1. Heart of England NHS Foundation Trust Corporate Division National Survey Outcomes & Staff Engagement, 2012 With comparison where applicable: Heart of England NHS Foundation Trust Overall (plus trend)

2. During 2012, the Trust undertook the National Staff Survey as a census. The National Survey provides a staff engagement rating and by running a census we are able to provide an engagement rate from this data (which we haven’t been able to do before). ‘Local’ engagement rating was created using employee engagement specialists, Ipsos MORI, some 3 years ago, and therefore, we included those questions into the National Survey to enable us to have benchmark data. Therefore, you will find in this report: Your 2012 National Engagement Score for your directorate Your 2012 Local Engagement Score for your directorate and a comparison to your 2011 Local Engagement Score (if available) The full data set for your directorate, can be found on the HR website under Wellbeing, then Surveys. We would encourage all directorates to look closely at the data provided and consider how they can improve staff engagement within their areas. Improved staff engagement leads to improved patient care. With the publication of the Francis Report, it is more crucial than ever to do everything we can to ensure patient care is of the highest possible quality and standard. For information about staff engagement, please visit NHS Employers website http://www.nhsemployers.org/EmploymentPolicyAndPractice/staff-engagement/Staff-engagement-toolkit You may also wish to read reports by David McLeod Engagement Scores

3. Corporate DivisionNational Results 2012Local Engagement 2012 OVERALL73% 67% Finance 73%64% General Management 88%79% Healthcare Governance 71%53% Human Resources 73%60% Information 67%54% Learning & Development 75%64% Nurse Management 81% Public Affairs 77%74% R&D Directorate 77%75% Trust Overall Employee Engagement Scores

4. Key Findings Corporate Division KF01 - Satisfaction with quality of work and patient care able to deliver KF02 - Percentage of staff agreeing that their role makes a difference to patients KF03 - Work pressure felt by staff OVERALL74%82%56% Finance 75%79%53% General Management 75%73%54% Healthcare Governance 78%86%55% Human Resources 78%84%55% Information 71%75%57% Learning & Development 67%83%61% Nurse Management 76%94%62% Public Affairs 75%80%56% R&D Directorate 75%100%58%

5. Key Findings Corporate Division KF04 - Effective team working Kf05 - Percentage of staff working extra hours KF06 -Percentage of staff receiving job- relevant training, learning or development in last 12 months OVERALL75%66%71% Finance 73%57%72% General Management 81%93%70% Healthcare Governance 72%80%61% Human Resources 78%65%75% Information 70%63%65% Learning & Development 79%67%72% Nurse Management 76%75%76% Public Affairs 70%78%56% R&D Directorate 79%82%100%

6. Key Findings Corporate Division KF07 - Percentage of staff appraised in last 12 months KF08 - Percentage of staff having well structured appraisals in last 12 months KF09 - Support from immediate managers OVERALL91%37%68% Finance 89%44%77% General Management 77%54%82% Healthcare Governance 95%30%73% Human Resources 94%32%76% Information 90%23%70% Learning & Development 98%42%76% Nurse Management 95%50%80% Public Affairs 73%36%81% R&D Directorate 92%58%84%

7. Key Findings Corporate Division KF10 - Percentage of staff receiving health and safety training in last 12 months KF11 - Percentage of staff suffering work-related stress in last 12 months KF12 - Percentage of staff saying hand washing materials are always available OVERALL45%39%28% Finance 47%33%24% General Management 38%21%64% Healthcare Governance 39%45%20% Human Resources 48%44%19% Information 42%32%31% Learning & Development 45%52%26% Nurse Management 37%45% Public Affairs 48%43%26% R&D Directorate 64%25%58%

