NHS Staff Survey 2011 RYX Full-1

2011 National NHS staff survey Results from Central London Community Healthcare NHS Trust
Table of Contents
1: Introduction to this report 2: Overall indicator of staff engagement for Central London Community Healthcare NHS Trust 3: Summary of 2011 Key Findings for Central London Community Healthcare NHS Trust 4: Full description of 2011 Key Findings for Central London Community Healthcare NHS Trust (including comparisons with the trusts 2010 survey and with other community trusts) 5: Key Findings by work group characteristics 6: Key Findings by demographic groups 7: Work and demographic profile of the survey respondents Appendix 1: Key Findings for Central London Community Healthcare NHS Trust benchmarked against other community trusts Appendix 2: Changes to the Key Findings since the 2010 staff survey (including indication of statistically significant changes) Appendix 3: Data tables: 2011 Key Findings and the responses to all survey questions (including comparisons with other community trusts in 2011, and with the trusts 2010 survey) Appendix 4: Other NHS staff survey 2011 documentation 3 4 5 10
20 29 34 37 40 43
54
1. Introduction to this report

This report presents the findings of the 2011 national NHS staff survey conducted in Central London Community Healthcare NHS Trust. In section 2 of this report, we present an overall indicator of staff engagement. Full details of how this indicator was created can be found in the document Making sense of your staff survey data, which can be downloaded from www.nhsstaffsurveys.com. In sections 3 to 6 of this report, the findings of the questionnaire have been summarised and presented in the form of 38 Key Findings. These sections of the report have been structured around the four pledges to staff in the NHS Constitution which was published in January 2009 (http://www.dh.gov.uk/nhsconstitution) plus two additional themes:
Staff Pledge 1: To provide all staff with clear roles and responsibilities and rewarding jobs for teams and individuals that make a difference to patients, their families and carers and communities. Staff Pledge 2: To provide all staff with personal development, access to appropriate training for their jobs and line management support to succeed. Staff Pledge 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Staff Pledge 4: To engage staff in decisions that affect them and the services they provide, individually, through representative organisations and through local partnership working arrangements. All staff will be empowered to put forward ways to deliver better and safer services for patients and their families. Additional theme: Staff satisfaction Additional theme: Equality and diversity
As in previous years, there are two types of Key Finding: percentage scores, i.e. percentage of staff giving a particular response to one, or a series of, survey questions scale summary scores, calculated by converting staff responses to particular questions into scores. For each of these scale summary scores, the minimum score is always 1 and the maximum score is 5
Responses to the individual survey questions can be found in Appendix 3 of this report, along with details of which survey questions were used to calculate the Key Findings.
2. Overall indicator of staff engagement for Central London Community Healthcare NHS Trust
The figure below shows how Central London Community Healthcare NHS Trust compares with other community trusts on an overall indicator of staff engagement. Possible scores range from 1 to 5, with 1 indicating that staff are poorly engaged (with their work, their team and their trust) and 5 indicating that staff are highly engaged. The trust's score of 3.77 was above (better than) average when compared with trusts of a similar type.
OVERALL STAFF ENGAGEMENT
This overall indicator of staff engagement has been calculated using the questions that make up Key Findings 31, 34 and 35. These Key Findings relate to the following aspects of staff engagement: staff members perceived ability to contribute to improvements at work (Key Finding 31); their willingness to recommend the trust as a place to work or receive treatment (Key Finding 34); and the extent to which they feel motivated and engaged with their work (Key Finding 35). The table below shows how Central London Community Healthcare NHS Trust compares with other community trusts on each of the sub-dimensions of staff engagement, and whether there has been a change since the 2010 survey.
Change since 2010 survey OVERALL STAFF ENGAGEMENT KF31. Staff ability to contribute towards improvements at work
(the extent to which staff are able to make suggestions to improve the work of their team, have frequent opportunities to show initiative in their role, and are able to make improvements at work.)
Ranking, compared with all community trusts Above (better than) average Average
No change ! Decrease (worse than 10)
KF34. Staff recommendation of the trust as a place to work or receive treatment

(the extent to which staff think care of patients/service users is the Trusts top priority, would recommend their Trust to others as a place to work, and would be happy with the standard of care provided by the Trust if a friend or relative needed treatment.)
No change
Above (better than) average
KF35. Staff motivation at work

(the extent to which they look forward to going to work, and are enthusiastic about and absorbed in their jobs.)
No change
Above (better than) average
Full details of how the overall indicator of staff engagement was created can be found in the document Making sense of your staff survey data. The Department of Health has produced a framework to help NHS organisations develop local staff engagement policies. This can be downloaded from http://www.dh.gov.uk/en/Managingyourorganisation/Workforce/NHSStaffExperience/index.htm.
3. Summary of 2011 Key Findings for Central London Community Healthcare NHS Trust 3.1 Top and Bottom Ranking Scores
This page highlights the four Key Findings for which Central London Community Healthcare NHS Trust compares most favourably with other community trusts in England. TOP FOUR RANKING SCORES KF13. Percentage of staff having well structured appraisals in last 12 months
KF36. Percentage of staff having equality and diversity training in last 12 months
KF4. Quality of job design (clear job content, feedback and staff involvement)
KF34. Staff recommendation of the trust as a place to work or receive treatment
For each of the 38 Key Findings, the community trusts in England were placed in order from 1 (the top ranking score) to 21 (the bottom ranking score). Central London Community Healthcare NHS Trusts four highest ranking scores are presented here, i.e. those for which the trusts Key Finding score is ranked closest to 1. Further details about this can be found in the document Making sense of your staff survey data.
This page highlights the four Key Findings for which Central London Community Healthcare NHS Trust compares least favourably with other community trusts in England. It is suggested that these areas might be seen as a starting point for local action to improve as an employer. BOTTOM FOUR RANKING SCORES ! KF21. Percentage of staff reporting errors, near misses or incidents witnessed in the last month
! KF24. Percentage of staff experiencing physical violence from staff in last 12 months
! KF37. Percentage of staff believing the trust provides equal opportunities for career progression or promotion
! KF38. Percentage of staff experiencing discrimination at work in last 12 months
For each of the 38 Key Findings, the community trusts in England were placed in order from 1 (the top ranking score) to 21 (the bottom ranking score). Central London Community Healthcare NHS Trusts four lowest ranking scores are presented here, i.e. those for which the trusts Key Finding score is ranked closest to 21. Further details about this can be found in the document Making sense of your staff survey data.
3.2 Largest Local Changes since the 2010 Survey

This page highlights the three Key Findings where staff experiences have deteriorated since the 2010 survey. It is suggested that these areas might be seen as a starting point for local action to improve as an employer. WHERE STAFF EXPERIENCE HAS DETERIORATED ! KF21. Percentage of staff reporting errors, near misses or incidents witnessed in the last month
! KF31. Percentage of staff able to contribute towards improvements at work
! KF30. Percentage of staff reporting good communication between senior management and staff
3.3. Summary of all Key Findings for Central London Community Healthcare NHS Trust
KEY Green = Positive finding, e.g. better than average, better than 2010 ! Red = Negative finding, e.g. worse than average, worse than 2010
'Change since 2010 survey' indicates whether there has been a statistically significant change in the Key Finding since the 2010 survey Because of changes to the format of the survey questions this year, comparisons with the 2010 score are not possible For most of the Key Finding scores in this table, the higher the score the better. However, there are some scores for which a high score would represent a negative finding. For these scores, which are marked with an asterix and in italics, the lower the score the better
-*
Ranking, compared with all community trusts in 2011 STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs. KF1. % feeling satisfied with the quality of work and No change Above (better than) average patient care they are able to deliver KF2. % agreeing that their role makes a difference to patients KF3. % feeling valued by their work colleagues KF4. Quality of job design * KF5. Work pressure felt by staff KF6. Effective team working KF7. Trust commitment to work-life balance * KF8. % working extra hours KF9. % using flexible working options No change No change No change No change No change No change No change No change Above (better than) average ! Below (worse than) average Above (better than) average Below (better than) average Above (better than) average Average Average ! Below (worse than) average
Change since 2010 survey
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed. KF10. % feeling there are good opportunities to develop No change Above (better than) average their potential at work KF11. % receiving job-relevant training, learning or development in last 12 mths KF12. % appraised in last 12 mths KF13. % having well structured appraisals in last 12 mths KF14. % appraised with personal development plans in last 12 mths KF15. Support from immediate managers No change No change No change No change No change Above (better than) average Above (better than) average Above (better than) average Above (better than) average Average
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Occupational health and safety KF16. % receiving health and safety training in last 12 No change Above (better than) average mths * KF17. % suffering work-related injury in last 12 mths * KF18. % suffering work-related stress in last 12 mths Infection control and hygiene KF19. % saying hand washing materials are always available No change No change ! Above (worse than) average Below (better than) average
No change
Average
3.3. Summary of all Key Findings for Central London Community Healthcare NHS Trust (cont)
Change since 2010 survey Ranking, compared with all community trusts in 2011
Errors and incidents * KF20. % witnessing potentially harmful errors, near misses or incidents in last mth KF21. % reporting errors, near misses or incidents witnessed in the last mth KF22. Fairness and effectiveness of incident reporting procedures Violence and harassment * KF23. % experiencing physical violence from patients, relatives or the public in last 12 mths * KF24. % experiencing physical violence from staff in last 12 mths * KF25. % experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 mths * KF26. % experiencing harassment, bullying or abuse from staff in last 12 mths KF27. Perceptions of effective action from employer towards violence and harassment Health and well-being * KF28. Impact of health and well-being on ability to perform work or daily activities * KF29. % feeling pressure in last 3 mths to attend work when feeling unwell
No change ! Decrease (worse than 10) No change
! Above (worse than) average ! Below (worse than) average Above (better than) average
No change No change No change No change No change
! Above (worse than) average ! Above (worse than) average ! Above (worse than) average ! Above (worse than) average Average
No change No change
Average ! Above (worse than) average
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. KF30. % reporting good communication between senior Average ! Decrease (worse than 10) management and staff KF31. % able to contribute towards improvements at work ADDITIONAL THEME: Staff satisfaction KF32. Staff job satisfaction * KF33. Staff intention to leave jobs KF34. Staff recommendation of the trust as a place to work or receive treatment KF35. Staff motivation at work ADDITIONAL THEME: Equality and diversity KF36. % having equality and diversity training in last 12 mths KF37. % believing the trust provides equal opportunities for career progression or promotion * KF38. % experiencing discrimination at work in last 12 mths ! Decrease (worse than 10) Average
No change No change No change No change
Average Below (better than) average Above (better than) average Above (better than) average
No change No change No change
Above (better than) average ! Below (worse than) average ! Above (worse than) average
4. Key Findings for Central London Community Healthcare NHS Trust

