2014 National NHS staff survey Results from Queen Victoria Hospital NHS Foundation Trust
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
2014 National NHS staff survey Results from Queen Victoria Hospital NHS Foundation Trust
Table of Contents
1: Introduction to this report 3
2: Overall indicator of staff engagement for Queen Victoria Hospital NHS Foundation 5
Trust
3: Summary of 2014 Key Findings for Queen Victoria Hospital NHS Foundation Trust 6
4: Full description of 2014 Key Findings for Queen Victoria Hospital NHS Foundation 13
Trust (including comparisons with the trust’s 2013 survey and with other acute
specialist trusts)
5: Key Findings by work group characteristics 21
6: Key Findings by demographic groups 30
7: Work and demographic profile of the survey respondents 35
Appendix 1: Key Findings for Queen Victoria Hospital NHS Foundation Trust 38
benchmarked against other acute specialist trusts
Appendix 2: Changes to the Key Findings since the 2012 and 2013 staff surveys 41
(including indication of statistically significant changes)
Appendix 3: Data tables: 2014 Key Findings and the responses to all survey questions 46
(including comparisons with other acute specialist trusts in 2014, and with the trust’s
2013 survey)
Appendix 4: Other NHS staff survey 2014 documentation 56
21. Introduction to this report
This report presents the findings of the 2014 national NHS staff survey conducted in Queen
Victoria Hospital NHS Foundation Trust.
In section 2 of this report, we present an overall indicator of staff engagement. Full details of how
this indicator was created can be found in the document Making sense of your staff survey
data, which can be downloaded from www.nhsstaffsurveys.com.
In sections 3 to 6 of this report, the findings of the questionnaire have been summarised and
presented in the form of 29 Key Findings.
These sections of the report have been structured around 4 of the seven pledges to staff in the
NHS Constitution which was published in March 2013
(http://www.nhs.uk/choiceintheNHS/Rightsandpledges/NHSConstitution) plus three additional
themes:
• Staff Pledge 1: To provide all staff with clear roles and responsibilities and rewarding jobs for
teams and individuals that make a difference to patients, their families and carers and
communities.
• Staff Pledge 2: To provide all staff with personal development, access to appropriate
education and training for their jobs, and line management support to enable them to fulfil
their potential.
• Staff Pledge 3: To provide support and opportunities for staff to maintain their health,
well-being and safety.
• Staff Pledge 4: To engage staff in decisions that affect them and the services they provide,
individually, through representative organisations and through local partnership working
arrangements. All staff will be empowered to put forward ways to deliver better and safer
services for patients and their families.
• Additional theme: Staff satisfaction
• Additional theme: Equality and diversity
• Additional theme: Patient experience measures
Please note that the NHS pledges were amended in 2014, however the report has been
structured around 4 of the pledges which have been maintained since 2009. For more
information regarding this please see the “Making Sense of Your Staff Survey Data” document.
As in previous years, there are two types of Key Finding:
- percentage scores, i.e. percentage of staff giving a particular response to one, or a
series of, survey questions
- scale summary scores, calculated by converting staff responses to particular
questions into scores. For each of these scale summary scores, the minimum score
is always 1 and the maximum score is 5
Responses to the individual survey questions can be found in Appendix 3 of this report, along
with details of which survey questions were used to calculate the Key Findings.
3Your Organisation
The scores presented below are un-weighted question level scores for questions Q12a - 12d
and the un-weighted score for Key Finding 24. The percentages for Q12a – Q12d are created by
combining the responses for those who “Agree” and “Strongly Agree” compared to the total
number of staff that responded to the question.
Q12a, Q12c and Q12d feed into Key Finding 24 “Staff recommendation of the trust as a place to
work or receive treatment”.
Average
(median) for
acute
Your Trust specialist Your Trust
in 2014 trusts in 2013
Q12a "Care of patients / service users is my organisation's 84 84 88
top priority"
Q12b "My organisation acts on concerns raised by patients / 85 83 87
service users"
Q12c "I would recommend my organisation as a place to 74 73 81
work"
Q12d "If a friend or relative needed treatment, I would be 91 89 94
happy with the standard of care provided by this
organisation"
KF24. Staff recommendation of the trust as a place to work or 4.16 4.12 4.26
receive treatment (Q12a, 12c-d)
42. Overall indicator of staff engagement for Queen Victoria Hospital NHS
Foundation Trust
The figure below shows how Queen Victoria Hospital NHS Foundation Trust compares with other
acute specialist trusts on an overall indicator of staff engagement. Possible scores range from 1 to
5, with 1 indicating that staff are poorly engaged (with their work, their team and their trust) and 5
indicating that staff are highly engaged. The trust's score of 3.94 was average when compared
with trusts of a similar type.
OVERALL STAFF ENGAGEMENT
This overall indicator of staff engagement has been calculated using the questions that make up
Key Findings 22, 24 and 25. These Key Findings relate to the following aspects of staff
engagement: staff members’ perceived ability to contribute to improvements at work (Key Finding
22); their willingness to recommend the trust as a place to work or receive treatment (Key Finding
24); and the extent to which they feel motivated and engaged with their work (Key Finding 25).
The table below shows how Queen Victoria Hospital NHS Foundation Trust compares with other
acute specialist trusts on each of the sub-dimensions of staff engagement, and whether there has
been a change since the 2013 survey.
Change since 2013 survey Ranking, compared with
all acute specialist trusts
OVERALL STAFF ENGAGEMENT No change Average
KF22. Staff ability to contribute towards No change Average
improvements at work
(the extent to which staff are able to make suggestions to
improve the work of their team, have frequent opportunities
to show initiative in their role, and are able to make
improvements at work.)
KF24. Staff recommendation of the trust as a place No change Above (better than) average
to work or receive treatment
(the extent to which staff think care of patients/service users
is the Trust’s top priority, would recommend their Trust to
others as a place to work, and would be happy with the
standard of care provided by the Trust if a friend or relative
needed treatment.)
KF25. Staff motivation at work No change Average
(the extent to which they look forward to going to work, and
are enthusiastic about and absorbed in their jobs.)
Full details of how the overall indicator of staff engagement was created can be found in the
document Making sense of your staff survey data.
53. Summary of 2014 Key Findings for Queen Victoria Hospital NHS Foundation
Trust
3.1 Top and Bottom Ranking Scores
This page highlights the five Key Findings for which Queen Victoria Hospital NHS Foundation
Trust compares most favourably with other acute specialist trusts in England.
