22 nd April 2015 Heather Ford and Fiona MacKenzie Integration Change Managers Strengthening the Links Staff Engagement -The Fife Story

Population 365,000 Staff 6,000 (NHS and Council) NHS and Council boundaries are the same Managed in three large “Divisions” – East West and Fife-Wide Services 7 Localities in line with community planning areas Fife

Progress towards Full Integration Shadow Joint Board has been in place since June 2013 The (permanent) Chief Officer appointed September 2014 Senior Managers structure agreed, and first round recruitment completed The Integration Scheme has been submitted.

Our approach to staff engagement Workforce and OD groups Communications work stream Media support Good collaborative working within and across the work streams Built on existing relationships and groups to develop a coherent plan – flexibility required!

Formal Consultations Two formal consultations have been carried out: 1.Localities – August ( planning) 2.Integration Scheme – December Work on the Strategic Plan is progressing and will be formally consulted Summer 2015

Confusion…. The difference between consultation and Engagement: Badged the Staff engagement events as “Together We Can” Provided a simple timeline for staff Reinforced programme to managers

Staff engagement events In May events were held (450 staff NHS and Council). Main aim was to provide information. We asked- where is integration already working, and what support do you need? In November events (450 staff all sectors). Asked what makes good integrated working? In February/ March 2015 – 8 events ( 350 staff with 1 specifically for managers, across all sectors + public). Asked -how will Integration work in your locality?

Staff engagement events In January 2015 we held a Leaders Visioning event In February 2015 we held an event to focus on Primary Care to engage GP Leaders In January 2015 we also held “The Way Forward event” to develop new model of public participation

Communication Materials FAQs Timeline Newsletters Reports to Shadow Board – Workforce Press releases Consultation document

Communication Materials

The stats… 1,500 employees have been involved in face to face engagement events Generating over 3,000 responses and ideas Over 84 media releases issued 102,000 people reached via facebook Formal consultations have reached an additional 800 people of whom many were staff – 480 responses in face to face meetings, and 318 received online.

Staff Engagement Theory Staff Engagement OD Leadership AwarenessMotivation Workforce Development Ownership Refs: MP Gagnon,2012 and Kings Fund 2014( six building blocks) Adopt supportive and inclusive Leadership Styles Build Collective and distributed leadership Staff engagement firmly on Board agenda Establish a culture based on integrity and trust Give staff tools to lead service transformation Develop a compelling shared strategic direction

Leadership

Ownership

Organisational Development

Workforce Development

Motivation

Awareness

Outcome of the events - Actions Work towards multi-agency locality teams with core and extended team members Ensure GP’s are included in core membership Care co-ordination to be adopted for complex cases Processes to be developed to minimise delay and bureaucracy Improved information systems to support integration

Learning … Need good OD, media and communications support. You need to really believe in Integration – be authentic and collaborative in approach. Collaborative working at times of change is difficult – stick with it, making use of tools e.g. dialogue The need to keep managers with you… may see this as your job and become distant from the views being expressed.

Discussion at Tables Using the pictures, identify current challenges in your area. Identify how these can be addressed.