471 staff at Central London Community Healthcare NHS Trust took part in this survey. This is a response rate of 63%1 which is above average for community trusts in England, and compares with a response rate of 68% in this trust in the 2010 survey. This section presents each of the 38 Key Findings, using data from the trust's 2011 survey, and compares these to other community trusts in England and to the trust's performance in the 2010 survey. The findings are arranged under six headings the four staff pledges from the NHS Constitution, and the two additional themes of staff satisfaction and equality and diversity. Positive findings are indicated with a green arrow (e.g. where the trust is better than average, or where the score has improved since 2010). Negative findings are highlighted with a red arrow (e.g. where the trusts score is worse than average, or where the score is not as good as 2010). An equals sign indicates that there has been no change.
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs.
KEY FINDING 1. Percentage of staff feeling satisfied with the quality of work and patient care they are able to deliver
KEY FINDING 2. Percentage of staff agreeing that their role makes a difference to patients
At the time of sampling, 2848 staff were eligible to receive the survey. Questionnaires were sent to a random sample of 747 staff. This includes only staff employed directly by the trust (i.e. excluding staff working for external contractors). It excludes bank staff unless they are also employed directly elsewhere in the trust. When calculating the response rate, questionnaires could only be counted if they were received with their ID number intact, by the closing date.
10
KEY FINDING 3. Percentage of staff feeling valued by their work colleagues
KEY FINDING 4. Quality of job design (clear job content, feedback and staff involvement)
KEY FINDING 5. Work pressure felt by staff
KEY FINDING 6. Effective team working
11
KEY FINDING 7. Trust commitment to work-life balance
KEY FINDING 8. Percentage of staff working extra hours
KEY FINDING 9. Percentage of staff using flexible working options
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed.
KEY FINDING 10. Percentage of staff feeling there are good opportunities to develop their potential at work
12
KEY FINDING 11. Percentage of staff receiving job-relevant training, learning or development in last 12 months
KEY FINDING 12. Percentage of staff appraised in last 12 months
KEY FINDING 13. Percentage of staff having well structured appraisals in last 12 months
KEY FINDING 14. Percentage of staff appraised with personal development plans in last 12 months
13
KEY FINDING 15. Support from immediate managers
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Occupational health and safety
KEY FINDING 16. Percentage of staff receiving health and safety training in last 12 months
KEY FINDING 17. Percentage of staff suffering work-related injury in last 12 months
KEY FINDING 18. Percentage of staff suffering work-related stress in last 12 months
14
Infection control and hygiene

KEY FINDING 19. Percentage of staff saying hand washing materials are always available
Errors and incidents

KEY FINDING 20. Percentage of staff witnessing potentially harmful errors, near misses or incidents in last month
KEY FINDING 21. Percentage of staff reporting errors, near misses or incidents witnessed in the last month
KEY FINDING 22. Fairness and effectiveness of incident reporting procedures
15
Violence and harassment

KEY FINDING 23. Percentage of staff experiencing physical violence from patients, relatives or the public in last 12 months
KEY FINDING 24. Percentage of staff experiencing physical violence from staff in last 12 months
KEY FINDING 25. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months
KEY FINDING 26. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months
16
KEY FINDING 27. Perceptions of effective action from employer towards violence and harassment
Health and well-being

KEY FINDING 28. Impact of health and well-being on ability to perform work or daily activities
KEY FINDING 29. Percentage of staff feeling pressure in last 3 months to attend work when feeling unwell
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services.
KEY FINDING 30. Percentage of staff reporting good communication between senior management and staff
17
KEY FINDING 31. Percentage of staff able to contribute towards improvements at work
ADDITIONAL THEME: Staff satisfaction

KEY FINDING 32. Staff job satisfaction
KEY FINDING 33. Staff intention to leave jobs
KEY FINDING 34. Staff recommendation of the trust as a place to work or receive treatment
18
KEY FINDING 35. Staff motivation at work
ADDITIONAL THEME: Equality and diversity

KEY FINDING 36. Percentage of staff having equality and diversity training in last 12 months
KEY FINDING 37. Percentage of staff believing the trust provides equal opportunities for career progression or promotion
KEY FINDING 38. Percentage of staff experiencing discrimination at work in last 12 months
19
5. Key Findings by work group characteristics

