6 Percentage of staff experiencing Not published due to Develop a programme of staff wellbeing Chief Operating Ongoing harassment, bullying or low numbers to include support arrangements for Officer abuse from staff in last 12 months. staff experiencing harassment or bullying 7 Percentage believing that trust Not published due to Develop an Organisational Development Operating Autumn 2016 provides equal opportunities low numbers Plan to include career progression and Officer for career progression or promotion succession planning opportunities 8 In the last 12 months have you Not published due to Develop a programme of staff wellbeing Chief Operating Ongoing personally experienced low numbers to include support arrangements for Officer discrimination at work from any of the staff experiencing harassment or following? bullying. Manager / team leader or other colleagues 9 Percentage difference between the Percentage Continue to monitor and report Chief Operating Ongoing organisations voting representation at Officer membership and its overall workforce parity Governance Note: Only voting members Team to monitor of the should be included when considering this indicator Provider performance in indicators 1-9 N/A Monitor provider levels via WRES data, Operating At least above with action to be reported at Officer annually commissioner/provider meetings. Contract managers
6 Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months. Not published due to low numbers Develop a programme of staff wellbeing to include support arrangements for staff experiencing harassment or bullying Chief Operating Officer Ongoing 7 Percentage believing that trust provides equal opportunities for career progression or promotion Not published due to low numbers Develop an Organisational Development Plan to include career progression and succession planning opportunities Operating Officer Autumn 2016 8 In the last 12 months have you personally experienced discrimination at work from any of the following? Manager / team leader or other colleagues Not published due to low numbers Develop a programme of staff wellbeing to include support arrangements for staff experiencing harassment or bullying. Chief Operating Officer Ongoing 9 Percentage difference between the organisations voting membership and its overall workforce Note: Only voting members of the should be included when considering this indicator Percentage representation at parity Continue to monitor and report Chief Operating Officer Governance Team to monitor Ongoing Provider performance in indicators 1-9 above N/A Monitor provider levels via WRES data, with action to be reported at commissioner/provider meetings. Operating Officer Contract managers At least annually
wres-action-plan-2016-17.docx