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The Friday Message – 16 October 2015

UHMBT Behavioural StandardsCulture – I’ve talked a lot about it in my Friday Messages.  Mention the phrase “organisational culture” and you will certainly get a lot of opinions on the subject.

For us, I believe the culture of the organisation is about how we do things around here, our way – “The Bay Way”. How we behave and act, every day, influences the actions and behaviours of others – it is very powerful. We can spend large amounts of money on creating strategies and plans, but it only takes the action of one person to make a difference – for the better, or for the worse.

Ensuring the safety of everyone who uses our hospitals is our priority. As leaders, we must ensure that we are providing the right environment and support for you all to flourish and achieve this aim. We will do this by creating a culture where we put safety and our patients’ and colleagues’ best interests at the centre of everything we do.

Therefore, it is important that we have a shared vision and set of values that we can all believe in and support to make this a reality. Early last year, staff and governors all contributed to creating a new vision and set of values for the organisation, and this week, again created by our staff, we launched our Behavioural Standards Framework.

The Framework is about being clear on the types of behaviours and actions that our workforce has said they want to see and experience at work. It has been created by staff, for staff.  Please do take some time to read it and share with your colleagues.

You can download a copy of the Framework from the staff intranet, as well reading a short interview with David Wilkinson, Director of Workforce on OD about how it was developed using the Listening into Action approach. If you are a UHMBT staff member, you can view this at: http://uhmb/trustnews/Lists/Posts/Post.aspx?ID=664

If you are on Twitter, use the hashtag #LeadByExample to search for regular examples of it in action.

At the beginning of 2015, we launched our Quality Improvement Plan. The aim was to bring together our improvement work into one place, ensuring they all support each other to achieve our commitment of providing safe, high quality care for all of our patients.

We are nearly a year on now and finalising the revisions for year two.

I said at the time that I didn’t want the plan to be just another document that gathered dust on a shelf. I wanted it to be a live document, supporting everyone who works in our hospitals to make a difference, and I believe it has.

We’ve shared the document widely – given hard copies for department heads to share, via displays and online. You can read it by clicking the following link:

I was pleased to report some headlines about our achievements from the first year at our recent Annual Members Meeting:

  • Listening into Action (LiA) – We said we would improve levels of staff engagement, listen to staff, and support them to make change.

    We introduced LiA starting with six Big Conversations that I led. Staff satisfaction levels continue to rise and change is taking place across our hospitals to benefit our patients, as seen through the achievements our Year 1 schemes.  We are committed to this approach, and are now entering Year 2.

  • Reduce mortality and harm – We set outcomes for areas such as hospital acquired infections and mortality.

    Over the last year, we have seen a 28% reduction in cardiac arrests, a reduction in c-diff and our mortality rates move into the ‘expected range’.

    Provide reliable care – The plan was clear that we would introduce a ward accreditation scheme, introduce Patient Safety Summits and adhere to the Duty of Candour.

    Ward accreditation scheme started on 1 September, weekly Patient Safety Summit and four times day Patient Safety Meetings are now well established, and the latest internal staff survey reported 88% of staff (up 7%) as being aware of the Duty of Candour.

  • Improve the patient and staff experience – We set our self targets for rolling out the I Want Great Care feedback service for our patients and improving levels of staff and patient satisfaction.

    We haven’t quite achieved the improvements we had aimed for with the national staff survey results, but we are continuing to see very positive improvements through our more regular pulse surveys. I Want Great Care has been rolled out to all inpatient areas and from a survey of 37,000 patients last year, 92% were likely to recommend our services to a friend or family member (overall score of 4.82 out of 5).

There is still a lot to do, and our approach is one of continual improvement. Next year’s plan will be presented in the format of a strategy and supporting plan, rather than all together, helping us to be clear about our goals and the actions to achieve them.

The Royal College of Paediatrics and Child Health announced this week, that our Trust is one of the seven new sites to join a flagship quality improvement programme which aims to reduce preventable death and error occurring in paediatric departments throughout the UK.

The Situation Awareness for Everyone (S.A.F.E) programme, led by the Royal College of Paediatrics and Child Health (RCPCH), trials a suite of quality improvement techniques including the ‘huddle’ – a brief free, frank exchange of information between clinical and non-clinical professionals involved in a patient’s care – in a bid to encourage information sharing and to equip professionals with the skills to spot when a child’s condition is deteriorating as well as prevent missed diagnoses.

The two year programme is now in its second phase, after being tested at 12 hospitals, including six flagship children hospitals in England.

I would like to thank Dr Clare Peckham, Consultant Paediatrician and Clinical Lead for Paediatrics at the Royal Lancaster Infirmary, as well as all of her colleagues for their work in ensuring our Trust is part of this important programme.

Please do not hesitate to contact Dr Peckham to find out more information, or you can read what she has to say on this online.

FM3There isn’t long to go now until we host our first ever Towards Inclusion staff conference on 27 November 2015.

This is really exciting and shows how far we have come over the last couple of years. We have attracted well renowned speakers from national organisations to attend and talk at this key event.

The theme for the conference is race equality, and is linked to the launch of our new Workforce Race Equality Standard.

Key note speakers include:

  • Roger Kline, Research Fellow, Middlesex University, and Co-Director of the NHS Workforce Race Equality Standard Implementation Team
  • Paul Deemer, Head of Diversity and Inclusion at NHS Employers
  • Estephanie Dunn, Regional Director of the Royal College of Nursing
  • Ramesh Mehta, President – The British Association of Physicians of Indian Origin (BAPIO)

This conference is open to all of our staff members. If you are a UHMBT staff member, you can book your place via your online TMS account (available via the favourites in Internet Explorer), or by contacting Karmini McCann on or 07760 426 250.

I look forward to spending time with you at the conference.

Jackie Daniel
Chief Executive 

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