Public Board papers 31.03.22

The purpose of discussion at this meeting is therefore to make the report formally available publicly as directed by the Regional Office and to formally adopt the recommendations in the covering paper and listed in the report. NHSEI have confirmed they won’t take any further regulatory action and that there is no evidence of any wrongdoing relating to bribery & embezzlement by Christie staff. Now that board members have had an opportunity to read the report and discuss it, further questions were invited. RS noted that colleagues have had opportunity to discuss this, the cover paper has had input from executives and the wider organisation. He drew attention to the summary conclusion and appendix 1 of the paper that shows the actions that have taken place that correspond to the recommendations from the report. This allows the Board to have assurance on the activities that have taken place in response to the findings. Colleagues in the Management Board have also been briefed. Further actions to conclude the action plan will be reported at the Quality Assurance Committee at their next meeting. RS alerted the Board to the issues of accuracy raised by the Regional Office in respect of the correspondence. Amendments will be made to the Board papers to reflect those following the meeting. KW noted that the report and action plan illustrate that there has been constructive change in the R&I division. He asked FB to update on progress with developing the research strategy and how will this link with the wider strategy for the Trust. FB noted that there’s a need to tighten alignment with the main Trust strategy. Publication of the report and response allows reflection, the next step is to give wider staff access to the report and there will be continued dialogue in how the culture and work is modernised and taken forward in everyday practice and future direction. We can never have too much feedback, and this provides support in how we take this forward. The nature of a highly regulated area can mean change can be difficult and the team are striving to be the best. JM asked about what’s being done to bring about further improvements in Trial set up times and what the impact of COVID has been. FB noted that trial set up is complex and can be very different for different trials, this is being looked at so that the process can be supported and improved with sharing of good practice. Mapping work has been undertaken to understand the process and this intelligence will identify blocks and barriers to improve. Quick fix’s have ben undertaken and there are also some changes that can just be actioned straight away, a culture of empowerment is being encouraged. Breaking down hierarchical decision making is part of this as well as encouragement to listening to what the issues are and how they can be progressed. Dialogue is key to ensure staff know they can voice their issues without needing to use the freedom to speak up (FTSU) processes etc. KR noted that as the NED who oversees freedom to speak up, she would like to confirm that the sequence of events as set out in the covering paper is correct and that in this role she can confirm that the organisation has reviewed and updated our process in line with national guidance. This has been appropriately reported and it was also noted that the FTSU Guardian is liked, trusted and well respected. Discussions take place every 6 months with the Chair, NED lead, Director of Workforce and FTSUG. Focus must be on getting staff to genuinely feel that they can raise issues and that their confidentiality will be protected.

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