Our Staff Health and
Wellbeing Strategy
Participating in the 2016 Beach Olympics
Published: April 2017
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1.Introduction
• Implement the recommendations
given by the Health Promotion Service
following the 2017 Healthy Workplace
Assessment
The goal of the strategy is to create a
staff health and wellbeing framework for
2017/18 which enables the Trust to build on
the strong foundation and achievements
delivered in 2016/17 to create a healthy
workplace.
The 2017/18 strategy has four key aims:
The focus is to:
• To provide the context and leadership
for staff health and wellbeing
• Respond and address the health and
wellbeing priorities identified by staff
at all levels of the Trust through their
feedback
• To provide information about the staff
health and wellbeing priorities and
how these will be implemented during
2017/18
• Improve the score measurement of the
staff perception of the ‘organisation
and management action on health
and wellbeing’ as measured in the NHS
National Staff Survey
• To identify metrics to measure our
progress and success
• Enable the continued development of
a toolkit to encourage new ways to
think about improving the health and
wellbeing of staff
2. Our vision for staff health and wellbeing
achieved in safety, efficiency and patient
experience by introducing Trust led staff
health and wellbeing schemes.
To create a healthy workplace based on:
• NICE guidance
• Evidence-based practice
Feedback from Trust staff at all levels in
2016/17 showed that staff who benefited
from health and wellbeing schemes feel
‘supported’, ‘valued’ and that it made a
‘positive difference at work’.
• Staff feedback and ideas
• The Health Promotion Healthy
Workplace Award framework
Supporting staff health and wellbeing.
Improving patient care: The NHS Health
and Wellbeing review led by Dr Steve
Boorman together with NICE guidance
(NG13 Workplace Health – management
practice) have clearly set out the link
between staff health and wellbeing and
delivery of high quality patient care.
Specifically how improvements can be
However our 2016 NHS National Staff
Survey results show that ‘organisation
and management interest in and action
on health and wellbeing’ is below the
national 2016 average for similar Trusts
across England.
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The strategy aims to impact positively
on staff sickness absence by further
developing the interventions in place to
support staff at work within these two key
areas.
In addition, feedback from staff attending
the Trust’s ‘Health and Wellbeing
Committee’ sign-post priority areas for
action as set out in Section 5.
Improving recruitment and retention of
staff: Research shows that staff retention
rates may improve when staff feel their
‘employer cares’. Through understanding
in more depth the reasons why staff
choose to leave the Trust and responding
to these, the strategy seeks to put in place
interventions to support improvements to
staff retention.
In addition, the Trust will continue to
implement the Cornwall and Isles of Scilly
Healthy Workplace Award framework ‘a county standard of good practice and
quality mark of health and wellbeing in
the workplace’.
Setting an example to other organisations
across Cornwall: We aspire to be a role
model to organisations across the county
through demonstrating a positive impact
on the health and wellbeing of staff.
Reducing sickness absence: Our staff
sickness absence data (February 2017)
shows:
• 10.8% of staff give ‘anxiety/stress/
depression as the reason for their
absence
Our approach will include talking and
networking with other organisations across
the county, to share examples of best
practice and related initiatives, promoting
health and wellbeing in the workplace.
• 6.2% of staff give Musculoskeletal
(MSK) as the reason for their absence
3.Leadership
The Director of Nursing will provide
Executive leadership and champion the
work. In turn, this will enable staff health
and wellbeing to be retained as a top
priority across the Trust and to ensure that
sustained progress is made during 2017/18
to embed our strategy and related action
plans.
In addition, we will utilises and promote
local case studies to share success and best
practice. As part of dedicated networks
of staff health and wellbeing champions,
encouragement to teams and services at all
levels of the Trust will be readily available
to encourage widespread involvement in
our health and wellbeing programme.
Arrangements to ensure a high level of
staff engagement in the development and
influencing of our health and wellbeing
programme will be a priority; staff at all
levels throughout the Trust will be offered
the opportunity to give their views,
comments and ideas to shape the workplan.
