Health and social care staff experience survey 2022

My Organisation

Results are aggregated for each question presented under the heading ‘My Organisation’, where Organisation refers to and includes both the relevant NHS Board and Health & Social Care Partnership(s).

Scores for My Organisation are typically lower than for My Team/Direct Line Manager and Experience as an Individual. Of particular concern are the low scores for visibility of Board members and staff involvement in decisions. Both components have less than a quarter of staff agreeing or agreeing strongly (Strive & Celebrate) with them.

Component scores have either increased by one point or remained unchanged from 2021.

The lowest across all components, both unchanged from 2021, are:

• I feel Board Members responsible for the wider organisation are sufficiently visible* (55)
• I feel involved in decisions relating to my organisation (55)

*Question Wording Changes

In 2021 the wording changed for two components within ‘My Organisation’:

• ‘I have confidence and trust in senior managers responsible for the wider organisation’ changed to ‘I have confidence and trust in Board members who are responsible for my organisation’
• ‘I feel senior managers responsible for the wider organisation are sufficiently visible changed’ to ‘I feel that Board members who are responsible for my organisation are sufficiently visible’

Analysis last year highlighted large and somewhat inconsistent movements between 2019 and 2021 for these questions. It was suggested at the time, that at least some of the movement may be a result of the question wording changes. The 2022 data supports this assumption with scores for these two components unchanged from 2021.

Board level data is shown in Appendix 19.

While scores for My Organisation are lower than others, teams can work together to support the overall organisation. One example of this comes from the NHS Ayrshire & Arran Occupational Health and Corporate Management teams worked together to develop an innovative and practical solution to a new challenge.

“The project aim was to undertake vaccine roll-out as quickly, efficiently, and safely as possible by Ayr Hospital focusing on “on-the-job” vaccinations for acute staff to reduce time away from patient care when staff absences were at an all-time high and acute areas faced unprecedented pressures”

The results speak for themselves and has proven that this blended approach of: Occupational Health vaccinating staff in the acute clinical areas, assisted peer vaccination; and the traditional static clinics works extremely well as we have seen the highest ever uptake of influenza vaccine amongst NHS Ayrshire and Arran staff, and an excellent uptake of the COVID vaccination.”

iMatter A Blended Approach to Successful Vaccination Delivery

The importance of a platform for staff to be heard is illustrated through the NHS Forth Valley Organisational Development team story. In a wide range of measures designed to support staff wellbeing, two are specifically focussed on staff having safe forums to speak up:

“Spaces For Listening: This involves a simple, structured process which creates a safe reflective space for participants to share their thoughts and feelings, and to experience an equality of listening without hierarchy.

Speak Up Service: We aim to promote an open, honest and responsible culture where staff are supported to raise concerns. We also work to identify and address barriers that may prevent concerns being raised. The Speak Up Ambassadors also act as confidential contacts for any concerns raised through the formal Whistleblowing procedures which are in place in all NHS Boards across Scotland.”

iMatter NHS Forth Valley OD Team

Staff Groupings

While NHSScotland and Local Authority staff have similar scores for their experience as individuals and their team/line manager, there are differences in their views of the organisation.

• Local Authority staff score 4 points higher (66) for their confidence that performance is well-managed
• Local Authority staff score 3 points higher (73) for their organisation caring about their health and well-being

Among NHSScotland Staff, Senior Managers consistently score higher than other staff groupings. Ambulance Services staff have the lowest scores for all My Organisation components. Among Local Authority Staff, again it is Senior Managers who score highest for all components.

Full details are shown in Appendix 20.

Impact of Change

Those who have experienced change are less positive about the organisation than those who have not experienced change. The biggest differences are:

• 5 points difference in ‘I have confidence and trust in Board members who are responsible for my organisation’
• 4 points differences in ‘I would recommend my organisation as a good place to work’, ‘I am confident performance is managed well within my organisation’ and ‘I feel sufficiently involved in decisions relating to my organisation’