EDS Content - Goal 3

 

Outcome 3.1

Recruitment and selection processes are fair, inclusive and transparent so that the workforce becomes as diverse as it can be within all occupations and grades.

Reference 1:
The Trust has an overarching equality and diversity policy which protects both patients and staff from any type of discrimination.
All HR policies are agreed through a policy working group which comprises staff-side, senior management and senior HR. Employees are invited to comment/feedback on HR policies.  Policies are reviewed in accordance with legislation and also on a regular basis and take into account comments from employees, recommendations from management and the policy working group.

The Equality and Diversity policy is discussed at Induction and forms part of the annual mandatory training. 

Reference 2:
The Trust has an Equality, Diversity and Human Rights group attended by staff-side, management, employees and public/patient representatives.  The group is formed with representation reflecting different ethnic minority, gender, transgender, disability and sexuality groups.  It meets quarterly and discusses a full range of diversity issues which affect the workforce, the organisation and the regions patient/public.  An anonymised example of minutes from this group is attached.

The Trust has worked to a positive action plan for over three years.

Reference 3:
The aim of the Recruitment and Selection policy is to achieve best practice within recruitment and selection processes in order to:

a) Promote non-discriminatory recruitment and selection activities;
b) Facilitate the appointment of the best person for the job, based on individual merit;
c) Help to create a diverse workforce reflective of the communities we serve; and,
d) Ensure recruitment activities are fair, open and cost effective.

All staff are able and encouraged to comment and feedback on this policy.  It is monitored as part of the policy review schedule by the HR policy working group (a sub-group of the Trust’s Staff Partnership Forum).

Reference 4:
All our HR policies are equality impact assessed before they can be submitted for approval and subsequent publishing.

Reference 5:
The Trust monitors recruitment on a monthly basis against the 6 protected characteristics at application, shortlisted and appointment stages.  This data is available publically on our website.

Reference 6:
The recruitment positive action plan has been regularly reviewed and updated at the Equality and Human Rights Group.  An example of one recommendations from this group which has been actioned by the Trust is the placing of recruitment advertisements in diversity press and media (examples attached) with the aim of attracting more people from harder to reach communities, to raise the profile of the Trust’s pro-diversity policies and to attract interest from all protected diverse applicants.

Reference 7:
Stonewall is an organisation which supports gay, lesbian and bisexuals with the variety of different issues that they may face as consequence of their sexuality.  The Trust has been working with Stonewall for several years with the aim of understanding how we can best support gay, lesbian and bi-sexual staff at work.  The Trust is a Stonewall Diversity at Work champion and advertises vacancies.  Each year Stonewall publish a career guide of Gay-friendly employers (which includes the Trust) to all secondary schools and universities. This is also available online so is accessible by the wider gay community.  The Trust is one of 400+ employers proud to work with Stonewall to promote career opportunities for gay, lesbian and bi-sexual people.  This initiative was as a result of a suggestion from a gay staff member on our Equality and Human Rights Group.  The Trust also advertises in Gay Pride and regularly participates in regional Gay Pride events.  This has been publicised internally so that our own staff are aware that we interact with the gay community and encourage gay applicants (link below to career guide).

Reference 8:
Recruitment advertising is directed to attract applications from specific geographic areas in harder to reach communities where we know there is a higher proportion of ethnic minorities.  For a recent recruitment campaign for Emergency Care Assistants we advertised in press such as the Luton and Dunstable Herald and Eastern Eye (Asian newspaper), these being areas with communities with high proportions of ethnic minority persons.  The Trust has also tried different websites such as Diversity jobsite (a website dedicated to encouraging applications from disabled and ethnic minorities).

The media schedule of this campaign is attached.

Reference 9:
In all interviews, whether the candidates are internal or external, the Trust always includes a question on equality and diversity.  This is because we want to employ persons who have the same values as the Trust whilst at the same time promoting an understanding in all our applicants and ultimately our new appointees that we are a pro-diversity organisation and that diversity matters to us.  We expect new staff to promote and respect diversity, regardless of job role.

Reference 10:
All our managers are given interview skills training before they are able to interview and this includes training on diversity issues.  An example of presentation slides utilised in training sessions for managers is attached.  All interviews are conducted by a minimum of two trained managers and where possible we do consider the diversity of the recruitment panel.

