Celebrating our NCH&C volunteers this Volunteers’ Week

NCH&C currently has around 150 volunteers – but we’d like to recruit more! These individuals give their time to provide a range of valuable support functions to our busy teams:

• Admin support
• Helping to set up furniture for groups and clinics
• Gardening
• Greeting and directing patients in reception
• Organising stockrooms and cupboards
• Supporting patients to complete the Friends & Family Test
• Providing companionship to patients
• Volunteering at the Priscilla Bacon Lodge Hospice

Volunteers are crucial to the NHS’s vision for the future of health and social care, as partners with our skilled staff, not as substitutes for them.

If you’d like to explore the possibility of accessing volunteer support, click here to visit the Volunteering page

This Volunteers’ Week, we’ll be sharing photos, videos, and messages of thanks across our trust social media channels. If you would like to celebrate a brilliant volunteer, email a message or photo to StaffEngagement@nchc.nhs.uk

From all of us here at NCH&C, we’d like to offer a sincere and heart-felt ‘thank you’ to all our incredible volunteers – we couldn’t do it without you!

Specialist neurological rehabilitation care and support

The multi-disciplinary team at The Colman Centre for Specialist Rehabilitation Services has worked on a new video about the services they provide to patients with complex acquired brain damage and non-progressive neurological conditions.

The predominantly clinic-based service at Jubilee House, Colman Hospital, delivers holistic, patient-centred specialist neurological rehabilitation care and support. The video gives more information about the NCH&C services and support people can access via referral:

https://www.norfolkcommunityhealthandcare.nhs.uk/neurological-rehabilitation-outpatient-service-specialist

Thank you to all our NCH&C nursing staff

“I’m delighted to be writing to you on International Nurses’ Day. Today is an opportunity to celebrate the contribution and commitment of our nursing colleagues. I would personally like to say thank you to all our nursing staff for their continued dedication and compassion – today and every day.  

The theme this year is ‘Our Nurses. Our Future.’ It’s one that really resonates with me, and I hope it will inspire lots of you too. Nursing through the global pandemic was undoubtedly tough and exhausting and saw us all working under challenging conditions for a prolonged period. The last three years have repeatedly been described as unprecedented, though many of the changes to our ways of working have become business as usual.

But the past year brought new and just as unprecedented times. Recovering from the pandemic – personally, professionally, and as a national health service – while coping with the turbulence of a cost-of-living crisis and industrial action has meant another difficult year for frontline staff. We recognise the ever-present challenges you each face and thank you for your continued resilience and compassion.

Reflecting on the theme for International Nurses’ Day 2023, I am keen to think about the ways we can highlight and showcase the vital role nurses play in delivering healthcare today, and how we will continue to in the future.

I would love to hear your thoughts about why you chose nursing as a profession and your hopes for the difference you would make as a nurse. What can we take from the last few years of challenging experiences? How can this help us ensure we continue to adapt and proactively plan for a brighter future for our staff and patients?

Later today I am presenting to a group of Year 10 pupils at a Norwich secondary school as part of this year’s NHS 75 anniversary celebrations. I’m thrilled to be given the chance to talk about my genuine joy and pride of working as a nurse for 37 years and to raise the profile of the crucial role of community health and care staff among young people thinking about their future careers. I hope my words will encourage and inspire some of them to consider a future in the NHS.

I am so proud of what our nurses continue to do at NCH&C and want to extend my heartfelt thanks, once again, to you all.

Carolyn Fowler, Director of Nursing & Quality at NCH&C

Read more about our specialist NCH&C nurses and their hopes for the future of nursing here:

• David Leaper, Health Team Manager, Learning Disabilities Team
• Gena Ritchie, Community Dermatology Nurse

A move to improve our outstanding care

As part of Dying Matters Awareness Week this year, people are being encouraged to talk about death, dying and grief.