TOP FIVE RANKING SCORES
KF19. Percentage of staff experiencing harassment, bullying or abuse from staff in last
12 months
KF15. Percentage of staff agreeing that they would feel secure raising concerns about
unsafe clinical practice
KF13. Percentage of staff reporting errors, near misses or incidents witnessed in the
last month
KF24. Staff recommendation of the trust as a place to work or receive treatment
KF17. Percentage of staff experiencing physical violence from staff in last 12 months
6This page highlights the five Key Findings for which Queen Victoria Hospital NHS Foundation
Trust compares least favourably with other acute specialist trusts in England. It is suggested that
these areas might be seen as a starting point for local action to improve as an employer.
BOTTOM FIVE RANKING SCORES
! KF7. Percentage of staff appraised in last 12 months
! KF4. Effective team working
! KF8. Percentage of staff having well structured appraisals in last 12 months
! KF9. Support from immediate managers
! KF3. Work pressure felt by staff
73.2 Largest Local Changes since the 2013 Survey
This page highlights the two Key Findings where staff experiences have deteriorated since the
2013 survey. It is suggested that these areas might be seen as a starting point for local action to
improve as an employer.
WHERE STAFF EXPERIENCE HAS DETERIORATED
! KF11. Percentage of staff suffering work-related stress in last 12 months
! KF10. Percentage of staff receiving health and safety training in last 12 months
83.3. Summary of all Key Findings for Queen Victoria Hospital NHS Foundation Trust
KEY
Green = Positive finding, e.g. there has been a statistically significant positive change in the Key Finding since the
2013 survey.
Red = Negative finding, e.g. there has been a statistically significant negative change in the Key Finding since the
2013 survey.
Grey = No change, e.g. there has been no statistically significant change in this Key Finding since the 2013
survey.
For most of the Key Finding scores in this table, the higher the score the better. However, there are some scores
for which a high score would represent a negative finding. For these scores, which are marked with an asterix and
in italics, the lower the score the better.
Change since 2013 survey
93.3. Summary of all Key Findings for Queen Victoria Hospital NHS Foundation Trust
KEY
Green = Positive finding, e.g. better than average.
Red = Negative finding, e.g. worse than avearge.
Grey = Average.
For most of the Key Finding scores in this table, the higher the score the better. However, there are some scores
for which a high score would represent a negative finding. For these scores, which are marked with an asterix and
in italics, the lower the score the better.
Comparison with all acute specialist trusts in 2014
103.4. Summary of all Key Findings for Queen Victoria Hospital NHS Foundation Trust
KEY
Green = Positive finding, e.g. better than average, better than 2013.
! Red = Negative finding, e.g. worse than average, worse than 2013.
'Change since 2013 survey' indicates whether there has been a statistically significant change in the Key
Finding since the 2013 survey.
-- Because of changes to the format of the survey questions this year, comparisons with the 2013 score are not
possible.
* For most of the Key Finding scores in this table, the higher the score the better. However, there are some
scores for which a high score would represent a negative finding. For these scores, which are marked with an
asterix and in italics, the lower the score the better.
Change since 2013 survey Ranking, compared with
all acute specialist trusts
in 2014
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs.
KF1. % feeling satisfied with the quality of work and No change Average
patient care they are able to deliver
KF2. % agreeing that their role makes a difference to No change Average
patients
* KF3. Work pressure felt by staff No change Average
KF4. Effective team working No change ! Below (worse than) average
* KF5. % working extra hours No change Average
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate education and
training for their jobs, and line management support to enable them to fulfil their potential.
KF6. % receiving job-relevant training, learning or No change Average
development in last 12 mths
KF7. % appraised in last 12 mths No change ! Below (worse than) average
KF8. % having well structured appraisals in last 12 No change ! Below (worse than) average
mths
KF9. Support from immediate managers No change Average
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and
safety.
Occupational health and safety
KF10. % receiving health and safety training in last 12 Average
! Decrease (worse than 13)
mths
* KF11. % suffering work-related stress in last 12 mths ! Increase (worse than 13) Average
Errors and incidents
* KF12. % witnessing potentially harmful errors, near No change Average
misses or incidents in last mth
KF13. % reporting errors, near misses or incidents No change Above (better than) average
witnessed in the last mth
KF14. Fairness and effectiveness of incident reporting No change Average
procedures
KF15. % agreeing that they would feel secure raising Above (better than) average
--
concerns about unsafe clinical practice
113.4. Summary of all Key Findings for Queen Victoria Hospital NHS Foundation Trust
(cont)
Change since 2013 survey Ranking, compared with
all acute specialist trusts
in 2014
Violence and harassment
* KF16. % experiencing physical violence from patients, No change Average
relatives or the public in last 12 mths
* KF17. % experiencing physical violence from staff in No change Below (better than) average
last 12 mths
* KF18. % experiencing harassment, bullying or abuse No change Average
from patients, relatives or the public in last 12 mths
* KF19. % experiencing harassment, bullying or abuse No change Below (better than) average
from staff in last 12 mths
Health and well-being
* KF20. % feeling pressure in last 3 mths to attend work No change Average
when feeling unwell
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower
them to put forward ways to deliver better and safer services.
KF21. % reporting good communication between senior No change Average
management and staff
KF22. % able to contribute towards improvements at No change Average
work
ADDITIONAL THEME: Staff satisfaction
KF23. Staff job satisfaction No change Average
KF24. Staff recommendation of the trust as a place to No change Above (better than) average
work or receive treatment
KF25. Staff motivation at work No change Average
ADDITIONAL THEME: Equality and diversity
KF26. % having equality and diversity training in last 12 No change Above (better than) average
mths
KF27. % believing the trust provides equal opportunities No change Average
for career progression or promotion
* KF28. % experiencing discrimination at work in last 12 No change Below (better than) average
mths
ADDITIONAL THEME: Patient experience measures
Patient/Service user experience Feedback
KF29. % agreeing feedback from patients/service users
is used to make informed decisions in their -- Average
directorate/department
124. Key Findings for Queen Victoria Hospital NHS Foundation Trust
503 staff at Queen Victoria Hospital NHS Foundation Trust took part in this survey. This is a
response rate of 56%1 which is above average for acute specialist trusts in England, and
compares with a response rate of 61% in this trust in the 2013 survey.
This section presents each of the 29 Key Findings, using data from the trust's 2014 survey, and
compares these to other acute specialist trusts in England and to the trust's performance in the
2013 survey. The findings are arranged under six headings – the four staff pledges from the
NHS Constitution, and the three additional themes of staff satisfaction, equality and diversity and
patient experience measures.
Positive findings are indicated with a green arrow (e.g. where the trust is better than average, or
where the score has improved since 2013). Negative findings are highlighted with a red arrow
(e.g. where the trust’s score is worse than average, or where the score is not as good as 2013).
An equals sign indicates that there has been no change.
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and
rewarding jobs.
