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Trust Induction BookletOrganisational Development Edition 4, 2022
WELCOME ON BOARDA guide to helping you ‘Find your Feet’ at Blackpool Teaching Hospitals NHS Foundation Trust
www.bfwh.nhs.uk
Welcome
Trust Induction Booklet Organisational Development. Edition 4, 2022
www.bfwh.nhs.uk
www.bfwh.nhs.uk3.
Your Onboarding Jouney
Board of Directors / The Board Board Members - Here is what they sayBefore we begin (The Staff Intranet) The Onboarding Journey BeginsElectronic Staff Record ESRESR Guides Onboarding Journey - The next Steps Local Induction - Completing the form Onboarding Journey - The Personal Touch
Our trust
Our HistoryAbout UsOur Locations / mapOur DivisionsOrganisational Development (OD)Our Values The NHS People Plan Quality Improvement The Green AgendaResearch & DevelopmentInformation GovernanceThe Place Based Partnership Policies & ProceduresHealth InformaticsEmployee OnlineCommunicationsThe Staff App
PayrollPension SchemeChild & Family Care ServicesUnions / Staff SideFraud & SecurityGood to know (Blue Skies)
Our Family
Our Family Bankpool StaffArmed ForcesHints & Tips Advice frrom other new starters
Being your Best
New starters & Appraisals / process & systemCore Skills Training Framework (CSTF)Maximising your Potential - Our offer
Happy and Healthy
Freedom to Speak Up (FTSU)Employee EngagementEmployee EngagementKeeping you safe and well at work Macmillan
Acronyms BusterThe Main Hospital Map
Contents
Pages
5.6.7.8.9.10-11.12.13.13-14.
15.16.17.18-23.24-25.26.27.28.29.30-31.32-33.34.35.35.36.37.38.
39.39. 40.41.43.44.
45.45.46.47.48.
49.50.51.
52.53.54.55.56.
57.58.
www.bfwh.nhs.uk4.
Welcome from the Chief ExecutiveTrish Armstrong-Child Hello and welcome to Blackpool Teaching Hospitals NHS Foundation Trust. Congratulations on your new role, we’re delighted to have you on the team.
I know starting a new job is both exciting and daunting so hopefully this booklet and the Trust’s induction process will help you settle in. The NHS nationally is a large and complex organisation but there are lots of people here at the Trust, across a range of services and settings and in the wider health and social care system, who are fantastic and I know will help with any questions you have.
You will see me around our hospitals, community settings and right across Blackpool, Fylde and Wyre and I want to say right from the off – feel free to stop me and say hello or get in touch via email or social media channels if you prefer. I truly believe that having open and honest conversations is one of the most important things we can do and that listening and taking all feedback seriously cannot be underestimated.
Please, if you have concerns, if something doesn’t feel right, if you’re uncomfortable with a plan or decision, a behaviour or an action, tell someone. There are a range of ways you can do this and it’s OK to use whichever feels best for you. The most important thing is that you find the courage and voice to speak up.
I believe staff are our biggest asset and I want to include and work with everyone equally.When I first started in the NHS, I had no particular aspirations or clear career pathway but I worked hard and took up opportunities to develop and grow,
Trish Armstrong-Child MBEChief Executive
which enabled me to work in a variety of roles and make progress to become Chief Executive.
I firmly believe that everyone should have the same chances to improve and progress, regardless of who they are or where they started. The Trust is values-driven and together we can encourage openness, honesty, transparency and learning. Here are things that keep me focused on this – but if you have others I’d love to know:
• Treat others the way we would want ourselves or our families to be treated
• Do the right thing for patients, even when it may not be the easy thing
• Ensure every colleague believes they have a valuable contribution to make and that will make a difference to the people we serve
• Always strive for inclusion, recognising ‘differences’ and embracing them
• Support and nurture talent within the organisation and in our communities
• Recognise what it is like to be on the receiving end of yourself
I am delighted you have chosen to join the Trust at what I believe is an exciting time – welcome to the team and good luck in everything you do.
The Board of DirectorsOur board of directors have a visible presence across the Trust, visiting wards and departments to support staff and simply see how things are. They do also operate an open door policy and are based on the 2nd floor, above Costa Coffee and WH Smiths at the main entrance to the hospital. Familiarise yourself with them as you are likely to meet them around the hospital.
The board meets monthly to discuss a range of matters which relate to the operating model and performance of the organisation. Every month the board hears a patient story which is a great way to showcase the level of excellent patient care we pride ourselves on delivering.
The executive team have signed up to ‘Back to the Floor’ which involves spending time on shift with a front line service to really appreciate what it is like in front line shoes. Not only does it raise the visibility for executives to get out there with staff but also gives them the opportunity to appreciate the day to day challenges, identify collective solutions to these
challenges and experience the brilliant work our staff do.
Non-Executive Directors
Non-Executive Directors (including the Chairman) are not full time NHS employees. They are people who live, work in, or have strong connections to our local area and have shown a keen interest in helping to improve healthcare for local people. Their presence on the Board helps to ensure that the Trust works in the best interests of the people it serves.
Shelley WrightJoint Executive Director
of Communications
Peter MurphyExecutive Director of
Nursing, AHP’s & Quality
Steve ChristianExecutive Director of Strategy
and Transformation
Steve FoggChairman
Mark BeatonNon-Executive Director
Fiona Eccleston Non Executive Director
Mark CullinanNon-Executive Director
Andrew RoachNon Executive Director
James WilkieNon-Executive Director
Sue Mckenna Non Executive Director
Janet BarnsleyExecutive Director of Integrated
Care & Performance
Natalie HudsonChief Operating Officer
Feroz PatelExecutive Director of
Finance
Trish Armstrong-ChildChief Executive
Chief Executive and Board Welcome
Adrian Carridice-Davids Non Executive Director
Louise LudgroveExecutive Director of People and
Culture
Esther SteelDirector of Corporate
Governance
Director Name: Natalie Hudson | Title: Chief Operating officer
Top tip for new starters: Enjoy working here, it is a great place to work. Be kind and caring to all our patients. Be kind and caring to each other
The Board of DirectorsHere is what some have to say about working at BTH...
Director Name: Mark Beaton | Title: Non-Executive Director
Top tip for new starters: Build a team of people around you who can make things happen and change the way things are done - be proactive be yourself. Care about yourself others and the business.
Director Remit and Scope of role: To be part of the Board that oversees the operation of the Trust. To Chair the Operations Committee including Finance, Performance and Hr/People.
Key areas of interest / accountability within our strategy: Development of Strategy, Alignment of Strategy with Board Objectives. Achievement of the Strategy via the Board and Operations Committee including Financial Objectives, People Objectives and Performance Objectives.
Director Name: Peter Murphy | Title: Director of Nursing AHP’s and Quality.
Top tip for new starters: Smile – it costs nothing and means everything.
Director Name: Feroz Patel | Title: Executive Director of Finance
Top tip for new starters: Be curious, Be yourself, Be compassionate
Director Name: Shelley Wright | Title: Joint Executive Director of Communications and Engagement
Top tip for new starters: Check out all the great communications channels we have here at the Trust including regular updates in your inbox, the staff app via the usual app stores and join Team Brief once a month virtually to meet and ask questions of the Execs
Director Name: Janet Barnsley | Title: Executive Director of Integrated Care and Performance
Top tip for new starters: A new job and if in a new organisation can be quite overwhelming. Be kind to yourself, ensure you maintain a work life balance. Talk to people if you are feeling pressured, there is always someone willing to listen, offer advice and support and more often than not a much needed brew.
Director Name: James Wilkie | Title: NED
Top tip for new starters: Listen
www.bfwh.nhs.uk6.
Before we begin...Make use of the Staff Intranet
The staff Intranet holds a wealth of information including news, communities, employee directory, a search facility and links to different systems required to carry out your role. Have a look at the Intranet and find your way around the different elements. To access the Intranet, just click on your internet browser icon on your work computer and it will take you straight there!
Your Onboarding Journey
Throughout this booklet you will be sure to notice that we will refer to further information that can be found on the Trust’s Intranet. However, we have not provided direct links to the information. There are a couple of reasons for this:
1. Items on the Intranet may be moved and therefore the links will change and the ones in this booklet would not work. How frustrating!
