NHSScotland Staff Governance Standard (4th Edition)

3 Staff Governance Standard

Staff Governance is defined as:

"A system of corporate accountability for the fair and effective management of all staff."

The Staff Governance Standard sets out what each NHSScotland employer must achieve in order to continuously improve in relation to the fair and effective management of staff. NHSScotland recognises the importance of staff governance as a feature of high performance which ensures that all staff have a positive employment experience in which they are fully engaged with both their job, their team, and their organisation. Not only will achieving such an outcome have a positive impact on organisational performance, and therefore on quality of service provision, but it is also an important component of providing all employees with dignity at work.

The Standard therefore sets out what staff can expect from their Boards. However, with rights come responsibilities and so the Standard also sets out corresponding responsibilities for staff (at any level within the organisation) in relation to their colleagues, managers, staff for whom they have responsibility, patients, their carers, the public, and ultimately to the organisation. Many, if not all, of these responsibilities will already be familiar to staff, and therefore should not be overly onerous.

The Staff Governance Standard applies to all staff employed by, or officials of, NHS Boards. The ethos of the Staff Governance Standard should also be reflected in the arrangements with private and independent contractors and partner agencies working with NHS Boards. In order to effectively embed staff governance and achieve the above aims, there is a need for ownership of, and accountability to, the Staff Governance Standard at all levels and across all staff groups, from individual staff and their representatives, managers at all levels and members/officials of Health Boards.

The Standard requires all NHS Boards to demonstrate that staff are:

• well informed;
• appropriately trained and developed;
• involved in decisions;
• treated fairly and consistently, with dignity and respect, in an environment where diversity is valued; and
• provided with a continuously improving and safe working environment, promoting the health and wellbeing of staff, patients and the wider community.
• The Standard also requires all staff to:
• keep themselves up to date with developments relevant to their job within the organisation;
• commit to continuous personal and professional development;
• adhere to the standards set by their regulatory bodies;
• actively participate in discussions on issues that affect them either directly or via their trade union/professional organisation;
• treat all staff and patients with dignity and respect while valuing diversity; and
• ensure that their actions maintain and promote the health, safety and wellbeing of all staff, patients and carers.

The Staff Governance Standard should influence and feature in the design and application of all policies and procedures for the management of people by NHS Boards. Organisations that have fully implemented the Standard will have the following characteristics as a minimum.

Well informed

Employers will ensure that

• All staff regularly receive accessible, accurate, consistent and timely information about their organisation.
• All staff have access to communication channels which offer the opportunity to give and receive feedback, either directly or via their trade union/professional organisation, on organisational and service delivery issues at all levels.
• All staff have access to a range of communication mechanisms. This will include IT systems and staff will be provided with appropriate training, and adaptation if appropriate, to use them.

Staff will ensure that

• They keep fully up to date with all developments affecting the organisation, their employment within it and their day to day duties.
• They take time to engage and contribute their views, ideas and experience so that the organisation, working practices and quality of care can improve.
• They make full use of the communication systems made available to them, and seek and undertake training as appropriate.

Appropriately trained and developed

Employers will ensure that

• All staff have a regular, effective Personal Development Plan (PDP) and review discussion, in order to appraise past performance and identify any necessary learning and development opportunities.
• There is a workforce learning and development strategy in place which has been developed in partnership, includes mandatory training, reflects the outcomes of PDP discussions, and identifies actions for implementation, monitoring and evaluation. This strategy should be reviewed and updated regularly.
• All staff should have equity of access to training, irrespective of working arrangements or profession, and without discrimination on any other grounds.
• Resources, including time and funding, are appropriately allocated to meet local training and development needs taking into account the current priorities of both the service and service users.

Staff will ensure that

• They actively participate, agree and review their Personal Development Plan (PDP) annually with their manager reflecting mandatory training and both organisational and personal priorities, including career aspirations.
• They actively identify and seek opportunities for learning and development, in line with their PDP and, as necessary, to maintain and develop their skills and professional development, to ensure that they can do their job safely and effectively and to maintain their professional registration where appropriate.
• They are flexible in seeking learning and training opportunities, and share this learning with others as appropriate.
• They do not undertake any roles or undertake to deliver any aspect of care unless they are appropriately trained, or supervised, and able to perform them in a competent manner.