8. Key Findings Corporate Division KF13 - Percentage of staff saying hand washing materials are always available KF 14 - Percentage of staff reporting errors, near misses or incidents witnessed in last month KF 15 - Fairness and effectiveness of incident reporting procedures OVERALL13%88%66% Finance 7%71%65% General Management 29%100%79% Healthcare Governance 35%100%71% Human Resources 9%86%65% Information 12%86%63% Learning & Development 11%86%66% Nurse Management 30%83%70% Public Affairs 13%100%64% R&D Directorate 25%100%71%

9. Key Findings Corporate Division KF16 - Percentage of staff experiencing physical violence from patients, relatives or public KF17 -Percentage of staff experiencing physical violence from staff in last 12 KF18 - Percentage of staff experiencing harassment, bullying or abuse from patient, public, relatives OVERALL1% 9% Finance 0% 2% General Management 0% 43% Healthcare Governance 0% 5% Human Resources 1%0%12% Information 3%4%14% Learning & Development 2%0%6% Nurse Management 5%0%5% Public Affairs 0% 13% R&D Directorate 0% 8%

10. Key Findings Corporate Division KF19 Percentage of staff experiencing harassment, bullying or abuse from staff KF20 Percentage of staff feeling pressure in last 3 months to attend work when feeling unwell KF21 Percentage of staff reporting good communication between senior management and staff OVERALL24%17%31% Finance 16%17%34% General Management 29%0%64% Healthcare Governance 20%15%25% Human Resources 21%15%25% Information 27%23%22% Learning & Development 32%27%32% Nurse Management 45%10%40% Public Affairs 30%17%39% R&D Directorate 17%8%42%

11. Key Findings Corporate Division KF22 Percentage of staff able to contribute towards improvements at work KF23 Staff job satisfactionKF24 Staff recommendation of the trust as a place to work or receive treatment OVERALL74% 70% Finance 74%75%71% General Management 93%86% Healthcare Governance 85%70%65% Human Resources 76%74%67% Information 51%68%67% Learning & Development 80%76%70% Nurse Management 90%83%74% Public Affairs 83%79%71% R&D Directorate 75%77%73%

12. Key Findings Corporate Division KF25 Staff motivation at workKF26 Percentage of staff having equality and diversity training in last 12 months OVERALL75%13% Finance 72%11% General Management 89%15% Healthcare Governance 74%5% Human Resources 77%17% Information 68%5% Learning & Development 76%18% Nurse Management 83%26% Public Affairs 79%19% R&D Directorate 77%33%

13. Key Findings Corporate Division KF27 Percentage of staff believing the trust provides equal opportunities for career progression or promotion KF28 Percentage of staff experiencing discrimination at work in last 12 OVERALL80%9% Finance 87%6% General Management 100%14% Healthcare Governance 86%5% Human Resources 71%11% Information 69%14% Learning & Development 74%11% Nurse Management 93%0% Public Affairs 79%4% R&D Directorate 83%0%

14. Local Engagement Action Plan Identify improvement opportunities from Strategic Priorities, Key Drivers & internal best practices - clear statement of objectives and measurable results Define steps and work plan to achieve objectives - sequential/ parallel and milestones Establish a time schedule for each step and overall program - critical path and best/worst case scenarios Assign responsibilities for each step and overall program – management levels, dept/functional areas and third-parties Determine all resources required – personnel, materials, services and costs Action plan for (please write in area) …………………………………………… ………………… Improvement Area Actions to address improvement area TimescalesResource requiredWho is responsible Be specific. Include brief rationale. Corporate/local focus? Be specific – avoid generalisationsLead-up, implementation & evaluation timings? People, required budget, where budget derived? Individuals & supporting team? Note: Aim to address a maximum of 3 – 4 improvement areas. Actions to address improvement area can be singular or multiple.

15. Further advice & guidance Stress Policy NHS Employers – Engagement Tool-kit Occupational Health Department Live Well Work Well Website http://www.heftlivewellworkwell.co.uk/ HR Website HR Representative If you wish to view the Trust’s CQC National Survey report go to http://www.nhsstaffsurveys.com/cms/