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Inspection report

Date of Inspection: 15 March and 13 April 2011
Date of Publication: 6 June 2011
Inspection Report published 6 June 2011 PDF

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Staff should be properly trained and supervised, and have the chance to develop and improve their skills (outcome 14)

Meeting this standard

We checked that people who use this service

  • Are safe and their health and welfare needs are met by competent staff.

How this check was done

Our judgement

People who use services are safe and have their health and welfare needs met by competent staff.

User experience

CQC’s adult inpatient survey (April 2011) found that the vast majority (nearly 90%) of patients across the trust had confidence in the nurses and doctors treating them.

Other evidence

The hospital manager told us that all new employees start work on a trust induction date and are allocated a mentor. All the staff we spoke with told us they had attended induction and received regular training updates, including mandatory training once a year. They told us they have an annual appraisal with their line manager when they discuss their performance and development needs. All the staff we spoke with told us this was a constructive and supportive process.

CQC’s 2010 National NHS staff survey (March 2011) found that trust staff were highly engaged with their work, their team and their employer, and few experienced discrimination at work. The trust was in the highest 20% for staff receiving job-relevant training, learning or development in the last 12 months and getting support from immediate managers. The staff we spoke with agreed with this and told us that although they do not have regular supervision sessions with their line managers, they meet with them whenever they need to. They all told us their managers and senior hospital staff were approachable and supportive. Staff told us they had been on various professional development training courses, to enhance their role as housekeeper, health care assistant or link nurse. One mentioned that many courses are held at King’s Mill Hospital, which is some distance away, and that discouraged her from attending other than mandatory training.

The hospital manager told us she reports appraisals to the trust’s human resources department and carries out an annual training needs analysis with input from team leaders. The requests are sent to the trust’s “learning beyond registration” coordinator, and usually these requests are supported and funded. Occasionally the hospital manager uses ad hoc trust funds to pay for one off courses when funding won’t be provided through normal learning and development budgets. She agreed the vast majority of training takes place at the King’s Mill Hospital location, due to the logistics of numbers, staff and training facilities, but there are e-learning packages and some training can be carried out through a video link from Kings Mill Hospital.

Staff told us they feel safe at work and have been supported to raise any concerns without fear of recrimination. “It feels like a family here.” They told us they are able to take regular breaks away from the ward or department. The hospital has up to date policies on bullying, harassment and grievance. The hospital manager is on the trust’s staff wellbeing committee and there are two staff wellbeing days per year. The committee is looking at concerns raised by CQC’s 2010 National NHS staff survey (March 2011). This found that although the trust scored well for staff experiencing little harassment, bullying or abuse, they were in the worst 20% for perceptions of effective action from employer towards violence and harassment (the trust was worse than average for experiencing physical violence from patients, relatives, the public and staff).

Two members of staff gave us examples of positive help from the occupational health services on return to work after sickness and during normal working practices. Staff told us about the effective counselling service provided by the occupational health department and there is a staff benefits coordinator who helps people with more practical concerns such as managing long term sick leave or child care.