Reference 11:
Each year every NHS Trust participates in an annual staff survey which asks staff their views on a wide range of topics.  The results are published annually for the public to view.  The Trust conducts analysis by department on the survey results to develop and inform local action plans.  The Trust also reviews the results by age, disability, gender and ethnicity to identify patterns/areas for improvement.  As an example, for this year, each department has a corporate objective on their local plans to ensure that they are conducting activities to increase the likelihood of the Trust being recommended as a good place to work.

Reference 12
A Two Ticks employer is recognised by the Job Centre as an employer who is committed to providing opportunities and support for applicants and staff with disabilities.  It involves providing evidence against 5 commitments.

The key element of the ‘Recruitment Commitment’ requires that we ensure that all disabled applicants who meet the minimum criteria for a job vacancy are interviewed and that they are considered based on their abilities.

Our evidence to support this commitment includes:

  • Recruitment and Selection Policy (as above);
  • Utilisation only of recruitment agencies vetted by the NHS Purchasing and Supply Agency as being compliant with the Disability Discrimination Act;
  • Advertising in disability-friendly press/websites;
  • Explanation on our adverts that we offer a guaranteed interview scheme for any disabled person who meets all the essential criteria as outlined in person specifications;
  • The availability of our application Form in different formats on request;
  • Special arrangements for Dyslexic applicants during testing
  • The making of reasonable adjustments.  All persons are asked in interview invite and driving tests letters if they have any special requirements.  Example of adjustments include adjustments made to pedals in car/van for driving test for an applicant who was not very tall; steering wheel attachment for an applicant with false a hand;
  • Job Evaluation process to ensure only essential requirements included;
  • Person specification/Job description always attached to advert (showing essential criteria);
  • Disabled applicant monitoring through link of e-recruitment (NHS Jobs) and HR System (ESR);
  • Accessibility link on website and e-recruitment site.

Reference 13:
The Trust has a Uniform Policy, which employees were strongly encouraged to comment/feedback on.  Its purpose is to ensure that employees do not wear anything that may be offensive to any particular protected group.  It explains what employees should wear as standard practice but also details what employees should wear should they have particular requirement related to one of the protected characteristics i.e. religious headwear for operational staff, maternity wear.

Reference 14:
All staff have access to a confidential Occupational Health service, which they can self-refer to in complete confidence. Staff can discuss health issues and how they relate to current role but also for career progression. Occupational Health will often make recommendations of reasonable adjustments to facilitate where possible staff moving roles.

Reference 15:
The Trust has consulted with external groups on our recruitment and selection practices.  For example communication with Age Concern and local ethnic and disabled groups.  Examples are listed below.

Reference 16:
The Trust publicises every internal vacancy to all employees via a weekly internal vacancy bulletin.   This includes all employees who are registered with NHS Jobs who are sent Trust vacancies via email.  The Internal vacancy bulletin was re-established following a staff suggestion and following analysis of our staff survey results.
All employees are encouraged to give ideas to our HR Services team who manage recruitment on how recruitment could be improved. Example bulletin included below.

Reference 17:
The Trust uses the national NHS Jobs website which operates with a fully anonymised process.  Once an application is completed, two trained managers are required to shortlist applicants.  No personal details of the applicants (i.e. regarding name, age, gender) are revealed to the shortlisting managers. Applicants are identifiable only by a unique applicant number which is automatically assigned by the electronic system.  Therefore short-listing occurs without any identifiable protected characteristics being revealed to the short-listers.  As a further check, random audits of short-listing are conducted by HR to ensure that all suitable candidates who meet all the minimum criteria of the person specification have been selected.

Future actions:  

  • Review all HR policies to ensure that those which currently do not cover all 9 protected characteristics will do so.
  • Review all Equality impact assessments to ensure that those which currently do not cover all 9 protected characteristics will do so.
  • Engage with the National HR Director’s Network to request that NHS Jobs amend the national website so that it covers all 9 protected characteristics.
  • Engage with the National HR Director’s Network to request that ESR (the national HR/Payroll system for the NHS) is changed to record and report on all 9 protected characteristics.
  • Engage with the National HR Director’s Network to request that the annual NHS staff survey is changed nationally to request data from staff on all 9 protected characteristics.
  • Introduce reporting on the effectiveness of advertising in different diversity press and media. 


