Public Board papers 31.03.22

7. COVID-19 classification breakdowns The COVID-19 classification breakdown has continued in the 2021 data. This time, staff were asked three classification questions relating to their experience during the COVID-19 pandemic. Fig. 3 shows a heatmap of these scores compared with the results for all staff. Without exception, the experience of staff who worked on a COVID-19 specific ward or area was lower than the Trust staff average on every theme. In contrast, the most positive scores on every theme were reported by staff who worked remotely or from home. Redeployed staff had a better experience than the Trust staff average, in most themes.

Fig. 3 – COVID-19 classification breakdowns Theme All Staff

Worked on COVID-19 specific ward or area

Re-deployed

Required to work remotely/ from home

We are compassionate and inclusive We are recognised and rewarded We each have a voice that counts We are safe and healthy

7.6

7.4

7.7

7.8

6.2

5.8

6.2

6.5

7.0

6.8

7.1

7.2

6.2

5.7

6.4

6.5

We are always learning

5.5

5.4

5.6

5.7

We work flexibly

6.3

5.5

6.5

6.8

We are a team

6.8

6.5

7.0

7.1

Staff Engagement

7.3

7.1

7.4

7.5

Morale

6.0

5.8

6.2

6.3

8. Likely themes for action planning From an initial assessment of the Trust-level graphical data, the themes likely to come through in action planning during 2022 are: • Wellbeing (unpacking and tackling drivers for it being low) • Team effectiveness, ways of working and local culture. Incl. mechanisms and habits around learning/collaboration • Continued focus on RESPECT campaign and organisational listening • Trend around overwork/burnout. Potential link with gender and EDI Delivery Plan • Appraisal, manager conversations and feedback (including skill and capacity) • Retention mechanisms (better intelligence, planning and pre-emptive action) These themes will vary across divisions. There would be merit in having cross-Divisional conversations to effectively share positive practice and aid organisational learning, reflection, and improvement. Consideration of different mechanisms to support this is recommended, for example, as peer-peer action planning, intensive shadowing and observation, and using different cross-sections of staff in listening exercises, reflection and design sessions.

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