1 / 14

“Our approach to EDS and PFD” Elizabeth Horne Director of Human Resources

“Our approach to EDS and PFD” Elizabeth Horne Director of Human Resources. UK's largest specialist cardiothoracic hospital and the country's main heart and lung transplant centre 23,000 inpatient and day cases 59,000 outpatients 278 beds Patient experience – top 20%

sylvesterb
Download Presentation

“Our approach to EDS and PFD” Elizabeth Horne Director of Human Resources

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. “Our approach to EDS and PFD” Elizabeth Horne Director of Human Resources

  2. UK's largest specialist cardiothoracic hospital and the country's main heart and lung transplant centre 23,000 inpatient and day cases 59,000 outpatients 278 beds Patient experience – top 20% Employs 1,600 people Income £120 m (Pay £65 m) Member of Cambridge University Health Partners (CUHP) and EAHSN Background

  3. Workforce Profile

  4. Business Case Aim: “Set Standards and Change Behaviour for the Benefit of Patients and Staff”

  5. Set up an Equality and Diversity Taskforce Group – Chaired by Medical Director and includes elected and nominated governors, patients, staff side and PALS Set up Equality and Diversity Workshops Equality Impact Assessments and published on intranet Linking Equality and Diversity to staff development – KSF outlines Incorporating Equality and Diversity in Induction and Training Programmes – Mandatory for all staff to attend either “Working or Managing at Papworth” Workshops Stakeholder involvement - reference groups, collating evidence informing design and delivery. What Did We Do?

  6. What Influened?: NHS Constitution

  7. What Did We Do? Papworth People campaign ‘Papworth People’ campaign is being used to brand Personal Governance and other initiatives including the Service Improvement Programme, for example:

  8. Corporate Governance Clinical Governance Personal Governance • Personal Governance will be measureable structured approach around the individual’s: • Actions • Behaviours • Competencies Personal Governance

  9. Personal Governance What We Do How We Do It Objectives Values Standards Metrics Performance Review Targets Behaviours Projects Measures

  10. Listened to our staff and patients through: Investors in People Award Staff Survey Results Patient Survey Evolving process: building on successes and lessons learnt EDS – Where Did We Start?

  11. 2 x amber(developing) 10 x green(achieving) 6 x purple (excelling) Equality Delivery System In 2012, the external review of the Trust’s performance against each of the 18 EDS outcomes resulted in:

  12. 4 Objectives

  13. 4 Objectives (cont)

  14. Incremental development but sustainable = equality and diversity issues embedded into organisation; Owned by the hospital and supported by the Board of Directors and Board of Governors; Partnership Working with Stakeholders is paramount to success Allocate Funding, Time and Resources “Everyone is equal but sometimes you have to treat them differently” “I am willing to make the mistakes if someone else is willing to learn from them” Key Messages

More Related