2. The Intranet is packed full of information, policies, updates, systems and so much more. We want you to explore it, use it and find your way around. You will be glad you did.
The IntranetFront page of the Intranet
www.bfwh.nhs.uk 7.
If you need any assistance with logging onto ESR please contact the ESR department on01253 951600 – Option 7 or [email protected]
The Onboarding Journey Begins
It is now time to start looking at your journey into finding your feet at BTH; the processes and systems that you will learn to utilise, the behaviours we want to embed and the services that are available to support you along the way and beyond your onboarding.
Electronic Staff Record (ESR)Lets start with ESR as this is the system that you will use frequently for a number of functions - including elements of your induction!
ESR is an integrated HR and payroll system used by 99% of NHS trusts and its potential to support workforce planning, talent management and safety and compliance is huge. ESR allows us to assure ourselves that we have the right numbers of staff, with the right skills in the right place to deliver safe care.
Staff are becoming much more comfortable with accessing and using ESR as it is where your payslip is located, where you will complete online core skills training and book onto other essential training.
The next pages will provide invaluable information on accessing ESR from a trust computer and from your home PC or mobile phone. Follow through the guidance and get familiar with ESR.
Your Onboarding Journey
www.bfwh.nhs.uk8.
Search for ‘ESR’ in the blue box on the Intranet homepage and click on the ‘ESR System’ link.
Then click on ‘login via smartcard’.
After you insert your smartcard, you will need to enter your password.
Enter your username and password and click on ‘Log in via username password’.
If you do not know your username and password details, please see our ‘Accessing your ESR username and password guide’ (page 3 of this guidance)
Your Onboarding Journey
Accessing ESR on a Trust computerYou can access your payslips, e-learning and much more through ESR Employee Self-Service from the internet for use with a home PC or with mobile device. Go to: http://my.esr.nhs.uk
www.bfwh.nhs.uk 9.
Payslips/P60Training compliance matrixTotal reward statement (TRS)e-Learning coursesPersonal / absence information and update your address / contacts
Log onto ESR via a Trust PC. From the top right hand side on the portal page, select ‘Manage Internet Access’; this will give you your username and allow you to create/change your password.
Once you have your logon details, open:http://my.esr.nhs.uk
Enter your details when this screen appears and then you will be directed to your personalised ESR Portal.
Your Onboarding Journey
Accessing your ESR on your home PC or mobile deviceIf you have a smartcard then you will need to access ESR using this. Only if you do not have a smartcard can you access ESR using a username and password.
www.bfwh.nhs.uk10.
Your Onboarding Journey
How to get your ESR Employee Self Service Username and Password to use on a Trust computer computer
If you have a smartcard you must use this to log onto ESR on a Trust PC.
To access your username and password follow the Request Username/Password link.
If you know your Username type this in along with your NHS email address. Then click ‘Forgot Password’. This will send you a link to reset your password.
If you do not know your username type in your NHS email address below and enter your date of birth. Then click ‘Forgot Username’. This will send you your username and a link to reset your password.
If you do not know your username type in your NHS email address below and enter your date of birth. Then click ‘Forgot Username’. This will send you your username and a link to reset your password.
This will now take you back into ESR where you will see three boxes (Username, Password, and Confirm Password). Enter the username that you have been emailed and then set your own password. There are some restrictions regarding the password, please see below:
Password restrictions:
Passwords must be 8 characters or more in length;
Passwords must contain at least one letter and one number;
Passwords may not be the same as previous passwords;
Passwords may not contain repeating characters (such as dd or 22) or sequential characters or numbers (such as ABCD or 1234);
Passwords may not be place names or people names;
Certain words and terms are not permitted within passwords. Users should avoid using words associated with the system, their roles or their locality.
For further support with ESR and e-Learning please contact:[email protected]
www.bfwh.nhs.uk 11.
Onboarding journeyThe next steps...
Now that you can access ESR, lets take a look at the next steps in helping you find your feet at BTH, feel confident and competent in your role and demonstrate the skills and behaviours for which you were hired.
BTH is invested in providing the best possible start to new BTH family members. We appreciate that having a smooth joining process is important in helping you settle into your role and understand how we work.
Each element of the onboarding journey, including this booklet is focused on providing you with information, guidance and support available as you navigate BTH.
Local InductionI am sure you have realised, or will soon realise that BTH has such diverse working environments. There are aspects that will differ between divisions, departments, and teams, that one generalised Induction could not possibly cover.
However, with the need to ensure the safety, health and wellbeing of all our staff, we must be sure new starters are made aware of processes, practices and the environment in which they will be working.
We have devised a ‘local induction’ that your manager will work through with you in your initial weeks.
As you gather information and knowledge about your working environment, you will be able to contribute more effectively to the team.
Dependent upon your role you will complete either the Non- Clinical local induction, Clinical local induction or the Medics local induction.
Do take ownership of the local induction and the elements included. Anything you are unsure of, work through with your line manager over your first 4 weeks of employment. This will include aspects such as health and safety, working practices and procedures, information governance and communication and engagement.
Accessing the local induction formThe local induction form is located on ESR. Once logged onto ESR, click on ‘my learning’ down the left handside of the page.
Simply type ‘local induction’ into the box, press go and the following options will appear.
Click the enrol button to the righthand side that corresponds with the induction that you will be completing according to your role. when information about the induction appears, click ‘apply’.
You will then be taken to the ‘learning enrolments’ page where the local induction will appear in your list of allocated training.
Press play and off you go!
Your Onboarding Journey
www.bfwh.nhs.uk12.
Your Onboarding Journey
Local Induction Completing the form
You will need to confirm your understanding or completion of all aspects of the local induction as you will not be able to move on until you tick YES to each question.
This is to ensure that all our staff have the knowledge,skills and information required to carry out their role and maintain the safety of themselves, colleagues and patients.
Although we will ask your manager to work through this with you, do ask questions and seek out the answers from your team. There are also helpful links through the induction that will take you to the information required.
Once you have ‘signed off’ as completed, your manager will be notified for them to also confirm completion.
Remember, this requires completing within 4 weeks of your start date!
Onboarding journey The Personal Touch
Along with Finding your Feet, we will have sent you an invite to a Tea & Toast and Market Place event and we do encourage you to attend.
Tea & Toast -This is an opportunity for you to meet one / two of the executives as they welcome you to the Trust. Currently these are being held virtually, but do grab a brew, attend and enjoy.
The Market Place - It is then time to hear from teams and services from across the Trust, along with external organisations as they inform you of what they do and how they can help and support you. There may be things you have never even thought of. Come along and find out more.
The elements of the local induction
Introduction
New Starter Checklist
Data Protection
Health & Safety
Working Practices and Procedures
Clinical/Medics & Doctors Checklist*
Sign off Confirmation
*Where applicable
www.bfwh.nhs.uk 13.
Your Onboarding Journey
Onboarding journey The Personal Touch Continued
The Tea and Toast and Market Place event is an extremely informal event and feedback received has been extremely positive. These are just some of the departments/areas/organisations that currently attend the events. However, word is spreading and more people want to get involved, which is fantastic. A great time to really find out about BTH!
Staff SideQuality ImprovementFreedom to Speak UpPatient Experience TeamEquality, Diversity & InclusionMacmillan Information & Support CentreInformation GovernancePayroll, staff benefits & pensionsSimply HealthArmy Medical Service ReserveBlue Skies Hospital FundResearch and DevelopmentHealth Informatics Education & TrainingStaff Wellbeing & EngagementLibrary & Knowledge ServiceEnvironmental Sustainability
www.bfwh.nhs.uk14/.
Our Trust
1936The new Blackpool Victoria Hospital was opened on East Park Drive.
1894Blackpool Hospital opened on Whitegate Drive.
1898The hospital expanded and Queen Victoria consented to it being renamed Blackpool Victoria Hospital.
1948Joined the National Health Service.
1963How the main entrance of the hospital looked in 1963…1967
A new Accident & Emergency Department was under construction
and opened in 1967
2010Trust granted ‘Teaching’ status and becomes
Blackpool Teaching Hospitals NHS Foundation Trust, accepting increasing numbers of medical and
nursing students and working in partnership with local medical schools.
