2. National Staff Experience Project Liz Reilly National Staff Experience Project Manager Enabling Staff Experience

3. Commitmen t Engagement Happy Fulfilled Satisfaction Empowered Belonging Wellbeing Giving extra Poor Communication Leadership issues Performance Management I nconsistenc y Lack of empowerment Mistrust Low recognition & reward Lack of employee voice Lack of integrity N H S T N H S D & G N H S F V N H S NWTCNWTC

4. Understanding Agreement Engaged NHS Leadershi p Real conversations about Healthcare Real conversations about Healthcare Quality improvements Quality improvements Understanding Agreement Engaged Staff Understanding Agreement Engaged People managers How are we going to make it happen? What needs to happen? Partnership Working Staff Experience Patient Experience Co-Production

5. NHS Scotland Staff Experience Definition “A workplace approach designed to ensure employees are committed to their organisation’s goals and values, motivated to organisation success, and are able at the same time to enhance their own sense of well-being” (Engaging for Success 2009 authors; Nita Clarke and David MacLeod)

7. Outcomes of Pilot 1 and Pilot 2 Testing Development of a “Bespoke Staff Survey” with staff, staff side, and managers Team Vitality and Care Questionnaire ©NHS Tayside developed by Sue Mackie Focus Groups – staff feedback driving amendments of the tools Interim Evaluation Report at each stage of testing Achieved

8. Key Outputs/ Outcomes of Pilot 3 Testing Pilot Test 3 took place Jan – Feb 2013 “Bespoke Staff Experience Questionnaire” was distributed to 2300 staff across 3 pilot Boards; NHS Forth Valley, NHS Tayside and NHS National Waiting Time Centre. 1280 responses, an excellent return of over 56% those staff targeted, and more than double the 27% return of the 2010 staff survey. Externally validated by University of the West of Scotland (UWS) as a robust, reliable and valid measure of staff engagement. Achieved

9. About me My organisation My manager My team

10. Likert response summaries ranked positive to negative (Raw data) Median

11. Total Spread of NHSEEI responses Mean 69%. Likert category: Agree

12. Total Spread of NHSEEI responses Mean 69%. Likert category: Agree

13. Item 29. Same calculation different representation

14. Team NHSEEI (calculable for any subgroup) Managers Support Services

15. Factor structure NHSEEI Factor 1 About me Factor 2 About my organisation Factor 3 About my line manager Factor 4 About my team Staff coproduction McLeod Enablers Staff governance standards Quality Strategy Because of this We know this is valid And this 3456153321251125133554423345 5322545664455553233545452444 3312233553121121342312223412 6555333563555543566642334555 5552555555555555555553555555 5332222331111112355441111125 5553555544445423455442222425 6656543664455544566653544566

17. Staff Experience Management/ Staff Experience Awareness Sessions Bespoke Questionnaire Completed Team Report Received Meeting with Team, Report Feedback Given Team Agree on Areas of Improvement, Reflected in PDPs & PDRs Action Planning/ Interventions, Internal & External, Agreed & Signed Off by Team Interventions Monitored & Reviewed Focus Group Feedback Outwith Team Staff Experience Continuous Improvement Cycle Staff/ Manager Learning Sets

20. Work in Progress – Final Stages External Validation by Dundee University of Team Vitality and Care Questionnaire Staff Experience Final Report and Recommendations Branding Roll Out Implementation Plan Key Stakeholder Events In Progress

21. STAFF EXPERIENCE PROJECT Project Objective Five Business Case National Staff Experience Toolkit To make recommendations for OD diagnostics and interventions that can be developed downstream to help strengthen the ‘staff experience’ within the Boards and demonstrate a return on investment Pulse Surveys Focus Groups Exit Interviews Wellness Project “Bespoke Staff Experience Questionnaire” Team Vitality and Care Questionnaire I Resilience In Progress

22. How Will We Know We’re Succeeding?

23. Commitment Engagement Happy Fulfilled Satisfaction Empowered Belonging Wellbeing Giving extra Poor Communication Leadership issues Performance Management Inconsistency Lack of empowerment Mistrust Low recognition & reward Lack of employee voice Lack of integrity

24. Thank you!