Wellbeing Project Lead - Plymouth, United Kingdom - University Hospitals Plymouth NHS Trust

University Hospitals Plymouth NHS Trust
University Hospitals Plymouth NHS Trust
Verified Company
Plymouth, United Kingdom

3 weeks ago

Tom O´Connor

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Tom O´Connor

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Description

The Trust has an ambitious and testing time ahead to deliver on the Operating Plan and strategy, having staff who are supported to remain well and prioritised for help when not, is essential for successful delivery of the plan In order to respond to supporting wellbeing there is no single action that can change how well supported staff feel and there are many influencers to staff wellbeing which sit beyond employer sphere of control.

However, bundles of practices and support are evidenced as the best methodology to provide a framework to help staff thrive rather than survive.

The Trust has also committed in the People Plan to the moral imperative of taking care of our UHP people and creating a sense of belonging, compassion and care.

This work forms part of the Trusts ability to actualise its cultural plan to create a healthy organisation which enables delivery on its Operating Plan through a healthy and engaged workforce.

The retention and sustainability of our workforce is a key part of our People Plan.

We are striving to respond to the needs of our staff by recognising that traditional working patterns may not enable the necessary life/work balance to ensure our people are well and can thrive at UHP.

Whilst the Covid pandemic has facilitated great movement towards hybrid and remote working patterns and increased flexibility for some of the workforce, some of our clinical colleagues and managers still report difficulty accessing and offering/supporting flexible working options.

In line with the national people promises, we believe that no one working at UHP should have to sacrifice family, friends or interests for their work, and that predictability and flexibility are fundamental to helping our people live full and balanced lives.


PRIMARY DUTIES & AREAS OF RESPONSIBILITY Learning and Organisational Development Engage wider workforce about flexible working experiences, to build a rich picture of current practice, together with examples of where flexible working options are being well delivered in a way that meaningfully impacts the experience of staff.

Understand the highly complex and varied needs of our workforce with regards to employment picture and regularly seek to gather feedback and qualitative data around what changes would make the greatest difference to our staffs ability to achieve life/work balance.

Collaborate with managers and clinicians across the organisation to design flexible working pilots and interventions, gathering feedback and evaluating the feasibility, efficacy and potential cost benefits to such projects.

Socialise the well-researched benefits of a positive approach to flexible working with teams across UHP, encouraging discussion and using appreciative inquiry to understand what barriers currently exist and how they might be overcome.

Facilitate conversations to share learning and support cultural change in our approach to flexible working.

Assist in the implementation of successful flexible working options, and support managers, teams and individuals to monitor progress and manage complexity as it arises.

Maintaining a focus on the long term benefits of offering greater flexibility to our people and sustaining a solution focused mindset.

Share learning from other organisations with UHP, and help teams learn from each others experiences and methodology.


Attend regional, system and national forums pertaining to enhancing the flexibility of our workforce, and contribute our learning to the same, with the ambition of becoming a regional leader in terms of the flexible employment opportunities available to UHP staff.

Work with our learning and education team to develop pipelines that will support equal and diverse access to careers in healthcare, accommodating those who have different needs in terms of employment patterns.

Utilise and build on existing links and networks in the organisation e.g. People champions, Staff networks, Staffside, to ensure progress is made in an inclusive and staff-centric manner.

Analyse the current profile of flexibility across UHP, and provide evidence-based evaluation of key initiatives and approaches in terms of improved employee experience (e.g. retention, engagement, cultural indicators) Further the flexible working agenda at UHP in a way that fundamentally changes our standard practice and perceptions of flexible working with regards to the recruitment and retention of our people Holds delegated budget for department Works autonomously, interpreting legislation where necessary Direct line management responsibilities for team (please see org chart above) Responsible for the development and maintenance of information systems and technology to support the project SUCCESS MEASURES Improved access to wellbeing support positively reducing sickness absence Increased number of flexible working opportunities and pathways and number of flexible working requests and percentage of approved requests Improved trajectory for People Promise Looking After Our
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