Public Board papers 31.03.22

Fig. 2 – Theme Results Overview & Significance Testing

5. Results Analysis Appendix 3 and Appendix 4 provides an overview of our performance against the benchmark in all sub-score categories. • Compared to the Acute Trust benchmark for all elements of the People Promise, our organisational results overall are roughly average. • Our Trust’s data dips slightly in two People Promise elements compared to the benchmark average: ‘We are always learning’ (appraisals) and ‘We are a team’ (line management). (see Appendix 1 and 3) • In contrast the Trust data scores positively in the benchmark group for ‘We are compassionate and inclusive’ and is only 0.1 below the best score. • We have statistically significant falls in both the themes of Staff Engagement and Morale which is a concern. This reinforces the need for us to boost our focus and investment in this as a Trust. Additional question-level data graphs are in Appendix 4. The Staff Engagement data across the benchmark group shows a negative trend in almost all questions, particularly those on motivation , where we score below benchmark. We score better across the other category questions, although should pay attention to emerging patterns, such as where our performance on staff feeling able to make improvements has worsened since 2018 from almost best to close to benchmark. The Morale data shows an increase in people thinking about leaving and looking for new jobs, as well as an increase in work pressures including being able to meet conflicting demands on time and there being enough staff. There is a notable annual decline on people feeling involved in local change, indicating that attention is needed on how we communicate and work with our teams on change. We are above benchmark and improving on staff receiving respect from colleagues, indicating a positive impact of increased attention here during 2021. • Amongst the questions not linked to a People Promise element or theme, our data shows an increase in staff looking for jobs outside the healthcare sector (9.6% compared to 7.7% benchmark) and looking to retire or take a career break (8.5% compared to 7.1% benchmark). This demonstrates an increasing need for the Trust to compete against other sectors in attracting and retaining staff, ensuring that the

89