Health & Social Care Staff Experience Survey 2023

Staff Governance Standard – Strand Scores

Staff Governance is a key component of the NHSScotland governance framework used to monitor and manage the performance of NHS Scotland organisations. Staff Governance considers both how effectively staff are managed and also how staff feel they are managed. The standard was underpinned in legislation in 2004 and its component strands as shown below continue to be monitored, both locally and nationally.

Staff Governance Standard – Scores

The strands of the Staff Governance Standard were mapped against the 20 components forming part of the Staff Experience Framework (see Appendix 8). The 25 questions were then mapped to the 20 components and Staff Governance Standard to provide a measure of Employee Engagement (see Appendix 9).

The Staff Governance Standard Strand reported scores for ‘Appropriately trained and developed’ strand has again increased by 2 points from last year, as it did from 2021 to 2022. ‘Involvement in decisions’, ‘A safe working environment’ and ‘Treated fairly and consistently’ have all increased by 1 point over 2022. 4 of the 5 strands are at the highest level they have ever been, with ‘Well Informed’ 1 point below the level achieved in 2017 – 2019.

Board Scores

Across the individual boards there is variation in the Staff Governance Standard Strand scores. The table below shows the highest and lowest scores achieved across the Boards and the size of the difference.

The largest variation across Boards is the ‘Appropriately trained and developed’ Strand with a range in Board scores of 22, from 63 in the lowest scoring Board to 85 in the highest scoring Board.

The greatest consistency is seen in the ‘Well informed’ strand where the range is 12 points from lowest (73) to highest (85).

Strand scores for each Board for 2023 and movement from 2022 are included in the iMatter 2023 Data file^[16].

NHS Western Isles have improved their score for the ‘Well informed’ Strand by 4 points from 76 last year to 80 this year.

A Team Story from Low Secure Forensic Ward, NHS Fife demonstrates how staff wellbeing can be supported with a focus on positivity:

Within the main area of the ward, we have a dedicated board which displays our: iMatters team report; action plan; storyboard; and staff poster with areas we do well and where we can improve.

Staff health and wellbeing board: The board provides space for staff to share “moments of joy,” where they can post pictures they have captured which they find positive. The hope is that the positivity will spread to other staff. Also included on the board are: staff discounts; Kingdom Lottery information; upcoming events; information etc.

Changes to the staff room: Decorative items and a Hi-Fi system have been a positive introduction to our staff room. This has helped to make the space feel more welcoming for staff, when enjoying their break times.

Not only in Daleview but across the service, Health and Wellbeing folders have been introduced. These are updated regularly by the service Health and Wellbeing Reps, and provide staff with key information on services/resources available to them. An electronic version is also accessible via the ward T-Drive.

A folder dedicated to training opportunities has also been compiled, and readily accessible. Staff can look through this at their own leisure, with the hopes this will help boost autonomy and provide professional development satisfaction. Low Secure Forensic Ward, Lynebank Hospital, NHS Fife

The East Renfrewshire HSCP (NHS Greater Glasgow and Clyde) and the Mayfield Assessment and Treatment Unit (NHS Fife) focus on wellbeing across the team:

“One way we’ve been showcasing our wellbeing activity is through our regular Staff Wellbeing newsletter with targeted articles on key issues e.g. alcohol awareness, stress at work, financial advice. These kept staff updated on any upcoming classes and sessions, as well as providing access to information and resources which covered a wide range of topics.

During the summer months, we rolled out a programme under our “Summer of Wellness” brand. Creating this brand allowed us to bring together a whole range of opportunities for staff in one place, including yoga, fitness classes, 121 wellbeing conversations etc. The uptake for these was fantastic and feedback from staff was extremely positive. We’re now building on that success and are rolling out a new “Winter of Wellness” programme during November and December.” East Renfrewshire HSCP, NHS Greater Glasgow and Clyde

“Our iMatter action plan highlighted the need for improved staff morale, increased motivation and new idea’s within the team.

We have implemented a staff wellbeing wall within the ward. This has up to date resources on a range of subjects including tips for positive health and wellbeing, exercise and gym information, financial support and kindness and compassion. The staff team have reported that this is a welcome addition to our ward environment.” Mayfield Assessment and Treatment Unit, NHS Fife

Two Boards have increased their score for ‘Appropriately trained and developed’ by 4 points:

• NHS Western Isles with a score in 2023 of 77
• NHS Golden Jubilee with a score of 76

The largest movement in the ‘Involved in decisions’ strand is 3 points:

• NHS Western Isles has improved 3 points from 70 to 73
• Healthcare Improvement Scotland has declined 3 points from 80 to 77

NHS 24 has declined 2 points for the ‘Treated fairly & consistently, with dignity & respect, in an environment where diversity is valued’ strand, with Scottish Ambulance Service and Healthcare Improvement Scotland both declining by 1 point.

NHS Western Isles has increased its score for ‘Provided with a continuously improving & safe working environment, promoting health & wellbeing of staff, patients & the wider community’ by 4 points from 75 in 2022 to 79 in 2023. Healthcare Improvement Scotland has declined 3 points from 84 to 81.

Throughout 2023, NHS Western Isles have continued to harness the power of Social Media and other communication methods with staff. There is a dedicated Staff Facebook page that allows for agile communications to be shared with the workforce. In addition to this there has been an increase in mandatory and statutory training compliance including an increase in the delivery of violence and aggression training. NHS Western Isles have also begun the process of moving to Turas Learn in 2023 to enhance the learning experience for all staff.

The Staff Governance Committee are also actively engaged with the associated Staff Governance Action Plan to ensure the strands are embedded across the organisation, at all levels. NHS Western Isles iMatter Team

Staff Groupings

Local Authority staff score one point higher than NHSScotland staff for each of the 5 Staff Governance Standard strands.

Within Local Authority and NHSScotland staff there is a wide range of scores across the individual staff groupings.' ‘Involved in decisions’ and ‘Appropriately trained and developed’ have the largest ranges (24 and 22 points respectively). In all instances the highest scoring staff grouping is Local Authority Senior Managers and the lowest scoring are NHSScotland Ambulance Services.

Further data is included within the iMatter 2023 Data file^[17].