Tables 5.1 to 5.4 show the Key Findings at Central London Community Healthcare NHS Trust broken down by work group characteristics: occupational groups, staff groups, directorates, full time/part time staff and line managers/non-line managers. Technical notes:
For most of the Key Findings presented in tables 5.1 to 5.4, the higher the score the better. However, there are some Key Findings for which a high score would represent a negative result. For these Key Findings, marked with an asterix and shown in italics, the lower the score the better. Care should be taken not to over interpret the findings if scores differ slightly. For example, if for 'KF13. % having well structured appraisals in last 12 months' staff in Group A score 45%, and staff in Group B score 40%, it may appear that a higher proportion of staff in Group A have had well structured appraisals than staff in Group B. However, because of small numbers in these sub-groups, it is probably not statistically significant. A more sensible interpretation would be that, on average, similar proportions of staff in Group A and B have well structured appraisals. Please note that, unlike the overall Trust scores, data in this section are not weighted. Please also note that all percentage scores are shown to the nearest 1%. This means scores of less than 0.5% are displayed as 0%. In order to preserve anonymity of individual staff, a score is replaced with a dash if the staff group in question contributed fewer than 11 responses to that score.
20
Table 5.1: Key Findings for different occupational groups
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs. KF1. % feeling satisfied with the quality of 79 86 72 88 work and patient care they are able to deliver KF2. % agreeing that their role makes a difference to patients KF3. % feeling valued by their work colleagues KF4. Quality of job design * KF5. Work pressure felt by staff KF6. Effective team working KF7. Trust commitment to work-life balance * KF8. % working extra hours KF9. % using flexible working options 94 74 3.43 3.17 3.88 3.39 73 67 100 86 3.46 2.69 3.75 3.54 52 65 90 85 3.41 3.29 3.89 3.61 84 74 91 58 3.40 2.95 3.56 3.49 46 52
67 84 3.75 2.97 3.97 4.03 72 78
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed. KF10. % feeling there are good opportunities 48 43 49 25 48 to develop their potential at work KF11. % receiving job-relevant training, learning or development in last 12 mths KF12. % appraised in last 12 mths KF13. % having well structured appraisals in last 12 mths KF14. % appraised with personal development plans in last 12 mths KF15. Support from immediate managers 88 92 46 86 3.60 90 95 57 95 3.61 83 96 48 92 3.73 68 88 41 70 3.78 68 87 50 87 4.35
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Occupational health and safety KF16. % receiving health and safety training 92 95 95 84 100 in last 12 mths * KF17. % suffering work-related injury in last 12 mths * KF18. % suffering work-related stress in last 12 mths Infection control and hygiene KF19. % saying hand washing materials are always available Number of respondents 15 34 15 30 16 33 14 25 4 12
61 179
80 21
44 129
57 74
36 25
Due to low numbers of respondents, no scores are shown for the following occupational groups: General Management, Scientific & Technical, Maintenance / Ancillary, Social Care Staff and Public Health / Health Improvement.
21
Table 5.1: Key Findings for different occupational groups (cont)
33 95 3.51
10 3.53
28 88 3.46
11 3.39
12 3.74
10 4 19 22 3.56
0 0 5 5 3.47
3 1 10 12 3.68
3 3 18 10 3.54
0 4 0 0 3.84
1.54 24
1.48 21
1.57 27
1.68 18
1.50 8
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. KF30. % reporting good communication 30 19 28 22 40 between senior management and staff KF31. % able to contribute towards improvements at work ADDITIONAL THEME: Staff satisfaction KF32. Staff job satisfaction * KF33. Staff intention to leave jobs KF34. Staff recommendation of the trust as a place to work or receive treatment KF35. Staff motivation at work ADDITIONAL THEME: Equality and diversity KF36. % having equality and diversity training in last 12 mths KF37. % believing the trust provides equal opportunities for career progression or promotion * KF38. % experiencing discrimination at work in last 12 mths Number of respondents 63 81 74 58 76
3.50 2.58 3.68 3.99
3.55 2.03 3.76 4.29
3.54 2.76 3.62 3.87
3.49 2.74 3.63 3.80
3.74 2.73 3.89 3.84
82 80 24 179
90 100 15 21
90 91 18 129
74 76 18 74
84 89 0 25
Due to low numbers of respondents, no scores are shown for the following occupational groups: General Management, Scientific & Technical, Maintenance / Ancillary, Social Care Staff and Public Health / Health Improvement.
22
Table 5.2: Key Findings for different staff groups
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs. KF1. % feeling satisfied with the quality of 89 88 72 87 work and patient care they are able to deliver KF2. % agreeing that their role makes a difference to patients KF3. % feeling valued by their work colleagues KF4. Quality of job design * KF5. Work pressure felt by staff KF6. Effective team working KF7. Trust commitment to work-life balance * KF8. % working extra hours KF9. % using flexible working options 92 74 3.43 2.64 3.96 3.52 65 71 88 66 3.52 2.95 3.75 3.66 56 59 92 88 3.41 3.38 3.89 3.63 82 76 100 87 3.32 2.70 3.69 3.38 67 69
73 94 77 3.45 3.32 3.82 3.39 74 68
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed. KF10. % feeling there are good opportunities 38 34 54 33 50 to develop their potential at work KF11. % receiving job-relevant training, learning or development in last 12 mths KF12. % appraised in last 12 mths KF13. % having well structured appraisals in last 12 mths KF14. % appraised with personal development plans in last 12 mths KF15. Support from immediate managers 82 92 50 87 3.69 71 87 43 74 3.90 86 97 47 93 3.74 87 93 53 93 3.40 87 90 44 83 3.57
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Occupational health and safety KF16. % receiving health and safety training 95 87 95 93 91 in last 12 mths * KF17. % suffering work-related injury in last 12 mths * KF18. % suffering work-related stress in last 12 mths Infection control and hygiene KF19. % saying hand washing materials are always available Number of respondents 12 26 11 23 17 31 21 29 15 37
65 68
55 117
41 101
71 15
57 152
Please note that the staff groups presented here are local administrative classifications used by the trust, unlike the data in Table 5.1 which are derived from respondents' answers to the question about occupational group in the survey
23
Table 5.2: Key Findings for different staff groups (cont)
26 93 3.63
15 94 3.51
27 85 3.42
14 3.45
35 94 3.48
5 2 15 23 3.61
4 4 13 11 3.66
4 1 8 8 3.70
0 0 0 0 3.30
10 4 19 21 3.55
1.65 25
1.62 15
1.54 29
1.36 23
1.55 23
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. KF30. % reporting good communication 29 29 27 20 31 between senior management and staff KF31. % able to contribute towards improvements at work ADDITIONAL THEME: Staff satisfaction KF32. Staff job satisfaction * KF33. Staff intention to leave jobs KF34. Staff recommendation of the trust as a place to work or receive treatment KF35. Staff motivation at work ADDITIONAL THEME: Equality and diversity KF36. % having equality and diversity training in last 12 mths KF37. % believing the trust provides equal opportunities for career progression or promotion * KF38. % experiencing discrimination at work in last 12 mths Number of respondents 65 66 78 73 65
3.45 2.30 4.00 4.00
3.58 2.77 3.73 3.84
3.56 2.83 3.56 3.86
3.50 1.96 3.69 4.27
3.54 2.65 3.61 3.98
87 86 31 68
78 81 16 117
92 92 13 101
86 14 15
82 81 20 152
Please note that the staff groups presented here are local administrative classifications used by the trust, unlike the data in Table 5.1 which are derived from respondents' answers to the question about occupational group in the survey
24
Table 5.3: Key Findings for different directorates
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs. KF1. % feeling satisfied with the quality of 77 85 77 74 81 work and patient care they are able to deliver KF2. % agreeing that their role makes a difference to patients KF3. % feeling valued by their work colleagues KF4. Quality of job design * KF5. Work pressure felt by staff KF6. Effective team working KF7. Trust commitment to work-life balance * KF8. % working extra hours KF9. % using flexible working options 91 75 3.41 3.12 3.90 3.51 82 58 93 80 3.42 2.97 3.87 3.37 59 67 95 75 3.52 3.13 3.87 3.53 67 77 95 79 3.39 3.29 3.73 3.57 74 67 80 74 3.64 2.91 3.87 3.83 59 67
84 93 63 3.24 3.19 3.69 3.36 70 56
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed. KF10. % feeling there are good opportunities 42 44 40 53 45 33 to develop their potential at work KF11. % receiving job-relevant training, learning or development in last 12 mths KF12. % appraised in last 12 mths KF13. % having well structured appraisals in last 12 mths KF14. % appraised with personal development plans in last 12 mths KF15. Support from immediate managers 92 89 39 85 3.66 81 93 51 89 3.56 84 96 45 82 3.81 80 90 48 86 3.63 75 88 45 85 4.01 70 85 46 67 3.50
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Occupational health and safety KF16. % receiving health and safety training 97 99 80 95 89 93 in last 12 mths * KF17. % suffering work-related injury in last 12 mths * KF18. % suffering work-related stress in last 12 mths Infection control and hygiene KF19. % saying hand washing materials are always available Number of respondents 22 30 14 32 14 28 14 34 3 20 7 38
40 72
66 89
65 120
51 98
49 62
39 30
Please note that the directorates classification was provided by Central London Community Healthcare NHS Trust
25
Table 5.3: Key Findings for different directorates (cont)
48 91 3.48
32 89 3.46
23 92 3.56
15 93 3.37
18 100 3.61
17 3.49
6 4 16 19 3.60
7 0 15 21 3.65
5 2 15 9 3.59
3 3 10 16 3.53
5 5 12 9 3.76
14 4 14 21 3.61
1.72 29
1.72 21
1.42 19
1.58 26
1.53 15
1.55 22
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. KF30. % reporting good communication 23 36 24 28 42 24 between senior management and staff KF31. % able to contribute towards improvements at work ADDITIONAL THEME: Staff satisfaction KF32. Staff job satisfaction * KF33. Staff intention to leave jobs KF34. Staff recommendation of the trust as a place to work or receive treatment KF35. Staff motivation at work ADDITIONAL THEME: Equality and diversity KF36. % having equality and diversity training in last 12 mths KF37. % believing the trust provides equal opportunities for career progression or promotion * KF38. % experiencing discrimination at work in last 12 mths Number of respondents 67 73 73 62 69 47
3.57 2.63 3.65 3.91
3.48 2.81 3.77 3.89
3.54 2.57 3.61 4.04
3.57 2.48 3.65 4.01
3.68 2.77 3.83 3.74
3.46 2.85 3.67 3.71
93 83 21 72
97 84 25 89
65 93 13 120
89 89 20 98
84 77 13 62
83 69 23 30
Please note that the directorates classification was provided by Central London Community Healthcare NHS Trust
26
Table 5.4: Key Findings for different work groups

Full time / part timea Line managers / non line managers
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs. KF1. % feeling satisfied with the quality of 79 76 76 work and patient care they are able to deliver KF2. % agreeing that their role makes a difference to patients KF3. % feeling valued by their work colleagues KF4. Quality of job design * KF5. Work pressure felt by staff KF6. Effective team working KF7. Trust commitment to work-life balance * KF8. % working extra hours KF9. % using flexible working options 92 76 3.46 3.13 3.82 3.52 70 61 92 77 3.45 3.03 3.87 3.56 63 86 92 84 3.49 3.37 3.99 3.56 84 74
80 92 71 3.43 2.94 3.75 3.52 59 62
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed. KF10. % feeling there are good opportunities 47 33 51 38 to develop their potential at work KF11. % receiving job-relevant training, learning or development in last 12 mths KF12. % appraised in last 12 mths KF13. % having well structured appraisals in last 12 mths KF14. % appraised with personal development plans in last 12 mths KF15. Support from immediate managers 82 92 48 84 3.72 82 91 37 85 3.65 87 92 46 84 3.67 78 91 45 84 3.75
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Occupational health and safety KF16. % receiving health and safety training 93 86 94 89 in last 12 mths * KF17. % suffering work-related injury in last 12 mths * KF18. % suffering work-related stress in last 12 mths Infection control and hygiene KF19. % saying hand washing materials are always available Number of respondents 13 32 16 23 9 36 15 25
55 367
54 97
54 162
56 274
Full time is defined as staff contracted to work 30 hours or more a week
27
Table 5.4: Key Findings for different work groups (cont)

Full time / part timea Line managers / non line managers
28 94 3.52
21 84 3.39
32 92 3.51
22 91 3.47
6 3 14 17 3.63
3 2 12 9 3.57
6 1 13 19 3.63
6 3 13 13 3.59
1.62 23
1.44 18
1.60 21
1.57 22
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. KF30. % reporting good communication 31 21 31 26 between senior management and staff KF31. % able to contribute towards improvements at work ADDITIONAL THEME: Staff satisfaction KF32. Staff job satisfaction * KF33. Staff intention to leave jobs KF34. Staff recommendation of the trust as a place to work or receive treatment KF35. Staff motivation at work ADDITIONAL THEME: Equality and diversity KF36. % having equality and diversity training in last 12 mths KF37. % believing the trust provides equal opportunities for career progression or promotion * KF38. % experiencing discrimination at work in last 12 mths Number of respondents 70 59 76 62
3.55 2.69 3.72 3.90
3.58 2.49 3.56 4.03
3.61 2.66 3.60 3.99
3.51 2.64 3.73 3.87
86 85 20 367
77 86 13 97
87 88 17 162
81 82 20 274
Full time is defined as staff contracted to work 30 hours or more a week
28
6. Key Findings by demographic groups

