Enhancing Staff Wellbeing Initiatives in NHS England and NHS Improvement
The commitment to wellbeing in the People Plan of NHS England and NHS Improvement emphasizes creating a safe and healthy environment for staff through flexible work arrangements, compassionate leadership, and inclusive culture. Staff feedback from the Pulse Survey indicates positive support, leading to reduced stress levels. The utilization of Health and Wellbeing (HWB) services has seen significant engagement, including helpline contacts, app downloads, coaching sessions, webinars, and more. The ongoing recovery plan focuses on providing integrated mental health support for staff, with progress made in establishing mental health and wellbeing hubs across the system.
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Health and Wellbeing Prof Em Wilkinson-Brice Deputy Chief People Officer NHS England and NHS Improvement NHS England and NHS Improvement NHS England and NHS Improvement
A commitment to wellbeing in the People Plan Overall outcome Pillars Themes for action in 2020/21 We are safe, and physically and mentally healthy and well Looking after our people We work flexibly More people Working differently In a compassionate and inclusive culture We are open and inclusive, and staff have a voice Belonging in the NHS Leaders are compassionate and inclusive at all levels Making the most of the skills in our teams New ways of working and delivering care . . . to support the delivery of the NHS Long Term Plan Educating and training our people for the future Expanding and developing our workforce Growing for the future Recruiting and retaining our people 2 | 2 |
The Pulse Survey suggests that staff generally feel well supported - and that when they do, it reduces stress Pulse survey 121 NHS employers registered, 36,657 respondents across all 10 waves so far Throughout COVID, staff generally have felt well supported (62-69%) and well informed (80-85%) The combination of these two factors leads to measurably lower levels of anxiety (32.4% versus average of 40.5% for all NHS staff), as shown below; Staff report being more anxious about health of their immediate family (84.8%) and own health (58.1%) The level of anxiety felt by staff has continued to rise in recent months and has now exceeded the level of the rest of the UK workforce (35%) 3 | 3 |
Access and use of HWB offers 13,623 contacts with our dedicated helplines 184,400 app downloads 572,615 sessions 2,750 leadership circle 940 common room 1,449 coaching & mentoring 1,382 REACT participants 7,465 primary care coaching sessions 7,000 webinar participants 120,000+ views of webinars + materials 2,000+ newsletter subscribers 4 | 4 | At 3 March 2021
The recovery plan will include access to integrated staff mental health support for staff Progress to date in establishing MH&WB hubs 3 key components to the work programme Funding awarded against system plans in Dec 2020 1. 40 system-wide mental health and wellbeing hubs which provide proactive outreach and assessment services, ensuring staff receive rapid access to evidence based mental health services and psychosocial support where needed Mobilisation of hubs into Winter 2020/21, building on existing staff offers. 14/40 (35%) hubs now mobilised and taking referrals and providing support to staff. Remaining hubs planned to be operational in March 2021. 2. A national enhanced mental health service for staff with complex needs, delivered by NHS Practitioner Health Enhanced mental health support offer now in place for hubs to link with. 3. Providing over 400 critical care nurses access to a Professional Nurse Advocate program by April 2021 so they can provide restorative supervision for their teams Focus now moves to implementation, support and learning National and regional support for mobilisation Data collection to understand access, activity and capacity and inequalities Useful resources are being developed to support the hubs to deliver e.g. FAQs, slide packs, comms toolkit Regular webinars are being planned which will focus on different aspects of the hubs to share information and learning between hubs Sussex case study North East London case study Sussex MH&WB hub activity for time period 19th Jan -1st Feb 2021: KeepingWellNEL hub activity for January 2021: Over 1500 visits to website Over 3700 staff screening invitations sent Over 500 self-assessment forms completed 76 staff assessed in the hub Over 250 assessments/call backs to be made 24 onward referrals to IAPT 5 | 5 |
Early learning from 14 pilot systems - enhanced OHWB services North East & Yorkshire Cumbria & North East West Yorkshire & Harrogate South Yorkshire Humber, Vale and Coast Focus on South West: Dorset: Launched Single Point of Access for health and wellbeing hub. Over 3000 visits to site to access local resources. In addition over 70 referrals for one to one support North West Cheshire & Merseyside Focus on Midlands: Birmingham & Solihull 150 staff members trained in psychological first aid during February with an additional 220 to be trained in March. Working carers toolkit in development Midlands Birmingham & Solihull London Pan-London system East of England Herts & West Essex and Suffolk & NE Essex Cambridge & Peterborough Focus on North East and Yorkshire Cumbria & North East Role out CNTW phoneline across the ICS system Line manger coaching Mindfulness New ICS one stop shop website designed which will be used by all OH health teams across ICS Investment in ICS RECOCO e.g. music and art therapy and mindfulness Bespoke sickness prevention support for BAME colleagues South West Dorset Somerset South East Bucks, Oxon and W Berks Hampshire & IoW 6 | 6 |
Evolution and a Gear Change It is important that the health and wellbeing offer for our NHS people continues to evolve beyond the increased focus this has received due to COVID-19. Our focus is turning to the following long-term areas of work: Working with organisations and systems to create a culture of wellbeing through continued support to systems, bringing increased focus toward prevention and the diverse needs of our NHS people. Evolving the NHS Health and Wellbeing Framework through co-design with system partners and experts as a flexible toolkitto support organisations with this aspiration. Empowering Health and Wellbeing Guardians as board level or equivalent roles that champion the wellbeing of their workforce to champion health and wellbeing consistently within organisations. Equipping line managers and teams with the tools they need take ownership of health and wellbeing and that supportive, compassionate, wellbeingconversations with staff take place routinely. Continue to deploy evidence-based interventions on mental health that staff can access rapidly, while also promoting the current offer. Focusing on Occupational Health becoming an integral and empowering part of an organisation s health and wellbeing arrangements. 7 | 7 |
Empowering Occupational Health COVID-19 has shown that we need to do more to empower Occupational Health and Wellbeing services to reach full potential in looking after the health and wellbeing of our NHS people. Our ambition is to work collaboratively with OHWB services to articulate a shared vision, where staff wellbeing is our core business and our priority, where the People Promise of We are Safe and Healthy is a reality for our 1.3m people. In preparation, we are: Developing a road map of how we deliver this aspiration in 2021/22 - working with Steve Boorman, the Faculty of Occupational Medicine, Society of Occupational Medicine, the Health at Work network and wider partners. Investing 15m innovation funding across 14 systems to work in partnership to pilot, develop and learn from an enhanced Occupational Health and Wellbeing service, with a view to scaling and spreading best practice and to demonstrate need for continued investment. 8 | 8 |