KEY FINDING 1. Percentage of staff feeling satisfied with the quality of work and patient
care they are able to deliver
KEY FINDING 2. Percentage of staff agreeing that their role makes a difference to patients
1
Questionnaires were sent to all 904 staff eligible to receive the survey. This includes only staff employed directly by the
trust (i.e. excluding staff working for external contractors). It excludes bank staff unless they are also employed directly
elsewhere in the trust. When calculating the response rate, questionnaires could only be counted if they were received
with their ID number intact, by the closing date.
13KEY FINDING 3. Work pressure felt by staff
KEY FINDING 4. Effective team working
KEY FINDING 5. Percentage of staff working extra hours
STAFF PLEDGE 2: To provide all staff with personal development, access to
appropriate education and training for their jobs, and line management support to
enable them to fulfil their potential.
KEY FINDING 6. Percentage of staff receiving job-relevant training, learning or
development in last 12 months
14KEY FINDING 7. Percentage of staff appraised in last 12 months
KEY FINDING 8. Percentage of staff having well structured appraisals in last 12 months
KEY FINDING 9. Support from immediate managers
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain
their health, well-being and safety.
Occupational health and safety
KEY FINDING 10. Percentage of staff receiving health and safety training in last 12
months
15KEY FINDING 11. Percentage of staff suffering work-related stress in last 12 months
Errors and incidents
KEY FINDING 12. Percentage of staff witnessing potentially harmful errors, near misses
or incidents in last month
KEY FINDING 13. Percentage of staff reporting errors, near misses or incidents witnessed
in the last month
KEY FINDING 14. Fairness and effectiveness of incident reporting procedures
16KEY FINDING 15. Percentage of staff agreeing that they would feel secure raising
concerns about unsafe clinical practice
Violence and harassment
KEY FINDING 16. Percentage of staff experiencing physical violence from patients,
relatives or the public in last 12 months
KEY FINDING 17. Percentage of staff experiencing physical violence from staff in last 12
months
KEY FINDING 18. Percentage of staff experiencing harassment, bullying or abuse from
patients, relatives or the public in last 12 months
17KEY FINDING 19. Percentage of staff experiencing harassment, bullying or abuse from
staff in last 12 months
Health and well-being
KEY FINDING 20. Percentage of staff feeling pressure in last 3 months to attend work
when feeling unwell
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services
they provide and empower them to put forward ways to deliver better and safer
services.
KEY FINDING 21. Percentage of staff reporting good communication between senior
management and staff
KEY FINDING 22. Percentage of staff able to contribute towards improvements at work
18ADDITIONAL THEME: Staff satisfaction
KEY FINDING 23. Staff job satisfaction
KEY FINDING 24. Staff recommendation of the trust as a place to work or receive
treatment
KEY FINDING 25. Staff motivation at work
ADDITIONAL THEME: Equality and diversity
KEY FINDING 26. Percentage of staff having equality and diversity training in last 12
months
19KEY FINDING 27. Percentage of staff believing the trust provides equal opportunities for
career progression or promotion
KEY FINDING 28. Percentage of staff experiencing discrimination at work in last 12
months
ADDITIONAL THEME: Patient experience measures
Patient/Service user experience Feedback
KEY FINDING 29. Percentage of staff agreeing that feedback from patients/service users
is used to make informed decisions in their directorate/department
205. Key Findings by work group characteristics
Tables 5.1 to 5.4 show the Key Findings at Queen Victoria Hospital NHS Foundation Trust
broken down by work group characteristics: occupational groups, locations, locations and full
time/part time staff.
Technical notes:
• As in previous years, there are two types of Key Finding:
- percentage scores, i.e. percentage of staff giving a particular response to one, or a
series of, survey questions
- scale summary scores, calculated by converting staff responses to particular
questions into scores. For each of these scale summary scores, the minimum score
is always 1 and the maximum score is 5
• For most of the Key Findings presented in tables 5.1 to 5.4, the higher the score the better.
However, there are some Key Findings for which a high score would represent a negative
result. For these Key Findings, marked with an asterix and shown in italics, the lower the
score the better.
• Care should be taken not to over interpret the findings if scores differ slightly. For example, if
for 'KF8. % having well structured appraisals in last 12 months' staff in Group A score 45%,
and staff in Group B score 40%, it may appear that a higher proportion of staff in Group A
have had well structured appraisals than staff in Group B. However, because of small
numbers in these sub-groups, it is probably not statistically significant. A more sensible
interpretation would be that, on average, similar proportions of staff in Group A and B have
well structured appraisals.
• Please note that, unlike the overall Trust scores, data in this section are not weighted.
• Please also note that all percentage scores are shown to the nearest 1%. This means
scores of less than 0.5% are displayed as 0%.
• In order to preserve anonymity of individual staff, a score is replaced with a dash if the staff
group in question contributed fewer than 11 responses to that score.
21Table 5.1: Key Findings for different occupational groups
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs.
KF1. % feeling satisfied with the quality of
84 87 93 95 91 67 86 85 63 65
work and patient care they are able to deliver
KF2. % agreeing that their role makes a
97 100 93 98 95 90 86 82 87 59
difference to patients
* KF3. Work pressure felt by staff 2.81 2.78 2.78 2.76 2.59 3.21 2.89 3.06 3.06 3.29
KF4. Effective team working 3.82 4.07 3.68 3.94 3.79 3.70 3.50 3.75 3.66 3.60
* KF5. % working extra hours 77 71 56 81 73 85 57 62 79 36
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate education and
training for their jobs, and line management support to enable them to fulfil their potential.
KF6. % receiving job-relevant training,
90 88 89 81 82 90 82 70 76 53
learning or development in last 12 mths
KF7. % appraised in last 12 mths 83 88 76 93 100 65 77 59 67 70
KF8. % having well structured appraisals in
39 38 28 44 64 26 59 23 26 26
last 12 mths
KF9. Support from immediate managers 3.82 3.80 3.56 3.75 4.34 3.80 3.93 3.61 3.88 2.61
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and
safety.
Occupational health and safety
KF10. % receiving health and safety training
88 95 83 73 91 75 77 74 71 43
in last 12 mths
* KF11. % suffering work-related stress in last
40 21 21 21 23 50 30 37 43 35
12 mths
Errors and incidents
* KF12. % witnessing potentially harmful errors,
44 29 17 25 23 38 48 24 7 27
near misses or incidents in last mth
KF13. % reporting errors, near misses or
95 - - 100 - - 91 91 - -
incidents witnessed in the last mth
KF14. Fairness and effectiveness of incident
3.69 3.47 3.59 3.89 3.88 3.66 3.76 3.40 3.61 3.19
reporting procedures
KF15. % agreeing that they would feel secure
79 75 79 82 91 85 70 70 72 43
raising concerns about unsafe clinical practice
Number of respondents 95 24 29 45 22 21 23 95 44 23
Due to low numbers of respondents, no scores are shown for the following occupational groups: Occupational Therapy,
Radiography, General Management, Public Health / Health Improvement and Commissioning Staff.