Evidence/Document Title
 
Link to evidence

Equality and Diversity policy (Reference 1)
 
Click here to view

Equality, Diversity and Human Rights Group (Reference 2)
 
Click here to view

Recruitment and Selection policy
 


Our HR policies can be found
here

 

 


Equality Impact Assessment Examples - HR policies (Reference 4)
 
Click here to view

Recruitment Breakdown (Reference 5)
 
Click here to view

Positive Action in Recruitment Plan (Reference 6)
 
Click here to view

Stonewall Career Guide 2011/12
(Reference 7)
 

Click here to view
(external link)

Gay Pride advert

 

 


Media Scheduled Ambulance support worker (Reference 8)
 
Click here to view

Interview question examples (Reference 9)
 
Click here to view

Training in interview skills (Reference 10)
 
Click here to view

Feedback from staff survey (Reference 11)
 
Click here to view

Disability: Two Ticks Employer (Reference 12)
 
EEAST Advert Proforma

Two Ticks award letter 2011

Uniform Policy (Reference 13)
 
Our HR policies can be found here

Confidential Occupational Health service (Reference 14)
 
Click here to view

Consultation with external groups on our recruitment and selection practices
(Reference 15) (examples)
 
Example 1

Example 2 

Example 3

Publication of internal vacancies to all employees via vacancy bulletin (Reference 16)
 
Click here to view

The use of NHS Jobs (Reference 17)
 
Click here to view
(external link)

Overall workforce data against characteristics January 2012
 
Click here to view

Website provides statistical information on labour markets
 
Click here to view
(external link)

Outcome 3.2

Levels of pay and related terms and conditions are fairly determined for all posts with staff doing equal work related as of equal value being entitled to equal pay.

Reference 1:
The Trust’s pay and terms and conditions are determined by the Agenda for Change (AfC) Terms and Conditions of Service implemented throughout the NHS in October 2004.  Trust pay is determined nationally through NHS Staff Council.  Any gaps in national pay and/or terms and conditions would be addressed by these bodies and is outside of the Trust’s control. The Trust consulted widely with staff and its recognised trade union, UNISON on development of its local terms and conditions. All employees had, and continue to have the on-going opportunity to feedback on these local terms and conditions.

Reference 2:
Agenda for Change (AfC) Local Terms and Conditions of Service negotiated with the Trust’s recognised trade union, UNISON at a local level as required under the national terms and conditions.  All employees were given the opportunity to comment on these local terms and conditions.  Any employee in disagreement with local terms and conditions were advised to raise a formal individual/collective grievance as per Trust’s grievance policy (see below).

Full engagement and consultation with staff-side and employees on the harmonisation of terms and conditions took place to ensure consistent and fair terms and conditions were in place throughout the Trust.  The harmonisation was required as a result of the merger of the three former ambulance services in July 2006.  Feedback on the harmonisation of terms and conditions was encouraged from staff through staff-side representatives and to a dedicated email address.  All feedback was fed into a harmonisation working group to inform discussions. Harmonisation of terms and conditions did not result in any employment tribunal claims.

Reference 3:
Recruitment and Selection Policy outlines appointment process and assignment of pay level on appointment.

Reference 4:
The Grievance policy outlines the process for employees should they have a grievance i.e. in relation to their terms and conditions.

Reference 5:
The Trust follows the national NHS job evaluation process/handbook (attached) and ensures those involved in job evaluation have been fully trained by the NHS Staff Council (letter to participants in job evaluation training attached).  All job evaluation panels are 50% management and 50% staff-side.  Any employee can request that their job is re-evaluated if role responsibilities change significantly. A JAQ (job evaluation questionnaire) must be completed – blank JAQ attached.

Future actions:

  • Where HR policies are not currently covering all 9 protected characteristics, ensure they are reviewed so that they do cover all 9 characteristics.
  • Where Equality Impact Assessment are not currently covering all 9 protected characteristics, ensure they are reviewed so that they do.
  • On-going reviews to be undertaken to identify any patterns (i.e. grievances raised which are related to terms and conditions) to identify if any future actions could be taken.