Tables 6.1 and 6.2 show the Key Findings at Central London Community Healthcare NHS Trust broken down by different demographic groups: age group, gender, disability and ethnic background. Technical notes:
For most of the Key Findings presented in tables 6.1 and 6.2, the higher the score the better. However, there are some Key Findings for which a high score would represent a negative result. For these Key Findings, marked with an asterix and shown in italics, the lower the score the better. Care should be taken not to over interpret the findings if scores differ slightly. For example, if for 'KF13. % having well structured appraisals in last 12 months' staff in Group A score 45%, and staff in Group B score 40%, it may appear that a higher proportion of staff in Group A have had well structured appraisals than staff in Group B. However, because of small numbers in these sub-groups, it is probably not statistically significant. A more sensible interpretation would be that, on average, similar proportions of staff in Group A and B have well structured appraisals. Please note that, unlike the overall Trust scores, data in this section are not weighted. Please also note that all percentage scores are shown to the nearest 1%. This means scores of less than 0.5% are displayed as 0%. In order to preserve anonymity of individual staff, a score is replaced with a dash if the demographic group in question contributed fewer than 11 responses to that score.
29
Table 6.1: Key Findings for different age groups

Age group
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs. KF1. % feeling satisfied with the quality of 72 74 80 work and patient care they are able to deliver KF2. % agreeing that their role makes a difference to patients KF3. % feeling valued by their work colleagues KF4. Quality of job design * KF5. Work pressure felt by staff KF6. Effective team working KF7. Trust commitment to work-life balance * KF8. % working extra hours KF9. % using flexible working options 96 79 3.56 2.94 3.81 3.92 63 57 88 79 3.36 3.19 3.80 3.52 74 72 90 74 3.49 3.16 3.86 3.52 73 64
83 93 74 3.45 3.05 3.86 3.43 64 67
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed. KF10. % feeling there are good opportunities 57 38 45 41 to develop their potential at work KF11. % receiving job-relevant training, learning or development in last 12 mths KF12. % appraised in last 12 mths KF13. % having well structured appraisals in last 12 mths KF14. % appraised with personal development plans in last 12 mths KF15. Support from immediate managers 87 93 59 89 4.05 81 93 42 88 3.67 77 92 44 84 3.74 83 89 44 80 3.62
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Occupational health and safety KF16. % receiving health and safety training 95 94 94 87 in last 12 mths * KF17. % suffering work-related injury in last 12 mths * KF18. % suffering work-related stress in last 12 mths Infection control and hygiene KF19. % saying hand washing materials are always available Number of respondents 24 26 14 30 7 32 14 30
47 56
39 108
61 104
64 179
30
Table 6.1: Key Findings for different age groups (cont)

Age group
31 75 3.42
25 88 3.44
24 96 3.52
28 98 3.51
2 0 9 15 3.80
4 3 11 14 3.58
8 2 17 18 3.67
8 4 15 15 3.52
1.67 26
1.62 26
1.52 18
1.56 20
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. KF30. % reporting good communication 31 25 29 28 between senior management and staff KF31. % able to contribute towards improvements at work ADDITIONAL THEME: Staff satisfaction KF32. Staff job satisfaction * KF33. Staff intention to leave jobs KF34. Staff recommendation of the trust as a place to work or receive treatment KF35. Staff motivation at work ADDITIONAL THEME: Equality and diversity KF36. % having equality and diversity training in last 12 mths KF37. % believing the trust provides equal opportunities for career progression or promotion * KF38. % experiencing discrimination at work in last 12 mths Number of respondents 80 71 61 63
3.60 2.89 3.80 3.70
3.48 2.95 3.56 3.79
3.50 2.62 3.72 3.98
3.58 2.43 3.69 4.02
93 93 22 56
88 87 20 108
83 82 16 104
77 80 20 179
31
Table 6.2: Key Findings for other demographic groups

Gender Disability Ethnic background
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs. KF1. % feeling satisfied with the quality of 86 77 85 76 73 work and patient care they are able to deliver KF2. % agreeing that their role makes a difference to patients KF3. % feeling valued by their work colleagues KF4. Quality of job design * KF5. Work pressure felt by staff KF6. Effective team working KF7. Trust commitment to work-life balance * KF8. % working extra hours KF9. % using flexible working options 90 69 3.46 3.01 3.79 3.69 67 57 92 77 3.44 3.11 3.85 3.51 68 68 90 70 3.36 3.09 3.80 3.46 64 71 92 77 3.46 3.10 3.84 3.54 69 66 91 82 3.41 3.21 3.83 3.56 73 67
87 92 68 3.55 2.91 3.85 3.49 60 64
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed. KF10. % feeling there are good opportunities 42 43 34 44 43 43 to develop their potential at work KF11. % receiving job-relevant training, learning or development in last 12 mths KF12. % appraised in last 12 mths KF13. % having well structured appraisals in last 12 mths KF14. % appraised with personal development plans in last 12 mths KF15. Support from immediate managers 72 90 49 88 3.90 82 91 45 83 3.68 78 89 43 82 3.64 81 92 46 84 3.73 82 89 41 82 3.75 80 94 55 87 3.67
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Occupational health and safety KF16. % receiving health and safety training 83 92 88 92 91 91 in last 12 mths * KF17. % suffering work-related injury in last 12 mths * KF18. % suffering work-related stress in last 12 mths Infection control and hygiene KF19. % saying hand washing materials are always available Number of respondents 9 13 15 33 22 38 12 28 11 29 17 29
60 55
55 372
58 65
55 360
52 272
59 161
32
Table 6.2: Key Findings for other demographic groups (cont)

Gender Disability Ethnic background
21 100 3.47
26 90 3.48
29 89 3.37
26 92 3.50
29 93 3.43
23 92 3.57
0 0 0 6 3.72
6 3 14 16 3.58
3 2 22 24 3.41
5 2 11 14 3.63
5 2 10 11 3.59
8 3 18 21 3.63
1.51 15
1.59 23
2.10 29
1.49 20
1.53 19
1.65 27
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. KF30. % reporting good communication 36 27 31 28 24 34 between senior management and staff KF31. % able to contribute towards improvements at work ADDITIONAL THEME: Staff satisfaction KF32. Staff job satisfaction * KF33. Staff intention to leave jobs KF34. Staff recommendation of the trust as a place to work or receive treatment KF35. Staff motivation at work ADDITIONAL THEME: Equality and diversity KF36. % having equality and diversity training in last 12 mths KF37. % believing the trust provides equal opportunities for career progression or promotion * KF38. % experiencing discrimination at work in last 12 mths Number of respondents 67 66 65 68 69 62
3.56 2.77 3.72 3.84
3.54 2.61 3.68 3.93
3.42 2.72 3.68 3.79
3.56 2.65 3.68 3.94
3.57 2.66 3.58 3.87
3.51 2.64 3.87 4.01
76 97 11 55
84 83 19 372
80 74 34 65
84 87 16 360
81 91 14 272
86 73 25 161
33
7. Work and demographic profile of the survey respondents

The occupational group of the staff survey respondents is shown in table 7.1, other work characteristics are shown in table 7.2, and demographic characteristics are shown in table 7.3.
Table 7.1: Occupational group of respondents

Occupational group Number questionnaires returned 47 3 4 10 20 48 20 27 5 16 1 3 9 29 5 66 16 3 1 20 27 66 3 74 25 7 6 7 16 Percentage of survey respondents 10% 1% 1% 2% 4% 11% 4% 6% 1% 4% 0% 1% 2% 6% 1% 15% 4% 1% 0% 4% 6% 15% 1% 16% 5% 2% 1% 2%
Nurses, Midwives and Nursing Assistants Registered Nurses - Adult / General Registered Nurses - Mental Health Registered Nurses - Learning Disabilities Registered Nurses - Children Health Visitors Registered Nurses - District / Community Other Registered Nurses Nursing auxiliary / Nursing assistant / Healthcare assistant Medical and Dental Medical / Dental - Consultant Medical / Dental - Other Allied Health Professionals Arts Therapy Clinical Psychology Occupational Therapy Physiotherapy Psychotherapy Other qualified Allied Health Professionals Support to Allied Health Professionals Scientific and Technical / Healthcare Scientists Pharmacy Social Care Staff Social care support staff Other groups Registered nurses Nursing auxiliary / Nursing assistant / Healthcare assistant Allied Health Professionals Public Health / Health Improvement Admin and Clerical Central Functions / Corporate Services Maintenance / Ancillary General Management Other Did not specify
Sums of percentages may add up to more than 100% due to rounding, and do not include 'did not specify' responses
34
Table 7.2: Work characteristics of respondents

Number questionnaires returned Full time / part time Full time Part time Did not specify Line manager / non line manager Line manager Not line manager Did not specify Length of time in trust Less than a year Between 1 to 2 years Between 3 to 5 years Between 6 to 10 years Between 11 to 15 years Over 15 years Did not specify Percentage of survey respondents
367 97 7
79% 21%
162 274 35
37% 63%
55 91 73 108 53 81 10
12% 20% 16% 23% 11% 18%
35
Table 7.3: Demographic characteristics of respondents