The NCH&C team at Priscilla Bacon Lodge has been providing specialist palliative and end-of-life care for patients in Norfolk at Priscilla Bacon Lodge (PBL) for 40 years. They are dedicated to providing holistic end of life services and to ensuring their patients achieve a good death.

The population of Norfolk has grown by over 220,000 since 1979. People are living longer and increasing numbers of patients are presenting multiple complex care conditions. Palliative care has progressed tremendously during this time too.

£12.5 million has been raised by the Priscilla Bacon Hospice charity to build a new hospice on the site at NNUH. As well as having inpatient beds, the new Priscilla Bacon Lodge will offer vastly improved daycare facilities, with a wellness centre, gym, and a greater number of counselling and therapy rooms.

NCH&C staff from Priscilla Bacon Lodge will move into the building in the summer and continue to provide expert palliative and end-of-life care at the new hospice.

Charlotte Shawe is Quality Matron at Priscilla Bacon Lodge. She talked to us on our podcast about the incredible work the staff and volunteers do at PBL, and their plans for a big move to the new facility. You can listen to this podcast here.

Dying Matters Awareness Week: 8-12 May 2023

Dying Matters Awareness Week is a campaign run by the charity, Hospice UK. It works with organisations, decision-makers and the general public to make things better for people who are dying or grieving.

Dying Matters Awareness Week 2023

From 8 – 14 May 2023, people are being encouraged to talk about death, dying and grief in the workplace as part of Dying Matters Awareness Week.

Dying Matters is a campaign run by the charity, Hospice UK. It works with organisations, decision-makers and the general public to make things better for people who are dying or grieving.

Stigma around grieving, and a lack of understanding about what it means to be ill and what happens when you’re dying, mean that too many of us are struggling to cope when faced with life’s inevitable challenges.

And the workplace is no exception. 57% of employees will have experienced a bereavement in the last five years and every day, more than 600 people quit work to look after older and disabled relatives. Fewer than one in five managers feel very confident supporting someone they manage with a bereavement. 

NCH&C is encouraging its staff to talk to those around them to help make sure that our workplaces can better support people who are ill, who are caring for those around them, or who have lost someone close to them. 

In a recent episode of our podcast, Take a Moment with NCH&C, host Miranda Gretton opened up about her personal grief journey following the death of her brother four years ago. Psychological and Bereavement Lead at NCH&C Tracey Dryhurst joins Miranda to discuss the complexities of grief and the support available. Click here to have a listen.

Hospice UK has created a range of ways for people to get involved and learn more about having conversations about death, dying and grief: 

• There’s a short quiz aimed at helping you have meaningful and compassionate conversations with people at work, in the community or at home  

• A webinar on ‘How to talk about death at work’ will take place at 11.30am on Thursday 11 May 2023. Register here. 

For further help and information:

• The Good Grief Trust – https://www.thegoodgrieftrust.org/
• NHS support
• Norfolk County Council Bereavement Support page
• Bereavement support line – 0300 303 4434. Free to access from 8am to 8pm seven days a week. A confidential staff support line is operated by Hospice UK. A team of fully qualified and trained bereavement specialists are available to support you with bereavement and wellbeing issues relating to loss experienced through your work.

Find out more and get access to other toolkits and videos and links to further information from Hospice UK here.

Being more neuro-inclusive

Neurodiversity is an umbrella term that includes a range of neurodivergent conditions including Autism (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Dyspraxia, Dyscalculia, Dyslexia and Tourette’s Syndrome.

Around 15% of the population is thought to have a neurodiversity so it’s essential that we all look at the way our workplaces are set up for both the people that use our services (customers, clients, or in the case of an organisation like NCH&C, patients and their families and carers), and our staff. If one in seven people are neurodivergent, our processes and ways of working also need to be considered from the perspective of someone from this community otherwise we may be making situations more uncomfortable than they need to be and ultimately excluding people from accessing jobs or healthcare that they need.