2019Plans are made for a new government funded
‘Emergency Village’ – an expansion to the emergency department, upgrading facilities,
increasing the capacity within the emergency department and easing pressure on the increasing
high demand for emergency care.
2007Trust granted ‘Foundation Trust’ and becomes Blackpool, Fylde and Wyre Hospitals NHS Foundation Trust – becoming accountable to the Care Quality Commission (CQC), providing greater freedom to decide own strategy, ensuring national standards are met and allowing the trust to retain own surplus to invest in patient care.
2016The new main entrance to the hospital was opened in 2016 and this is how it looks now…
Our HistoryLocally known as ‘The Vic’, Blackpool Victoria Hospital is the main hospital for Blackpool and the Fylde Coast. The hospital is now managed by Blackpool Teaching Hospitals NHS Foundation Trust and has an interesting history from its foundation in 1894.
www.bfwh.nhs.uk 15.
Our Trust
About UsBlackpool Teaching Hospitals NHS Foundation Trust is situated on the west coast of Lancashire, with its main services and settings covering the local authority areas of Blackpool, Fylde and Wyre. The Trust is part of the Lancashire and South Cumbria Integrated Care System (ICS) which as a whole includes a total population of about 1.6 million people. As well as acute services provided in three main hospitals to around 350,000 local residents, the Trust is a provider of specialist tertiary care for Cardiac and Haematology services across this region, delivers a wide range of community health services to over 445,000 residents including those in North Lancashire and hosts the National Artificial Eye Service across England. In addition, the Trust provides urgent and emergency care services to a further estimated 18 million people who visit the seaside resort of Blackpool each year.
Trust services are provided from the following main sites:
• Blackpool Victoria Hospital
• Clifton Hospital
• Fleetwood Hospital
• Whitegate Health Centre
• Lytham Road Primary Care Centre
• South Shore Primary Care Centre
• Fleetwood Primary Care Centre
• Moor Park Health and Leisure Centre
• National Artificial Eye Service
AtlasWe host a subsidiary company Atlas that provides Estate services and management across the Fylde Coast.
Blue SkiesWe are the Corporate Trustee for the Blue Skies charity supporting the best in patient care and medical research for the Blackpool, Fylde and Wyre area.
www.bfwh.nhs.uk16.
Our Trust
SpeechTherapy
Home
Restaurant(1st Floor)
DROP OFF & SHOR T ST AYPOIN T
EducationCentre
Breast CareCentre
Women andChildren’s Unit
Urgent CareCentre Entrance
7
Surgical Centre
Whinpark 1Car Park
Whinpark 2Car Park
OccupationalHealth
MAIN ENTRANCECAR P ARK
Exit
Entrance
Sta� Parking Only
Drop O� Point 2Disabled Parking
Drop O� Point 3
Disabled &
Sta� Parking Only
Drop O�Point 5
Disabled &Sta� P arking
Only
Drop O� Point 4Disabled Parking
Suggested Car Parkfor Main Outpatients
appointments subject to availability – alternative Main Entrance Car Park
Drop O� Point 1
MainEntrance
Drop O� Point 3Disabled &
Sta� P arking Only
RING ROAD
CYCL EPARKIN G
Sta� P arking, Car Sharers
and On Call Only
Department Area FloorA&E Entrance 3 GAccident & Emergency (A&E) 3 GAccounts Office 1 GAcute Medical Unit 3 1stAdolescent Ward 8 1stAdult Cystic Fibrosis Service 4 2nd
Ambulance Liaison Office 1 GAmbulatory Emergency Care Unit (AECU) 3 GBereavement Office 2 GBirth Centre 8 GBlue Skies Shop 1 GBreast Care Centre 2 GCaféteria 12 G
Caféteria 1 GCardiac Reception 12 GCardiac ITU 12 2ndCardiac Investigation Unit 12 GCardiology Day Ward 12 GCar Parking Office 16 G
Chapel 3 G
Children’s Assessment 8 1stChildren’s Wards 8 1stCombined Assessment and Treatment Unit (CAT) 3 1stCoronary Care Unit 12 1stDiabetic Resource Centre 4 GDietetics & Nutrition 4 GDischarge Lounge 1 GEducation Centre 14 GEntrance East Park Drive 2 GGastroenterology 6 GHaematology & Oncology Day Unit 5 GHome 15Intensive Therapy Unit 3 GInformation Desk 5 GLancashire suite 12 1stMain Entrance 16 GMain Entrance Outpatients 1 GMcMillan Windmill Unit 8 1stMedical Retina Unit 5 GMedical Photography 5 GMortuary 2 GNeonatal Unit 8 1stOccupational Health 13 GOccupational Therapy 1 GOphthalmic Surgical Unit 5 GOrthotic Department 1 GPathology 2 GPharmacy 5 G
Department Area FloorPhysiotherapy 1 GPrimary Care Dept 3 GReception A 1 GReception B 1 GReception - Blue 4 1stReception - Cardiac 12 GReception - Women & Children’s 8 GRecruitment Offices 2 2ndResearch & Development 5 2ndRestaurant 5 1st
Retail Units 16 GSecurity Office 1 GSimulation & Skills Centre 2 2ndSpeech Therapy 14 GSurgical Appliances 1 GSurgical Centre 7 GSurgical Rapid Access Unit (SRAC) 3 1stTrust Headquarters 16 2ndUrgent Care Centre 3 GUrology 7 GVictoria Centre 8 G
Ward C 8 2ndWard D 8 3rdWard E (Haem Ward) 8 4thWard 1 (HDU) 4 GWard 2 4 1stWard 3 4 2ndWards 5 & 7 5 1stWard 6 5 1stWard 8 5 2ndWard 10 5 GWard 11 5 1stWard 12 5 2ndWard 14 (Surgical Centre) 7 1stWard 15 (Surgical Centre) 7 1stWard 16 (Surgical Centre) 7 1stWard 18 3 1stWard 19 3 1stWard 23 3 2ndWard 24 3 2ndWard 25 3 2ndWard 26 3 2ndWard 32 (Stroke) 11 GWard 33 (Stroke) 11 GWard 34 (Orthopaedic) 11 1stWard 35 (Orthopaedic) 11 1stWard 37 12 1stWard 38 12 1stWard 39 12 1stX-Ray Central 4 GX-Ray North 3 G
Information correct at the time of printing
Finding your way aroundIf you are not based at the main hospital, you may at times be required to attend, whether this is for training, a meeting or other work related activities. We thought it would be useful to provide you with a map of the Blackpool Victoria Hospital should you need it to help you find your way around.
For a printable version of this map, and related travel information please visit the Blackpool Teaching Hospitals Website or https://www.bfwh.nhs.uk/hospitals/blackpool-victoria/map-of-the-hospital/.There is also a larger copy of this map on the last page of this booklet.
Annual StatisticsAs a regional centre and key tourist hot spot, we provide care to a significant number of people both from within and outside our local area.
75,000 people seen in A&E2,900 Urgent Care Visits118,000 Walk in Attendances
800 beds across Blackpool Victoria and Clifton Community Hospital
400,000 Outpatients Supported5,000 Elective Inpatients50,000 Day Cases50,000 Emergency Inpatients
400,000+ population acrossLancashire & South Cumbria
354,000 Registered Fylde Coast Health and Care population
7,521 Staff 68 Nationalities
£475M Annual Turnover
17.
INTEGRATED MEDICINE
- Clifton Hospital- Clifton Hospital therapies- Ward 12- ASRU
Overview
Our Division was formed in 2021 following a Trust restructure. We provide high quality emergency medical care through our Emergency Department, Acute Medical Unit (AMU) and Same Day Emergency Care Unit (SDEC). In addition, the division is responsible for inpatient and outpatient care of patients falling under the following medical specialties: general medicine, diabetes and endocrinology, geriatric medicine, stroke medicine, respiratory medicine, rheumatology and dermatology. We also run Clifton hospital, a rehabilitation hospital in Lytham St Annes, and our award willing Community Frailty Team. The division is currently undergoing a period of transformation spearheaded by the construction of an Emergency Village on our Blackpool Victoria Hospital site.
