Health & Social Care Staff Experience Survey 2023

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).

Staff generally feel they understand how their role contributes to the organisational goals. The areas of greatest concern are around involvement in decisions and the visibility of Board members. All components within ‘My Organisation’ have either increased by one point or stayed the same.

The lowest scores across all components, are in ‘I feel Board Members responsible for the wider organisation are sufficiently visible’¹³ (56) and ‘I feel involved in decisions relating to my organisation’ (56), though both have improved by 1 point from 2022.

Boards

Full Board data is included in the iMatter 2023 Data file^[14].

There are a wide range of scores across the Boards for many of the components within My Organisation. The broadest range of scores is for ‘I feel that board members who are responsible for my organisation are sufficiently visible’ with a range of 28 from the lowest score of 44 (Scottish Ambulance Service to the highest score of 72 (Healthcare Improvement Scotland). A range of 27 points is seen for ‘I feel my organisation cares about my health and wellbeing’ with a low score of 57 (Scottish Ambulance Service) and a high score of 84 (NHS Education for Scotland).

The range of scores is least, at 11 points, for ‘I understand how my role contributes to the goals of my organisation’ with the lowest at 75 (Public Health Scotland) and a high of 86 (NHS Education for Scotland).

NHS Western Isles has considerably improved several ratings within My Organisation:

• I would recommend my organisation as a good place to work, up 5 points to 76
• I would be happy for a friend or relative to access services within my organisation, up 4 points to 80
• I feel my organisation cares about my health and wellbeing, up 4 points to 71

“NHS Western Isles has seen good performance across the organisation in respect of planned care and in ensuring a safe environment for all patients and staff.

As part of our focus on Employee Wellbeing, our dedicated Wellbeing Group meet regularly to discuss and promote various initiatives and resources to support staff and their families.

Through our desire to embed as an Anchor Institution that sees our long-term sustainability linked to the wellbeing of our wider population, we have a number of Employability initiatives to help create ambition and inspire the next generation of NHS Employees. These include our Apprenticeship Programme, Recruitment of Summer Students and actively engaging with Careers Fairs and other programmes to promote NHS Western Isles as an employer of choice.” NHS Western Isles, iMatter Team

Other Boards showing large improvements in individual components are:

• NHS Golden Jubilee, ‘I feel my organisation cares about my health and wellbeing’, up 4 points to 70
• Public Health Scotland, ‘I feel that board members who are responsible for my organisation are sufficiently visible’ up 6 points to 64 and ‘I have confidence and trust in Board members who are responsible for my organisation’ is up 4 points to 64
• NHS Golden Jubilee has increased their score from 50 to 54 for ‘I feel sufficiently involved in decisions relating to my organisation’

“Since 2022, a Board engagement plan has been implemented from both internal and external perspectives. Board members have been invited to take part and support internal staff initiatives including team meetings, the PHS Speaker Series and PHS Conversations series. Coupled with this staff have been encouraged to attend meetings of the full Board to understand our governance processes in action. As we have moved to more in-person ways of working this has meant that Board members are more accessible and visible.” Public Health Scotland, iMatter Team

There are some decreases in scores within individual Boards, in particular:

• In Healthcare Improvement Scotland, ‘I feel sufficiently involved in decisions relating to my organisation’ has declined 6 points to 64 and I am confident performance is managed well within my organisation has declined 5 points to 64
• NHS 24 has seen a drop of 5 points to 65 for ‘I feel my organisation cares about my health and wellbeing’ and a drop of 4 points to 71 for ‘I would recommend my organisation as a good place to work’

The Team Story following illustrates how several teams work effectively together to provide an enhanced service:

“Here in NHS Ayrshire & Arran the Public Protection Health Team has responsibility for three distinct areas of practice. Child and adult protection along with Multi-agency Risk Assessment Conference (MARAC). Once practicing independently of each other the last year has seen the teams join under strong strategic clinical leadership and follow other Scottish health boards in a public protection health service model.

As a new team we have developed a training schedule for staff across the organisation which compliments the existing online NES modules. The vision of the ASP team is to continue to strengthen our visibility within the organisation, working collaboratively with our partners to meet the needs of the adults in need of support & protection and ensure staff feel confident and competent in recognising and reporting harm.” Public Protection Health Service, NHS Ayrshire & Arran

Staff Groupings

Local Authority staff score higher for all components of My Organisation. The biggest difference is in confidence in managing performance with Local Authority staff scoring 4 points higher (67) than NHSScotland staff (63)

Details of scores for each of the individual Staff Groupings within NHSScotland and Local Authority are included within the iMatter 2023 Data files^[15]. There is considerable variation in scores across Staff Groupings across the My Organisation components. The largest is a range of 34 points in ‘I feel sufficiently involved in decisions relating to my organisation’ where the lowest score is 44 among Ambulance Services and the highest is 78 among Local Authority Senior Managers. The smallest range (13 points) is in ‘I understand how my role contributes to the goals of the organisation. Two Staff Groupings have the lowest score of 79 (Ambulance Services and Medical and Dental). The highest score of 92 is among Local Authority Senior Managers.