We spoke to Dr Stephanie Summers, Clinical Psychologist and Clinical Lead for our Neurodevelopmental Service, about what NCH&C is doing for staff and patients and their families, in terms of adapting the way we provide our services.

“I work for NCH&C’s multi-professional neurodevelopmental service (NDS), which assesses children where there are concerns regarding possible neurodevelopmental disorders such as Autism Spectrum Disorders (ASD) and Attention Deficit Hyperactivity Disorder (ADHD).

“We work with a range of children, young people, and their families through their ASD/ADHD assessments. As a team we’re constantly reflecting on and adapting our service to make our approach more neuro-inclusive; not only for the individuals we support but for the staff working in NDS too.

“The Equality Act (2010) says that reasonable adjustments should be made for individuals with ASD and ADHD (an official diagnosis is not required),  to ensure they are not substantially disadvantaged when accessing services such as education, employment, and health care.

“Within the UK there is a strong neurodivergent community that re-frames neurodiversity as a difference with brain development that can bring many strengths. They highlight that it is environments, and lack of understanding, that can result in these differences disabling people with ASD/ADHD from participating alongside the rest of their community. This is a valid reminder for services, employers, and the education system to consider if what they are providing is neuro-inclusive.

“Some of the things that we do to help our families access our service, despite their developmental differences, along with some additional suggestions of what might be helpful for other healthcare services to consider for their patients and staff could be:

Asking

It’s a good place to start by asking individuals/families if they have a diagnosis that might require reasonable adjustments e.g., ASD and ADHD. Not everyone with a neurodiversity will think to offer this information to you and your service.

Using neuro-inclusive communication

Neurodivergent people process information in different ways. Ensure you have a range of ways of sharing information, for example, easy read documents with pictures, plain English documents or social stories, to help prepare them for appointments.

Many neurodivergent thinkers prefer visual/written information instead of verbal. You can ask the individuals/families you provide services for how they prefer to receive information i.e. with pictures, written or verbally.

Consider using stock images or those found at ‘easy on the i’ (https://www.learningdisabilityserviceleeds.nhs.uk/easy-on-the-i/) to create easy read letters and social stories.

Making reasonable adjustments for neuro-divergent communication styles

Neurodivergent people communicate in different ways. Some people, particularly autistic individuals, may find talking on the phone or talking with someone face-to-face difficult. Some reasonable adjustments to consider are:

• Asking if they would prefer communication over e-mail or text rather than by phone
• Offering video calls instead of face-to-face appointments
• Providing information on the appointment or topics you are going to talk about ahead of the appointment
• Gaining information via written questionnaires rather than verbal interview

Other reasonable adjustments to consider

“Some people with ADHD find it very difficult to remember, manage, and attend health care appointments. This can look like disengagement to professionals if they’re unaware that this person has ADHD. Here are some reasonable adjustments you can provide to support them:

• Text/phone call reminders 1-2 days before the appointment
• Reduce additional administration demands e.g., send home blood forms so they don’t need to pick these up in person, complete forms whilst in a face-to-face appointment so that they don’t need to organise to send these in at a later date
• Take short breaks throughout the appointment to enhance concentration and focus
• Use movement breaks can help manage symptoms of restlessness and hyperactivity

“People with ASD often have sensory sensitivities and can find noisy, bright, and busy environments difficult to manage. Talk with the individual/their families about their sensory differences and make adaptations e.g. smaller/quieter waiting areas, turning down/off the lights.

“Those with ASD can also find meeting unfamiliar people and going to new places difficult. You can make adaptations by offering subsequent appointments with the same professional and providing information about the location of the appointment ahead of time e.g. plain English written information and/or pictures.

“As a service you may want to consider writing a neuro-inclusive/neurodiversity service policy or procedure outlining the reasonable adjustments you offer.

Listen to feedback

“As part of our aim to provide a neuro-inclusive service, we often ask for feedback from young people/families about our service and what was helpful and what could have been better.

“Consider asking for feedback specifically from individuals with ASD/ADHD and make further adaptations/changes where possible.