Our Trust
Our DivisionsIntegrated Medicine and Patient Flow
EMERGENCY & ACUTE MEDICINE
- Emergency Department- Ambulatory Emergency Care Unit- Same Day Emergency Care Unit- Short Stay Unit- Frailty Assessment Area- Acute Medical Unit- Ward 1 (Observation Ward)- Ward 2- Acute Response Team- Critical Care Outreach- Training – Cardiac Resus
LONG-TERM CONDITIONS
- Respiratory (including Sleep Service)- Care of the Older Person (Wards 23,25&26)- Ward 24- Isolation Unit/Infection Prevention- Stop Smoking Service (inpatient, community)- Pulmonary Rehab
INTEGRATED DISCHARGE TEAM
- Patient Flow- Discharge Team- SPoD- Clifton Outreach team- Home First- Early Supported Discharge- Discharge Lounge= Patient Travel Team- Extensive Care (Community Frailty)
SPECIALIST MEDICINE
- Diabetes & Endocrinology- Rheumatology- Dermatology- Ward C- Ward 6- General Medicine- Neuro & Renal- Ward 3
www.bfwh.nhs.uk18.
Overview
The services in the SACCT Division include all services related to surgery, anaesthetics, critical careand surgical theatres. The services included in the Division are:
Theatres and Anaesthetics which cover General theatres, Anaesthesia, OSU Theatres, GeneralCritical Care, Waiting List & Pre – Op.
Specialist Surgery which covers Breast, Urology, Plastics, ENT, Max Fax, Audiology, Oral andOrthodontics
Gastrointestinal which covers General Surgery, Gastroenterology, Bowel Screening, ColorectalSurgery, Decontamination Unit & Enhanced Care Unit.
Trauma, Orthopaedics and Ophthalmology which covers Orthopaedics, Ophthalmology, Foot andAnkle. Surgical Appliances & Surgical Podiatry.
Our Trust
Our DivisionsSurgery, Anaesthetics, Critical Care & Theatres
THEATRES & ANAESTHETICS
- General Theatres- Anaesthesia- OSU Theatres- General Critical Care- Waiting List- Pre-Op- Acute Pain Service
SPECIALIST SURGERY
- Breast - Urology- Plastics- ENT- Max Fax- Audiology- Oral- Orthodontics
GASTROINTESTINAL DIRECTORATE
- General Surgery- Colorectal Surgery- Gastroenterology- Bowel Screening- Decon Unit- Enhanced Recovery Care Unit
TRAUMA, ORTHOPAEDICS & OPHTHALMOLOGY
- Orthopaedics- Ophthalmology- Surgical Podiatry- Surgical Appliances
www.bfwh.nhs.uk 19.
- Dietetics- Podiatry- Acute Hospital Physiotherapy- MSK Physiotherapy- Tier 2 MSK- Pain Management- Long Covid
CLINICAL PSYCHOLOGY
- Clinical Psychology
Overview
Prior to April 2021 the Division consisted of the Pathology, Pharmacy and Radiology Directorates. Following the Trust restructure in April 2021 the Clinical Psychology, End of Life, Outpatients and Therapies Directorates joined the Division. Some of the services provided within these Directorates are below:
Pharmacy – clinical trials, dispensing and distribution, clinical and support services
Pathology (now known as Laboratory Diagnostics) - Biochemistry, Microbiology, Haematology, Blood bank, Cell path ADAS, POCT and Mortuary and medical examiner.
Radiology (now known as Imaging) – MRI, CT, Ultrasound, Nuclear Medicine and Medical Photography.
End of Life – Palliative Care and End of Life and Bereavement support.
Therapies – Occupational Therapy, Physiotherapy, Podiatry, Pain Management and Long Covid
All of the services provided by the Division support across the Acute hospital setting and the Community Services that fall under BTH.
Our Trust
Our DivisionsClinical Support Services
LABORATORY DIAGNOSTICS
- Biochemistry- Microbiology- Haematology- Blood Bank- Cell Path- Diagnostics IT- ADAS- POCT- Mortuary/ Medical Examiners Office
IMAGING
- MRI- CT- Nuclear Medicine- Ultrasound- General Imaging- Community Radiography- Medical Photography- EEG
PHARMACY
- Clinical Services- Pharmacy Support Services- Aseptic- Clinical Trials- Dispens & Distr- Purh & Homecare- ED & Training
END OF LIFE CARE
- Palliative Care- End of Life Support- Bereavement Team
OUTPATIENTS
THERAPIES
- OT- SLT
www.bfwh.nhs.uk20.
NEIGHBOURHOOD CARE TEAMS
- Blackpool Lead: Neighbourhood Care Teams, Night Nursing, Continence, High Dependency Equipment Service and Community Rental Beds - Fylde Lead: Neighbourhood Care Teams, Rapid Response, Community IV, Falls, Care Home Team, Specialist OTs, Personalised Care Hub - Wyre Lead: Neighbourhood Care Teams, The ARC, Intermediate Care Therapies
DENTAL SERVICES
- Emergency Dental- Special Care Dental- Blackpool Dental Education Centre- Morecambe Dental Education Centre- South Shore PDS Dental Practice
Overview
The FICC was created following a Divisional restructure undertaken by the Trust in April 2021. This combined some core elements of the former Families Division and Adults and Long Term Conditions Division. FICC has both acute and community services providing services for patients from antenatal care through to end of life. Services include but are not limited to: Early pregnancy, neonatal care, gynaecology, cervical screening, acute and outpatient paediatrics, midwifery, children’s community services, children and adolescents’ emotional health and wellbeing, adult mental health, adult community nursing and therapy, intermediate care therapies, sexual health services, community dental services and much more. These services are provided in Blackpool, Fylde and Wyre as well as into Lancashire for our Dental and Sexual Health Services.If you would like to learn more about the Division or the services we deliver please contact [email protected].
Our Trust
Our DivisionsFamilies and Integrated Community Care
WOMEN’S HEALTH
- EPAU- Gynaecology- Cervical Screening- Maternity
CHILDREN’S HEALTH
- Neonatal Unit- Acute Paediatrics- Outpatient Paediatrics- CHILDRENS COMMUNITY- Community Paediatrics- Specialist Children Nursing- Specialist Practitioners in Child Development- Allied Health Professionals- Health Visiting- Family Nurse Partnership- School Nursing- Vaccination &Immunisation- Continence Team
CAMHS
- CAMHS- CASHER- Youtherapy
MENTAL HEALTH & LEARNING DISABILITIES
- Primary Intermediate Mental Health- Integrated Community Learning Disability- IAPT- SEXUAL HEALTH- GUM- Contraceptive- HIV- Psychosexual- Young Peoples Sexual Health- Vasectomy- Cytology
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ATLAS
- Procurement- Business Support- Facilities Management- Medical Engineering- Capital and Property- Estates
Overview
The Corporate Services Division comprises of a number of different services who support the entire Trust. These services include Communications, Audit, Planning & Contracting, Finance, Legal, Corporate & Clinical Governance, Clinical Quality and Workforce Services (HR).
Facilities Management
The Facilities Management Division comprises of two directorates; Soft FM Services and Health Informatics. These directorates provide support across the whole Trust.
Soft FM services include Car Parking, Security, Sterile Services, Portering, Catering, Switchboard and Transport.
Health Informatics includes a wide range of ICT services, Medical Records, Information Governance and the Health Informatics Digital Programme.
Research & Development Clinical Research is embedded within the day-to-day work of the Trust. Each year the Trust runs over 100 high quality clinical research studies led by over 40 experienced Principal Investigators from a range of specialties. The Trust has a dedicated and highly skilled research delivery team encompassing key support services who work in partnership with clinical teams across the Trust. This is access to a state-of-the-art Clinical Studies Centre where research participants can attend in a relaxed and safe environment. The team conduct a range of studies from genetics studies and questionnaires, to highly complex, randomised controlled trials testing new drugs, devices, and therapies. Research & Development work with several key partners including the National Institute of Health Research (NIHR), academia, Industry, and other NHS Trusts both regionally and nationally.
