1. Oxford Health Staff Wellbeing and Culture Action Plan
Background to the Survey
Annual review of staff wellbeing as an indicator of patient care
Running for a number of years enabling comparisons for progress
Important indicator for the Trust Board and part of CQC rating
Based around 4 key pledges:
To provide all staff with clear roles, responsibilities and rewarding jobs
To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed
To provide support and opportunities for staff to maintain their health, well-being and safety
To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services
Additional themes – Staff satisfaction and Equality and Diversity

2. Oxford Health Staff Wellbeing and Culture Action Plan
2010 Results
by previous non-integrated organisations
Community Health Oxfordshire
Oxfordshire and Buckinghamshire Mental Health NHS Foundation Trust

3. Community Health Oxfordshire

4. Community Health Oxfordshire

5. Oxfordshire and Buckinghamshire Mental Health NHS Foundation Trust

6. Oxfordshire and Buckinghamshire Mental Health NHS Foundation Trust

7. Oxford Health Staff Wellbeing and Culture Action Plan
Actions taken to address the areas where either below average or worst 20%
Pledge 1: Clear roles and responsibilities
Strategic framework agreed and linking to personal objectives
Job design will reflect the new framework
Staff conferences scheduled through the year
Divisional away days to ensure dissemination of strategy
Additional ‘Effective Teams’ interventions across the Trust
Monthly manager cascade for key messages in place
Monthly message from Directors
Annual calendar of staff events
Back to the Floor launched December 2011 (top 4 management tiers)
Pledge 2: Personal development and line management support
Seek feedback from staff on what is important to them in terms of recognition
Develop reward and recognition scheme for the Trust and implement
Review training and development activities to support leadership development
Request staff views on leadership/development
Promote training and development opportunities more widely
Launch revised leadership and management development programme April 2012
Induction/ Mandatory training revamp, more accessible and flexible delivery
Appraisal system revised and changes implemented from April 2012

8. Oxford Health Staff Wellbeing and Culture Action Plan
Actions taken to address the areas where either below average or worst 20%
Pledge 3: Staff safety and well-being
Occupational Health taking lead on managing stress more effectively - draft Wellbeing paper under consideration
Review and promote staff schemes e.g. discounts/ access to local services (bike, gyms, yoga)
Occupational Health events through the year i.e. ‘look after yourself’ sessions
Monitoring causes of reported stress through Occupational Health
Redevelop wellbeing section on intranet
Pledge 4: Staff involvement in decision making to improve service delivery
Establish Trust wide CAB / Divisional CAGs and invite reps to join working group
Communications plan to share CAB / CAG info (survey and consultation meetings led to their development)
CAGs have been set up and led by newly appointed Clinical Directors
Clinical Directors are supported in Divisions by Clinical Leads for each service and focus for CAGs is strategic and operational
Schedule of Executive Director visits in place
Executive feedback from visits to Executive Board actions agreed and implemented further feedback to staff
Develop new mechanisms for staff to feedback views to Senior Managers (not all electronic e.g. graffiti boards)

9. Oxford Health Staff Wellbeing and Culture Action Plan
Actions taken to address the areas where either below average or worst 20%
Staff Satisfaction
Review Membership and ToRs of Wellbeing Group
Develop work/ action plan
Set regular meetings for progress updates - monthly
Audit what already exists and review
Develop consistent approach across Trust to local surveys
Provide feedback and actions for staff
Develop plan and format for local staff surveys in year x4.
Run focus groups prior to annual national staff survey to determine actions that have made a difference to people
Equality and Diversity
Introducing competency based recruitment
Publish diversity information on the Trust website
Equality impact assessments applied to organisational changes
Review of learning / development opportunities Q4

10. Oxford Health Staff Wellbeing and Culture Action Plan
Divisional Action Plans – exceptions to main plan
Children and Families Division
Each team within the division:
1) has clear objectives and are working together to achieve these objectives
2) understands how their roles contribute to Trust vision
3) is aware of the Trust operational and clinical management structures
5) is aware of the Trust vision
6) Staff are Involved in any team decision making.
7) has a joint clinical and managerial staff approach to problem solving
8) Shadowing opportunities made available for staff to work with senior management team
All community staff issued with tottles – hand washing facilities are available in all clinical areas.
Mental Health Division
Completion of half yearly 12 questionnaire survey by all teams. Feedback of concern discussed with team managers for improvement plan.
Safeguard system updated August all staff have received appropriate training
Review of PMVA training and top level review of course content complete
Staff encouraged to report incidents when any incidents occur
Modern Matrons and CMHT managers continuing the roll out of Productive Ward and Productive Community to ensure staff do have a voice in making changes

11. Oxford Health Staff Wellbeing and Culture Action Plan
Divisional Action Plans – exceptions to main plan
Community Services Division
Violence and aggression to staff reviewed on a case by case basis
Mental health team supporting community staff to manage patient aggression effectively
Provide training in handling patient aggression
Improving staff satisfaction through Divisional team building events
Leadership training implemented
Review of reasons why staff may wish to leave and what would keep them in service including exit questionnaires
Re-structure of teams to reflect work areas / workloads
Specialised Services Division
Undertaken local staff survey with positive staff satisfaction outcomes
Staff encouraged to report incidents and concerns in all areas
Staff development opportunities considered against service needs and development
Feedback to HR on poor payroll service. Provider has been changed
Appraisals have achieved Trust wide target
Focus currently on Mandatory training

12. Oxford Health Staff Wellbeing and Culture Action Plan
Corporate Action Plan – exceptions to main plan
Corporate Directorates
Enhanced flexible working (pilot ) implemented
Focus on achieving Trust wide target for Appraisal and achieved
Dress down Friday introduced with link to Charitable donations
Re-structuring of some corporate services in line with Divisional structure adding greater clarity to role / purpose

13. Oxford Health Staff Wellbeing and Culture Action Plan
Next Steps
2011 results will be added to this progress report when available – Expected mid February 2012
Progress indicator will be adjusted when the results have been taken into account
Actions are intended to have longer term impact and may not yet see this in 2011 results
Four local surveys will take place in 2012 themed around the 4 pledges to gauge impact of current actions and where further work is necessary
Directorates / Divisions will be expected to report on local progress through the Wellbeing Group and from here to the MC Staff Survey Sub-Committee
CQC Quality and Risk Profile will be monitored closely against Trust wide and Divisional action plans 1 2 3 4 5 6