“Think about appointing a neurodiversity champion, either a professional or a service user. This person can help with seeking and reviewing feedback.”

How can I learn more?

• Click here to read about supporting Neurodivergent colleagues in the NHS
• Click here to watch some puppetry videos from Heidi Buckell, the Disability Champion at West Hertfordshire Hospital, that help to explain Cerebral Palsy
• Click here to see several resources to help you support Neurodiversity at work

Join our NDS team

NCH&C is currently recruiting Clinical/Counselling Psychologists to its NDS. These posts would be involved in shaping psychological provision within our Learning Disability Child and Adolescent Mental Health Service (Starfish) and/or Neurodevelopmental Service (NDS).

Roles are available within either team or, if of interest, as a split post across both teams. Posts are available across Norfolk; including Kings Lynn, Norwich and Great Yarmouth. Bases are negotiable and flexible working is supported and includes agile/home working where relevant.

We welcome applications for this role to join our outstanding NHS trust and help us continue to provide services to the population of Norfolk and Waveney. This role also comes with a £2k welcome incentive.

Click here to apply.

Celebrating the work of our Administration Professionals

National Administrative Professionals Day is celebrated on the Wednesday of the last full week of April every year.

On Wednesday 26 April, NCH&C recognised the 200 members of its staff working in administrative roles across the trust. These teams play a vital and expert role in our trust and are crucial in helping us deliver outstanding health and care to our patients and their families and carers.

Administrative roles across the trust are hugely varied and include:

• Ward Clerks
• Inpatient Admin Assistants
• Medical Secretaries
• Stores Assistants
• Receptionist
• Peripatetics
• Personal Assistants
• Place Support Admin Assistants
• Service Administration Assistants
• Hub Administrators
• Team Coordinators/ Supervisors
• Admin Team Leads
• Business Support Managers

The NCH&C admin teams have recently relauched with a new name: Community Administration Operations Services (COAS), what’s it like to work in COAS?

We spoke to some of our admin colleagues about their career journeys at NCH&C. Find out more here.

You can also check out our latest admin vacancies and apply here.

This week is Neurodiversity Celebration Week (13-19 March). NCH&C has been speaking to colleagues about neurodiversity and what is has brought to their lives and their roles in the NHS.

Judy Singer, an Australian sociologist, coined the term “Neurodiversity” to promote equality and inclusion of “neurological minorities.” While it is primarily a social justice movement, neurodiversity research and education are increasingly important in how clinicians view and address certain disabilities and neurological conditions.

NCH&C has been speaking to colleagues about their neurodiversities and how these help bring different skills and thinking to our trust.

Examples of Neurodiversity:

• Dyslexia (difficulty with reading and writing)
• ADHD (Attention Deficit Hyperactivity Disorder)
• Autism spectrum disorder
• Dyspraxia (difficulty with coordination).
• Dyscalculia (difficulty with numbers)
• Downs syndrome
• Tourettes syndrome

“Basically, our brain works differently and this is not necessarily a bad thing. People who are neurodiverse are often more creative and great problem solvers” says Cat Alexander,  Co-chair of the NCH&C Diverse Abilities Staff Network. “Depending on the Neurodiversity people will find certain difficulties navigating the world, but with the right environment they can really thrive and bring things to the workplace that others can’t. I’m dyslexic and didn’t know until about a year ago that this falls under Neurodiversity, as well as being a learning difficulty.”

Lauren Pereira is a Trainee Nursing Associate at NCH&C. She received a diagnosis of ADHD and Dyslexia at age 39. She said: “Receiving my diagnosis helped me understand why I am the way that I am; I grew up giving myself a very hard time as I always felt that my issues were due to lack of intelligence, but I managed to complete the course with a grade that I am proud of, thanks to the support of my Clinical Lead and Clinical Educator as well as UEA.”