Our Trust
Our DivisionsCorporate Services, Facilities research and Development
CORPORATE SERVICES
- Chief Executive Team- Communications- Audit/Clinical Audit- Planning and Contracting- Cancer Accreditation- Clinical Governance- Clinical Quality Centre- Clinical Risk Management- Control of Infection- Corporate Bench- Emergency Planning- E-Rostering- Finance- HR Shared Services- Human Resources- Organisational Development- PALS- Safeguarding- Training - Cardiac Resuscitation- Training and Development- Voluntary Services- Occupational Health
HEALTH INFORMATICS
- IM&T- ICT- Medical Records- Information Governance- Primary and Secondary ICT Support- Telecomms Staffing- Vision
FACILITIES
- Car Parking- CSSD- Laundry- Main Entrance- Refuse and Clinical Waste- Residencies- Transport Services- Catering- Portering- Security - in-house
Overview
The new Tertiary Division includes those services which do not receive referrals directly from primary care, but mainly from secondary consultant colleagues. It includes services which have some secondary care elements but also have a highly specialist component. The services included in the Tertiary Division are: · Cardiothoracic · Haematology and Oncology · Cystic Fibrosis · National Artificial Eye Service.
Our Trust
Our DivisionsTertiary Services
CARDIOLOGY and CARDIOTHORACIC
- Cardiology Lab- Cardiac Day Case- Coronary Care Unit- Cardiac Investigations- Cardiac Rehab- Community HF- Cardiac Intensive Care Unit - Cardiothoracic Surgery- Theatres- Private Patients
SPECIALIST TERTIARY SERVICES
- Haematology- Oncology- Macmillan Unit- Cystic Fibrosis
ARTIFICAL EYE SERVICE
- Artificial Eye Service
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Our Trust
Organisational Development:Why do we exist?
The Organisation Development team (OD) exists to support the organisation, teams and individuals to thrive. We are a small team committed to investing in improvements around the design of the organisation, its culture, our behaviours, leadership and personal and professional development. Our key focus, and the reason we get out of bed in the morning, is ultimately to support our BTH family to have a great experience in work, be skilled to be at their best and invest in the future of the organisation’s leaders. Our definition of OD from a people profession perspective is ‘a planned and systematic approach to enabling sustained organisational performance through the involvement of its people’.
OD at BTH
Here at BTH, The OD team comprises of Learning & Development (L&D), Culture, Talent and Leadership. We are here, providing support right from the very start.
Our focus is very clear – we exist to:
1. Provide an excellent employee experience
By supporting our people to have a good day at work and receive the care and support they need. We begin at the start of the employee journey, creating this Finding your Feet’ booklet. We have been overwhelmed with all those that have contributed to the creating it and who have shown their support in helping new starters to have the best possible experience. We hope that it continues to evolve.
2. Develop people to be at their best and maximise their potential
This is where we aim to support you to access brilliant development opportunities to thrive in your role and deliver excellence. We are growing the workforce!
To help maximise your potential we will support you to complete any required and mandated training, provide training in soft skills training which we encourage you to attend. As you will see, we really do focus on the positive impact of meaningful and positive conversations or informal chat! Here are just a sample of what we offer:
• Maximising Your Potential – Appraisals & Talent Conversations
• Succession Planning
• Everyday Coaching Conversations
• Courageous and Confident Conversations
• Coaching & Mentoring
• Mini 360
3. Invest in our leaders
At all levels, to create a culture of compassion and inclusion. We recognise that maintaining high quality, safe and effect care, we need to lead and manager our staff that is in line with our values. We’re here to support our managers and leaders throughout their journey and there are a number of leadership courses and training we offer at BTH; some delivered by our OD Leadership Manager and others delivered by our dedicated HR Colleagues.
• Technical Mastery for Managers
• Leadership Development Programme (LDP)
• Collaborative Leadership Programme (CLP)
• Senior Collaborative Leadership Programme (SCLP)
• New Consultants Leadership Programme (NCLP)
• Leading for Clinical Quality (L4CQ)
• Board and Executive Development Programme
Our Trust
When should I contact the OD team?
Every member of the OD Team welcomes contact from anyone, even if is just for a chat over a brew. We do all have our own professional specialities and can be contacted at [email protected] where the most relevant member of the team will get in touch.
Although this isn’t an exhaustive list, we can be contacted for things such as:
Further information on our training programmes
Help and support in completing your appraisals
If you would like a coach or mentor to support you to be your best
Any comments, questions, or concerns in relation to your Local Induction
High performance team interventions
Psychometric testing
Leadership programmes
Simply, an ear to listen to how things are
Everything the OD Team is working to achieve, fits perfectly into the ‘Employee Cycle’ – this depicts the journey staff embark on when they join us, and we have made a commitment to our people at every stage (see below)
Our organisation
delivers excellent
care everyday. Join
us to help build a
healthier future
across the Fylde
Coast, Lancashire
and South Cumbria.
We take care to
recruit staff who
share our passion
for excellence.
Professional
standards, our
values and
behaviours
are our DNA.
We will do all
we can to look
after you,
support you,
listen to you,
recognise and
reward you. Your
commitment
counts.
We will support
you each step you
take on your
career journey to
help you thrive.
We take time to
welcome you on
board and invest
in the best start
to your journey,
because you
matter to us.
We pride
ourselves on
nurturing your
skills &
leadership to
help us deliver
the best care
we can.
Our DNAFinding
your FeetJoin UsBeing
the BestEngaged
& CommittedThrivingFutures
OUR COMMITMENT TO OUR PEOPLE
Our aim is to have health and care services which are fit for the future, delivered by a skilled, motivated and resilient workforce. Here is what our commitment to our hospital and community family looks like.
You will notice a larger scale mural of the information below, on the Mezzanine at the main entrance of the hospital. When you pass by, do take a minute to stop and reflect – at what stage of the cycle are you at and what else you might need from us to look after you.
Our Trust
Our ValuesUpholding our values will also help us to achieve a stronger, more resilient, fit for the future health and care services across the Fylde Coast in the right way, with our staff demonstrating the right behaviours. These values provide us with a framework to create a culture that supports you to be the best version of you and achieve better care for our patients. The values and behaviours that are upheld at the Trust should give you a sense of purpose within the organisation.
The Values Ask yourself what each of these values means to you.
Identify examples of when you have seen these behaviours and also when these have not been displayed.
• How did it feel when the behaviours were not displayed?
• How did it feel when the behaviours were displayed?
• For each value, write down how you will commit to demonstrating each one in your role.
These values are the core principles in carrying out your role effectively and to the very best of your ability.
We want to empower you to be the very best version of yourself so that you can help us achieve success.
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Our Trust
The NHS People PlanIn 2020, the NHS People Plan was released. Within this plan, there are promises made to our workforce and in turn the people we serve. The plan itself sets out actions to support the transformation across the whole NHS and focuses on how we must all continue to look after each other and foster a culture of inclusion and belonging, as well as action to grow our workforce, train our people and work together differently to deliver patient care.
To address the future of a sustainable NHS and meet the needs of the population, we know that we need more people, working differently, in a compassionate and inclusive way. The practical actions we will focus on nationally and as a Trust in our workforce transformation strategy are:
• Looking after our people: keeping you safe, healthy and well
• Belonging in the NHS: creating an organisational culture where everyone feels they belong
• New ways of working and delivering care: making the best use of people’s skills and experience to deliver the best possible patient care
• Growing for the future: sparking a renewed interest in NHS careers, developing our people and retaining our colleagues
Our NHS People PromiseIn 2020, the NHS People Plan was released. Within this plan, there are promises made to our workforce and in turn the people we serve. The plan itself sets out actions to support the transformation across the whole NHS and focuses on how we must all continue to look after each other and foster a culture of inclusion and belonging, as well as action to grow our workforce, train our people and work together differently to deliver patient care.
To address the future of a sustainable NHS and meet the needs of the population, we know that we need more people, working differently, in a compassionate and inclusive way. The practical actions we will focus on:
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Figure 1 - Blackpool Teaching Hospital Foundation Trust’s-levels and system wide aim
We also have three key ambitions, and all QI align with these. These are:
• No waits: Patients sometimes wait for tests, to see a healthcare professional or an appointment. Staff might wait for the right equipment to do their job properly. Removing these kind of waits helps patients receive health care support in a timely manner, especially as we recover our services following the Covid-19 pandemic.
• No waste: Ensure that our resources are used effectively and for the right reasons.
• No harm: Patients and families receive the highest quality care and support that is safe.
