People Survey: Spotlight on South West

The South West region are focussing on Acceptable Workload, Supporting Effective Performance and Learning and Development as their priority areas.

We have used the People Survey outcomes and additional colleague feedback to devise a regional action plan; individual Business Units have also produced their own local action plans, all of these are reviewed regularly and fed back to colleagues.

Acceptable Workload

We are focussing on recruiting to fill our vacancies to reduce workloads and have fully resourced teams, to support this we:

  • Have reviewed our recruitment and retention information and implemented our Recruitment and Retention strategy
  • Use data from exit interviews to help inform future actions to increase retention
  • Have focussed on improving accessibility for colleagues who require workplace adjustments

To support colleagues wellbeing in the workplace, we have:

  • A calendar of PAM wellbeing sessions
  • Re-launched the Mental Health Allies programme in our region

Supporting Effective Performance

Well informed and confident management was identified as one of the contributors to supporting performance, we have:

  • Improved our attendance management monitoring
  • Promoted the timely use of OH referrals, WAS, CS HR Case managers and staff support services
  • Provided upskilling events and HR guidance documents for managers on key attendance management policies
  • Facilitated HR drop-in sessions for managers
  • Management Specific PAM wellbeing sessions
  • Launched the new Performance Management policy with manager specific briefings
  • Plans to upskill managers to have supportive conversations

Learning & Development

Completion of mandatory training requirements has proved challenging in busy times, to support this we have:

  • Improved accuracy of recording completions
  • Developing a guide for managers to support staff to complete training

Colleagues felt L&D opportunities were limited, to improve this we:

  • Include L&D opportunities on our twice weekly staff briefing
  • Increased awareness of the Quality Development Team Information Board
  • Provided My learning guidance
  • Have dedicated resources to complete ViSOR vetting
  • Re-Launching ‘Coffee Connect’ to help staff build networks and develop peer learning and support.
  • Promoted Success Profile training for all staff

Actions taken against last year’s People Survey and the regional priorities have been feedback through regional all staff calls and briefings, alongside this the individual Business Units have developed their own plans and communicated feedback directly to their teams