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DEAN ROYLES NHS EMPLOYERS. ECC Annual Conference and AGM 4 March 2014 Dean Royles Chief Executive,

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Presentation on theme: "DEAN ROYLES NHS EMPLOYERS. ECC Annual Conference and AGM 4 March 2014 Dean Royles Chief Executive,"— Presentation transcript:

1 DEAN ROYLES NHS EMPLOYERS

2 ECC Annual Conference and AGM 4 March 2014 Dean Royles Chief Executive,

3 The NHS Three important contextual issues: The financial challenge The report into Mid-Staffordshire Hospital NHS Foundation Trust Demographics and social media To deal with these externally we need good understanding internally.

4 What does the 1.3m NHS workforce look like? 77% of the NHS workforce are female (closer to 80% for nursing staff) 24,000 staff have a declared disability (2% of the workforce) – but 60% not disclosed or undeclared 389,000 staff (30% of the workforce) are aged 50 or over. Rises for some groups such as consultants (37%) Around 15% of the NHS workforce are from black and minority ethnic backgrounds

5 The financial challenge £ Gap = £20 bn expenditure projected expenditure based on current trends income projected real income based on CSR cash productivity

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7 Employee engagement The evidence tells us that staff with high levels of engagement, who feel their health and wellbeing are important, display a number of positive behavioural traits: increased commitment a belief in their organisation a desire to work to make things better suggesting improvements working well in a team helping colleagues a likelihood to ‘go the extra mile’

8 Engagement & health and wellbeing

9 Engagement & the Annual Health Check results

10 Staff engagement & patient satisfaction

11 Standardised mortality rates

12 Staff engagement and rates of absenteeism

13 5 myths Staff don’t have access to IT Our IT department blocks access because of security No Return on Investment Data Too risky – inappropriate pictures I haven’t got time – I’m too busy doing my job

14 Our campaigns Personal, Fair and Diverse NHS NHS wide voice on equality and diversity issues Trusts, stakeholders and staff engage online One voice joined through #PFD – raising awareness and sharing best practice Live NHS events:

15 Our campaigns Raising awareness of staff flu vaccination in the NHS Conversation connected through #flufighter Staff, trusts and stakeholders embed #flufighter in local comms – one voice is has become an NHS wide internal comms channel for flu info, facts, uptake figures and

16 Our campaigns Do OD - first national OD resource for the NHS Supports organisational and system wide change Monthly podcast - OD topics with expert guests Do OD TEAM toolkit – free resource to help team development & team working to support the delivery of compassionate patient care

17 Social media Thousands of platforms - focus efforts (keeping up, staying ahead) Instagram - world’s fastest growing social media platform LinkedIn - 3 rd fastest Online communities – professionals, stakeholders, patients, etc Listen to what is being said to improve services Build trust Influence at local, regional and national levels

18 NHS Employers Organisation response Leadership Guide on benefits Guide on staff engagement #Francis, #flufighter, #NHSEngage Blogs, vlogs, You Tube.... and more - it’s free!www.nhsemployers.org Twitter

19 An opportunity to reconnect with core purpose?

20 The NHS Constitution The NHS belongs to the people. It is there to improve our health and well-being, supporting us to keep mentally and physically well, to get better when we are ill and, when we cannot fully recover, to stay as well as we can to the end of our lives. It works at the limits of science – bringing the highest levels of human knowledge and skill to save lives and improve health. It touches our lives at times of basic human need, when care and compassion are what matter most.

21 The NHS Constitution – values Respect and dignity Commitment to quality of care Compassion Improving lives Working together for patients Everyone counts

22 The NHS Constitution – staff pledges To provide all staff with clear roles and responsibilities and rewarding jobs for teams and individuals To provide all staff with personal development and access to appropriate training To provide support and opportunities for staff to maintain their health, well-being and safety To engage staff in decisions that affect them Meaning, belonging, hope, growth

23 nhsemployers

24 DEAN ROYLES NHS EMPLOYERS


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