Evidence/Document Title 
 
Link to evidence

Agenda for Change Terms and Conditions (Reference 1)
 
Click here to view
(external link)

Harmonisation of Terms and Conditions (Reference 2)
 
Click here to view

Recruitment and Selection policy (Reference 3)
 
Our HR policies can be found here

Grievance policy (Reference 4)
 
Our HR policies can be found here



Agenda for change handbook

 

 

 
Click here to view (external link)

Job Evaluation-Letter to Participants on JAQ Course (Reference 5)

Job Analysis Questionnaire (JAQ) (Reference 5)
 
Click here to view

Click here to view

Equality Impact Assessment Examples - HR policies
 
Click here to view

AfC Bands against Gender and Full time and Part time Pivot Tables Dec 11

 
Click here to view

 

Outcome 3.3

Through support, training personal development and performance appraisal, staff are confident and competent to do their work, so that services are commissioned or provided appropriately.

The organisation provides a vast array of learning and development opportunities. The Learning and Development policy (Reference 1) includes details of accessibility and identifies the mandatory requirements for staff by staff group.

Our induction programme, which consists of both a corporate (reference 2) and local induction, provides new employees with a wealth of information that supports them during their first few months in role. The induction policy (Reference 3) explains the requirements and how induction activity is monitored.

Our Personal Development Review (PDR) policy details how we support staff on a regular basis and identifies how the National Knowledge and Skills Framework is utilised to gauge competence in role. Our PDR policy is currently under review since the KSF framework has been simplified. Our aim is to improve this policy to incorporate quality assurance measures
PDR, Induction and mandatory training are all monitored via the Oracle Learning Management System (OLM), which is part of the Electronic Staff Record (ESR), and monthly reports are provided to local managers so areas of non compliance can be managed effectively.

Our clinical training function provides clinical education and continual professional development for paramedics, student paramedics, Emergency Care Assistants and Ambulance Care Assistants. This is regulated by the Institute for Health Care Development (IHCD) and the Health Professions Council (HPC). Those in training are offered mentorship and tutor support and for those studying at paramedic level there is tutor support from a local university. (Clinical Supervision Policy).

We are currently developing our additional learning practices to ensure appropriate care and consideration is given to those staff who have learning difficulties.

As part of our approach to equality and diversity, our application process for learning and development funding enables any employee an opportunity to seek financial support.

Moving forward we recognise that although we look at training activities and Appraisal achievement against some protected characteristics, the trust will need to analyse these statistics (Reference 5) more closely and link the information to our overall workforce data and identify and areas of concern to action. As identified within other outcomes, we additionally need to capture data for the new protected characteristics
 

Evidence/Document Title Link to evidence 

Learning and Development Policy (including Mandatory Matrix) (Reference 1)
 

Click here to view  

 

 

Click to view the matrix


Slide from Executive presentation on corporate induction (Reference 2)

 
Click here to view

E&D Induction session (Reference 2)
 
Click here to view

Induction policy (Reference 3)
 
Click here to view

Clinical Supervision policy (Reference 4)
 
Click here to view

Equality Impact Assessment Examples - Induction, PDR and Learning and Development Policies (Reference 5)
 
Click here to view

Delegate Diversity Analysis all Learning and Development Applications 1st April-YTD (Reference 5)
 
Click here to view

Learning and Development Equality data 2011-Year to Date against characteristics (Reference 5)
 
Click here to view

Appraisal completion against characteristics April -YTD (Reference 5)

 
Click here to view
 

Outcome 3.4

Staff are free from abuse, harassment, bullying, violence from both patients and their relatives and colleagues, with redress being open and fair to all.

Reference 1:
The Trust has the following HR and H&S policies which are aimed at promoting a working environment where staff are free from abuse, harassment, bullying and violence:

  • Equality and Diversity policy
  • Dignity at Work policy
  • Managing Stress & Enhancing Psychological Wellbeing policy
  • Violence and Aggression policy
  • Health and Safety policy
  • Management of Incidents policy
  • Grievance policy

All HR policies are developed in partnership through a policy working group which comprises staff-side, senior management and senior HR.  Employees are encouraged at all stages to comment and feedback on HR policies.  Policies are reviewed in accordance with legislation and also on a regular basis to a scheduled which is also agreed in partnership by the Staff Partnership Forum.  All reviews take into account comments from employees, management, HR and the policy working group.
Monitoring of all employee relations casework is undertaken by the Human Resources Department so that any root cause or trend issues can be identified and addressed.  All HR policies are monitored by the policy working group under the direction of the Staff Partnership Forum.

The Trust uses the well-established DATIX Risk Management application to manage its adverse incidents (such as Violence and Aggression).  Reporting of adverse incidents can be made by either using the Intranet or the recently launched 24/7 call centre (SPOC).