Number questionnaires returned Age group Between 16 and 30 Between 31 and 40 Between 41 and 50 51 and over Did not specify Gender Male Female Did not specify Ethnic background White Black and minority ethnic Did not specify Disability Disabled Not disabled Did not specify Percentage of survey respondents
56 108 104 179 24
13% 24% 23% 40%
55 372 44
13% 87%
272 161 38
63% 37%
65 360 46
15% 85%
36
Appendix 1 Key Findings for Central London Community Healthcare NHS Trust benchmarked against other community trusts
Technical notes:
The first column in table A2 shows the trust's scores for each of the Key Findings. The same data are displayed in section 3 and 4 of this report. The second column in table A2 shows the 95% confidence intervals around the trust's scores for each of the Key Findings. The third column in table A2 shows the average (median) score for each of the Key Findings for community trusts. The same data are displayed in section 3 and 4 of this report. The fourth and fifth columns in table A2 show the thresholds for below and above average scores for each of the Key Findings for community trusts. The data are used to describe comparisons with other trusts as displayed in section 3 and 4 of this report. The sixth column in table A2 shows the lowest score attained for each of the Key Findings by an community trust. The seventh column in table A2 shows the highest score attained for each of the Key Findings by an community trust. For most of the Key Findings presented in table A2, the higher the score the better. However, there are some Key Findings for which a high score would represent a negative score. For these Key Findings, marked with an asterix and shown in italics, the lower the score the better. Please note that the data presented in table A2 are rounded to the nearest whole number for percentage scores and to two decimal places for scale summary scores.
37
Table A1: Key Findings for Central London Community Healthcare NHS Trust benchmarked against other community trusts
Your trust National scores for community trusts
Response rate
63
57
56
58
42
65
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs. KF1. % feeling satisfied with the quality of 79 [75, 83] 73 71 75 work and patient care they are able to deliver KF2. % agreeing that their role makes a difference to patients KF3. % feeling valued by their work colleagues KF4. Quality of job design * KF5. Work pressure felt by staff KF6. Effective team working KF7. Trust commitment to work-life balance * KF8. % working extra hours KF9. % using flexible working options 92 76 3.47 3.08 3.83 3.54 66 67 [90, 95] [72, 80] [3.40, 3.54] [3.00, 3.16] [3.75, 3.91] [3.46, 3.62] [62, 71] [62, 72] 92 81 3.41 3.12 3.82 3.51 66 70 90 79 3.38 3.08 3.80 3.48 62 69 93 83 3.43 3.15 3.83 3.55 69 71
65 85 76 3.19 2.95 3.68 3.25 55 60
81 94 85 3.48 3.42 3.88 3.66 74 84
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed. KF10. % feeling there are good opportunities 44 [39, 48] 38 36 40 30 50 to develop their potential at work KF11. % receiving job-relevant training, learning or development in last 12 mths KF12. % appraised in last 12 mths KF13. % having well structured appraisals in last 12 mths KF14. % appraised with personal development plans in last 12 mths KF15. Support from immediate managers 81 91 46 83 3.72 [78, 85] [88, 94] [41, 51] [79, 87] [3.63, 3.81] 82 82 33 73 3.73 81 78 30 70 3.72 83 87 36 78 3.77 77 65 24 57 3.54 84 93 46 89 3.85
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Occupational health and safety KF16. % receiving health and safety training 91 [88, 94] 86 83 90 66 96 in last 12 mths * KF17. % suffering work-related injury in last 12 mths * KF18. % suffering work-related stress in last 12 mths Infection control and hygiene KF19. % saying hand washing materials are always available 13 29 [10, 16] [25, 33] 11 30 11 29 12 32 8 25 17 43
56
[51, 61]
60
59
61
42
81
38
Table A1: Key Findings for Central London Community Healthcare NHS Trust benchmarked against other community trusts (cont)
Your trust National scores for community trusts
26 93 3.50
[22, 30] [88, 97] [3.45, 3.55]
24 97 3.50
23 97 3.45
25 98 3.54
19 93 3.35
32 100 3.68
6 3 13 15 3.61
[4, 8] [1, 5] [10, 17] [12, 18] [3.54, 3.68] [1.51, 1.65] [17, 25]
3 1 12 12 3.61
3 1 11 10 3.58
5 1 12 13 3.65
1 0 8 7 3.46
8 3 16 17 3.81
1.58 21
1.58 21
1.56 20
1.59 23
1.46 14
1.69 28
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. KF30. % reporting good communication 30 [26, 34] 29 27 32 16 37 between senior management and staff KF31. % able to contribute towards improvements at work ADDITIONAL THEME: Staff satisfaction KF32. Staff job satisfaction * KF33. Staff intention to leave jobs KF34. Staff recommendation of the trust as a place to work or receive treatment KF35. Staff motivation at work ADDITIONAL THEME: Equality and diversity KF36. % having equality and diversity training in last 12 mths KF37. % believing the trust provides equal opportunities for career progression or promotion * KF38. % experiencing discrimination at work in last 12 mths 67 [63, 72] 65 64 67 60 70
3.57 2.63 3.70 3.93
[3.50, 3.63] [2.53, 2.74] [3.64, 3.77] [3.86, 4.01]
3.57 2.61 3.52 3.85
3.53 2.56 3.45 3.83
3.58 2.65 3.55 3.91
3.40 2.38 3.17 3.75
3.66 2.92 3.73 3.97
84 85 18
[80, 87] [81, 89] [14, 21]
60 92 10
45 91 8
68 93 11
32 85 6
84 96 18
39
Appendix 2 Changes to the Key Findings since the 2010 staff survey
Technical notes:
For most of the Key Findings presented in tables A2.1, the higher the score the better. However, there are some Key Findings for which a high score would represent a negative result. For these Key Findings, marked with an asterix and shown in italics, the lower the score the better. It is likely that we would see some small change simply due to sample differences between the two years. The final column of the tables shows whether the change in your trust is statistically significant or not. If a change is not significant, then there is no evidence of a real change in the trust score. Please note that the trust scores and change scores presented in tables A2.1 and A2.2 are rounded to the nearest whole number for percentage scores and to two decimal places for scale summary scores. All percentage scores are shown to the nearest 1%. This means scores of less than 0.5% are displayed as 0%.
To enable comparison between years, scores from 2010 have been re-calculated and re-weighted using the 2011 formulae, so may appear slightly different from figures in previous feedback reports. More details about these changes can be found in the document Making sense of your staff survey data, which can be downloaded from www.nhsstaffsurveys.com.
40
Table A2.1: Changes in the Key Findings for Central London Community Healthcare NHS Trust since 2010 survey
Central London Community Healthcare NHS Trust 2011 2010 Change Statistically score score significant? Response rate 63 68 -5 -
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs. KF1. % feeling satisfied with the quality of work and patient care 79 79 0 they are able to deliver KF2. % agreeing that their role makes a difference to patients KF3. % feeling valued by their work colleagues KF4. Quality of job design * KF5. Work pressure felt by staff KF6. Effective team working KF7. Trust commitment to work-life balance * KF8. % working extra hours KF9. % using flexible working options 92 76 3.47 3.08 3.83 3.54 66 67 94 78 3.51 3.03 3.85 3.61 70 65 -2 -2 -0.04 0.05 -0.03 -0.07 -3 2
No No No No No No No No No
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed. KF10. % feeling there are good opportunities to develop their 44 49 -5 No potential at work KF11. % receiving job-relevant training, learning or development in last 12 mths KF12. % appraised in last 12 mths KF13. % having well structured appraisals in last 12 mths KF14. % appraised with personal development plans in last 12 mths KF15. Support from immediate managers 81 91 46 83 3.72 82 91 48 87 3.75 0 0 -2 -4 -0.03 No No No No No
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Occupational health and safety KF16. % receiving health and safety training in last 12 mths 91 90 1 No * KF17. % suffering work-related injury in last 12 mths * KF18. % suffering work-related stress in last 12 mths Infection control and hygiene KF19. % saying hand washing materials are always available 13 29 56 11 32 50 2 -3 6 No No No
41
Table A2.1: Changes in the Key Findings for Central London Community Healthcare NHS Trust since 2010 survey (cont)
Central London Community Healthcare NHS Trust 2011 2010 Change Statistically score score significant? Errors and incidents * KF20. % witnessing potentially harmful errors, near misses or incidents in last mth KF21. % reporting errors, near misses or incidents witnessed in the last mth KF22. Fairness and effectiveness of incident reporting procedures Violence and harassment * KF23. % experiencing physical violence from patients, relatives or the public in last 12 mths * KF24. % experiencing physical violence from staff in last 12 mths * KF25. % experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 mths * KF26. % experiencing harassment, bullying or abuse from staff in last 12 mths KF27. Perceptions of effective action from employer towards violence and harassment Health and well-being * KF28. Impact of health and well-being on ability to perform work or daily activities * KF29. % feeling pressure in last 3 mths to attend work when feeling unwell
26 93 3.50
28 99 3.54
-3 -6 -0.04
No Yes No
6 3 13 15 3.61
6 1 16 15 3.67
0 2 -2 0 -0.05
No No No No No
1.58 21
1.57 20
0.01 1
No No
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. KF30. % reporting good communication between senior 30 40 -10 Yes management and staff KF31. % able to contribute towards improvements at work ADDITIONAL THEME: Staff satisfaction KF32. Staff job satisfaction * KF33. Staff intention to leave jobs KF34. Staff recommendation of the trust as a place to work or receive treatment KF35. Staff motivation at work ADDITIONAL THEME: Equality and diversity KF36. % having equality and diversity training in last 12 mths KF37. % believing the trust provides equal opportunities for career progression or promotion * KF38. % experiencing discrimination at work in last 12 mths 67 3.57 2.63 3.70 3.93 84 85 18 75 3.59 2.64 3.72 3.90 82 83 18 -7 -0.03 -0.01 -0.02 0.03 1 2 0 Yes No No No No No No No
42
Appendix 3 Data tables: 2011 Key Findings and the responses to all survey questions
For each of the 38 Key Findings (Table A3.1) and each individual survey question in the core version of the questionnaire (Table A3.2), this appendix presents your trusts 2011 survey response, the average (median) 2011 response for community trusts, and your trusts 2010 survey response (where applicable). In Table A3.1, the question numbers used to calculate the 38 Key Findings are also listed in the first column. In Table A3.2, the responses to the survey questions are presented in the order that they appear within the core version of the 2011 questionnaire. Technical notes:
In certain cases a dash (-) appears in the Your Trust in 2010 column in Tables A3.1 or A3.2. This is because of changes to the format of survey questions or the calculation of the Key Findings so comparisons with the 2010 score are not possible. In certain cases a dash (-) appears in Tables A3.1 or A3.2. This is in order to preserve anonymity of individual staff, where there were fewer than 11 responses to a survey question or Key Finding. Please note that the figures reported in tables A3.1 and A3.2 are un-weighted, and, as a consequence there may be some slight differences between these figures and the figures reported in sections 3 and 4 and Appendix 2 of this report, which are weighted according to the occupational group profile of a typical community trust. More details about the calculation of Key Findings and the weighting of data can be found in the document Making sense of your staff survey data, which can be downloaded from: www.nhsstaffsurveys.com The question numbers refer to the version of the core questionnaire. A copy of the core questionnaire can be downloaded from the Advice Centre website at: www.nhsstaffsurveys.com.
43
Table A3.1: Key Findings for Central London Community Healthcare NHS Trust benchmarked against other community trusts
Question number(s) Your Trust in 2011 Average (median) for community trusts Your Trust in 2010
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs. KF1. % feeling satisfied with the quality of work and Q11g, 22a, 79 73 patient care they are able to deliver 22c KF2. % agreeing that their role makes a difference to patients KF3. % feeling valued by their work colleagues KF4. Quality of job design * KF5. Work pressure felt by staff KF6. Effective team working KF7. Trust commitment to work-life balance * KF8. % working extra hours KF9. % using flexible working options Q22b Q15a-d Q11a-c, 14a, b, d Q11d-f, 14c Q10a-d Q2a-c Q1b-c Q3 92 76 3.46 3.11 3.83 3.53 68 67 92 81 3.41 3.12 3.81 3.52 64 70
79 94 79 3.52 3.04 3.87 3.62 71 66
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate training for their jobs, and line management support to succeed. KF10. % feeling there are good opportunities to develop Q20a-d 44 38 50 their potential at work KF11. % receiving job-relevant training, learning or development in last 12 mths KF12. % appraised in last 12 mths KF13. % having well structured appraisals in last 12 mths KF14. % appraised with personal development plans in last 12 mths KF15. Support from immediate managers Q4a-g, 5a-i, 6a-c Q8a Q8a-d Q8a, 9a Q7a-e 82 91 46 84 3.71 82 83 33 73 3.73 82 92 48 88 3.77
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and safety. Occupational health and safety KF16. % receiving health and safety training in last 12 Q5b 91 85 91 mths * KF17. % suffering work-related injury in last 12 mths * KF18. % suffering work-related stress in last 12 mths Infection control and hygiene KF19. % saying hand washing materials are always available Q32a-d Q32e 14 30 11 30 11 32
Q33a-b
55
61
50
44
Table A3.1: Key Findings for Central London Community Healthcare NHS Trust benchmarked against other community trusts (cont)
Question number(s) Errors and incidents * KF20. % witnessing potentially harmful errors, near misses or incidents in last mth KF21. % reporting errors, near misses or incidents witnessed in the last mth KF22. Fairness and effectiveness of incident reporting procedures Violence and harassment * KF23. % experiencing physical violence from patients, relatives or the public in last 12 mths * KF24. % experiencing physical violence from staff in last 12 mths * KF25. % experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 mths * KF26. % experiencing harassment, bullying or abuse from staff in last 12 mths KF27. Perceptions of effective action from employer towards violence and harassment Health and well-being * KF28. Impact of health and well-being on ability to perform work or daily activities * KF29. % feeling pressure in last 3 mths to attend work when feeling unwell Your Trust in 2011 Average (median) for community trusts Your Trust in 2010
Q25a, 26a Q25a-b, 26a-b Q27a-g
26 92 3.49
24 97 3.49
29 99 3.53
Q28a Q28b Q29a Q29b Q30a-d
6 3 14 15 3.61
3 1 12 12 3.61
6 1 16 14 3.66
Q35, 36 Q38a-c
1.58 22
1.58 22
1.57 20
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services. KF30. % reporting good communication between senior Q16a-c, f, 29 29 40 management and staff 23d-e KF31. % able to contribute towards improvements at work ADDITIONAL THEME: Staff satisfaction KF32. Staff job satisfaction * KF33. Staff intention to leave jobs KF34. Staff recommendation of the trust as a place to work or receive treatment KF35. Staff motivation at work ADDITIONAL THEME: Equality and diversity KF36. % having equality and diversity training in last 12 mths KF37. % believing the trust provides equal opportunities for career progression or promotion * KF38. % experiencing discrimination at work in last 12 mths Q23a-c 68 65 76
Q13a-g Q12a-c Q16e, 21a-b Q24a-c
3.55 2.65 3.69 3.93
3.57 2.60 3.51 3.86
3.61 2.63 3.72 3.91
Q5a Q17 Q18a-b
84 85 18
59 93 10
83 84 17
45
Table A3.2: Survey questions benchmarked against other community trusts