With the above aims and ambitions in mind, staff are encouraged and supported to use QI methodology rigorously to help to make healthcare safe, effective, patient-centred, timely, efficient, and equitable.
Our Trust
Quality Improvement Approach
Quality Improvement is the responsibility of everyone!
Quality Improvement (QI) in healthcare focuses on how we can all continuously improve to deliver better care for our patients, in a timely and compassionate manner.
At Blackpool Teaching Hospitals Foundation Trust (BTHFT), there have been various efforts to improve quality over the years, but more recently the Trust has put QI at the heart of everything that it does and has invested in enabling staff to use evidence-based QI methodologies.
In 2019 the Executive Team developed a Trust improvement plan. This plan identified immediate actions and longer term strategies, to support an organisational focus on getting the basics right, stabilising services and creating the right conditions to drive continuous QI, with the ultimate aim to transform care delivery to deliver safe, high quality patient care.
To ensure that the Trust was putting QI at the heart of everything that we do, it developed a three-year QI Strategy (2019-2022). The QI Strategy, 2019-2022, describes an approach to achieving our high-level QI aims, which are to reduce preventable deaths and to reduce avoidable harm. The Trust and its partners also have a system-wide aim of improving the last 1,000 days of life for patients. Our aims are illustrated in Figure 1.
Aim1
Aim2
Reduce Preventable Deaths
Reduce Avoidable Harm
Aim3
Improve the last 1,000 daysof life
Our two high level Trust aims over the next 3 years are to:
Figure 2 - Our high-level system-wide aim over the next 3 years is to:
Aim1
Aim2
Reduce Preventable Deaths
Reduce Avoidable Harm
Aim3
Improve the last 1,000 daysof life
www.bfwh.nhs.uk28.
Our Trust
Our Green Plan 2022-25Climate change has consequences for population health; from air pollution, which worsens the health of people with cardiovascular and respiratory disease, to severe weather events, that cause injury and death and impact upon our ability to deliver health services, and changing weather patterns that can make parts of the world uninhabitable, causing starvation and pushing people to migrate.
The NHS is responsible for 4% of England’s emissions and in October 2020 committed to reaching net zero for the emissions directly controlled by 2040. As one of the largest organisations and employers across the Fylde Coast we have a significant impact,
but also an important opportunity to make a positive difference in both carbon emissions and population health.
We generate large amounts of waste and emissions from our clinical service provision. The journeys needed to deliver goods and services and move staff, patients and visitors create carbon emissions and impacts on local air quality.
Having a clear and intentional plan will allow us to focus on and manage our impact on the environment, whilst improving quality.
Having a clear and intentional plan will allow us to focus on and manage our impact on the environment, whilst improving quality and access to services for those who need them.
www.bfwh.nhs.uk 29.
Our Trust
Research, Development and InnovationWho are R&D?
R&D are based in Blackpool Victoria Hospital (main building, 2nd floor, area 5) but work to develop and embed research in all of the Trust’s activities; research forms part of the NHS constitution and also of our own People Promise here at BTH – to be “always learning”.
“Without clinical research, we have no new drugs, no new treatments – nothing better to offer our patients tomorrow than what we have today.” (Alan Gore, clinical trials specialist).
The R&D department manage over 100 trials each year in all specialties, from Cancer, Cardiology and Acute Medicine to community nursing, occupational therapy and public health. Over 10000 Blackpool patients have taken part in clinical trials here since 2014!
We have a dedicated and highly skilled research delivery team of trial co-ordinators, nurses, midwives, ODPs, AHPs, pharmacists, administrators and a statistician, based in our suite of clinic rooms in BVH.In 2020, we became one of five NIHR National Patient Recruitment Centres, offering easier and faster access to commercial clinical trials in the NHS. Through this we have had opportunities to host more trials than ever, offering unparalleled access to the newest treatments for our patients. During Covid-19, we ran two vaccine trials as part of the PRC and even recruited the first Novavax patients in the world!
Who is research for?
Research is for everyone! Anybody can do research – you can start by being involved with trials already happening in the Trust or we will support you to begin your own study; we work alongside all grades of doctor from FY1 to consultant, with nurses and AHPs, clinical academics, GP surgeries and community teams, and across the Vic, Clifton and Fleetwood sites.
What support can R&D offer me?
Administrative support:
• Advice – from the very first germ of an idea!
• Help with documentation and form-filling
• Local links with IG, library services and pharmacy
• Wider links with other Trusts, Universities, Primary Care services etc
• Administration of study papers, funding, data etc
Practical support:
• On-site delivery team of nurses, pharmacists, data managers, trials administrators and a qualified statistician
• Help with screening, recruiting, consenting, data collection and follow-up of patients
• Training for specific trials or general research, including help with finding academic internships
• Dedicated suite of clinic rooms in BVH
• R&D funding available for in-house projects
• Statistical support – from methods advice to full analysis of your data, sample size calculations, software and more!
www.bfwh.nhs.uk30.
Our Trust
How do I get in touch?
We would love to hear from you! Whether you want to be involved with recruiting patients for a study, conduct a service evaluation of your own, look for funding for a project, find an academic fellowship to buy some research time, identify training, or you just want to know more, please get in touch.
How do I get in touch?
Angela Parker, R,D & I manager [email protected]
Alex Maley, Research Performance [email protected]
Jo Howard, Research Nurse Manager [email protected]
Rebecca Taylor, Research Statistician [email protected]
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Our Trust
Information GovernanceWhat it is and why it is important for us all
Information is one of the Trust’s most important assets and is used to provide direct care to our patients. All staff have a responsibility for keeping the information we hold secure and upholding confidentiality to our patients.
The Information Governance department is responsible for creating the framework for staff to follow with regards to processing personal information to ensure the Trust maintains itscompliance with the General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018 (DPA) and other legislation, guidance and best-practice.
It is vital that you uphold patient confidentiality during your employment at the Trust. Please see the next page of what is expected of your ROLE regarding confidentiality and information security.
Do make sure you have completed the Mandatory Data Security Awareness Training. This must be completed prior to accessing Trust systems and patient records. If this has not been completed, please access this training on ESR
Contact Details
The Information Governance Helpdesk is available as the first point of contact for any questions or issues relating to Information Governance within the Trust.
The Helpdesk can be contacted by telephone on (01253) 953057, available from 08:30 am – 5.00pm, Monday to Friday, or by email [email protected]
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Our Trust
Information Governance
Your role
R - Responsibility
You are personally responsible for any decision to disclose confidential information. This includes family and friends, or even work colleagues who have no legitimate reason to know the information.
You are also responsible for safeguarding the confidentiality of all personal and Trust information to which you have access to, and for adhering to the Trust Confidentiality Code of Conduct, Caldicott Principles, the General Data Protection Regulation (UK GDPR), Data Protection Act 2018 and the Freedom of Information Act 2000.
L - Legitimate Purpose
You are only authorised to have access to the personal information you need in order for you to perform your duties e.g. for direct patient care.
It is strictly forbidden for employees to knowingly browse, search for or look at any information relating to themselves, their own family, friends or other persons, without a legitimate purpose.
Gaining access or attempting to gain access to information for any other purpose will be seen as a breach confidentiality.
E - Expectations
You are expected to treat any non-person identifiable information that could be considered sensitive to the business of the Trust with the same degree of care as would be afforded to person identifiable information.
You would not be expected to talk about person-identifiable or confidential information in public places or where they can be overheard, leave any person-identifiable or confidential information lying around unattended; this includes telephone messages, computer printouts, and other documents, never leave a computer terminal logged on to a system where person-identifiable or confidential information can be accessed; or, use someone else’s password to gain access to information or allow anyone else to use your password.
O - Obligation
You have an obligation and a legal duty of confidence to keep person-identifiable or confidential information private and must not divulge information accidentally, talk about person-identifiable or confidential information in public places or where they can be overheard.
Patients have a right to expect that a doctor, nurse or other members of the health or social care team or Trust staff in general will not disclose any personal information they are privy to during the course of their duties without legal justification.
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ELOR
Our Trust
The Place Based Partnership (PBP) for a ‘Healthier Fylde Coast’
The PBP brings together a range of health and social care partners including our Trust, LSCFT, CCGs, Primary Care Networks. Local Authorities, VCSFE organisations and HealthWatch, to improve health and care.
