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

2. Background

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

4. 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

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

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

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

8. How can we increase engagement?

9. 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

10. 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)

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

12. 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

13. Method

14. 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.

16. Results

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

18. 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.

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

20. Discussion

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

22. 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

23. Compared with
70% recommending SAS as a grade in 2016

24. 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!

25. How can we increase engagement?