Your Trust in 2011 Working hours
Q1a Q1b Q1c % working part time % working additional PAID hours % working additional UNPAID hours 21 23 60 32 20 59 17 18 65
Average (median) for community trusts
Your Trust in 2010
Quality of work-life balance

Q2a Q2b Q2c % agreeing / strongly agreeing with the following statements: "My Trust is committed to helping staff balance their work and home life" "My immediate manager helps me find a good work-life balance" "I can approach my immediate manager to talk openly about flexible working" 52 59 63 45 59 70 57 61 70
Flexible working options

Q3 Q3 Q3 Q3 Q3 Q3 Q3 % saying the following flexible working options applied to them: Working flexi-time (e.g. able to vary start & finish times) Working reduced hours (e.g. part time) Working from home in normal working hours Working to agreed number of hours over the year (e.g. annualised hours) Working during school term-time only Team making their own decisions about rotas Job sharing with someone else 37 24 15 8 4 13 2 39 30 13 5 4 15 3 40 23 17 8 2 10 2
Types of training, learning and development

Q4a Q4b Q4c Q4d Q4e Q4f Q4g % having taken part in the following types of training, learning or development in the last 12 months: Taught courses (internal or external) 78 78 Supervised on-the-job training 29 29 Having a mentor 18 16 Shadowing someone 23 19 e-learning / online training 54 79 Keeping up-to-date with developments in work (e.g. reading 75 67 books or attending workshops) Other method of training, learning or development 13 9 78 29 19 25 24 72 16
Areas of training, learning and development

Q5a Q5b Q5c Q5d Q5e Q5f Q5g Q5h Q5i % having received training, learning or development in the following areas in the last 12 months: Equality and diversity training (e.g. awareness of age, disability, 84 59 gender, race, sexual orientation, religion) Health and safety training (e.g. fire training, manual handling) 91 85 What to do if there is a major incident or emergency 56 31 How to prevent or handle violence and aggression to staff, 46 41 patients / service users (e.g. Conflict Resolution training) Infection control (e.g. guidance on hand-washing, MRSA, waste 84 77 management, disposal of sharps / needles) Computer skills (e.g. using Trust IT systems, spreadsheets, 27 25 databases, Internet, email etc.) How to handle confidential information about patients / service 73 69 users How to give information to patients / service users on condition, 27 21 medication, side effects etc. How to deliver a good patient / service user experience (e.g. 39 28 monitor the patient / service user experience, and use the feedback to make improvements) 83 91 61 48 86 37 54 29 42
46
Your Trust in 2011 Job-relevant training, learning and development
Your Trust in 2010
Q6a Q6b Q6c
% who had received training, learning and development in the last 12 months (YES to any part of Q4a-g or Q5a-i) agreeing / strongly agreeing that: It has helped me to do my job better 69 68 72 It has helped me stay up-to-date with my job 75 72 74 It has helped me stay up-to-date with professional requirements 75 73 73
Management and supervision

Q7a Q7b Q7c Q7d Q7e Q8a Q8a Q8a Q8b Q8c Q8d Q9a % agreeing / strongly agreeing with the following statements: "My immediate manager encourages those who work for her/him to work as a team" "My immediate manager can be counted on to help me with a difficult task at work" "My immediate manager gives me clear feedback on my work" "My immediate manager asks for my opinion before making decisions that affect my work" "My immediate manager is supportive in a personal crisis" 71 70 62 55 68 75 70 60 55 74 75 71 63 58 74
Appraisals and personal development plans

