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- Winfred Barber
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25 A Healthy Workforce NHS Employers, Health & Wellbeing, Leeds, June 2017
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27 Context Ageing population people working longer Working with increasing comorbidities Long term sickness is increasing (NHS nationally) Reducing sigma around mental ill health Lead by example to wider population (smoke free)
28 Current demand against a sustainable model Too little here
29 Strength In-house multidisciplinary team Starting to innovate Improvement in staff survey scores Manager satisfaction / recommender scores CQUINs being achieved Scalable model Only training centre in the EoE for OH doctors Clinical lead Fellow of Faculty OH medicine Starting to grow our own SEQOHS Partnerships
30 Opportunity Continue to improve relationships (internal) Regional provider / STP Co-locate and collaboration CQUIN NHS England and PHE Cambridge biomedical economy Regional OH school Engaging and diverse workforce
31 Weakness Capacity for referrals (Immediate/short-term) Demand and complexity of cases National Shortage of OH qualified staff Financial pressures Complexity of challenge/scale of site and workforce
32 Threat Lack of staff available short-term to deliver service External agenda/pressures distracts CQUINs/resource disappears/reduced investment available Increasing workforce health needs
33 So what s our strategy?
34 Reach & inform Understand the harms Understand the evidence / hot-spots Social media Bulletins Campaigns (Flu, Feeling Overwhelmed? and others) Fact sheets / website / resources
35 Self-help Care First Tools, apps, links to sources, information booklets Checklists/self-diagnostics (DSE) Health Checks Empower and educate Manager training (mental health) Team training/awareness (Physio/MSK) elearning Reduce opportunity (smoke free campus)
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37 Supported Protect from occupational harms/risk to health Psychological wellbeing service(s) Physio rapid access clinic, group therapy OH referrals Case management Targeted work Weight Management Programme Rapid assessment (psychiatry) Navigating secondary care
38 What next
39 Harrogate and District NHS Foundation Trust Our Health & Wellbeing Offer Zinnia Ritz, HR Business Partner Angela Carr, Wellbeing Manager
40 Employs 4,200 staff About HDFT Provide hospital based services in Harrogate & Ripon and community services within Harrogate, North Leeds, Scarborough, Skipton and Children s Services in County Durham, Darlington & Middlesbrough Our Vision: Excellence Every Time Workforce & Organisational Development Strategy Clinical Transformation Board
41 Our Health & Wellbeing Offer We have successfully delivered on the following: Provided free SHU Wellness Assessments to 330 staff Developed our mental health offer to staff through: Piloting Personal Resilience training Implemented Mentally healthy workplace training Trained Mental Health First Aiders Implemented Schwartz Rounds Developed a Physical Activity group with staff members Promoted healthy eating by providing a fruit stall at Harrogate Hospital Continued to develop our Health & Wellbeing brand, through revamping our Intranet pages with key resources for staff Celebrating Success Awards 2017 Quality Conference June 2017
42 Impact Positive increase in the Trust s staff engagement and health & wellbeing indicators: National Staff Survey (2016): - Overall staff engagement score 3.92 out of 5 - Increase in interest and action on health and wellbeing score from 3.66 to Presenteeism score reduced from 58% to 50% Staff Friends & Family Results showed an improvement of between 2-3%, with verbatim positive comments received that staff feel valued by the Trust, in particular the Trust values their welfare Reduction in sickness absence
43 What are Schwartz Rounds? Multidisciplinary meetings for staff to talk about and reflect on the nonclinical aspects of working in health care Emphasis on the emotional and social aspects of our jobs Background Ken Schwartz Promote compassion and support staff Make the unbearable, bearable for patients
44 Having a voice and being heard has an impact on staff wellbeing We need to ensure that staff have a voice and a place to be heard. The benefits of this process are two-fold : they provide staff with a voice and enable the organisation to hear what can be difficult stories. Alimo-Metcalfe (2000) and Alban-Metcalfem s (2001) research in healthcare environments show that the highest motivator for team engagement is showing a genuine interest in staff members. The process of being listened to and heard encourages motivation and engagement The stories we tell ourselves and each other create and recreate the beliefs, values and relationships of the team culture: Arranda & Street (2001, p796) Given that clinical microsystems at a ward, team or department level are the most potent unit for healthcare delivery (Ham & Dickinson 2008, Toussaint & Berry 2013) then staff narratives are the vital resource for maintaining staff resilience
45 What have we done so far? Initial 1 year pilot focus on HDFT site Steering group and key roles 4 rounds: A patient I ll never forget The view from the other side of the bed The buck stops here The extra miles I have walked
46 Feedback from staff 164 staff have attended over four rounds and 135 people have completed feedback forms on their experiences of rounds. Over 75% completely agree that they would recommend Schwartz round to colleagues Made me think about the impact on patients/relatives when staff don t give of themselves emotionally Really good to explore emotions rather than solutions Brilliant to focus on feelings and being human Most enlightening, porter s story particularly moving Was really good to hear stories from a variety of professionals I realised that from porter, through manager and to consultant level we are all dealing with our human feelings of working in the NHS the round brought me out of my bubble and enabled me to see other s bubbles Very valuable all staff should attend at least one session
47 Learning points Strong steering group Clarity around roles and time Admin support Budget for ongoing costs Big rewards
48 Questions?
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