STAFF ENGAGEMENT

The MacLeod Review (June 20090 looked at employee engagement and its potential benefits for employers. For further information, including the report published in July 2009 and the Government's response, click here.  ACAS has published a discussion paper on employee engagement based on the MacLeod Report focussing on four enablers: leadership, engaging managers, employee voice and integrity (http://www.acas.org.uk/index.aspx?articleid=2831).  For more information, including advisory booklets: for front-line managers, flexible working and work-life balance, employee communication and consultation, health and well-being and promoting an attendance culture - http://www.acas.org.uk/index.aspx?articleid=2701.  Sandwell and West Birmingham Hospitals NHS Trust has taken forward a new programme of staff engagement called Listening into Action (LiA).

There is a new section on the Department of Health website about the NHS Constitution and workforce – see further: NHS Staff Experience.  The Department published A Framework for Staff Engagement: An introduction to staff engagement in the NHS and guidance on starting a staff engagement policy in March 2010.  To access this framework produced by the Staff Engagement Policy Group click here.

There are resource materials on the Department of Health website setting out the business case for the NHS Staff Survey. These have been produced by the Institute of Employment Studies and focus on developing an evidence base linking staff experience, patient experience and service quality.  There are also a number of case studies. To access, click here.  The Care Quality Commission (CQC) published the 2009 NHS Staff Survey in March 2010 which can be accessed here.

NHS HEALTH AND WELL-BEING

The final report of the Boorman review was published in November 2009.  It concludes that in order to deliver sustainable high-quality services, NHS organisations must invest in staff health and well-being: a summary of the 20 recommendations appears in Appendix 1 of the report and includes the requirements that all NHS organisation have a prevention focussed health and well-being strategy in place for all staff.  Case studies are available including a number from the East of England.  The Department of Health has accepted in full the recommendations from the review - NHS health and well-being review - and further information on implementation is included in the NHS Operating Framework 2010/11.

The Department of Health published the report – Does the experience of staff working in the NHS link to the patient experience of care? - in February 2010 which links the results from the staff and acute inpatient surveys undertaken in 2007.

Other recent developments:

• Statement of Fitness for Work (Fit note).  From 6 April 2010, the sick note becomes the fit note.  For further information: Employers, Employees and patients and GPs.
• Invisible Patients, Report of the Working Group on the health of health professionals (March 2010).  This DH report looks at ill health in health professionals and its impact on the quality of care.  The framework in this document sets down a range of measures for preventing ill health and supporting early diagnosis and management.  See further: report and the NHS Employers Open Your Mind campaign which seeks to support employers in improving work conditions for staff and  increasing the employment rates of people who suffer mental health conditions

INDIVIDUAL SUPPORT

The Darzi Workforce report 2008 [download] outlines plans for greater student support/placement support/tuition support /preceptorship and workforce change.  See: http://www.ournhs.nhs.uk/

A number of new initiatives are focussed upon supporting the individual develop his or her capabilities.

THE RIGHT TO TIME OFF FOR TRAINING

For businesses with 250 employees or more, employees will have a new right to request “time to train” from 6 April 2010 (from April 2011, the right will extend to employees in all businesses).   For further information go to the Business Link website - Consider time for training.  The right was included in The Apprenticeships, Skills, Children and Learning Act 2009 which received royal assent in November 2009.  This Act also established the Youth People's Learning Agency and the Skills Funding Agency.

THE SKILLS PLEDGE

Through the Skills Pledge, employers publicise their commitment to staff development - click here.

Oaklands Surgery is at the forefront in primary care. On 8 June, the Oaklands Surgery - part of Central Canvey Primary Care Centre and the LSC,  formally signed the Skills Pledge, followed by the signing of a Memorandum of Agreement with Thurrock & Basildon College.  Following the signing, there was a presentation to staff at the Practice, who have already achieved NVQs in Customer Services, Business Administration and Team Leading.
Website: http://www.tab.ac.uk
College advice line:  0845 601 5746

UNIONLEARN

Unionlearn gives support to employees to get involved in learning.  E-learning has proved very popular with return learners.

THE KNOWLEDGE AND SKILLS FRAMEWORK (KSF)

The KSF and competences for appraisal are powerful tools to support individual development.  For further information, go to the NHS Employers website.

THE NEW ADULT ADVANCEMENT AND CAREERS SERVICE

When established in August 2010, the new Adult Careers Service should offer much direct support via advice services and other services - see:  http://www.iagreview.org.uk/.

THE NEW DEAL / PATHWAYS TO WORK & THE ROUTEWAY PROJECT

Jobcentre Plus is working closely with other agencies through Local Employment Partnerships to deliver re-entry to work support packages, alongside other benefits. The Health Routeway Project is a return to work scheme tailored to the health sector. For information on how Jobcentre Plus can help employers, click here.

THE EMPLOYABILITY MATRIX

Skills for Health, alongside other Sector Skills Councils, has developed an employability matrix setting out the requirements to be ‘job ready’. This framework is backed by a range of interactive tools to help individuals tackle issue of literacy and numeracy - Employability Matrix.

SKILLS FOR LIFE

Skills for Life remain major obstacles to individual development. For further information, go to the Skills for Life page on this website.

HOUSING

Key worker living is a government-funded scheme that helps key workers in London, the South East and East of England to buy a home, upgrade to a larger property to meet household needs or rent a home at an affordable price.  For further the Communities and Local Government website.

IMPROVING WORKING LIVES

Employers in the NHS are expected to achieve the IWL standard which means they value the contribution their staff make and offer: modern employment practices; Recognition that staff need to strike a healthy balance between work and home life; Involvement in developing working arrangements; Personal and professional development and training opportunities.  For further information, see the Department of Health's website at IWL, or the NHS Employers website, which includes the 2009 framework document, under: 'improving working lives'.

DIVERSITY

NHS employers are required to create a workforce that reflects the diversity of the community they serve, and will have: flexible working arrangements; occupational health and counselling services; childcare facilities and help in meeting childcare needs; measures to protect staff from violence and harassment.  For more information, see the Department of Health guidance for board members and for non-executive directors of NHS Boards,  and NHS Employers Equality and Diversity.

RESOURCE GUIDE

To access further information on supporting individual staff, see section 9 of the Resource Guide.