Looking after our people road map

Governance Group

1. Undertake an evaluation exercise of the current wellbeing offer and implement change of priority areas.
2. Identify if there is the need to provide specific support for colleagues impacted by the menopause.
3. Introduce a Critical Incident Staff Support Pathway (CriSSP). Review the recent use of OH Critical Incident Support as part of the review of the Partnership Agreement.
4. Engage with colleagues, specifically clinical, to ensure they feel they have the appropriate access to all aspects of the wellbeing offer.
5. Utilise qualitative and quantitative data to establish where inequality exists for different staffing and protected characteristic groupings.

1. Engage with staff and implement an updated offer based on staff feedback and the results of the evaluation.
2. Begin to roll out a menopause specific support offer.
3. Develop a sustainable solution to implementing and delivering the CrISSP within the Trust.
4. Improve ease of accessibility to the wellbeing offer for all colleagues, irrespective of working location or role.
5. Revisit the Partnership Agreement with Occupational Health (OH) regarding the enhanced OH offer.

Governance Group

1. Review the training offer for supporting managers to promote a psychologically safe culture and environment e.g. difficult conversations, team development, cultural intelligence etc.
2. Continue to work in partnership with the Freedom to Speak Up Guardian and strengthen the processes/policies in place to support this.

1. Implementing a revised management training offer based on the review and evaluate results.
2. Review the effectiveness of the partnership with the Freedom to Speak up Guardian using triangulated data and an emphasis on continuous improvement.

Governance Group

1. Commence evaluation of the wellbeing assessments, promoting wellbeing conversations as part of all individual and team meetings.
2. Commence evaluation of all estates and facilities, including discussions with clinically-based colleagues, to ensure that all staff have the appropriate working environment to support their wellbeing.
3. Continue the evaluation through the wellbeing assessment to ensure colleagues who are adopting hybrid working remain safe and well at work and implement necessary changes.
4. Commence evaluation of the rate of managers completing return to work meetings within 48 hours of the colleagues return to work.

1. Review the current completion rate of wellbeing assessments across different areas and identify ways to improve where necessary.
2. Start to make identified and targeted improvement to estates and facilities, focusing on clinical sites where staff are patient-facing and those colleagues working in an agile way, i.e. hybrid worker.
3. Continue the evaluation through the wellbeing assessment to ensure colleagues who are adopting hybrid working remain safe and well at work and implement necessary changes.
4. Identify and implement improvement measures to increase the rate of managers completing return to work meetings within 48 hours of colleagues returning to work.

Governance Group

1. Begin to develop guidance for managers on supporting their staff’s health and wellbeing, including a cancer support pathway, a stress management support pathway and a Long Covid support pathway.
2. Identify the appropriate menopause awareness training requirement for line managers.
3. Develop and continue to deliver training for managers on supporting and managing sickness absence.
4. Engage on the new Wellbeing and Supporting Attendance Policy with a view to approval and implementation.
5. Develop the Wellbeing and Supporting Attendance toolkits for managers and colleagues.
6. Commence evaluation of the use of ‘reasonable adjustments’ for colleagues.
7. Provide training, coaching and support for the Human Resources (HR) Team on the enhanced offer to managers and new ways of working in line with new policies.
8. Review of the People and OD policies as identified through the policy review schedule with an emphasis on people-centric, compassionate approaches.
9. Implement a new Disciplinary Policy based on just and learning culture and fair experience for all, including toolkits.

1. Implement absence support pathways and evaluate on an ongoing basis.
2. Roll out menopause awareness training for line managers.
3. Deliver a programme of wellbeing and absence management training for managers.
4. Implement a new Wellbeing and Supporting Attendance Policy.
5. Implement the Wellbeing and Supporting Attendance toolkits.
6. Implement the new process for requesting support with long term conditions/disabilities.
7. Evaluate the effectiveness of the HR operational support into services and identify continuous improvement.
8. Review and engage on the redrafting of grievance, bullying and harassment and performance management policies.
9. Review the effectiveness of the new Disciplinary Policy.
10. Roll out and evaluate the impact of training for managers in the new disciplinary process.