Involved in decisions

Employers will ensure that

• Staff are engaged and involved in decisions that affect them with the opportunity to influence such decisions.
• Staff are engaged and involved in strategic developments.
• Partnership working is embedded and mainstreamed within each NHS Board.
• Partnership Forums are in place in all Boards to reflect local structures.
• Service development and organisational changes are planned and implemented in partnership, and with effective staff engagement.
• A comprehensive workforce plan, based on these developments and changes, is developed in partnership.

Staff will ensure that

• They recognise that decisions require to be made in partnership.
• They pass on information accurately and timeously.
• They are fully informed of proposed service development and organisational change and will take time to contribute their views.
• They participate in the development and implementation of workforce plans.
• Their views and experience help inform and shape service planning and change.
• They take the time to engage in, and contribute constructively to, issues that will impact on their job, organisation and the quality of the services they provide.

Treated fairly and consistently, with dignity and respect, in an environment where diversity is valued.

Employers will ensure that

• The Staff Governance Standard is embedded at all levels of the organisation and across all staff groups to ensure consistency of approach from all managers towards their staff.
• Workforce policies exist which meet or exceed the minimum standards set out within national PIN Policies and current legislation. Where policies are developed locally, this must be undertaken in partnership.
• Workforce policies must be implemented fairly and consistently. They must be monitored and evaluated and subject to regular review to ensure their ongoing fitness for purpose.
• Staff have security of employment where a contractual relationship exists and experience no detriment through any organisational change policy.
• Pay and terms and conditions for all staff are applied fairly and equitably.
• A clear strategy and supporting policies are in place for the effective management of the workforce equality, diversity, human rights and dignity at work agendas.
• They identify and embed a core set of values and behaviours which are expected of all staff at every level, so as to ensure that staff are treated, and treat others, fairly, professionally and with dignity and respect.
• All staff are and feel valued as individuals, have trust placed in their ability and capability and are appreciated for their effort and contribution.
• The work environment and culture encourages individuals to treat each other with respect.

Staff will ensure that

• They make themselves aware of and adhere to their responsibilities as set out within their organisation's policies.
• They communicate and implement their organisation's policies fairly and consistently.
• They operate in accordance with their organisation's values and behaviours and lead by example, ensuring that they treat staff at all levels, patients, carers and the public fairly, professionally, and with dignity and respect.

Provided with a continuously improving and safe working environment, promoting the health and wellbeing of staff, patients and the wider community.

Employers will ensure that

• The personal health, safety and wellbeing of patients and staff should be paramount in the design and operation of services.
• There are appropriate monitoring and audit arrangements in place and appropriate risk assessment and management arrangements are also in place.
• They proactively inform and support staff to manage and maintain their health, and to manage ill health.
• They ensure that it is safe and acceptable for staff to speak up about wrongdoing or malpractice within their organisation, particularly in relation to patient safety.
• They continue to work to attain Healthy Working Lives (HWL) awards for all acute services, working towards the Gold Award, and attainment of the HWL Mental Health Commendation Award as set out in CEL 01 (2012).
• All staff have equal access to comprehensive, confidential and high quality occupational health and safety advice services as a means of improving the health and wellbeing of staff and promoting attendance.
• Resources, including time and funding, are appropriately allocated to implement the Occupational Health and Safety Strategic Framework at local level.

Staff will ensure that

• They comply with all occupational health and safety requirements of the organisation.
• They operate safely and effectively at all times using appropriate aids and devices where these have been provided.
• They utilise the equipment and procedures provided to them to ensure their, and others', safety and well being.
• They speak up when they see practice that endangers patient safety and/or which causes upset and alarm in the workplace, in line with whistleblowing policy.
• They take responsibility for protecting and improving their own health, safety and social wellbeing and for reporting any health and safety issues in line with NHS Board policies.
• They support, and engage with, any Healthy Working Lives initiatives being promoted by their NHS Board.