The Trust will continue to build a strong
working relationship with the Cornwall
and Isles of Scilly Health Promotion Service
and aspire to the ‘Healthy Workplace’ Gold
Award.
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4. Framework – understanding the health
and wellbeing priorities
• NICE guidance (NG13) – Work-place
health, management practices
Our plans for introducing and improving
health and wellbeing schemes are based
on:
• Evidence based practice
• The 2016 NHS National Staff Survey
‘Health and Wellbeing’ indicators
The priorities and content of each scheme
will be determined by feedback and ideas
from our staff and health and wellbeing
champions, and the recommendations
made by the Health Promotion Service.
• The Cornwall and Isles of Scilly Health
Promotion Service ‘Healthy Workplace
Award’
5. Staff health and wellbeing priorities
The NHS staff Health and Wellbeing CQUIN
2016/17 outlined four areas where the
Trust made progress during 2016/17 in
improving the health and wellbeing offer
to staff:
• Increasing the take up of flu
vaccinations by staff
• Musculoskeletal
Other health and wellbeing priorities
identified include:
These will continue to be priorities for the
Trust during 2017/18.
• Mental wellbeing, managing stress and
building resilience
• Eating Well
• Physical activity and active travel
• Smoke Free
• Alcohol and substance misuse
6. Implementing health and wellbeing
The engagement and co-creation of all
our health and wellbeing initiatives will be
with our staff and the partners we work
with; this is to ensure that they have the
maximum impact possible and enable a
high uptake by staff throughout the Trust.
In addition, we will ensure wider
engagement with our Trade Union and
staff side colleagues, Occupational Health,
Public Health and Health Promotion to
capture the right voices to successfully
implement the strategy.
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In doing so, health and wellbeing will be
implemented by:
• Health and wellbeing campaigns
• Communication of our priorities and
plans throughout the Trust
• Work-plan and SMART objectives.
Co-created with staff and our partners
7. The data and metrics to measure success
• Reduction in sickness absence
The Trust will track and measure success by
analysis of information to include:
• Take up of health and wellbeing
schemes by our staff across all services
by all staff and equality groups
• 2017 NHS National Staff Survey findings
• The Healthy Workplace Award 12
indicators.
8.Review
Quarterly updates will be provided to the
Health and Wellbeing Group including a
trajectory and dashboard to measure and
track improvement.
A refreshed strategy will be developed for
2018/19.
9.References
2016 NHS National Staff Survey findings for the Trust
NICE guidance NG13 – Workplace Health – Management Framework
Cornwall and Isles of Scilly Health Promotion Service, Healthy Workplace Award feedback
and recommendations
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5
How we measure
success:
2017/18 National and
local Staff Survey results
Work-plan and SMART objectives.
Co-create with staff and our partners
Implementing
Health &
Wellbeing:
Get Active
Achieving the healthy
workplace award. Retain
Silver/aspiring for Gold.
Reduction in sickness
absence
Eating Well
NICE guidance.
Work—place health.
Staff Health and
Wellbeing Champions
Reducing sickness
absence.
Respecting each other
Health and wellbeing campaigns
‘Healthy Workplace
Award’ framework
Mental Health &
resilience
MSK
Staff Health and
Wellbeing priorities:
Local and national staff
surveys indicators
Specialist clinical advisor
Board Director
Leadership
Leadership: Health &
Wellbeing in the Trust
Framework:
Understanding the
Health & Wellbeing
Priorities
Improving recruitment
and retention of staff.
Achieving high standards
Support staff health
and wellbeing.
Improve patient care.
Compassionate Care
To deliver high quality care
Our vision for staff
health and well-being:
Our Values:
Our Trust Vision:
Take up of health and
wellbeing schemes
by our staff
Communication of our priorities and
plans throughout the Trust.
Asking for feedback and ideas.
Smoke Free
Staff and Wellbeing
Champion feedback
and ideas.
Staff Health and
Wellbeing Champions
A role model to
other organisations
across Cornwall.
Empowering people
10.Appendix 1 – Strategy on a Page