Freedom to Speak Up Guardian Report written by: Anne-Maria Olphert, Director of Nursing & Quality Board Action Required: Yes. Purpose of the Report

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1 3.2 Report to: Board of Directors Date of Meeting: 24 November 2016 Section: Risk Report title: Freedom to Speak Up Guardian Report written by: Tony Kavanagh Job title: Associate Director of HR Lead officer: Anne-Maria Olphert, Director of Nursing & Quality Board Action Required: For decision For Assurance (Yes or No): Yes Purpose of the Report All Trusts are required to appoint a specific Freedom To Speak Up (FTSU) Guardian and the purpose of this paper is to provide an update on progress following the last Board paper in September. 1. Background Key Issues, Options and Risks 1.1 It was agreed at September s Board that the Trust would seek the staffs views on the best way to appoint the FTSU Guardian. 1.2 During October, staffs were invited to give their views through either a short ten minute Making a Difference staff engagement session or to participate in the specific on-line survey. The session was promoted through team brief, Sharon and Staff were asked the following (or see appendix 1). Speak Easy Speak Up ten minute team ta teams took part and 10 individuals completed the survey. 2. Responses 2.1 What actions would staff like to see to create an open reporting culture in LPFT? The responses fell within the following headings: Staff feel at risk if they speak up or could suffer reprisals More ability to be anonymous, e.g., desk top application? Stop the blame culture Feedback on what has happened and lessons learnt Change terminology, don t call it an investigation, why not analysis? 1

2 2.2.3 Preferences 2. What are staff s preferences regarding how we appoint a Freedom to Speak Up Guardian? a. A dedicated clinically qualified part/full time role recruited to internally 9.09% b. A dedicated part/full time role open to internal and external recruitment (with 42.42% the exception that LPFT senior managers could not apply) c. A person elected by staff through a formal electoral process, like staff 21.21% governors d. Added to an existing established role within the Trust 6.06% e. Other, please state 21.21% The answers on other were limited but focused around an external person not employed by LPFT but funded by the Trust There was range of responses on the question of adding the role to an existing role within the Trust, such as, safeguarding; champions and governors There was again a range of responses with respect to the question on any further comments, such as, need for someone to be independent, person needs to be respected (if internal), would employment by the Trust compromise the individual and need for visibility. 3. Way Forward 3.1 Given the overwhelming response from respondents is 2b A dedicated part/full time role open to internal and external recruitment (with the exception that LPFT senior managers could not apply), the proposal is to now proceed as follows: Month November 2016 December 2016 January/February 2017 Action Job Evaluation of a FTSU Guardian job description Feedback to staff and staff side on the outcome of survey External advert and recruitment Appointment process involving a number of stakeholders 3.2 It is proposed that a paper is submitted to Board in February 2017 to advise on the outcome of the appointment process 3.3 Given the feedback to question 1 concerning an open reporting culture, there is still perception that the Trust isn t fair in the way it manages incidents. It is proposed that with the appointment of the FTSU Guardian that they are involved in leading discussions on how the Trust shifts perceptions. Executive Analysis A Freedom to Speak Up Guardian must be appointed in every NHS trust and NHS foundation trust, to act in a genuinely independent capacity to provide the leadership and support to create a culture where staff understand and feel confident in raising concerns. The report therefore outlines the need for staff engagement in this process to enable the Trust to choose the best way in appointing to the role. Recommendation (action required, by whom, by when) To Approve 2

3 CQC Standards Impacted: Financial Implications: Equality Analysis: Compliance Impact: Well led, Safe Up to Band 7 ( 41,373 p.a. plus on-costs) No negative impact on protected groups CQC and NHSI The content of this report is the property of Lincolnshire Partnership NHS Foundation Trust Document Control Draft Version 3 January

4 Speak Easy Speak Up in LPFT The team ten minute takeover Appendix 1 How would you like the Trust to improve how staff can raise concerns and implement the nationally mandated Freedom to Speak Up Guardian role? In the last 12 months since we launched Speak Easy, Speak Up there has been a substantial increase in the numbers of staff coming forward to raise their concerns with over 30 contacts received from an original 3. Whilst this is positive, we want to continue this trend and create a culture where staff feel confident to raise issues, no matter how big or small; as well as know that these will be dealt with in a fair and open way and that they will be supported throughout. As a consequence of the Francis Report recommendations, there is now a requirement for all Trusts nationally to have a Freedom to Speak Up Guardian within their organisation. The Freedom to Speak Up Guardian will be a key independent person who will have direct access to the Chief Executive and members of the Board and the authority to go anywhere and speak to everyone and anyone to help investigate and respond to concerns raised. A number of Trusts have taken different approaches in appointing to this role, however the majority have recruited someone by advertising for interested people. Whilst the Trust has a whistleblowing guardian already (the Trust Secretary, Peter Howie) in accordance with our whistleblowing policy, the Trust has not yet taken any decisions on a permanent dedicated role and would like to hear from staff what you feel may be the best approach. We would therefore like feedback from teams on the following issues: 1. What actions would staff like to see to create an open reporting culture in LPFT? 2. What are staff s preferences regarding how we appoint a Freedom to Speak Up Guardian? a. A dedicated clinically qualified part/full time role recruited to internally b. A dedicated part/full time role open to internal and external recruitment (with the exception that LPFT senior managers could not apply) c. A person elected by staff through a formal electoral process, like staff governors d. Added to an existing established role within the Trust e. Other, please state If added to an existing established role within the Trust, which one? 4

5 If you have any further comments on any of the above please include here: Thank you for taking the time to complete this exercise with your teams. Please return any feedback to by Friday 4 November. For staff who are unable to attend your team meeting we would urge them to complete the survey online which is available here>> 5