Public BoD papers 28.04.22

Evidence of progress against objectives 1. Engage with R and I Staff to reflect and act on the learning and recommendations of the NHSE Investigation, ‘The Christie Rapid Review’ and to develop strategies for improved health and wellbeing at work October 2022: Health and Wellbeing Event for all R&I staff - attended by ~ 120 staff - held virtually with Slido for survey and anonymous questions Breakout Group Questions : • What are your health and wellbeing priorities to achieve a work-life balance? How can your manager/the Trust support with this? • Many people have been working differently during the pandemic - what are benefits of this, what isn't working so well? What do we need to take this forward to 'business as usual’? • If you could change one thing for yourself or your team to reduce risk of work-related stress what would it be? Main themes and concerns : • Continued Hybrid/Flexible/Home working – how it will work in practice? • Communication & Trust – language used, listening, acting • Workload – increasing, focus on set up , other functions are pressured • Reactionary responses - ‘sticking plasters not sustainable solutions’ Subsequent Actions : • The use of fixed term contracts has been reviewed and all R&I staff upon reaching 4 years at the Christie now receive a permanent contract of employment. • A process is now being considered to expand upon the number of staff being issued with permanent contracts across the Division. • Hybrid/ Home working is being implemented and staff have been encouraged to submit homeworking applications where conducive to service requirements. • Trust Staff Health and Wellbeing Advisors have been appointed to provide 1.1 personalised, emotional well-being support, advice and guidance and to work with Managers on particular team issues to prevent Health and Wellbeing decline. • Wider R&I engagement including all – staff divisional boards to continue • Career Progression/ Development: Workforce planning will be a key aim of the next R&I strategy – some work ongoing including Band 5-6 Development post and hybrid/joint posts across some teams. • Addressing workload, processes & pressures – Quality Improvement Programme & R and I Strategy • December 2022: End of Year Divisional Board All Staff Forum : An engagement session to acknowledge the work of R and I staff, the highlight of which was a presentation by a patient describing her cancer journey and the importance of research March 2022: R and I Divisional Board All Staff Forum: ‘The Christie Rapid Review: Learning & Reflection’ Attended by ~ 120 staff including Executive Committee Members: Prof Chris Harrison, Prof Janelle Yorke, Ms Eve Lightfoot. Presentation of the recommendations of the review by F Blackhall. Survey invited staff to express who they would feel most comfortable raising questions to (e.g. line manager, FTSUG). Presentation 62