NHS Staff Survey 2022 results
LYPFT colleagues have their say on staff experience at our Trust
Our NHS 2022 Staff Survey results have been published on Thursday 9 March 2023. This is the second year the results will be reported against the seven People Promise elements, providing new trend data for the first time.
The NHS survey was responded to by 1322 members of substantive staff (44% of staff, compared to 47% in 2021) and 95 of bank staff took part in a bespoke survey (15% of bank staff compared to 22% in 2021).
All staff continue to be under pressure, so we anticipated that this would impact our final response rates and is in line with other NHS organisations. We believe the lower response rate from bank staff is primarily down to the national move from paper to e-questionnaire format for this staff group.
However, largely the question level results show fantastic favourable improvement in staff experience at our Trust.
Download and read a copy of a report on substantive staff experience:
LYPFT Staff Survey results 2022
Our bank staff bespoke report will also be made available shortly.
Dr Sara Munro, Chief Executive, and Darren Skinner, Director of People and Organisational Development said in a joint statement following presentation of results to the Board: “We are grateful to everyone who took part in our survey during what was a very challenging period and staff feedback is as ever invaluable.
“We are delighted that the work we have done over the past 12 months to strengthen our compassionate and inclusive culture, widen flexible working and making sure our staff feel rewarded and recognised by the Trust has had a positive impact.
“We have also seen some improvements in the experiences of colleagues from black Asian and minority ethnic backgrounds as measured in the WRES indicators.
“The survey also gives us clear feedback on areas where we need to make more progress such as appraisals and career progression, incidents of violence and aggression and fundamentally ensuring we have enough staff to do the job which makes everyone else job easier and more rewarding and of course better for our service users.”
More on the latest results
Largely the question level results show fantastic favourable improvement in staff experience, with 54% of questions improving compared to 2021 results (where only 15% of questions improved).
However, the theme scores are less favourable for bank staff with five themes showing below that of substantive staff. This shows the experiences of bank colleagues remain worse than that of substantive staff.
For the second year the questions in the national NHS Staff Survey have been aligned to the People Promise – the key things that would most improve our working experience.
Across the nine key themes for substantive staff, in comparison to our sector, we are:
- above average in three themes (Compassionate & Inclusive, Recognised & Rewarded and Flexible Working)
- below average in one theme (We are always learning)
- average in the remaining five themes (Voice That Counts, Safe & Healthy, Team, Engagement and Morale)
Areas where the Trust is performing well:
- 92% of substantive staff and 95% of bank staff feel trusted to do their job
- 84% of substantive staff and 91% of bank staff feel their role makes a difference to service users
- 83% of substantive staff and 87% of bank staff always know what their work responsibilities are
Areas where the Trust has room for improvement:
- 27% of bank staff and 9% of substantive staff are experiencing discrimination from service users, their carers/relatives or other members of the public
- 19% of substantive staff and 40% of bank staff are experiencing physical violence at work from service users, their carers/relatives or other members of the public
- 29% of substantive staff and 37% of bank staff are experiencing bullying, harassment or abuse from service users, their carers/relatives or other members of the public
Taking action on our results
Trust level data will be shared with several groups, such as the Civility & Respect, Strategic Resourcing, Health & Wellbeing, Equality, Diversity & Inclusion (EDI), Violence Prevention & Reduction Groups etc, to ensure that this data then feeds into their planning process for improvements.
Team level results and Intention Planning
In the next few weeks managers and team leaders will be able to access their local team data and our People Engagement Team will be contacting services and teams with their results to discuss and agree collaborative Intention Plans, supporting managers and teams to interpret this data to help drive local improvement initiatives.