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Found 192 results
  1. Content Article
    Online psychological toolkit for challenging times | from Scotland's National Wellbeing Hub Staff wellbeing initiatives at adult acute care sites | from NHS Lothian What we learned about improving frontline staff health and wellbeing | from The Mungo Foundation Valuing our social care colleagues | from Blackwood Homes and Care Can a wellbeing 'Extreme Team' promote patient safety? | from NHS Ayrshire & Arran Going the extra mile for colleagues | from NHS 24 Many voices more powerful than one | from the Scottish Student Mental Health Nurse Forum
  2. Content Article
    This resource is intended to help leaders guide conversations with colleagues to: Provide and elicit needed information and problem-solving to ensure staff well-being and the best care possible Use this time during the COVID-19 pandemic to break unnecessary rules and build more robust systems Tap into creative solutions identified by staff for both immediate needs and in an ongoing way Promote joy in work through healthy relationships and environments that support teams and personal growth while diminishing, as much as possible, current and future stress In using this guide, leaders are encouraged to use any opportunity to frequently communicate with team members — using brief in-person huddles, electronic methods, or other approaches — to promote staff well-being.
  3. Content Article
    Key points Freedom to Speak Up Guardians are required to record all cases of speaking up that are raised to them. Your records: help you keep track of individual cases promote consistency in the handling of cases provide a measure of the speaking up culture in your organisation and the use of the Freedom to Speak Up Guardian route act as a source of intelligence enabling trends in, and barriers to, speaking up to be identified. Cases should be recorded: in a consistent and systematic way with due regard for confidentiality in compliance with local data and information management, and security policies. Confidentiality should always be respected and details of individual cases should not be shared outside the bounds of your agreement with the individual you are supporting. As a general rule, without express consent, this includes not sharing details of individual cases amongst local networks of champions/ambassadors etc. nor with other parts of your organisation, or with outside organisations. In some circumstances confidentiality may need to be broken (for instance if there is an immediate risk of harm to an individual) – decisions on the extent of information that needs to be disclosed to enable appropriate action will need to be taken on a case-by-case basis. The Data Protection Act 2018 and the General Data Protection Regulation (GDPR) form part of the data protection regime in the UK. You should seek advice from the experts in your organisation regarding the data you are collecting, how it is processed, stored and retained/destroyed. Be aware that your records may be requested weeks, months or even years after their creation and this should be taken into account when setting up your systems.
  4. Content Article
    Whilst the principle aim of the guide is to support Guardians’ training needs, reflective practice and self-development, it could also be useful for: Regional and National Networks who might like to use the resources to support a local conversation about aspects of good practice Induction and other training programmes, for which the guide provides easily accessible materials to use and download. Organisations keen to support their Guardians by understanding the nature and complexity of the role. Informing Guardian’s organisational appraisals and PDPs. The Guide offers a short perspective on each of twenty-one competencies alongside questions for reflection and links to supportive material which will be regularly refreshed.
  5. Content Article
    Actions the National Guardian's Office will take: Improve the office’s offer of support and guidance. Further enable existing guardians to support each other. Take positive action to support guardians in trusts with less positive speaking up cultures. Improve understanding of the impact of the guardian role, and Freedom to Speak Up culture in the NHS . Develop governance arrangements and explore further the office’s standing and role in the wider system. Increase reach into the primary care landscape. Join-up cross system drivers for improving freedom to speak up culture.
  6. Community Post
    This year's theme for World Patient Safety Day (17 September) is Health Worker Safety: A Priority for Patient Safety. We know that staff safety is intrinsically linked to patient safety but we need your insight to help us understand what matters most when it comes to feeling safe at work. So we're asking you to tell us: What is most needed for health and care staff to feel physically or mentally safe at work? In this short video, Claire Cox (Patient Safety Learning's Associate Director of Patient Safety and a Nurse) shares her top three. What do you think is most needed? Please join the conversation and help us speak up for health worker safety! Nb: You'll need to sign in to the hub to comment (click on the icon in the top right of your screen). If you're not a member yet, you can sign up here for free.
  7. Content Article
    The link below will take to you a number of case studies showing how healthcare teams have responded and made changes to improve how they protect, support and engage staff. The case studies include examples from primary care, secondary care, infection prevention and staff education programmes. Also included is information and guidance on: risk assessments protecting all staff speaking up regional support.
  8. Content Article
    In this blog, Patient Safety Learning make the case that staff safety is intrinsically linked to patient safety. It sets out how the six foundations for safer care from the report, A Blueprint for Action, can be used to consider how making improvements to staff safety complements patient safety.[1] It looks in more detail at four key aspects of staff safety and how these areas are intertwined with improving patient safety: Physical safety – considering how the Covid-19 pandemic has highlighted the importance of this in ensuring patient and staff safety is not jeopardised. Safe staffing levels – outlining the importance of this to protect the welfare of staff and avoid creating conditions in which patient safety incidents are more likely to occur. Psychological safety – setting out the importance of having organisational cultures that enable staff to feel secure in speaking up about incidents of unsafe care, ensuring that opportunities for learning and innovation are not shut down by a blame culture. Support to staff after patient safety incidents – highlighting the key role that providing emotional support to health and social care staff who are involved in patient safety incidents can play in fostering an environment of openness and learning. It concludes by setting out the activities Patient Safety Learning will undertake over the course of September to raise awareness of, and promote action for, staff safety. References: 1. Patient Safety Learning, The Patient-Safe Future: A Blueprint for Action, 2019.
  9. Content Article
    The accompanying visual graphic is designed to be posted for staff to see and use daily, and for team leaders to reference and use to create the enabling conditions for key recommendations to be successful. Follow the link below to download the resources.
  10. Content Article
    Don’t rush. You should never have to write and submit a statement immediately. It’s fine for an employer to set a deadline, but you should still have reasonable time to prepare your statement and get it checked by the RCN. Know what you’re writing about. You should be given a clear instruction or question in writing. If you haven’t been given this, ask for it. Consider if you’re at risk. If your conduct or practice is being questioned by your employer or agency, then – provided you were a member at the time of the incident – use the RCN’s statement checking service accessed via RCN Direct on 0345 772 6100. If you’re being asked to provide a statement purely as a witness, and you don’t believe there is any risk to you, simply follow the RCN guidance (link below). Be clear. Your statement should explain events from start to finish as clearly and simply as possible. Explain when things happened, who was there, and what you did, saw and heard. Try to avoid offering an opinion not based on facts. Be relevant. Do your best to answer the question or allegation you have been set. If you can’t remember something, say so. Very few people can perfectly recall every event that’s ever happened to them. Be compliant. If you’re a registered nurse, follow the National Midwifery Council's Code of Conduct, particularly the ‘Promote professionalism and trust’ section. Ensure you follow your employer’s local policies and confidentiality guidelines too. List all documents referenced in your statement. If possible, state where to find them. Format your statement. Add page and paragraph numbers, double space your lines and ensure pages have clear wide margins at each side. Check it. Review each paragraph carefully, checking that your statement only communicates exactly what was asked for or required. Look at whether you can provide evidence for the facts stated. Check the facts you provide are clearly and objectively explained. Keep a copy. You may need to refer to it in the future. The RCN’s statement writing guidance covers these tips in more detail, has a statement writing template you can use, and provides guidance on what to do if you are asked for a statement in other contexts such as if a coroner or the police ask you for a statement. Follow the link below for more information.