Making better use of our joint resources is crucial to ensure we will deliver these three aims:
We will have healthy communities across the whole of the Fylde Coast. We will have safe, high-quality services with better outcomes and experiences of care for our patients.
We will have health and care services that are fit for the future, delivered by a skilled, motivated, and resilient workforce.
This will result in jointly delivering improved services, making them sustainable for the future, improving care for residents and our staff experience. You may spot people across the trust wearing pink lanyards; these indicate that the individual has a role which spans across the PBP
www.bfwh.nhs.uk34.
Our Trust
Policies & ProceduresThrough the Intranet you can access oneHR which provides easy access to HR policies, advice and guidelines. This is an excellent space to find important information, including payroll (pay dates for substantive and bank staff), pensions and trade unions.
You can access OneHR via the Trust Intranet by clicking on the OneHR icon
Health InformaticsThe Health Informatics Education & Training Team (IT Training Team), have a range of clinical systems training available for any staff member who may be new to the Trust, or simply want to refresh their skills and knowledge. If you may be interested in this, please contact the team by emailing:[email protected]
There is also more information available on the Intranet.
For all policies and procedures, you can search for them in the document library via the intranet.
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Our Trust
Employee OnlineEmployee Online is the system used by each individual employee for their own personal e-rostering record; this can be used for many things including requesting annual leave, inputting timesheets and inputting travel expenses. Each person has an individual account which can be accessed after they have been added to Healthroster on their start date.
Employee Online can be accessed via the Trust Intranet by typing ‘e-Rostering Employee Online’ into the blue box on the Trust Intranet page and selecting the system access option.
You will meed to enter your username and password, which is:
• Username: SurnamePayrollnumber• Password: Payroll number
Your manager or colleague will provide a generic overview on how to use employee online as it is used to a different extent by staff roles.
Employees with a Bank post can book Bank shifts via Employee Online, which is useful at weekends and out of hours when the Bank Office is not available.
Employee Online can be accessed outside of the Trust via our external link through the Blackpool Teaching Hospitals website. The link can be found under the ‘working for the Trust’ option on the homepage.’
There is also an App that you can download to your phone called Allocate Me, which will allow you to view shifts/book leave/book bank duties direct from your mobile phone. This takes your own personal account with the service provider, and links it to your Employee Online account.
For any queries regarding Employee Online or the Allocate Me app, please contact the Non-Medical Deployment Team on 01253 953690 or internally on extension 53690 or email - [email protected]
www.bfwh.nhs.uk36.
Our Trust
CommunicationsWhat does the ‘Comms’ Team do?
It’s tough for everyone to keep in touch with everything going on at BTH, especially when you’re new – and this is one of the jobs of the Communications team.
The Comms team is responsible for making sure that colleagues are kept up-to-date with important information, wherever they are.
This could be a variety of things:
• New senior appointments you should be aware of.
• Training opportunities.
• Announcements from the Chief Executive
• Important health and wellbeing updates
• Recruitment news such as internal vacancies
• Charity work.
• Sharing best practice and positive stories from the various departments, wards and services at BTH.
How do we do it?We do this through a wide range of different channels, and we encourage you to watch out for these, and sign up wherever necessary to make sure you’re up-to-date.
These include:
• Bulletins sent out every Tuesday and Thursday. You can see previous editions of these bulletins on the intranet.
• Weekly News publication issued on a Friday.
• In Case You Missed It – a short update on a Monday detailing five key topics you should know about from the previous week.
• Training News, a publication dedicated to training opportunities.
The Comms team does not just communicate with our colleagues, though. We are also responsible for letting the wider community in Blackpool, Fylde and Wyre – and further afield – know what the Trust is doing.
To do this we work with the media to share stories and manage the Trust’s reputation, we communicate and engage directly with the public via a range of social media channels, and with stakeholders such as local councils and MPs.
Make sure you follow us on Social Media and our other channels: Twitter, Instagram, Facebook, YouTube and Linkedin (search for Blackpool Teaching Hospitals NHS Foundation Trust)
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Our Trust
The Staff AppThe MyBTH app is available to download free to your smartphone and includes quick links to our latest news, ESR, e-Roster, email, wellbeing support, our networks and much more.
The app is still very much evolving so please do tell what you think and what else you’d like to see included. It’s provided to us for free and you’ll also find some great staff discounts and offers.
We’ll also be able to keep in touch using urgent notifications on any important news or urgent messages that might affect your day to day work.
You can feedback direct from the app once you’ve downloaded it or please do email [email protected].
How to download the app...Android - you can search for MyBTH in the google play store or find the QR code on the intranet (One-HR / Staff Benefits)
iOS - If you do not have the Apple iTunes Store please download this first on your phone by visiting the app store and searching iTunes Store. Once you have downloaded the iTunes Store, please follow the steps below...
•
The staff Facebook group...Search Facebook for ‘Blackpool Teaching Hospitals Staff Info Group’ and request to join. You will be asked to supply your BTH email address, as the group is a private one for staff only. Once a member, you can share information, chat, and engage with. more than 1,500 fellow colleagues.
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Our Trust
PayrollAt the end of the day, no matter how much we enjoy our job, we do work to get paid. We all have to live and pay bills and starting a new job can lead to questions regarding pay date, tax and pensions. Our payroll department are based in the Aster Offices on the main corridor at Blackpool Teaching Hospitals Site and their main role is to make sure you get paid accurately, on time and every time.
If you have any questions or queries please visit OneHr on the Staff Intranet where you will find information as to who your dedicated payroll officer is, how to contact them, pay dates and pension information.
Salary SacrificeSchemesWe offer a range of benefits which you can pay for directly from your salary and make savings on national insurance and pension (if applicable).
You need to be a permanent member of staff to qualify for a salary sacrifice and each application will be assessed based on individual circumstances.
There are a number of salary sacrifice schemes available for you to consider, including; technology, smart phones, lease cars and childcare. More information on the schemes and eligibility can be found via OneHR. We also provide additional offers which can be found detailed on our staff benefits pages via OneHR (OneHR - Staff benefits)
Important informationA salary sacrifice can have an effect on the amount of pension you receive when you retire and some also carry an additional tax charge called a Benefit in Kind.
Further information can be found on the Intranet (OneHR - Staff benefits)
You can find more information under the Pensions or Payroll tabs on oneHR on the Intranet. It is also advisable to visit the NHS Pensions website at www.nhsbsa.nhs.uk/pensions where you can see all the current up to date information
•
•
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Our Trust
Child & Family Care ServiceOne of the benefits available to you as an NHS employee is the Child & Family Care Service. We are here to assist and support you with any matters relating to childcare or carers queries.
On request, we offer staff individual Maternity, Adoption and Paternity Meetings (both prior and during leave) with a member of the Staff Benefits Team. During the meeting you will be advised on your entitlements, maternity leave, pay and the other benefits the Trust provides for example saving money on childcare
For further information take a look on One HR via the Intranet.
Blackpool Victoria On-Site Nursery
The on-site Nursery at Blackpool Victoria Hospital is run by Happy Days and is located behind Trust Headquarters.
Holiday Play Schemes
There are various different hospital sites where you can take advantage of the school holiday clubs. You can also use childcare vouchers to pay for the holiday clubs.
All of the information described above can be found on the Trust Intranet site.
www.bfwh.nhs.uk40.
Our Trust
Trade UnionsTrade Unions are organisations that represent you at work. Workplace union representatives support you with all types of workplace issues and are only a call away. Blackpool Teaching Hospital support union activities and involvement, funding reps to perform their roles in Trust time.
The collective name for the unions is Staff Side. Staff Side has an elected Chair Person; although a Royal College of Nursing (RCN) representative also looks after the interest of all staff irrespective of union affiliation. An elected Vice Chair and an elected Secretary.
The aim of a Trade Union is to support you as a member. This includes making sure that your workplace is safe (Health and Safety Reps). They assist with personal development, (Union Learning Reps) and support you with workplace issues (Stewards).Recognised unions have a partnership agreement with the Trust (this agreement is located on One HR). The main aim of this agreement is to facilitate consultation and negotiation on behalf of staff with senior management about issues which will directly affect the workforce, our patients, users of services, their carers’, and the public.