Managers and specialists are automatically informed when an incident occurs, and the Datix team monitor the progression of each investigation.  Adverse Incidents involving external organisations are also passed on to the appropriate organisation, and responses monitored by the Datix Team.

The data extracted from the Datix system is continually monitored and analysed, ensuring that themes and trends are highlighted to the Trust Board through the Clinical Governance structure.
In depth information is made available to the Trusts specialist managers (e.g. Health and safety, security safeguarding) to enable them to facilitate appropriate actions and responses.

The Trust has recently been cited by DATIX as an example of good practice, and utilises the most advanced elements of the system.
Staff are continually reminded of the importance of reporting all incidents which include violence and aggression.  We also identified some staff who did not have access to computerised systems and, as a result, the Trust has developed and implemented a free phone system where staff can report incidents over the phone and this will then be entered on the Trust incident data system (DATIX) on their behalf.  The Local Security Management Specialist (LSMS) monitors each and every violence and aggression incident and contacts the member of staff to see what, if any, additional assistance, resources are required.   Follow up emails/phone calls are made to managers and staff  to monitor the progress of any police investigations or subsequent court cases. Audited figures for the last financial year showed that the police and CPS had taken 19 successful sanctions against offenders.  However, this figure is likely to be higher due to the fact that staff do not routinely get back to the LSMS with other sanctions that have been applied.  Now that the LSMS is firmly in post the Trust has already seen an improvement in staff reporting sanctions.
 
Reference 2:
All staff have 24/7 access to the Trust’s employee assistance programme (EAP).  This can be accessed via free-phone or via the internet (link attached).  The employee assistance programme offers a wide range of services and includes face to face counselling, treatment, such as cognitive behaviour therapy, legal advice, advice on personal and financial matters etc.  All access made by staff to the EAP is in strict confidence, no names or personal details are given.  The EAP also offers front-line patient-facing employees support following incidents which may have been highly distressing. The EAP has been widely publicised with posters and leaflets at Trust wide and local levels.  All persons who approach their manager, HR or staffside about a bullying and/or harassment issue, are encouraged to access the service.  It is also offered to those who are the alleged bully/aggressor.

Reference 3:
The NHS staff survey is conducted annually in each NHS Trust and results are published by the Department of Health in March/April each year.  The Trust conducted specific analysis on previous staff survey results, to identify those staff most at risk of either violence or bullying and harassment.  As a result of the analysis, the Trust wanted to encourage more staff to report such incidents.  A new 24/7 telephone incident reporting line has been established to make it easier for front-line staff to report violence, bullying and/or harassment from patients and public.  In addition, a specific bullying and harassment awareness training session based on our Dignity at Work policy has been developed and piloted.  It will be delivered to all Patient Transport Services staff in 2012.  If successful, this may be rolled out to other staff groups.  This training would be in addition to that contained within our mandatory training.

Reference 4:
The Trust has an electronic incident reporting system called Datix which is used by staff to report any type of incident (including violence, bullying and harassment). As mentioned previously, incidents can now be reported over the phone 24/7 as well as electronically.
 
Reference 5:
Your Choice of Treatment – In accordance with the campaign being run by NHS Protect (formerly CFSMS) which highlighted zero tolerance of violence towards front line staff, the Trust issued the posters issued by NHS Protect, to all Ambulance Stations and Patient Transport Services (PTS) locations across the Trust.  These posters are displayed in prominent positions and where possible inside ambulance and PTS vehicles.

Reference 6:
The Trust will always prosecute persons who are abusive or violent towards our employees and ensures that these prosecutions are well publicised to employees.  This ensures employees know they will be supported and that violence and aggressive behaviour towards staff by the public or patients will not be tolerated.

Future actions:

  • Update HR policies as they are reviewed in line with the policy review schedule so that they cover all 9 protected characteristics;
  • Update Equality Impact Assessments as they are reviewed in line with the policy review schedule to ensure that they cover all 9 protected characteristics;
  • Further increase the awareness of staff regarding the need to report incidents so that the Trust can act on them.


