ANNEX 5
ANNEX 5
NHS 24 EMPLOYEE SURVEY JULY 2005
Background
A recommendation from the Interim Report of the Independent Review Team was that NHS 24 complete an Employee Survey by August 2005. NHS 24 commissioned MORI Scotland to conduct this survey on their behalf in July 2005. All employees were encouraged to complete the survey - a total of 754 employees participated achieving a response rate of 66%.
MORI Scotland have analysed the data outputs and provided an organisational level report as well as site specific reports. These reports provide contextual comparisons with normative data (ie public sector and NHS) where appropriate and highlight shifts in trends since the last survey carried out in November 2003. It is important to take into account the organisational differences between the 2 periods of time. It should also be noted that not all employees participated in the survey and, as a consequence, results are subject to sampling tolerances
The survey was based on the National NHS Governance Standard requirements which state that all employees are entitled to be:
- Well informed
- Appropriately trained
- Involved in decisions which affect them
- Treated fairly and consistently
- Provided with an improved and safe working environment
Summary of findings
- Overall job satisfaction remains similar to 2003 and is still in line with the public sector norm. Around two thirds of employees are satisfied with NHS 24 as an employer and in particular are satisfied with the working environment - adequate resources to do the job, interesting work and pay. Pay is also cited as one of the most important aspects of the job by employees.
- Satisfaction with NHS 24 as an employer to people outside the organisation is up on 2003 and better than other organisations in the public sector. There has been a decline in the percentage of employees who think that NHS 24 has a good future as an organisation and a decline in employee satisfaction with job security - although still above public sector organisations.
- The views on feedback on performance and feeling informed generally are better than in 2003 and better than the public sector norm. Satisfaction with working hours is up on 2003 but below the public sector norm. The view that there is pressure to work long hours has increased since 2003 as has the feeling that they work under extreme pressure. Employees think that the organisation does not deal effectively with excessive workloads or stress and that the only way to take time off for emergencies is by taking sickness absence.
- Views on career development remain the same as 2003 and there is dissatisfaction in such areas as training and development.
- Employees also feel that their opinions are not heeded by senior managers and they feel they could be better engaged and consulted on matters where they can contribute.
- An action plan has been developed by NHS 24 however the majority of required are already being addressed via Transformation Programme activities.