22Table 5.1: Key Findings for different occupational groups (cont)
Violence and harassment
* KF16. % experiencing physical violence from
14 5 7 2 19 0 9 0 0 4
patients, relatives or the public in last 12 mths
* KF17. % experiencing physical violence from
2 0 0 2 0 5 0 0 0 4
staff in last 12 mths
* KF18. % experiencing harassment, bullying or
abuse from patients, relatives or the public in 38 25 19 14 24 10 26 24 2 22
last 12 mths
* KF19. % experiencing harassment, bullying or
28 21 14 19 5 10 9 24 16 38
abuse from staff in last 12 mths
Health and well-being
* KF20. % feeling pressure in last 3 mths to
22 30 33 17 10 26 24 27 16 48
attend work when feeling unwell
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower
them to put forward ways to deliver better and safer services.
KF21. % reporting good communication
43 17 36 52 50 20 57 17 23 26
between senior management and staff
KF22. % able to contribute towards
71 75 64 80 82 57 70 73 80 30
improvements at work
ADDITIONAL THEME: Staff satisfaction
KF23. Staff job satisfaction 3.78 3.64 3.54 3.94 4.25 3.66 3.67 3.68 3.80 2.96
KF24. Staff recommendation of the trust as a
4.20 3.97 4.25 4.42 4.70 4.12 4.23 4.02 4.14 3.55
place to work or receive treatment
KF25. Staff motivation at work 3.99 3.71 3.75 4.27 4.21 3.83 3.83 3.90 3.80 3.16
ADDITIONAL THEME: Equality and diversity
KF26. % having equality and diversity training
72 70 83 64 73 67 82 65 59 39
in last 12 mths
KF27. % believing the trust provides equal
opportunities for career progression or 92 85 88 100 100 91 93 95 94 47
promotion
* KF28. % experiencing discrimination at work
11 8 7 7 9 0 13 5 2 13
in last 12 mths
ADDITIONAL THEME: Patient experience measures
Patient/Service user experience Feedback
KF29. % agreeing feedback from
patients/service users is used to make
67 78 68 63 55 58 64 56 23 -
informed decisions in their
directorate/department
Overall staff engagement 4.00 3.82 3.86 4.20 4.40 3.89 3.86 3.86 3.94 3.28
Number of respondents 95 24 29 45 22 21 23 95 44 23
Due to low numbers of respondents, no scores are shown for the following occupational groups: Occupational Therapy,
Radiography, General Management, Public Health / Health Improvement and Commissioning Staff.
23Table 5.2: Key Findings for different locations
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs.
KF1. % feeling satisfied with the quality of
88 89 - 75 62 73 83
work and patient care they are able to deliver
KF2. % agreeing that their role makes a
90 95 - 76 76 94 94
difference to patients
* KF3. Work pressure felt by staff 3.01 2.95 2.88 3.20 2.81 3.13 2.81
KF4. Effective team working 3.76 3.82 3.96 3.30 3.62 3.87 3.80
* KF5. % working extra hours 76 74 63 44 65 82 64
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate education and
training for their jobs, and line management support to enable them to fulfil their potential.
KF6. % receiving job-relevant training,
79 88 75 48 69 60 87
learning or development in last 12 mths
KF7. % appraised in last 12 mths 74 86 81 76 63 77 78
KF8. % having well structured appraisals in
33 54 31 24 22 38 34
last 12 mths
KF9. Support from immediate managers 3.57 4.09 3.94 2.76 3.97 3.98 3.78
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and
safety.
Occupational health and safety
KF10. % receiving health and safety training
74 87 81 46 75 70 88
in last 12 mths
* KF11. % suffering work-related stress in last
37 26 50 35 41 45 32
12 mths
Errors and incidents
* KF12. % witnessing potentially harmful errors,
29 25 13 19 15 0 35
near misses or incidents in last mth
KF13. % reporting errors, near misses or
94 100 - - - - 92
incidents witnessed in the last mth
KF14. Fairness and effectiveness of incident
3.62 3.73 3.84 3.21 3.51 3.71 3.60
reporting procedures
KF15. % agreeing that they would feel secure
74 82 80 47 68 68 76
raising concerns about unsafe clinical practice
Number of respondents 164 84 16 39 28 22 150
Please note that the locations classification was provided by Queen Victoria Hospital NHS Foundation Trust
24Table 5.2: Key Findings for different locations (cont)
Violence and harassment
* KF16. % experiencing physical violence from
4 7 0 3 0 0 8
patients, relatives or the public in last 12 mths
* KF17. % experiencing physical violence from
1 0 0 3 0 0 1
staff in last 12 mths
* KF18. % experiencing harassment, bullying or
abuse from patients, relatives or the public in 21 17 0 23 0 0 33
last 12 mths
* KF19. % experiencing harassment, bullying or
22 11 13 38 14 15 23
abuse from staff in last 12 mths
Health and well-being
* KF20. % feeling pressure in last 3 mths to
32 18 42 44 12 10 20
attend work when feeling unwell
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower
them to put forward ways to deliver better and safer services.
KF21. % reporting good communication
28 51 44 16 19 32 36
between senior management and staff
KF22. % able to contribute towards
75 81 81 36 71 95 66
improvements at work
ADDITIONAL THEME: Staff satisfaction
KF23. Staff job satisfaction 3.65 4.03 3.92 3.03 3.66 4.03 3.68
KF24. Staff recommendation of the trust as a
4.10 4.46 4.27 3.66 3.88 4.53 4.17
place to work or receive treatment
KF25. Staff motivation at work 3.91 4.04 3.94 3.27 3.63 4.17 3.88
ADDITIONAL THEME: Equality and diversity
KF26. % having equality and diversity training
62 81 53 49 57 70 77
in last 12 mths
KF27. % believing the trust provides equal
opportunities for career progression or 93 97 100 56 100 86 92
promotion
* KF28. % experiencing discrimination at work
5 5 0 15 4 10 10
in last 12 mths
ADDITIONAL THEME: Patient experience measures
Patient/Service user experience Feedback
KF29. % agreeing feedback from
patients/service users is used to make
55 58 - - - 42 67
informed decisions in their
directorate/department
Overall staff engagement 3.90 4.18 4.07 3.35 3.77 4.32 3.90
Number of respondents 164 84 16 39 28 22 150
Please note that the locations classification was provided by Queen Victoria Hospital NHS Foundation Trust
25Table 5.3: Key Findings for different locations
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs.