Evidence/Document Title
 
Link to evidence

Range of supportive policies (Reference 1)
 
Our policy library can be found here

Equality Impact Assessments
 
Click here to view

Employee Assistance Programme (Reference 2)
 
Click here to view
(external link)


NHS Staff Survey (Reference 3)
 

Click here to view

 

 

 

 


Prosecution of persons who are abusive or violent towards staff (Reference 6)
 
Click here to view

Workforce Profile against characteristics (Reference 7)
 
Click here to view

Outcome 3.5

Flexible working options are made available to all staff, consistent with the needs of the service and the way that people lead their lives. Flexible working may be a reasonable adjustment for disabled members of staff or carers. 

Reference 1:
The Trust has a flexible working policy which is legally compliant and in line with the national Agenda for Change Terms and Conditions, enables any member of staff to make a flexible working request – this being above and beyond the statutory requirements. Staff are informed of the policy during local induction and it is available to staff on our intranet site as well as through the HR Department, their line manager or staff-side representative.  It is also available to applicants for jobs in the Trust (for information) on our website.

All HR policies are developed in partnership through a policy working group which comprises staff-side, senior management and senior HR.  Employees are encouraged at all stages to comment and feedback on all HR policies including that relating to flexible working.  Policies are reviewed in accordance with legislation and also on a regular basis to a scheduled which is also agreed in partnership by the Staff Partnership Forum.  All reviews take into account comments from employees, management, HR and the policy working group.

Monitoring of all employee relations casework and flexible working requests is undertaken by the Human Resources Department.  All HR policies are monitored by the policy working group under the direction of the Staff Partnership Forum.

Reference 2:
We monitor statistics on women returning to work following maternity leave in respect to flexible working requests and outcomes as well as all flexible working requests.  If issues or concerns are identified these are acted upon.

Reference 3:
HR are currently developing guidance for managers so that they have clarity on the Trust position and their responsibilities regarding redeployment or reasonable adjustments to accommodate staff injury and/or illness or disability where it is viable to do so. 

Reference 4:
As a Two Ticks employer the Trust recognised by the Job Centre as an employer who is committed to providing opportunities and support for applicants and staff with disabilities. It involves providing evidence against 5 commitments.

With regard to the Disability Commitment, this aims to ensure we make every effort when employees become disabled to make sure they stay in employment.  Evidence to support the Trust’s commitment to this includes:

  • Casework examples;
  • Shaw Trust example – supporting a disabled individual back into the workplace with work experience
  • Evidence of the Trust working with Access To Work;
  • Occupational Health referral process including how staff can self refer;
  • Sickness Absence Management policy;
  • HR guidance on the making of reasonable adjustment providing evidence the ongoing development of the Trust’s commitment and approach to making reasonable adjustments.

Due to the risk of breaching staff confidentiality, it is not possible to publish examples of the reasonable adjustments that the Trust has made for our staff.  However evidence (in an appropriate and anonymised format) was provided as required during our Two Ticks Assessment in December 2011 when we were successful in maintaining our status as a Two tick employer for another year.   Evidence of our Two Tick Assessment is attached.  The Trust is awaiting the receipt of its new award.

Reference 5:
All staff are offered the opportunity to attend a retirement workshop (example below) run by our Payroll provider.

Further support for staff is also available Human Resources, line managers, staff-side and our Employee Assistance Programme (see below).

Reference 6:
All retirees receive a personal letter from the Trust’s Chief Executive (example template for personalising below).  Staff also receive the attached document entitled “Flexing Retirement” and the “working after retirement” factsheet.

Reference 7:
Under the national Agenda for Change terms and conditions, all staff are entitled to request a career break of up to 5 years.  As a Trust we are supportive of this and are thus also currently developing our Career Break policy.

Reference 8:
All staff have 24/7 access to the Trust’s employee assistance programme (EAP).  This can be accessed via free-phone or via the internet (link attached).  The employee assistance programme offers a wide range of services and includes face to face counselling, treatment, such as cognitive behaviour therapy, legal advice, advice on personal and financial matters etc.  All access made by staff to the EAP is in strict confidence, no names or personal details are given.  The EAP can also provide advice to staff about local child care and elderly care options as well as advice on parenting and maternity.  The EAP has been widely publicised with posters and leaflets at Trust wide and local levels.  Staff can also seek assistance from their manager, HR or staffside about any flexible working queries they may have.

