HPMA Workshop 16 August 2017 Staff Engagement – Next Steps Birgit Clark – iMatter Programme Facilitator Catriona Hetherington – Staff Governance Associate

People Make Change Happen

National Staff Experience Measure Phase 1 Implementation 172,281 (incl. 24,078 Social Care Staff)

NHSScotland iMatter report

NHSScotland Threshold Table 2017 Action Plan completion rates at 12 weeks   Number of Teams Action Plans completed at 12 weeks % action plans completed NHS Scotland 3234 1446 45%

NHSScotland 2017 Components Report Updated 2015 and 2016 components

iMatter Components 4 Key Areas Staff Experience Component Organisation Team Manager Confidence & Trust in my Management 64% 83% Performance Management 77% Visible & Consistent Leadership 62% 86% Partnership Working/Empowered to Influence 57% 75%

Staff Experience Programme Academic Evaluation Phase 2 eESS/NES/Webropol Digital IT Platform Junior Doctors – Staff Experience Test of Change NHSScotland People Management Standards /Executive Performance Framework Staff Experience Programme Academic Evaluation Positive Staff Experience Staff Experience Website Excellence In Care Supports Improved Care KSF G6 Rewrite – NHSScotland People Management Standards Exec Performance Framework (not sure what that is going to be named) – Tom Power/Robert Kirkwood Staff Experience Comp questionnaire – Anna G/ Catriona H Staff Governance Monitoring Tool – Susan R Excellence In Care – Diane Murray Junior Doctors – Staff Experience Test of Change – Emily Ward, SG Clinical Fellow Staff Experience Website – Craig Worton – Graduate Experience eESS / NES / Webropol – test of change with NSS and Forth Valley – digital platform to hold information only once Staff Governance Monitoring Framework Staff Experience Dignity at Work Questionnaire Leadership & Management Development

Staff Experience Dignity at Work As many of you will be aware previous Staff Survey has been discontinued This year NHSScotland national staff experience will be measured using iMatter supplemented by an additional short questionnaire- The Dignity at Work Survey. The information from the DaW survey results is intended to supplement the information obtained through iMatter to offer a complete measure of staff experience.

6-27 November 5 minutes to complete will be made available to all NHSScotland staff and to those social care staff whose HSCP chooses to participate. iMatter results are available at team level, DaW Survey will only be available at Directorate/organisation level. published alongside iMatter results in the NHSScotland Staff Experience Report which is expected to be publicly available in February 2018

Survey Questions • bullying and harassment • discrimination • abuse and violence from patients and public • resourcing • whistleblowing These new arrangements have been developed in partnership in response to • low participation rates of previous Staff Surveys (the highest average response rate was 38% in 2015) • recognition of the limitations of this method of measuring, monitoring and addressing staff experience and • the success of iMatter (results from 31.7.2017 show at 63% response rate) and evidence of improvements through success stories which are being shared and will feature in the national report. These Partnership discussions included conversations as to how we could ensure that we captured all of the staff experience information which was previously gathered through the staff survey. Whilst iMatter covers 95% of the questions previously asked, 5% of questions which relate to dignity at work issues are not included because they are not deemed suitable for including in team discussions. It was therefore agreed that the survey would ask questions about- see slide Demographic questions about age, gender, disability, ethnicity, sexual orientation, religion and staff grouping questions were also given consideration by a short-life working group. It was agreed that to mirror the approach taken for the Staff Survey, the survey will also ask participants to offer information about their demographics and staff group. Categories offered reflect those on eESS as in future we are looking to draw this information directly from eESS . the demographic questions will reflect the 6 ‘protected characteristic’ questions asked in the census and those categories on eESS staff grouping questions will be in line with the 11 high level staff groupings currently held on eESS

Staff Engagement – The Next Steps How can you help to support and improve employee engagement? Introduce group exercises/discussions