1. Well-Being at Work Partnership Full ASSET Survey 2013 Initial Results Summary

2. Response Rate Survey launched late November 2013 Open until January 2014 Overall response rate 1790/4523 = 40% BDUHeadcountResponsesResponse Rate Barnsley 1701 61135.92% Calderdale 338 16649.11% Forensic Services 415 13632.77% Kirklees 610 21334.92% Specialist Services 317 10232.18% Wakefield 529 25848.77% Support Services 613 30449.59% Total 4523179039.58%

3. The ASSET Model of Workplace Well-Being

4. 2013 Full ASSET Results Compared to General Working Population (n=1722)

5. 6 Essentials (compared to general working population) All online respondents (n=1722) Note: the higher the score the greater the extent to which the area is considered a stressor

6. Enablers and Barriers Raw Score Trends More Troubled

7. Your Health (compared to general working population) All online respondents (n=1722) Note: the higher the score the greater the extent to which the area is considered a stressor

8. Your Health Raw Score Trends Poorer Health

9. Psychological Well-Being (compared to general working population) All online respondents (n=1722) Note: the higher the score the more positive the area

10. Positive Emotions Raw Score Trends Note: A higher score is more positive

11. Sense of Purpose Raw Score Trends Note: A higher score is more positive

12. Engagement & Related Scales (compared to general working population) All online respondents (n=1722) Note: the higher the score the more positive the area

13. Engagement & Related Scales Raw Score Trends More Engaged/Committed

14. Snapshot Results The following slide shows the ASSET results for each BDU. There are two ways to read the results: – From left to right: see the results for a specific group across all ASSET measures – From top to bottom: see how each ASSET measure differs between the groups Use the key below to see how each group scored: All results are in comparison to the General Working Population. The number of respondents for each group is shown in brackets. Minimum group size = 8 Positive finding in relation to the general working population, e.g Sten 1-3 Enablers and Barriers Finding that is typical of the general working population, e.g. Sten 4-6 for Enablers and Barriers Area for Improvement in relation to the general working population, e.g. Sten 7 for Enablers and Barriers Risk in relation to the general working population, e.g. Sten 8-10 for Enablers and Barriers

15. Results Snapshot: BDU Positive finding in relation to the general working population, e.g Sten 1-3 Enablers and Barriers Finding that is typical of the general working population, e.g. Sten 4-6 for Enablers and Barriers Area for Improvement in relation to the general working population, e.g. Sten 7 for Enablers and Barriers Risk in relation to the general working population, e.g. Sten 8-10 for Enablers and Barriers BDU Resources & Communication Control Balanced workload Job Security and Change Work Relationships Job Conditions Physical Health Psychological Health Positive Psychological Well-Being Sense of Purpose Engagement Perceived Commitment from Organisation Commitment towards the Organisation Barnsley Calderdale Forensic Services Kirklees Specialist Services Wakefield Support Services

16. Workplace Bullying 200920112013 (Pulse) 2013 Bullied at work23.4%19.8%23.1%23.3% Bullied in last 6 months40.1%31.9%36.9%38% Reported bullying34.7%39.1%39.9%37.2% Bullying resolved39.3%42.3%34.5%34.9%

17. Well-Being & Appraisals As an employee of the Trust, who do you feel is primarily responsible for your well-being? You: 90% The Trust: 10% Question% Yes Have you had a formal appraisal in the last 12 months?89% My job goals were reviewed at my last appraisal93%* My appraisal was used to discuss my well-being/support needs83%* I am supported in achieving the goals of my job84%* *Percentage of those who have had an appraisal in last 12 months

18. Health Behaviour Change On a scale of 0 - 10, where 0 = no importance, 5 = somewhat important and 10 = extremely important, how important is it to you right now to:

19. Change Management n=587 The Trust will be undertaking a significant period of service transformation. Do you have any suggestions about how this change process can be managed effectively? Better communication Listening to staff Affirming staff value Resources Inclusive approach Constant change/Pace of change Role of management Effective support structure/services

20. Next steps… Detailed results analysis Staff engagement groups Tailored interventions Open & honest communication