“My busy brain is often an advantage as I can think about lots of things at once, but this can also mean I can feel overwhelmed and anxious at times, but my Clinical Lead always ensures she is on hand to answer questions as well as provide further support and reassurance. Having extra time for reading and clear verbal instructions which are backed up in writing is also very helpful.”

“There are so many ways that having Autism spectrum disorder (ASD) is beneficial to my role in healthcare” says Carly Harman, Community Assistant Practitioner. “Firstly, I am such an abstract thinker and always find obscure ways to problem solve or to adjust the task to make it more accessible for patients – which is great for helping patients be more independent or achieve their goals! I also have a very good memory and am very precise and detail orientated. It also means I am very thorough and don’t miss anything, because my mind works in a very particular order when carrying out tasks. I am also exceptionally open and honest – I have definitely had to work on having a ‘filter’!! But in general, this is beneficial as it encourages others to be open and honest too. I am also innately non-judgemental and empathetic.”

“In terms of difficulties – as opposed to pre-conception of autism, I can struggle with time management, and I am always late to things! Work makes this easy to manage though as I rarely have to be at a certain place at a certain time, my role is very flexible, I manage my own workload and before, between and after my visits, I can work from home if I want to. I am also able to avoid the sensory overload I have experienced when working in busy wards. It also helps that I work in the best team and my manager is amazing and always prioritises staff mental health and wellbeing.”

Jo Carnaby, Community Assistant Practitioner, agrees that NCH&C colleagues have been supportive of her neurodiversity: “I have spent my life wondering what was wrong with me, and why I was so ‘different’ and recently received a diagnosis of Autism spectrum disorder (ASD). In truth, this has been a game changer for me, I understand myself more than ever and finally have some answers as to why I struggle with certain aspects of life. Work has always been challenging for me for example; being in an office environment can often trigger my anxiety. Likewise changes to my day can throw me into a real panic.”

“After being diagnosed, I decided to book a meeting with my line manager to discuss it. She was so lovely and has been a real support. I have attended online weekly group sessions, with other newly diagnosed adults, and she allowed me the time from my working day to attend these, which I have found very helpful.”

“I was diagnosed with Dyslexia when I was in primary school, I was in year five and I was told by my teachers that it was too late to help me and what support the school had needed to go to the younger children” says Kate Robinson, Governance & Compliance Support and co-chair of the Diverse Abilities Staff Network at NCH&C.

“I’ve been called lazy by many who assumed I wasn’t trying. In my post-graduate year, I was pulled into my tutor’s office and asked a question that had been on an exam paper earlier that month. I answered said question only for my tutor to angrily shout at me ‘why hadn’t I bothered to put that on the paper?’ she couldn’t understand how I could know something but not express it in writing in a high-pressure environment.”

“When I joined the work force people started calling me a liar. This is because many people heard the label of dyslexia and thought it meant stupid. As I was able to ‘pass’ as not stupid I must be lying. In my first job out of university I was labelled as careless and lazy, so I eventually told the truth. I was told that I couldn’t possibly be dyslexic because I had gone to university. My diagnosis wasn’t real.”

“Since joining NCH&C I have learned so much about how my neurodiversity should be seen. It is a part of me, it’s real, it’s not good or bad, it is just what it is. My struggles were valid, and my successes were well earned. The understanding I have encountered here has taught me the value of being seen, of being believed. I am inspired to make sure every single person can feel seen.”

What’s it like working as a clinician with dyslexia? One of our Community Occupational Therapists said: “It’s like wearing two different hats all the time. I must be tight in my thinking and working to comply with time constraints and having to use computer systems to fit into the model of work. This can be soul destroying and even today I question my ability to “fit in” as it can take a long time to adjust my strategies to the frequent changes.”

“On the other side however, when I can afford my patient’s a little more time, I find I am able to be far more creative and think much further outside the box. The same principles apply when looking at service improvements. As an educator with dyslexia, I have been able to recognise and provide reassurance and appropriate support to students with a neurodiversity. It is important that they feel comfortable and able to disclose their diagnosis to those with whom they wish to share. They are more likely to remain in education and complete their training with the appropriate support in the workplace.”

