Public Board of Directors papers 27.01.22

• The newly appointed R+I Director is leading a programme of quality improvement in R+I and work to update the Trust’s research strategy, ensuring that this sits with a new education strategy within the overall clinical service strategy. Relationships and Behaviours in the R&I Division • The R+I Director post was revised with substantial additional time allocation and more formalised membership of the executive team and board of directors. With the decision of the existing R+I Director not to apply for the revised post a new R+I Director was appointed and has been in post since June 2021. This has been accompanied by new appointments to other medical leadership posts including Executive Medical Director and Director of Education. Managerial leadership posts have been made in the CCRF and a new Medical Director CCRF has been appointed. • The newly appointed R+I Director has reviewed the support arrangements for the role and will be bringing forward proposals over the coming months. • There is an organisational development programme within the department including: • A Health &Well Being group reporting to the divisional board. • Quarterly events for all staff • A weekly newsletter sent to all staff which includes a range of topics from core R+ID business to new recruit introductions, health and wellbeing and other staff stories. • Staff survey results very good on engagement, and better than the trust average. Bullying and Harassment • A series of staff engagement meetings have been held with all R&I staff • A organisation wide programme of work focused on culture, values and behaviours has commenced and is being taken through the organisation with oversight from the Workforce committee this will include learning from R&I. • The specific wording in the Trust’s Positive Working Relationships Policy in relation to the intent of the alleged perpetrator has been amended.

internationally.

3.1.4.2

Relationships and Behaviours in the R&I Division • The Christie leadership should review the management arrangements for the division.

• The new R+I Director should be supported to develop a strong, knowledgeable, and inclusive leadership team.

• The Trust should invest in organisation development for the R&I Division which will fully engage staff of all grades.

3.2.3

Bullying and Harassment • The Trust should consider whether it would be of value to initiate widespread organizational development/cultural interventions within R&I to identify and address underlying behavioral issues. • The Trust are advised to review their Positive Working Relationships Policy particularly in relation to the intent of the alleged perpetrator. Current ACAS guidance around harassment states that harassment must have violated a person’s dignity whether it was intended or not or created a hostile environment

3.2.3

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