Reference 9:
Each year the Trust participates in the annual NHS staff survey.  This provides the Trust with data on how many staff consider that they are working under flexible working options as well as data on whether staff feel comfortable discussing flexible working with their manager.   It compares our levels of flexible working against other NHS ambulance services.  The trust will conduct further research into the 2012 results (published in April 2012) to understand if all areas/staff groups/protected characteristics are accessing flexible working.

Reference 10:
The Trust operates an internal transfer policy (attached) which is available to all staff and managers.  Section 6.3 states that where an employee’s flexible working request has been upheld and  as a result has a statutory right which involves a change of hours or base, then this right under the Flexible Working Regulations 2002 would override the principle to prioritise transfers based purely on the length of time on transfer list.

Reference 11:
The Trust monitors flexible working applications and outcomes and reports on these (attached)

Future actions:

  • Update HR policies as they are reviewed in line with the policy review schedule so that they cover all 9 protected characteristics;
  • Update Equality Impact Assessments as they are reviewed in line with the policy review schedule to ensure that they cover all 9 protected characteristics;
  • Finalise the HR ‘reasonable adjustments’ guidance.
  • Complete the development and signoff of the new Career Break policy. 

Evidence/Document Title Link to evidence

Flexible Working Policy (Reference 1)
 
Click here to view

Equality Impact Assessment - Flexible working
(Reference 1)
 
Click here to view

Maternity and Paternity Policies (Reference 1)
 
Click here to view

Workforce Profile against characteristics - Includes Leavers, Grievances/Disciplinaries, Flexible working
(Reference 1)
 
Click here to view

Return to work of women on maternity leave (Reference 2)
 
Click here to view

Sickness Absence Management Policy (Reference 3)
 
Click here to view

Return to work of disabled employees following sick leave relating to their disability
 
Click here to view

Retirement workshop (Reference 5)
 
Click here to view


Retirement Packs (Reference 6)

 

 

 

 

 

 

Includes: Flexing Retirement, Letter from CEO,
Working after retirement factsheet, Pension commutation FAQ's, Life assurance and family benefits factsheet 2008 (factsheet 1), Life assurance and family benefits factsheet 1995 (factsheet 2), Increasing benefits factsheet, Retirement letter - FT membership

 

 

 

 

 

Flexing Retirement

CEO Letter 

Working after retirement

Pension communication FAQ's

Factsheet 1

Factsheet 2

Increasing your benefits

FT Membership retirement letter

 

 


Career Break (Reference 7)
 
Click here to view
(external link)

Employee Assistance Programme (Reference 8)
 
Click here to view
(external link)

NHS Staff Survey (Reference 9)
 
Click here to view

Internal Transfer Policy (Reference 10)
 
Click here to view

Flexible Working statistics (Reference 11)
 
Click here to view

Outcome 3.6

The workforce is supported to remain healthy, with a focus on addressing major health and lifestyle issues that affect individual staff and the wider population.

In 2010 EEAST developed its first Health and Wellbeing programme which recognised that as part of one of the world’s largest employers, the health and wellbeing of our workforce together with that of all other NHS Trusts, is crucial to the delivery of the improvements in patient care envisaged in the NHS Constitution.  EEAST has embraced the findings of the Boorman review which identified that organisations that prioritised staff health and wellbeing performed better, with improved patient satisfaction, stronger quality scores, better outcomes, higher levels of staff retention and lower rates of sickness absence. 

The Programme is focused on addressing major health and lifestyle issues with an emphasis on both physical and mental wellbeing.  As part of the Health and Wellbeing Programme a review of the Trusts Occupational Health Service has been undertaken to identify areas for improvement in staff support.  This resulted in the procurement of an new Employee Assistance Programme service to all staff and volunteers offering support on a wide range of issues that may affect personal and professional lives and health & wellbeing.  In addition, the Trust is keen to meet the requirements of Staying Healthy at Work standards and is currently developing its Occupational Health Service specification with a view to undertaking a procurement tendering process.  This service specification contains stringent Equality and Diversity standards to ensure equitable access and support to all staff.


Evidence/Document Title                                         
                                
 
Link to evidence

Health and wellbeing policy
 
Click here to view

Equality Impact Assessment Health
and wellbeing policy - HR policies
 
Click here to view

VDU Policy
 
Click here to view

Flu Campaign Letter
 
Click here to view

Flu Poster
 
Click here to view

Flu Vaccination Briefing Paper
 
Click here to view

Sickness Management Policy
 
Click here to view

Manual Handling
 
Click here to view

 

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