“We must remember some of our patients may also have a neurodiversity. We work in a ‘one size fits all’ and if the patient does not comply, they can be considered as ‘difficult’ or ‘non-compliant’.

“Reasonable adjustments like asking ‘How do you like to receive information’? Or ‘What is your learning style?’, means they are more likely to engage with Therapy. This not only improves relationships but can reduce the amount of time spent with a patient, thus acknowledging the financial burden on the trust. I would love to see additional training to increase staff awareness of how in particular dyslexia impacts on everyone in day to day working.”

How can I learn more?

• Click here for an interactive programme of events for Neurodiversity Week
• Click here to read about supporting Neurodivergent colleagues in the NHS
• Click here to watch some puppetry videos from Heidi Buckell, the Disability Champion at West Hertfordshire Hospital, that help to explain Cerebral Palsy.
• Click here to see several resources to help you support Neurodiversity at work

Become a member of the Diverse Abilities We Care Staff Network 

When NCH&C staff sign up to a staff network, they receive a badge to proudly show their support. Wearing any of the We Care badges is a responsibility – basic education and access to resources can be provided to staff, but we encourage staff to do their own research and broaden their horizons. When an individual signs up to wear a badge, they acknowledge why the staff network is needed, and what their individual responsibility entails.

As a member, you’ll have the opportunity to contribute to a quarterly EDI newsletter, as well as events and cultural awareness activities and communications. Help us to get creative in your area of the trust!

What’s in it for me?

• Improve your wellbeing
• A place to share stories
• A space in which to work together to create inclusive policies
• An opportunity to create diverse conversation
• Mentoring opportunities
• The ability to champion the development of career progression
• Peer to peer learning and development
• A space to network and make lasting friendships
• A safe space to raise any issues you may be facing, to allow your network to help you navigate them
• A space to share ideas of external groups/clubs etc within your community
• An opportunity to support culture change

How can I join?

NCH&C staff can email inclusion@nchc.nhs.uk to join the staff network or click here to download the NCH&C staff network pledge form and become an ally for the Diverse Abilities community. Don’t forget you can also join the Diverse Heritage and the LGBTQ+ staff networks.

Do you know about the Children's Services we offer at NCH&C?

NCH&C offers a number of Children’s and Young People Services. Find out more about our short breaks and respite services as well as links to our Neurodevelopmental Service:

Squirrels Respite Service 

Squirrels is a four-bed residential short breaks unit offering ground floor, wheelchair accessible, accommodation, combining a homely atmosphere with special facilities for children aged 8-18 who have complex health needs.

Based in Aylsham, Squirrels has a dedicated team of nurses and nursing assistants who are trained to meet the needs of the children, and we work closely with colleagues across NCH&C to offer a multidisciplinary approach for your child.

Find out more about Squirrels here.

Download our Squirrels Respite Service flyer.

Short Breaks Home Nursing Team

Caring for a loved one can be an exhausting experience and respite care is incredibly important.

It’s our vision to provide the highest quality respite care to children with complex health needs. We strive to provide a service that meets the needs of families and allows them to rest, spend time with other family members, or to do something different.

We have a dedicated team of qualified nurses and trained nursing assistants who have qualifications or training to meet the needs of children with learning disabilities and complex health needs.

A registered nurse will work with you and your child to devise safe and effective care plans to ensure all your child’s individualised needs are met during their short break session. Depending on their individual needs their regular session may be provided by a nurse or nursing assistant.

Our nursing assistants will be trained by one of our nurses in the care your child requires and will be supervised until they are confident to carry out the care on their own.

Find out more about our Short Breaks Home Nursing Team here.

Download our Short Breaks Home Nursing Team leaflet.

Starfish

Starfish is a specialist service that provides a holistic, evidence-based and flexible community service for children and young people with learning disabilities, from the age of 5 to 18 years.

