Public Board of Directors papers 27.01.22

Communicating with and listening to staff • We have long established processes for listening to and communicating with staff which sit alongside the national staff survey results, formal professional advisory and consultation structures, a monthly staff newsletter (Chinwag), regular email briefings and regular updates on the intranet (HIVE). As examples our programme includes: • All public board meetings start with a presentation from a member of staff with a focus on patient experience • Board visits to meet staff - during the pandemic these have been undertaken virtually • Our council of governors includes 4 staff governors - non-clinical staff, medical staff, nursing staff, other clinical staff

Communicating with and listening to staff • That the Board reviews its arrangements for communicating with and listening to the experiences of the employees of the Christie.

• Staff networks for those identifying themselves as belonging to particular demographic groups and sponsored by executive directors to create a direct link to board members • Quarterly pulse surveys of small but representative samples of staff • Regular executive team member walk abouts • Regular open access sessions with the chief executive • Monthly whole trust team briefing sessions at which the chief executive and directors present key messages and answer questions • Regular grand round meetings, open to all staff, for discussion of more clinically orientated issues • The monthly open forum led by the Chief Nurse ToR6 - In the Context of These Issues Consider What learning the Trust Should Consider and Make Recommendations in that Respect The “Rapid Review” team’s • The board has taken several opportunities over the past year to consider and assure itself

recommendation is for the BoD to review the report and assure itself with regard aspects of the Freedom to Speak Up Process, such as colleagues feeling able and supported to speak up, the board having mechanisms to hear the experiences of colleagues, and the board being held to account as a fair employer.

about its role in the Freedom to Speak Up Process, in listening to staff experiences and ensuring fair employment processes • Our Freedom to Speak Up process and policy has been updated in line with national guidance • We supplement our participation in the staff survey with a variety of methods for obtaining staff views

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