% saying they had received an appraisal or performance 91 83 92 development review in the last 12 months Yes, KSF development review 74 64 73 Yes, other type of appraisal or performance development review 20 20 22 If (YES to Q8a) had received an appraisal or performance development review in the last 12 months: % saying their appraisal or development review had helped 65 54 67 them to improve how they do their job % saying their appraisal or development review had helped 82 77 86 them agree clear objectives for their work % saying their appraisal or development review had made them 60 56 61 feel their work was valued by the Trust % saying they had agreed a personal development plan as part 92 90 96 of their appraisal or development review If (YES to Q8a) had received an appraisal or performance development review AND (YES to Q9a) had agreed a personal development plan as part of their appraisal or development review: % saying they had received the training, learning and 47 49 47 development identified in the plan % saying they had received support from their immediate 63 58 58 manager in accessing the training, learning and development identified in the plan
Q9b Q9c
Team-based working
Q10a Q10b Q10c Q10d % working in a team If (YES to Q10a) they work in a team: % agreeing / strongly agreeing team members have a set of shared objectives % agreeing / strongly agreeing team members often meet to discuss the team's effectiveness % agreeing / strongly agreeing the team members have to communicate closely with each other to achieve the team's objectives 97 76 72 80 96 76 70 80 97 76 72 78
47
Your Trust in 2011 Job design and work pressure (1)

Q11a Q11b Q11c Q11d Q11e Q11f Q11g % agreeing / strongly agreeing with the following statements: "I have clear, planned goals and objectives for my job" "I often have trouble working out whether I am doing well or poorly in this job" "I am involved in deciding on changes introduced that affect my work area / team / department" "I cannot meet all the conflicting demands on my time at work" "I have adequate materials, supplies and equipment to do my work" "There are enough staff at this Trust for me to do my job properly" "I am able to do my job to a standard I am personally pleased with" 74 24 50 43 55 30 60
Your Trust in 2010
70 23 51 45 60 30 60
75 20 54 44 64 37 64
Staff intention to leave

Q12a Q12b Q12c % agreeing / strongly agreeing with the following statements: "I often think about leaving this Trust" "I will probably look for a job at a new organisation in the next 12 months" "As soon as I can find another job, I will leave this Trust" 29 25 19 29 22 15 29 28 20
Staff job satisfaction

Q13a Q13b Q13c Q13d Q13e Q13f Q13g Q13h % satisfied or very satisfied with the following aspects of their job: "The recognition I get for good work" "The support I get from my immediate manager" "The freedom I have to choose my own method of working" "The support I get from my work colleagues" "The amount of responsibility I am given" "The opportunities I have to use my skills" "The extent to which my Trust values my work" "My level of pay" 51 61 63 73 69 66 39 36 48 66 67 81 72 66 33 41 48 68 69 75 71 66 41 39
Job design and work pressure (2)

Q14a Q14b Q14c Q14d Q14e Q14f % agreeing / strongly agreeing with the following statements: "I always know what my work responsibilities are" "I am consulted about changes that affect my work area / team / department" "I do not have time to carry out all my work" "I get clear feedback about how well I am doing my job" "Relationships at work are strained" "I can decide on my own how to go about doing my work" 79 51 47 40 23 66 77 51 49 40 26 67 82 56 49 44 20 68
Being respected and valued at work

Q15a Q15b Q15c Q15d Q15e Q15f % agreeing / strongly agreeing with the following statements: "The people I work with treat me with respect" "The people I work with seek my opinions" "I am trusted to do my job" "I feel I belong to a team" "I often do more than is required" "I try to help colleagues in my Trust whenever I can" 78 76 89 76 85 96 82 80 90 78 85 97 81 80 90 76 82 98
48
Your Trust in 2011 Senior management

Q16a Q16b Q16c Q16d Q16e Q16f Q16g Q16h Q17 % agreeing / strongly agreeing with the following statements: "Senior managers here try to involve staff in important decisions" "Communication between senior management and staff is effective" "Senior managers encourage staff to suggest new ideas for improving services" "On the whole, the different parts of the Trust communicate effectively with each other" "Care of patients / service users is my Trust's top priority" "I know who the senior managers are here" "Senior managers where I work are committed to patient care" "Patient information is treated confidentially by staff in this Trust" 32 30 37 23 65 70 55 87 85
Your Trust in 2010
29 28 38 20 57 74 54 90 93
41 39 46 28 66 72 62 86 84
Equal opportunities
% saying the Trust acts fairly with regard to career progression / promotion, regardless of ethnic background, gender, religion, sexual orientation, disability or age
Discrimination
Q18a % saying they had experienced discrimination from patients / service users, their relatives or other members of the public in the last 12 months % saying they had experienced discrimination from their manager / team leader or other colleagues in the last 12 months % saying they had experienced discrimination on the grounds of: Ethnic background Gender Religion Sexual orientation Disability Age Other reason(s) 11 4 10
Q18b
10
11
Q18c Q18c Q18c Q18c Q18c Q18c Q18c Q19a Q19b Q19c
10 2 1 0 1 3 4 91 70 57
1 1 0 0 1 2 4 92 76 57
8 3 0 1 0 4 4 91 74 56
Raising concerns at work

% saying if they were concerned about fraud, malpractice or wrongdoing they would know how to report it % saying they would feel safe in raising their concern % saying they would feel confident that the Trust would address their concern
Opportunities to develop potential at work

Q20a Q20b Q20c Q20d % agreeing / strongly agreeing with the following statements: "There are opportunities for me to progress in my job" "I am supported to keep up-to-date with developments in my field" "I am encouraged to develop my own expertise" "There is strong support for training in my area of work" 37 57 58 49 27 57 56 44 38 66 63 53
Working in the NHS

Q21a Q21b % agreeing / strongly agreeing with the following statements: "I would recommend my Trust as a place to work" "If a friend or relative needed treatment, I would be happy with the standard of care provided by this Trust" 58 69 52 64 62 72
49
Your Trust in 2011 Contribution to patient care

Q22a Q22b Q22c % agreeing / strongly agreeing with the following statements: "I am satisfied with the quality of care I give to patients / service users" "I feel that my role makes a difference to patients / service users" "I am able to deliver the patient care I aspire to" 93 92 75
Your Trust in 2010
88 92 68
90 94 76
Improving the way we work

Q23a Q23b Q23c Q23d Q23e % agreeing / strongly agreeing with the following statements: "I am able to make suggestions to improve the work of my team / department" "There are frequent opportunities for me to show initiative in my role" "I am able to make improvements happen in my area of work" "Healthcare professionals and managers in non-clinical roles work well together in my area of work" "Senior managers act on staff feedback" 73 66 60 50 32 74 63 56 48 32 80 72 67 55 40
Staff motivation at work

Q24a Q24b Q24c Q25a Q25b % saying often or always to the following statements: "I look forward to going to work" "I am enthusiastic about my job" "Time passes quickly when I am working" 57 70 78 16 90 54 68 78 13 95 56 70 79 18 99
Witnessing and reporting errors, near misses and incidents

% witnessing errors, near misses or incidents in the last month that could have hurt staff (If YES to Q25a): % saying the last time they witnessed an error, near miss or incident that could have hurt staff, either they or a colleague had reported it % witnessing errors, near misses or incidents in the last month that could have hurt patients / service users (If YES to Q26a): % saying the last time they witnessed an error, near miss or incident that could have hurt patients / service users, either they or a colleague had reported it % agreeing / strongly agreeing with the following statements: "My Trust treats staff who are involved in an error, near miss or incident fairly" "My Trust encourages us to report errors, near misses or incidents" "My Trust treats reports of errors, near misses or incidents confidentially" "My Trust blames or punishes people who are involved in errors, near misses or incidents" "When errors, near misses or incidents are reported, my Trust takes action to ensure that they do not happen again" "We are informed about errors, near misses and incidents that happen in the Trust" "We are given feedback about changes made in response to reported errors, near misses and incidents"
Q26a Q26b
19 96
19 97
22 98
Fairness and effectiveness of procedures for reporting errors, near misses or incidents
Q27a Q27b Q27c Q27d Q27e Q27f Q27g 48 86 63 4 52 29 31 44 87 63 8 58 34 36 49 86 64 4 56 31 36
Experiencing and reporting physical violence at work

Q28a Q28b % saying they have personally experienced physical violence at work in the last 12 months from the following: Patients / service users, their relatives or other members of the 6 3 6 public Manager / team leader or other colleagues 3 1 1
50
Your Trust in 2011
Your Trust in 2010
Q28c Q28c Q28c Q28c Q28c Q28d
(If YES to Q28a or b): % experiencing physical violence at work from patients / service users, their relatives or other members of the public in last 12 months... No times 32 15 13 1 to 2 times 60 60 48 3 to 5 times 8 18 13 6 to 10 times 0 6 10 More than 10 times 0 3 16 (If YES to Q28a to b): % saying the last time they experienced an 65 77 69 incident of physical violence, either they or a colleague had reported it
Experiencing and reporting harassment, bullying and abuse at work

% saying they have personally experienced harassment, bullying or abuse at work in the last 12 months from the following: Patients / service users, their relatives or other members of the 14 12 16 public Manager / team leader or other colleagues 15 12 14 (If YES to Q29a or b): % saying the last time they experienced an 56 57 63 incident of harassment, bullying or abuse, either they or a colleague had reported it
Q29a Q29b Q29c
Effectiveness of action following violence, harassment, bullying and abuse at work