We provide direct intervention to promote and support positive changes for children, caregivers and other agencies.

The Starfish team consists of Learning Disability Nurses, Clinical Psychologists, Speech and Language Therapists, Therapy Assistant, Psychological Therapy Practitioners, Occupational Therapist, Family Support Workers and a Clinical Coordinator.

Services offered to children and their families are delivered in accordance with the Norfolk CAMHS* Strategic Partnership – Joint LD CAMHS** Pathway Protocol and the five guiding principles of Every Child Matters.

Find out more about Starfish here.

Download our Starfish leaflet.

Neurodevelopmental Service (NDS)

The NDS is multi-professional service that assesses children (up to 18 years old) where there are concerns regarding possible neurodevelopmental disorders such as Autism Spectrum Disorders (ASD) and Attention Deficit Hyperactivity Disorder (ADHD).

Find out more about our NDS service here.

Download our ADHD leaflet.

Download our Autism leaflet.

NHS Staff Survey 2022 - the results are in!

In Autumn last year, we invited all our staff to complete the National NHS Staff Survey 2022. One of the world’s largest workforce surveys, the NHS Staff Survey provides all NHS staff the opportunity to provide detailed, anonymous feedback about their job, their organisation, and the wider NHS.

This year, over 61% of our substantive staff completed the survey – that’s 1,457 respondents. For the first time ever, Bank workers were also invited to share their feedback via the NHS Staff Survey, of which 21% of them did.

Highlights

• Results show that we have maintained or improved our performance across all themes relating to staff experience and morale
• 8 in 10 would be happy with the standard of care provided by this organisation for a friend or relative
• 7 in 10 would recommend the organisation as a place to work
• 8 in 10 feel the people they work with are understanding and kind to one another, are polite and treat each other with respect and show appreciation to one another
• 8 in 10 staff can approach their manager to talk openly about flexible working
• 8 in 10 staff feels their manager takes a positive interest in their health and wellbeing, and 7 in 10 feels the organisation takes positive action on health and wellbeing

These positive themes were also reflected in the responses of our Bank staff:

• 9 out of 10 staff feel that their role makes a difference to patients
• 6 in 10 feels the organisations takes positive action on health and wellbeing
• 8 in 10 staff feels the care of patients is the organisation’s top priority
• 7 in 10 would recommend the organisation as a place to work
• 7 in 10 would be happy with the standard of care provided by this organisation for a friend or relative.

We use the NHS Staff Survey to measure staff satisfaction levels and track our performance as an employer. Our HR colleagues work with local teams to come up with action plans based on feedback specific to their area. By sharing their feedback via the NHS Staff Survey, NCH&C staff help us to implement improvements to the trust which can ultimately impro0ve the quality of care and services we provide.

Stephen Collman, CEO at NCH&C, said:

“Thank you to all our staff who took the time to complete the NHS Staff Survey during what I know was an incredibly busy period. Despite coming out of a challenging year for the NHS, NCH&C’s 2022 Staff Survey results paint a picture of cautiously optimistic recovery. Not only have we maintained or improved our performance across all themes relating to staff experience and morale, but we also consistently outperform the NHS average.

“As in previous years, a high percentage of people have told us that the care of patients is our organisation’s top priority (8 in 10) and 9 in 10 people feel their role makes a difference to patients.  This is encouraging as our people are vital to providing high quality patient services, and so NCH&C will this year continue to focus on creating a positive and fulfilling work experience to retain our highly skilled and valuable people, whilst attracting new people to join us.

“As always, we will use the staff survey results to understand where our areas of focus need to be this year, so thank you for using your voice to support the implementation of positive changes moving forward. We still have work to do, but I want to assure you that we will be addressing the areas of concern that they survey has highlighted to ensure that our staff and patients have the right level of support in place.”

Full survey results can be found here:

• Benchmark report
• Directorate report