KF1. % feeling satisfied with the quality of
82 87 - 88 100 62 91 76 73 84 89 85
work and patient care they are able to deliver
KF2. % agreeing that their role makes a
- 93 - 100 94 76 90 77 94 94 89 93
difference to patients
* KF3. Work pressure felt by staff 3.73 2.91 2.88 3.06 3.21 2.81 2.92 3.16 3.13 2.80 3.15 2.73
KF4. Effective team working - 3.73 3.96 4.11 3.81 3.62 3.80 3.25 3.87 3.79 3.82 3.82
* KF5. % working extra hours 45 78 63 83 76 65 78 40 82 62 81 64
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate education and
training for their jobs, and line management support to enable them to fulfil their potential.
KF6. % receiving job-relevant training,
- 81 75 88 88 69 88 44 60 87 69 85
learning or development in last 12 mths
KF7. % appraised in last 12 mths 67 90 81 72 88 63 58 73 77 79 67 90
KF8. % having well structured appraisals in
- 40 31 33 71 22 27 28 38 34 26 55
last 12 mths
KF9. Support from immediate managers 3.25 3.60 3.94 4.04 3.73 3.97 3.78 2.74 3.98 3.79 3.24 4.24
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and
safety.
Occupational health and safety
KF10. % receiving health and safety training
64 76 81 88 71 75 73 44 70 89 74 93
in last 12 mths
* KF11. % suffering work-related stress in last
- 33 50 11 24 41 39 34 45 31 35 31
12 mths
Errors and incidents
* KF12. % witnessing potentially harmful errors,
42 35 13 22 47 15 21 16 0 35 22 14
near misses or incidents in last mth
KF13. % reporting errors, near misses or
- 96 - - - - 100 - - 92 - -
incidents witnessed in the last mth
KF14. Fairness and effectiveness of incident
- 3.70 3.84 3.82 3.60 3.51 3.70 3.24 3.71 3.59 3.39 3.73
reporting procedures
KF15. % agreeing that they would feel secure
- 76 80 67 88 68 76 52 68 76 77 85
raising concerns about unsafe clinical practice
Number of respondents 12 71 16 18 17 28 54 34 22 143 27 42
Please note that the locations classification was provided by Queen Victoria Hospital NHS Foundation Trust
26Table 5.3: Key Findings for different locations (cont)
Violence and harassment
* KF16. % experiencing physical violence from
0 6 0 0 12 0 2 3 0 9 4 10
patients, relatives or the public in last 12 mths
* KF17. % experiencing physical violence from
0 1 0 0 0 0 2 3 0 1 0 0
staff in last 12 mths
* KF18. % experiencing harassment, bullying or
abuse from patients, relatives or the public in - 13 0 11 18 0 24 26 0 34 37 23
last 12 mths
* KF19. % experiencing harassment, bullying or
- 20 13 24 6 14 18 36 15 24 30 10
abuse from staff in last 12 mths
Health and well-being
* KF20. % feeling pressure in last 3 mths to
64 39 42 6 29 12 20 47 10 20 25 17
attend work when feeling unwell
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower
them to put forward ways to deliver better and safer services.
KF21. % reporting good communication
9 29 44 61 47 19 34 15 32 34 19 48
between senior management and staff
KF22. % able to contribute towards
73 72 81 72 82 71 76 41 95 66 78 81
improvements at work
ADDITIONAL THEME: Staff satisfaction
KF23. Staff job satisfaction 3.12 3.71 3.92 3.78 3.73 3.66 3.75 3.04 4.03 3.66 3.53 4.21
KF24. Staff recommendation of the trust as a
4.06 4.17 4.27 4.40 4.12 3.88 4.16 3.74 4.53 4.16 3.80 4.61
place to work or receive treatment
KF25. Staff motivation at work 3.30 3.78 3.94 4.11 3.78 3.63 4.01 3.33 4.17 3.87 4.31 4.13
ADDITIONAL THEME: Equality and diversity
KF26. % having equality and diversity training
36 60 53 78 82 57 71 53 70 79 63 80
in last 12 mths
KF27. % believing the trust provides equal
opportunities for career progression or - 88 100 94 92 100 97 56 86 92 94 100
promotion
* KF28. % experiencing discrimination at work
9 3 0 6 6 4 6 18 10 11 4 5
in last 12 mths
ADDITIONAL THEME: Patient experience measures
Patient/Service user experience Feedback
KF29. % agreeing feedback from
patients/service users is used to make
- 56 - 82 - - 51 - 42 68 50 53
informed decisions in their
directorate/department
Overall staff engagement 3.60 3.91 4.07 4.08 3.90 3.77 3.95 3.39 4.32 3.89 3.91 4.31
Number of respondents 12 71 16 18 17 28 54 34 22 143 27 42
Please note that the locations classification was provided by Queen Victoria Hospital NHS Foundation Trust
27Table 5.4: Key Findings for different work groups
Full time / part timea
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs.
KF1. % feeling satisfied with the quality of
83 86
work and patient care they are able to deliver
KF2. % agreeing that their role makes a
89 93
difference to patients
* KF3. Work pressure felt by staff 2.99 2.81
KF4. Effective team working 3.79 3.68
* KF5. % working extra hours 73 59
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate education and
training for their jobs, and line management support to enable them to fulfil their potential.
KF6. % receiving job-relevant training,
80 82
learning or development in last 12 mths
KF7. % appraised in last 12 mths 75 82
KF8. % having well structured appraisals in
36 33
last 12 mths
KF9. Support from immediate managers 3.73 3.69
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and
safety.
Occupational health and safety
KF10. % receiving health and safety training
77 83
in last 12 mths
* KF11. % suffering work-related stress in last
36 30
12 mths
Errors and incidents
* KF12. % witnessing potentially harmful errors,
29 20
near misses or incidents in last mth
KF13. % reporting errors, near misses or
95 89
incidents witnessed in the last mth
KF14. Fairness and effectiveness of incident
3.60 3.63
reporting procedures
KF15. % agreeing that they would feel secure
74 76
raising concerns about unsafe clinical practice
Number of respondents 357 134
a
Full time is defined as staff contracted to work 30 hours or more a week
28Table 5.4: Key Findings for different work groups (cont)
Full time / part timea
Violence and harassment
* KF16. % experiencing physical violence from
6 3
patients, relatives or the public in last 12 mths
* KF17. % experiencing physical violence from
1 1
staff in last 12 mths
* KF18. % experiencing harassment, bullying or
abuse from patients, relatives or the public in 21 23
last 12 mths
* KF19. % experiencing harassment, bullying or
20 18
abuse from staff in last 12 mths
Health and well-being
* KF20. % feeling pressure in last 3 mths to
27 20
attend work when feeling unwell
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower
them to put forward ways to deliver better and safer services.