Q30a Q30b Q30c Q30d Q31a Q31b % agreeing / strongly agreeing with the statements "My Trust takes effective action if staff are... ...physically attacked by patients / service users, their relatives 59 58 or other members of the public" ...physically attacked by other members of staff" 61 59 ...bullied, harassed or abused by patients / service users, their 54 55 relatives or other members of the public" ...bullied, harassed or abused by other members of staff" 53 52 60 61 54 55 71 97
Support for staff

% saying they have access to counselling services at their Trust % saying they have access to occupational health services at their Trust 66 96 70 95
Injuries and illness at work

% saying they have suffered injuries or have felt unwell in the last 12 months as a result of the following problems at work: Moving and handling 10 9 8 Needlestick and sharps injuries 3 1 2 Slips, trips and fails 3 2 3 Exposure to dangerous substances 1 0 1 Work-related stress 30 30 32
Q32a Q32b Q32c Q32d Q32e
Availability of hand washing materials

Q33a Q33a Q33a Q33a Q33a Q33b Q33b Q33b Q33b Q33b % saying hot water, soap and paper towels, or alcohol rubs are available for staff: Always 62 69 Most of the time 29 25 Sometimes 7 5 Never 0 0 Don't know 3 2 % saying hot water, soap and paper towels, or alcohol rubs are available for patients / service users: Always 54 55 Most of the time 23 23 Sometimes 7 6 Never 1 1 Don't know 14 14 57 32 8 0 2 50 27 7 1 14
51
Your Trust in 2011 Health and well-being

Q34 Q34 Q34 Q34 Q34 Q34
Your Trust in 2010
Q35 Q35 Q35 Q35 Q35
Q36 Q36 Q36 Q36 Q36
% saying overall their health during the past four weeks was: Excellent 17 17 15 Very good 29 28 35 Good 32 30 24 Fair 17 19 19 Poor 5 5 6 Very poor 0 1 1 % saying during the past four weeks, how much difficulty they had had in doing their daily work, both at home and away from home, because of their physical health: None at all 62 63 64 A little bit 21 22 18 Some 13 11 13 Quite a lot 4 4 4 Could not do daily work 1 1 0 % saying during the past four weeks, how much personal or emotional problems had kept them from doing their usual work or other daily activities: Not at all 64 63 63 Very little 20 23 23 Somewhat 13 11 10 Quite a lot 3 4 4 Could not do daily activities 0 0 0

Q37a Q37b % agreeing / strongly agreeing with the following statements: "In general, my job is good for my health" "My immediate manager takes a positive interest in my health and well-being" 53 55 45 58 51 64

Q38a % saying in the last three months they had gone to work despite not feeling well enough to perform their duties: (If YES to Q38a): % saying they... ...had felt pressure from their manager to come to work ...had felt pressure from their colleagues to come to work ...had put themselves under pressure to come to work 68 66 68
Q38b Q38c Q38d
24 19 89
25 20 93
21 18 91
BACKGROUND DETAILS
Q39a Q39a Q39b Q39b Q39b Q39b Q40 Q40 Q40 Q40 Q40 Q40 Gender Male Female Age group Between 16 and 30 Between 31 and 40 Between 41 and 50 51 and over Ethnic background White Mixed Asian / Asian British Black / Black British Chinese Other 13 87 13 24 23 40 63 2 12 20 2 3 11 89 11 16 25 46 96 1 2 1 0 0 19 81 17 31 22 30 61 4 11 21 2 3
52
Your Trust in 2011

Q41 Q41 Q41 Q41 Q41 Q41 Q42 Q42 Q42 Q42 Q42 Q42 Q42 Q42 Q42 Q43a Q43b Sexuality Heterosexual (straight) Gay Man Gay Woman (lesbian) Bisexual Other Preferred not to say Religion No religion Christian Buddhist Hindu Jewish Muslim Sikh Other Preferred not to say Disability % saying they have a long-standing illness, health problem or disability (If YES to Q43a and if adjustments felt necessary): % saying their employer has made adequate adjustment(s) to enable them to carry out their work Managing staff % saying that they manage staff within the Trust Contact with patients % saying they have face-to-face contact with patients / service users as part of their job Length of time at the Trust (or its predecessors) Less than 1 year 1 to 2 years 3 to 5 years 6 to 10 years 11 to 15 years More than 15 years Occupational group Registered Nurses and Midwives Nursing or Healthcare Assistants Medical and Dental Allied Health Professionals Scientific and Technical / Healthcare Scientists Social Care staff Public Health / Health Improvement Commissioning staff Admin and Clerical Central Functions / Corporate Services Maintenance / Ancillary General Management Other 84 2 1 2 2 9 21 61 0 5 1 3 1 1 7 15 72

92 0 1 0 0 6 25 64 0 0 0 1 0 1 5 16 72
Your Trust in 2010

15 67
Q44 Q45
37 89
29 88
44 89
Q46 Q46 Q46 Q46 Q46 Q46 Q47 Q47 Q47 Q47 Q47 Q47 Q47 Q47 Q47 Q47 Q47 Q47 Q47
12 20 16 23 11 18 33 6 5 28 1 0 1 0 16 5 2 1 2
7 15 19 23 14 22 34 8 4 21 1 0 2 0 17 5 2 2 1
13 24 17 21 7 17 34 7 3 30 1 1 1 0 12 5 1 3 3
53
Appendix 4 Other NHS staff survey 2011 documentation

This report is one of several ways in which we present the results of the 2011 national NHS staff survey: 1) A separate summary report of the main 2011 survey results for Central London Community Healthcare NHS Trust can be downloaded from: www.nhsstaffsurveys.com. The summary report is a shorter version of this feedback report, which may be useful for wider circulation within the trust. 2) A national briefing document, describing the national Key Findings from the 2011 survey and making comparisons with previous years, will be available from www.nhsstaffsurveys.com in March 2012. 3) The document Making sense of your staff survey data, which can be downloaded from www.nhsstaffsurveys.com. This includes details about the calculation of Key Findings and the data weighting method used. 4) A series of detailed spreadsheets are available on request from the Care Quality Commission. In these detailed spreadsheets you can find: responses of staff in your trust to every core survey question responses in every trust in England the average responses for each major trust type (e.g. all acute trusts, all ambulance trusts) the average trust responses within each strategic health authority the average responses for each major occupational and demographic group within the major trust types
54

NHS Staff Survey 2011 RYX Full-1

Uploaded by

Copyright:

Available Formats

You might also like

NHS Staff Survey 2011 RYX Full-1

Uploaded by

Document Information

Original Description:

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

NHS Staff Survey 2011 RYX Full-1

Uploaded by

Copyright:

Available Formats

2011 National NHS staff survey Results from Central London Community Healthcare NHS Trust

1. Introduction to this report

OVERALL STAFF ENGAGEMENT

No change ! Decrease (worse than 10)

KF34. Staff recommendation of the trust as a place to work or receive treatment

Above (better than) average

KF35. Staff motivation at work

Above (better than) average

KF34. Staff recommendation of the trust as a place to work or receive treatment

! KF38. Percentage of staff experiencing discrimination at work in last 12 months

3.2 Largest Local Changes since the 2010 Survey

! KF31. Percentage of staff able to contribute towards improvements at work

Change since 2010 survey

No change ! Decrease (worse than 10) No change

No change No change No change No change No change

Average ! Above (worse than) average

No change No change No change No change

No change No change No change

4. Key Findings for Central London Community Healthcare NHS Trust

KEY FINDING 3. Percentage of staff feeling valued by their work colleagues

KEY FINDING 5. Work pressure felt by staff

KEY FINDING 6. Effective team working

KEY FINDING 7. Trust commitment to work-life balance

KEY FINDING 8. Percentage of staff working extra hours

KEY FINDING 9. Percentage of staff using flexible working options

KEY FINDING 12. Percentage of staff appraised in last 12 months

KEY FINDING 15. Support from immediate managers

Infection control and hygiene

Errors and incidents

KEY FINDING 22. Fairness and effectiveness of incident reporting procedures

Violence and harassment

Health and well-being

ADDITIONAL THEME: Staff satisfaction

KEY FINDING 33. Staff intention to leave jobs

KEY FINDING 35. Staff motivation at work

ADDITIONAL THEME: Equality and diversity

5. Key Findings by work group characteristics

Table 5.1: Key Findings for different occupational groups

67 84 3.75 2.97 3.97 4.03 72 78

Table 5.1: Key Findings for different occupational groups (cont)

3.50 2.58 3.68 3.99

3.55 2.03 3.76 4.29

3.54 2.76 3.62 3.87

3.49 2.74 3.63 3.80

3.74 2.73 3.89 3.84

Table 5.2: Key Findings for different staff groups

73 94 77 3.45 3.32 3.82 3.39 74 68

Table 5.2: Key Findings for different staff groups (cont)

3.45 2.30 4.00 4.00

3.58 2.77 3.73 3.84

3.56 2.83 3.56 3.86

3.50 1.96 3.69 4.27

3.54 2.65 3.61 3.98

Table 5.3: Key Findings for different directorates

84 93 63 3.24 3.19 3.69 3.36 70 56

Table 5.3: Key Findings for different directorates (cont)

3.57 2.63 3.65 3.91

3.48 2.81 3.77 3.89