto colleagues more engaged workforce generally (Employee engagement NHS performance, Michael West, Kings Fund)

In 2016 we launched an initiative within our Trust: the SAS Awards.

Aim of SAS awards Trigger recognition of grade among colleagues Promote awareness of SAS contributions Send a clear message that SAS are valued members of the team Reward effort and achievement with a monetary grant to be used for continued professional development

Method

Members of staff were asked to nominate SAS colleagues The prize was recognition in the Trust newsletter and a monetary award of £100 prize from the SAS development fund for personal development.

Results

Category Number of nominations Transformation 1 Management and Leadership 4 Education and Training 11

Nominees were all informed and given a copy of their nomination form. The SAS Tutors reviewed the entries. Winners were chosen based on evidence submitted.

Awards Certificates and “cheques” were presented at our SAS away day

Discussion

Informal feedback was positive. However was there any objective evidence of benefit?

UHB SAS survey 2017 90% would recommend SAS as a grade 90% would recommend UHB as place to work 95% feel they receive support from colleagues 85% feel valued in team 75% feel involved in decision making

Compared with 70% recommending SAS as a grade in 2016

But… 1/3 do not feel they receive support from line manager 3/4 have not had a conversation with their line manager about development opportunities So need to engage with line managers next!

How can we increase engagement?