Our National Staff Survey 2018 results
We have a really clear vision for NUH, and this includes our staff having an outstanding experience and NUH being a great place to work.
There are lots of ways we measure how our staff feel about working here, and the National Staff Survey (which is once a year) is a really important barometer.
Over 5,000 members of Team NUH filled in the latest National Staff Survey and our results have now been published by NHS England.
Where we’ve seen improvements
To address this feedback we have worked refresh our values (due to be launched in March 2019), launched our leadership programme, revamped our appraisal process and taken some positive action in recruitment of BAME colleagues.
Our scores have improved in these areas, with the exception of the quality of our appraisal system, however, we hope to see the positive impact of this in future Staff Surveys after launching a new and simplified appraisal format in November last year.
Where we can improve
- The provision of car parking, and wait times for a permit - while this is something we would love to solve to improve the experience of our patients and staff, there is no quick fix. We're exploring what we can do that will make things better, including the prospect of a staff permit review later in the year
- The quality of our estate
- Workload and staffing pressures
- Development support from management, and a positive and supportive NUH culture
- Recognising the contribution of our staff
- Ensuring that staff feedback drives positive change
We’ve heard your feedback, and now it’s time to act
We're absolutely committed to making changes that will positively impact on our staff experience.
As last year, we’ve identified a ‘top four’ list, which we will use as a benchmark to measure how we’ve responded to our Staff Survey feedback in 2019. These four areas below reflect those where staff feel most strongly that we need to make changes.
Reviewing our current expectation of roles and simplifying systems and processes - enabling roles to be manageable
Reviewing the Wellbeing and Attendance Management Policy
Continuation of the Enabling our Change programme and other specific development e.g. Heads of Service Development, the Admin Academy and the work of the Institute of Nursing & Midwifery Excellence
Further strengthening our approach to valuing, rewarding and recognising our staff
Our Divisional Teams are reviewing their own results and developing specific actions plans in response to more local feedback to make positive changes for staff.
We will soon be embarking on the NHS Improvement Culture and Leadership programme which will enable us to bring our refreshed values to life across the organisation.