KF21. % reporting good communication
35 31
between senior management and staff
KF22. % able to contribute towards
74 67
improvements at work
ADDITIONAL THEME: Staff satisfaction
KF23. Staff job satisfaction 3.70 3.73
KF24. Staff recommendation of the trust as a
4.17 4.17
place to work or receive treatment
KF25. Staff motivation at work 3.86 3.88
ADDITIONAL THEME: Equality and diversity
KF26. % having equality and diversity training
65 76
in last 12 mths
KF27. % believing the trust provides equal
opportunities for career progression or 91 92
promotion
* KF28. % experiencing discrimination at work
7 6
in last 12 mths
ADDITIONAL THEME: Patient experience measures
Patient/Service user experience Feedback
KF29. % agreeing feedback from
patients/service users is used to make
61 57
informed decisions in their
directorate/department
Overall staff engagement 3.94 3.90
Number of respondents 357 134
a
Full time is defined as staff contracted to work 30 hours or more a week
296. Key Findings by demographic groups
Tables 6.1 and 6.2 show the Key Findings at Queen Victoria Hospital NHS Foundation Trust
broken down by different demographic groups: age group, gender, disability and ethnic
background.
Technical notes:
• As in previous years, there are two types of Key Finding:
- percentage scores, i.e. percentage of staff giving a particular response to one, or a
series of, survey questions
- scale summary scores, calculated by converting staff responses to particular
questions into scores. For each of these scale summary scores, the minimum score
is always 1 and the maximum score is 5
• For most of the Key Findings presented in tables 6.1 and 6.2, the higher the score the
better. However, there are some Key Findings for which a high score would represent a
negative result. For these Key Findings, marked with an asterix and shown in italics, the
lower the score the better.
• Care should be taken not to over interpret the findings if scores differ slightly. For example, if
for 'KF8. % having well structured appraisals in last 12 months' staff in Group A score 45%,
and staff in Group B score 40%, it may appear that a higher proportion of staff in Group A
have had well structured appraisals than staff in Group B. However, because of small
numbers in these sub-groups, it is probably not statistically significant. A more sensible
interpretation would be that, on average, similar proportions of staff in Group A and B have
well structured appraisals.
• Please note that, unlike the overall Trust scores, data in this section are not weighted.
• Please also note that all percentage scores are shown to the nearest 1%. This means
scores of less than 0.5% are displayed as 0%.
• In order to preserve anonymity of individual staff, a score is replaced with a dash if the
demographic group in question contributed fewer than 11 responses to that score.
30Table 6.1: Key Findings for different age groups
Age group
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs.
KF1. % feeling satisfied with the quality of
94 90 83 80
work and patient care they are able to deliver
KF2. % agreeing that their role makes a
89 95 91 90
difference to patients
* KF3. Work pressure felt by staff 2.66 2.84 2.94 3.03
KF4. Effective team working 3.63 3.94 3.66 3.78
* KF5. % working extra hours 66 80 64 68
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate education and
training for their jobs, and line management support to enable them to fulfil their potential.
KF6. % receiving job-relevant training,
83 87 77 79
learning or development in last 12 mths
KF7. % appraised in last 12 mths 66 84 76 79
KF8. % having well structured appraisals in
39 45 31 35
last 12 mths
KF9. Support from immediate managers 4.07 3.91 3.52 3.69
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and
safety.
Occupational health and safety
KF10. % receiving health and safety training
82 83 76 80
in last 12 mths
* KF11. % suffering work-related stress in last
27 31 36 35
12 mths
Errors and incidents
* KF12. % witnessing potentially harmful errors,
30 28 24 27
near misses or incidents in last mth
KF13. % reporting errors, near misses or
94 95 100 92
incidents witnessed in the last mth
KF14. Fairness and effectiveness of incident
3.71 3.74 3.59 3.57
reporting procedures
KF15. % agreeing that they would feel secure
77 82 74 70
raising concerns about unsafe clinical practice
Number of respondents 57 68 127 232
31Table 6.1: Key Findings for different age groups (cont)
Age group
Violence and harassment
* KF16. % experiencing physical violence from
13 3 7 3
patients, relatives or the public in last 12 mths
* KF17. % experiencing physical violence from
0 1 2 1
staff in last 12 mths
* KF18. % experiencing harassment, bullying or
abuse from patients, relatives or the public in 23 18 22 22
last 12 mths
* KF19. % experiencing harassment, bullying or
15 11 23 22
abuse from staff in last 12 mths
Health and well-being
* KF20. % feeling pressure in last 3 mths to
33 21 30 22
attend work when feeling unwell
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower
them to put forward ways to deliver better and safer services.
KF21. % reporting good communication
45 43 36 28
between senior management and staff
KF22. % able to contribute towards
74 78 69 70
improvements at work
ADDITIONAL THEME: Staff satisfaction
KF23. Staff job satisfaction 3.78 3.96 3.63 3.67
KF24. Staff recommendation of the trust as a
4.34 4.39 4.12 4.10
place to work or receive treatment
KF25. Staff motivation at work 3.69 3.99 3.86 3.91
ADDITIONAL THEME: Equality and diversity
KF26. % having equality and diversity training
79 75 67 66
in last 12 mths
KF27. % believing the trust provides equal
opportunities for career progression or 96 100 89 88
promotion
* KF28. % experiencing discrimination at work
14 1 6 8
in last 12 mths
ADDITIONAL THEME: Patient experience measures
Patient/Service user experience Feedback
KF29. % agreeing feedback from
patients/service users is used to make
64 65 57 57
informed decisions in their
directorate/department
Overall staff engagement 3.92 4.10 3.89 3.91
Number of respondents 57 68 127 232
32Table 6.2: Key Findings for other demographic groups
Gender Disability Ethnic background
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs.
KF1. % feeling satisfied with the quality of
91 82 81 84 84 84
work and patient care they are able to deliver
KF2. % agreeing that their role makes a
93 91 89 91 90 92
difference to patients
* KF3. Work pressure felt by staff 2.77 2.98 3.02 2.93 2.96 2.73
KF4. Effective team working 3.80 3.74 3.84 3.73 3.74 3.90
* KF5. % working extra hours 76 67 69 70 70 63
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate education and
training for their jobs, and line management support to enable them to fulfil their potential.
KF6. % receiving job-relevant training,
79 80 78 80 79 90
learning or development in last 12 mths
KF7. % appraised in last 12 mths 78 77 79 77 76 78
KF8. % having well structured appraisals in
43 35 36 36 33 51
last 12 mths
KF9. Support from immediate managers 3.58 3.75 3.66 3.73 3.71 3.79
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and
safety.
