People

In 2010 we produced a Development Charter to support a culture of learning and development and show our commitment to the personal development of all our staff. We believe that by equipping them with the skills and knowledge they need, we will be able to meet our strategic objectives together.

Single Equality Scheme
We are committed to ensuring equal access to services as well as reducing health inequalities within disadvantaged communities. We also promote equality and diversity in employment and have made great efforts to ensure all our staff embrace these principles within the working environment.

The Single Equality Scheme is an evolving document, which sets out how we plan to embed equality and diversity within the organisation over a three-year period. We have so far made excellent progress and will continue to ensure that equality is at the heart of everything we do.

Since 2008 we have:

• Promoted job share and part-time working in management positions
  
  
• Ensured equality and diversity issues are included within our procurement policy and procedures
  
  
• Carried out Equality Impact Assessments on policies and procedures
  
  
• Developed a multi-faith calendar and promoted this on our internal equality and diversity intranet pages
  
  
• Developed an exit questionnaire to track reasons why people leave the organisation, and begun a linked new starters questionnaire to monitor engagement levels of new starters over time
  
  
• Changed the Equality and Diversity Awareness course from a full-day to a half-day programme to allow for flexible working arrangements and shift patterns
  
  
• Ensured that information on our website relating to static centres and disability access is available at www.blood.co.uk
  
  
• Developed successful community engagement initiatives and links with BME organisations to promote our work
  
  
• Made our workforce aware of family-friendly policies and processes.
  
  

Shine
Shine is the umbrella term for our talent and leadership development strategy. It encompasses all the ways we support our staff to shine as tomorrow leaders based on the competencies identified in NHSBT Leadership Qualities Framework.

Hubbub Talent Management Programme
As part of this, the Hubbub Talent Management Programme is designed to identify, assess, develop and maximise the potential of our most talented individuals. And we are working in collaboration with five other health and social care organisations also taking part in this programme.

This is what differentiates our programme as candidates will be developed alongside colleagues from other organisations to help them network and broaden their understanding of the wider NHS healthcare system.

The programme is aimed at managers at Band 7 and above.

Staff Survey
Our Staff Survey is designed to measure how NHSBT people feel about the organisation and the environment they work in. It helps us to identify areas where improvements can be made and ultimately save and improve lives by delivering better care to donors and patients.

In 2010/11, as a direct result of the feedback received from the 2009 staff survey, we ensured that all staff had a valid and effective appraisal at least once a year. A recognition scheme for all staff was launched to say thank you and acknowledge their efforts, and steps were taken to ensure everyone was aware of the benefits and services available to help them achieve a better work-life balance.

The launch of the 2010 Staff Survey in September was delayed due to restrictions put in place about the use of external providers. However, at the end of the year we received approval to use Quality Health, our external provider who has worked with us in previous years, to carry out the survey. The survey was launched and ran until the end of March 2011.

The results will be used to identify areas of improvement across the organisation and to create action plans in each directorate.