Key Finding 2013 2014 Ranking Significant Score Score Change since 2013? Average ability to contribute towards KF22 72% 69% No improvements at work Lowest Staff recommendation of the Trust (worst) 20% as a place to work or receive KF24 3.46 3.42 No treatment (scored out of 5 with 5 being highest) Below Staff motivation at work (worse KF25 (scored out of 5 with 5 3.88 3.78 No than) being highest) average It is disappointing that the overall engagement has declined and staff engagement and motivation will remain a key focus during the forthcoming year. The Trust continues to engage with staff through the Staff Experience Group which meet every two months and through the monthly meeting with Trade Unions via the Joint Negotiating and Consultative Committee (JNCC). 2.7.2 Equality and Diversity The Trust Equality and Diversity Policy sets out our commitment to promoting equality of opportunity for all, and ensuring that staff and patients are free from discrimination. The policy sets out clear responsibilities for directors, managers, staff, patients and visitors. All staff joining the Trust as part of the induction programme take part in a dedicated Equality and Diversity session and this has contributed to the improved score within the national staff survey which shows an increase from 60% to 65% of staff having received Equality and Diversity Training in the last year (making the Trust above the national average in this category). The following table shows the gender distribution across all staff, senior managers and directors. All Staff Board Directors (Including Non Executives) Gender Total Gender Org P4 Role Executive Director of Strategic Female 1393 Female Directors Development 1 Director of Nursing 1 Medical Director 1 Director of Operations 1 Director of Human 1 Male 354 Resources Grand Total 1747 Non Executive 1 Directors Board Level Director
Key Finding 2013 Score 2014 Score Ranking Significant Change since 2013? KF22 ability to contribute towards improvements at work 72% 69% Average No KF24 Staff recommendation of the Trust as a place to work or receive treatment (scored out of 5 with 5 being highest) 3.46 3.42 Lowest (worst) 20% No KF25 Staff motivation at work (scored out of 5 with 5 being highest) 3.88 3.78 Below (worse than) average No It is disappointing that the overall engagement has declined and staff engagement and motivation will remain a key focus during the forthcoming year. The Trust continues to engage with staff through the Staff Experience Group which meet every two months and through the monthly meeting with Trade Unions via the Joint Negotiating and Consultative Committee (JNCC). 2.7.2 Equality and Diversity The Trust Equality and Diversity Policy sets out our commitment to promoting equality of opportunity for all, and ensuring that staff and patients are free from discrimination. The policy sets out clear responsibilities for directors, managers, staff, patients and visitors. All staff joining the Trust as part of the induction programme take part in a dedicated Equality and Diversity session and this has contributed to the improved score within the national staff survey which shows an increase from 60% to 65% of staff having received Equality and Diversity Training in the last year (making the Trust above the national average in this category). The following table shows the gender distribution across all staff, senior managers and directors. All Staff Board Directors (Including Non Executives) Gender Total Gender Org P4 Role Female 1393 Female Executive Directors Director of Strategic Development 1 Male 354 Director of Nursing Medical Director Director of Operations Director of Human Resources 1 1 1 1 Grand Total 1747 Non Executive Directors Board Level Director 1
Agenda%20Item%20999%2015%20%20Annual%20Report%20and%20Remuneration%20Report%2020142015.docx