Occupational health and safety
KF10. % receiving health and safety training
72 82 81 79 80 68
in last 12 mths
* KF11. % suffering work-related stress in last
25 37 53 30 35 24
12 mths
Errors and incidents
* KF12. % witnessing potentially harmful errors,
25 27 31 26 27 24
near misses or incidents in last mth
KF13. % reporting errors, near misses or
95 95 97 95 94 100
incidents witnessed in the last mth
KF14. Fairness and effectiveness of incident
3.69 3.61 3.50 3.64 3.59 3.77
reporting procedures
KF15. % agreeing that they would feel secure
72 75 67 76 75 69
raising concerns about unsafe clinical practice
Number of respondents 90 380 96 377 427 52
33Table 6.2: Key Findings for other demographic groups (cont)
Gender Disability Ethnic background
Violence and harassment
* KF16. % experiencing physical violence from
3 6 3 5 5 8
patients, relatives or the public in last 12 mths
* KF17. % experiencing physical violence from
1 1 0 1 1 2
staff in last 12 mths
* KF18. % experiencing harassment, bullying or
abuse from patients, relatives or the public in 17 22 26 20 22 20
last 12 mths
* KF19. % experiencing harassment, bullying or
21 19 27 18 18 34
abuse from staff in last 12 mths
Health and well-being
* KF20. % feeling pressure in last 3 mths to
29 24 35 23 27 7
attend work when feeling unwell
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower
them to put forward ways to deliver better and safer services.
KF21. % reporting good communication
41 33 29 34 31 53
between senior management and staff
KF22. % able to contribute towards
72 72 58 74 72 65
improvements at work
ADDITIONAL THEME: Staff satisfaction
KF23. Staff job satisfaction 3.73 3.71 3.54 3.75 3.72 3.69
KF24. Staff recommendation of the trust as a
4.20 4.16 4.08 4.17 4.15 4.29
place to work or receive treatment
KF25. Staff motivation at work 3.90 3.87 3.76 3.90 3.82 4.26
ADDITIONAL THEME: Equality and diversity
KF26. % having equality and diversity training
61 70 72 67 70 60
in last 12 mths
KF27. % believing the trust provides equal
opportunities for career progression or 85 93 88 92 92 79
promotion
* KF28. % experiencing discrimination at work
9 6 9 7 6 19
in last 12 mths
ADDITIONAL THEME: Patient experience measures
Patient/Service user experience Feedback
KF29. % agreeing feedback from
patients/service users is used to make
52 61 57 61 60 56
informed decisions in their
directorate/department
Overall staff engagement 3.97 3.92 3.81 3.95 3.91 4.09
Number of respondents 90 380 96 377 427 52
347. Work and demographic profile of the survey respondents
The occupational group of the staff survey respondents is shown in table 7.1, other work
characteristics are shown in table 7.2, and demographic characteristics are shown in table 7.3.
Table 7.1: Occupational group of respondents
Occupational group Number Percentage of
questionnaires survey
returned respondents
Nurses, Midwives and Nursing Assistants
Registered Nurses - Adult / General 95 20%
Registered Nurses - Children 13 3%
Other Registered Nurses 11 2%
Nursing auxiliary / Nursing assistant / Healthcare assistant 29 6%
Medical and Dental
Medical / Dental - Consultant 26 6%
Medical / Dental - In Training 12 3%
Medical / Dental - Other 7 1%
Allied Health Professionals
Occupational Therapy 9 2%
Physiotherapy 22 5%
Psychotherapy 5 1%
Radiography 5 1%
Other qualified Allied Health Professionals 16 3%
Support to Allied Health Professionals 5 1%
Scientific and Technical / Healthcare Scientists
Pharmacy 8 2%
Other qualified Scientific and Technical / Healthcare Scientists 12 3%
Support to Scientific and Technical / Healthcare Scientists 10 2%
Other groups
Admin and Clerical 95 20%
Central Functions / Corporate Services 44 9%
Maintenance / Ancillary 23 5%
General Management 4 1%
Other 17 4%
Did not specify 31
Sums of percentages may add up to more than 100% due to rounding, and do not include 'did not specify' responses
35Table 7.2: Work characteristics of respondents
Number Percentage of
questionnaires survey
returned respondents
Full time / part time
Full time 357 73%
Part time 134 27%
Did not specify 12
Length of time in organisation
Less than a year 47 10%
Between 1 to 2 years 75 15%
Between 3 to 5 years 77 16%
Between 6 to 10 years 132 27%
Between 11 to 15 years 81 17%
Over 15 years 72 15%
Did not specify 19
Sums of percentages may add up to more than 100% due to rounding, and do not include 'did not specify' responses
36Table 7.3: Demographic characteristics of respondents
Number Percentage of
questionnaires survey
returned respondents
Age group
Between 16 and 30 57 12%
Between 31 and 40 68 14%
Between 41 and 50 127 26%
51 and over 232 48%
Did not specify 19
Gender
Male 90 19%
Female 380 81%
Did not specify 33
Ethnic background
White 427 89%
Black and minority ethnic 52 11%
Did not specify 24
Disability
Disabled 96 20%
Not disabled 377 80%
Did not specify 30
Sums of percentages may add up to more than 100% due to rounding, and do not include 'did not specify' responses
37Appendix 1
Key Findings for Queen Victoria Hospital NHS Foundation Trust benchmarked
against other acute specialist trusts
Technical notes:
• The first column in table A1 shows the trust's scores for each of the Key Findings. The same
data are displayed in section 3 and 4 of this report.
• The second column in table A1 shows the 95% confidence intervals around the trust's
scores for each of the Key Findings.
• The third column in table A1 shows the average (median) score for each of the Key Findings
for acute specialist trusts. The same data are displayed in section 3 and 4 of this report.
• The fourth and fifth columns in table A1 show the thresholds for below and above average
scores for each of the Key Findings for acute specialist trusts. The data are used to describe
comparisons with other trusts as displayed in section 3 and 4 of this report.
• The sixth column in table A1 shows the lowest score attained for each of the Key Findings
by an acute specialist trust.
• The seventh column in table A1 shows the highest score attained for each of the Key
Findings by an acute specialist trust.
• For most of the Key Findings presented in table A1, the higher the score the better.
However, there are some Key Findings for which a high score would represent a negative
score. For these Key Findings, marked with an asterix and shown in italics, the lower the
score the better.
• Please note that the data presented in table A1 are rounded to the nearest whole number for
percentage scores and to two decimal places for scale summary scores.
38Table A1: Key Findings for Queen Victoria Hospital NHS Foundation Trust
benchmarked against other acute specialist trusts
Your trust National scores for acute specialist trusts
Response rate 56 - 51 44 55 30 63
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs.
KF1. % feeling satisfied with the quality of
84 [80, 87] 84 81 87 75 92
work and patient care they are able to deliver
KF2. % agreeing that their role makes a
91 [89, 94] 92 91 93 86 95
difference to patients
* KF3. Work pressure felt by staff [2.85,
2.93 2.91 2.81 2.94 2.61 3.20
3.01]
KF4. Effective team working [3.69,
3.77 3.83 3.78 3.85 3.70 3.95
3.86]
* KF5. % working extra hours 69 [65, 74] 72 69 74 62 76
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate education and
training for their jobs, and line management support to enable them to fulfil their potential.
