Public Board papers 31.03.22

overall employment package and effective functioning of the organisation are equal to other sectors and contemporary workplace environments. • In terms of longitudinal trends, the following slides are particularly interesting and/or concerning: o Downward trend since 2018 on fair career progression linked to protected characteristics. o Notable drops in staff recognition, moving us away from being in the zone of best performing and towards being near or below average. o Fairly consistent downward trends on the 6 questions linked to autonomy and control. Autonomy is a critical factor in contemporary theory on satisfaction and engagement at work, and this trend indicates the impact of a command- and-control style of operating, elevated during the management of the COVID-19 pandemic. o The data indicates that our appraisal system needs some attention and is not adding sufficient value to our people. Only 17.6% of staff responded that their appraisal helped them do their job (benchmark of 22.9%). When this is looked at alongside the trends coming through on manager conversations and feedback, it highlights the need for us to put extra focus on developing the skills and capabilities of our managers and the environment they’re working in so that they have time and capacity to have such conversations. o The downward trend on discussing team effectiveness brings us almost in line with the worst benchmarked score. This links to broader conversations already happening about our habits and abilities as a Trust to reflect together on effectiveness and improvement. • In comparison to the overall organisation, there are particularly positive scores across all themes in Finance & Business Development, Education (School of Oncology), Trust Administration and Quality & Standards. • The same is true in Research & Innovation, and Strategy & Performance; all theme scores in these areas are above the Trust average. • Christie Medical Physics and Engineering score on or above the Trust benchmark in every theme. • Clinical Support and Specialist Surgery (CSSS) and Clinical Networked Services (CNS) score lower than the Trust benchmark across all themes. • There are mixed results in Digital Services, Workforce, and Corporate Development. • Estates and Facilities score lower than the Trust benchmark in every theme except ‘We are safe and healthy’ and ‘Morale’. The score of 4.2 for ‘We are always learning’ is below the benchmark of 5.5 and is the largest negative gap across the data set. • The two People Promise themes of ‘We are always learning’ and ‘We work flexibly’ appear to fluctuate the most across different staff categories and Divisional groupings, from significantly higher to significantly lower than the Trust benchmark. This indicates scope for shared learning around positive practice across the Trust. • The category of ‘Allied Health Professionals’ is notably below the Trust benchmark across all themes. NB. This data is not in the heatmap. When the full data breakdown is provided to Divisions, a deeper dive should be undertaken locally to ascertain positive practice and areas requiring more focus. 6. Divisional observations The data released so far includes a divisional level comparison to the Trust average. A heatmap of these scores is provided in Appendix 5. Please note the following:

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