The results of the national staff survey 2016 are publically
available from today - 7 March 2017.
This year across County Durham and Darlington NHS Foundation
Trust (CDDFT) only a sample of our workforce received the survey
and out of the 1, 250 colleagues invited to complete questionnaires
there was a low response rate of 38%.
The Trust values all staff feedback and the staff survey is just
one of the vehicles we use to listen to colleagues and capture
views. Therefore, the response information will feed into our
continuous and wider work on staff engagement and development and
while it is disappointing to see areas in which we have scored
lower than in previous years, or than the national average, we know
we already have work underway and plans in place to support
The survey identifies 32 key findings and across these key areas
the Trust scored the same as the national average in 12 areas,
lower than the national average in 11 areas and better than the
national average across nine areas.
Some of the areas where the Trust scored lower than the national
average, but where we have good work in progress include:
Quality of Appraisals - During 2016-17, we
recorded our highest number of staff having appraisals and have
been working with colleagues to refresh the appraisal process based
on their feedback so that it will focus more on developing talent
and engendering shared objectives at team/ward level.
Quality of non-mandatory training, learning or
development - All learning and development training has
been reviewed to ensure it is targeted at the right staff
audience. We have introduced training for staff leading
training sessions including standardised lesson plans, course
information, streamlining of mandatory training, better support for
Recognition and value of staff by managers and the
organisation - We launched a new 'excellence reporting'
system for colleagues to highlight good service and practice from
other colleagues and wider trust staff, and to date have received
nearly 500 nominations. The Trust's annual staff awards continue to
develop to be more inclusive and recognise and celebrate staff in
their working environment.
Support from immediate managers - A leadership
and management framework has been developed to ensure managers are
effectively trained including rolling out of a Strategic Leadership
Programme and management training for all line managers
Across the rest of the results, it was pleasing to note that
colleagues scored the Trust higher than the national average in
terms of providing equal opportunities for career progression /
promotion and for the percentage of colleagues feeling
discriminated against while at work. The Trust also scored better
than the national average in areas including effective teamwork,
and the percentage of staff experiencing harassment, bullying or
abuse from staff in last 12 months.
When reflecting on the results, it is important to acknowledge
the climate in which we are operating with increasing pressures on
the system, a challenging financial environment and on-going
discussions regarding the future configuration of services as part
of the draft sustainability and transformation plans all of which
may have influenced the responses provided.
The Trust is currently refreshing its people strategy
underpinning the organisation's strategic aim to be a 'best
employer' - to attract, support, engage and develop staff to
care they are proud of and which our patients deserve. The
action plans aligned to the delivery of this strategy are informed
by feedback from colleagues and this year's survey results will
support the further and continued development of these plans.
To read a summary of the benchmark survey results for County
Durham and Darlington NHS Foundation Trust: CLICK
To read a copy of the full benchmark report for County Durham
and Darlington NHS Foundation Trust: CLICK
'I cannot commend the clinic enough. It is marvellous we
have this service at all and well done to you all.'
Patient, Coronary Heart Disease / Heart Failure Service, Shotley
Bridge Community Hospital