KF6. % receiving job-relevant training,
81 [78, 85] 81 79 81 76 86
learning or development in last 12 mths
KF7. % appraised in last 12 mths 78 [74, 81] 84 79 87 68 92
KF8. % having well structured appraisals in
37 [33, 42] 42 38 45 28 49
last 12 mths
KF9. Support from immediate managers [3.66,
3.74 3.78 3.73 3.81 3.58 4.02
3.83]
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and
safety.
Occupational health and safety
KF10. % receiving health and safety training
80 [76, 83] 78 73 80 63 92
in last 12 mths
* KF11. % suffering work-related stress in last
35 [30, 39] 35 33 36 27 41
12 mths
Errors and incidents
* KF12. % witnessing potentially harmful errors,
29 [24, 33] 29 26 32 20 40
near misses or incidents in last mth
KF13. % reporting errors, near misses or
94 [91, 98] 92 90 93 80 96
incidents witnessed in the last mth
KF14. Fairness and effectiveness of incident [3.58,
3.64 3.63 3.57 3.68 3.54 3.72
reporting procedures 3.69]
KF15. % agreeing that they would feel secure
75 [71, 79] 70 66 72 62 81
raising concerns about unsafe clinical practice
39Table A1: Key Findings for Queen Victoria Hospital NHS Foundation Trust
benchmarked against other acute specialist trusts (cont)
Your trust National scores for acute specialist trusts
Violence and harassment
* KF16. % experiencing physical violence from
6 [3, 8] 6 5 8 2 22
patients, relatives or the public in last 12 mths
* KF17. % experiencing physical violence from
1 [0, 2] 1 1 2 1 3
staff in last 12 mths
* KF18. % experiencing harassment, bullying or
abuse from patients, relatives or the public in 22 [18, 26] 22 19 23 11 28
last 12 mths
* KF19. % experiencing harassment, bullying or
19 [16, 23] 23 22 24 16 29
abuse from staff in last 12 mths
Health and well-being
* KF20. % feeling pressure in last 3 mths to
24 [20, 28] 23 22 24 18 29
attend work when feeling unwell
STAFF PLEDGE 4: To engage staff in decisions that affect them, the services they provide and empower
them to put forward ways to deliver better and safer services.
KF21. % reporting good communication
36 [31, 40] 37 31 39 24 44
between senior management and staff
KF22. % able to contribute towards
72 [68, 76] 71 70 72 66 80
improvements at work
ADDITIONAL THEME: Staff satisfaction
KF23. Staff job satisfaction [3.66,
3.73 3.72 3.67 3.73 3.56 3.94
3.79]
KF24. Staff recommendation of the trust as a [4.11,
4.18 4.14 4.03 4.15 3.69 4.28
place to work or receive treatment 4.24]
KF25. Staff motivation at work [3.81,
3.89 3.90 3.87 3.95 3.73 4.06
3.96]
ADDITIONAL THEME: Equality and diversity
KF26. % having equality and diversity training
69 [65, 73] 68 61 69 43 75
in last 12 mths
KF27. % believing the trust provides equal
opportunities for career progression or 91 [89, 94] 90 87 92 79 95
promotion
* KF28. % experiencing discrimination at work
7 [5, 9] 9 8 10 4 15
in last 12 mths
ADDITIONAL THEME: Patient experience measures
Patient/Service user experience Feedback
KF29. % agreeing feedback from
patients/service users is used to make
61 [55, 66] 62 57 65 53 73
informed decisions in their
directorate/department
40Appendix 2
Changes to the Key Findings since the 2012 and 2013 staff surveys
Technical notes:
• For most of the Key Findings presented in tables A2.1 and A2.2, the higher the score the
better. However, there are some Key Findings for which a high score would represent a
negative result. For these Key Findings, marked with an asterix and shown in italics, the
lower the score the better.
• It is likely that we would see some small change simply due to sample differences between
the two years. The final column of the tables shows whether the change in your trust is
statistically significant or not. If a change is not significant, then there is no evidence of a real
change in the trust score.
• Please note that the trust scores and change scores presented in tables A2.1 and A2.2 are
rounded to the nearest whole number for percentage scores and to two decimal places for
scale summary scores.
• All percentage scores are shown to the nearest 1%. This means scores of less than 0.5%
are displayed as 0%.
• In certain cases a dash (-) appears in Table A2.1 or A2.2. This is either because the Key
Finding was not calculated in previous years, or there have been changes in how the Key
Finding has been calculated this year.
To enable comparison between years, scores from 2013 and 2012 have been re-calculated and re-weighted using the
2014 formulae, so may appear slightly different from figures in previous feedback reports. More details about these
changes can be found in the document Making sense of your staff survey data, which can be downloaded from
www.nhsstaffsurveys.com.
41Table A2.1: Changes in the Key Findings for Queen Victoria Hospital NHS
Foundation Trust since 2013 survey
Queen Victoria Hospital NHS Foundation Trust
2014 2013 Change Statistically
score score significant?
Response rate 56 61 -5 -
STAFF PLEDGE 1: To provide all staff with clear roles, responsibilities and rewarding jobs.
KF1. % feeling satisfied with the quality of work and patient care
84 87 -3 No
they are able to deliver
KF2. % agreeing that their role makes a difference to patients 91 94 -2 No
* KF3. Work pressure felt by staff 2.93 2.85 0.08 No
KF4. Effective team working 3.77 3.86 -0.09 No
* KF5. % working extra hours 69 69 1 No
STAFF PLEDGE 2: To provide all staff with personal development, access to appropriate education and
training for their jobs, and line management support to enable them to fulfil their potential.
KF6. % receiving job-relevant training, learning or development in
81 78 3 No
last 12 mths
KF7. % appraised in last 12 mths 78 81 -4 No
KF8. % having well structured appraisals in last 12 mths 37 41 -4 No
KF9. Support from immediate managers 3.74 3.74 0.00 No
STAFF PLEDGE 3: To provide support and opportunities for staff to maintain their health, well-being and
safety.
Occupational health and safety
KF10. % receiving health and safety training in last 12 mths 80 85 -5 Yes
* KF11. % suffering work-related stress in last 12 mths 35 28 6 Yes
Errors and incidents
* KF12. % witnessing potentially harmful errors, near misses or
29 27 1 No
incidents in last mth
KF13. % reporting errors, near misses or incidents witnessed in
94 93 1 No
the last mth
KF14. Fairness and effectiveness of incident reporting
3.64 3.63 0.01 No
procedures
KF15. % agreeing that they would feel secure raising concerns
75 - - --
about unsafe clinical practice
42You can also read