Staff Side – Who are we?We promote staff involvement at all levels and seek to find solutions through collaborative working. Our shared approach to working together is characterised by openness and honesty; by a commitment to on-going engagement on issues of mutual interest and importance; and by early and pro-active information sharing.
Staff Side is made up of representatives from recognised trade unions:
• British Dietetic Association (BDA)
• British Medical Association (BMA)
• British Orthoptic Society (BDS)
• Chartered Society of Physiotherapy (CSP)
• GMB (awaiting ratification)
• Royal College of Midwives (RCM)
• Royal College of Nursing (RCN)
• Society of Chiropodists & Podiatrists
• Society of Radiographers (SOR)
• Unison
• Unite
You can find more information about the unions and how to contact via the staff intranet. Just type ‘unions’ into the search box.
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Our Trust
Fraud and SecurityKeeping you Safe – Fraud and Security
The Golden Rule is: - be transparent, be honest and follow all policies and guidelines.
Part of keeping you all safe at Blackpool Teaching Hospitals NHS Foundation Trust includes making sure everyone is aware of actions which are considered to be fraudulent and could lead to serious consequences.
What is fraud?
Fraud is a criminal offence as defined by the Fraud Act 2006. Most commonly it occurs when a person dishonestly makes a false representation in order to gain for themselves or cause loss to another.
The common types of offences for which a person could be prosecuted include:
Fraud by False Representation – lying about something with the intention to cause a gain or a loss.
Fraud by Failure to Disclose Information – not declaring something when you have a legal duty to do so with the intention to cause a gain or a loss.
Fraud by Abuse of Position – where someone abuses a position of trust where there is an expectation to safeguard the financial interest of another and places another at financial risk or causes a loss.
Simply put, fraud is a lie or a dishonest act – in order to obtain something that you know you are not entitled to, or to avoid paying for something that your know you should pay for.
In each instance the action must be shown to have been dishonest, i.e. it must be shown that the individual’s actions would be considered to be dishonest by the average ‘man in the street’.
As well as being a criminal offence, if an employee is found to have committed fraud it is likely that they will have also broken the terms of their contract of employment, or professional codes of conduct, as such, HR disciplinary action will also be applicable.We are all aware of the financial challenges faced by the NHS and unfortunately fraud does cost the NHS a considerable amount of money, with latest estimates
equating to losses in excess of £1.2 Billion. This figure could pay for over 40,000 nurses!!!
What types of fraud can occur within the NHS?
The following are some examples of fraud that have been committed within or against the NHS:
Staff submitting:- claims for excess hours or overtime not worked.- claims for expenses not incurred.- duplicate claims for hours already claimed.
Job applicants providing false information on an employment application including:- work history.- qualifications.- references.
Employees working elsewhere whilst sick from the NHS.
Employees ordering goods through the NHS and taking them home.
Employees defrauding the finances of a patient.
Employees manipulating budgets and accounts for their own gain.
Patients using false identities to obtain extra drugs.
The falsification or alteration of prescriptions.
Contractors claiming for services not provided.
Visitors to the UK using false identity papers or details to obtain NHS treatment.
Submission of false invoices to the NHS.
False requests to change the banking or contact details for a legitimate supplier.
Emails impersonating directors or managers being sent to NHS employees requesting financial transactions.
All referrals are fully investigated and dealt with in the following order of sanctions, criminal sanction, disciplinary action and then civil claims.
The Golden Rule is: - be transparent, be honest and follow all policies and guidelines. If you are in any doubt as to if or how to complete a document, ask management for their advice.
Further information can be found on the Intranet, by searching for ‘Counter Fraud’.
• • •
To find out more, by searching for Blue Skies on the Intranet and sign up for pennies from Heaven.
Or, come visit us in person. Our office is just inside the main entrance of the Hospital. Advice from Other New Starters
Top Tip from Karen (Corporate) –New starter January 2021
Our Trust
Blue SkiesAs the charity for Blackpool Teaching Hospitals we support the best in patient care and medical research for the Blackpool, Fylde and Wyre area.
Blackpool Teaching Hospitals NHS Foundation Trust is a vital element of the community on the Fylde Coast, and also regionally, thanks to the work of the Lancashire Cardiac Centre and the Haematology Unit.
Blue Skies makes a positive difference every single day to patients, their families and friends.
Pennies from Heaven
Would you miss the pennies on your pay slip every month? Probably not, but they can make a big difference to us. Pennies from Heaven allows NHS staff to donate the spare pennies from their pay slip each month to Blue Skies Hospitals Fund, enhancing patient care in Blackpool, Fylde & Wyre
www.bfwh.nhs.uk 44.
Our Family
Our FamilyBuilding relationships is the key to effective working here at Blackpool and it is important to get to know people beyond their role. It is more than likely that you will spend more time with your work colleagues than your own family! Take time to discover more about your colleagues, get to know the whole person, not just who they are at work. When people who work together understand each other’s strengths, abilities, motivations, hopes and fears, they are more likely to be an effective team. Advice from Other New Starters
Bank Pool StaffOur Bank Pool Staff are highly regarded at the Trust and we look forward to you working with us. They cover not only BTH but Clifton, GP surgeries, district nurses and extends into the community.
The Bank Pool Team will provide you with further information regarding points such as how to book shifts and who is your main point of contact upon joining in the form of a welcome email.
For any queries or questions please feel free to contact the team directly on 01253 953134 or send an email to [email protected]
There may be parts of this booklet that are not relevant for you. However, it will give you an insight into the benefits of being a substantive member of staff. Do check the website for upcoming vacancies - https://www.bfwh.nhs.uk/
We would also like to remind you that you must have completed your online mandatory Training before being able to book any shifts. Please get this done as we want you to be joining us as soon as you can. We will explain later in this booklet how to access your training.
Top Tip from Karen (Corporate) –New starter January 2021
Advice from Other New Starters
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Our Family
Armed Forces
Be part of something special Reaching out to the Forces Family
Just like the famous rock candy, respect for the skills and talents of Reservists, Service-leavers and Veterans runs right through the core of Blackpool Teaching Hospitals NHS Foundation Trust.
The Trust holds the Gold Award from the Employers Recognition Scheme jointly run by NHS Employers and the MoD and has Veteran Aware Hospital status. Both of these accolades reflect the importance the Trust puts on supporting our Veterans as employees and patients. In addition, the Trust works to support those leaving the Forces which includes linking in with Step into Health, Career Transition Partnership, and Family Forces Jobs to help Service-leavers, and their immediate family members find employment with the NHS.
We encourage applications from the Forces Family to any of the wide variety of jobs available across the Trust including medical devices department, electricians, radiographers, pathology assistants, HR, administrative roles, project managers, andIT, as well as nursing, healthcare assistant and doctor roles. Aside from specific skills acquired in your Forces days, we are acutely aware of the other attributes that Service personnel bring e.g., organisational and time keeping skills, and look forward to seeing them applied in a role with us.
The Trust supports Reservists by allowing them paid leave to attend their annual two-week training camp and if mobilised ensuring they have a job to come back to. Further information can be found in the Trust’s Reserve Forces Training and Mobilisation Policy and the Special Leave Policy
The Trust is supporting a staff Veterans and Reservist Network where staff meet monthly to catch up and support each other. This group also supports Armed Forces Week and Armistice Day plus other events.
We also have a number of social media platforms where our vacancies are shared, so look out for us on Twitter, LinkedIn, Facebook and Instagram so please share with your friends and fellow veterans.
If you would like to find out more about joining the network or getting involved, please contact the Armed Forces Champion on telephone number
(01253) 9 57375 or email [email protected]
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Our Family
Hints & TipsStarting a new job is an exciting, yet nerve wracking time, so we have put together a few hints and tips that should hopefully help you find your feet at Blackpool Teaching Hospitals.
Parking
Parking at Blackpool Victoria Hospital – parking in the hospital car parks is for patients, visitors and staff with allocated permits. Unfortunately it is often necessary to turn patients and visitors away from the car park due to being at full capacity. Given this, staff who do not have a permit are asked not to park in the car parks. To apply for a permit, please visit the car park office in the main entrance car park for an application form.
Ask existing members of staff or people in your team for the best places to park. You may find options that you have not thought about – car share, public transport or even cycling.
For staff in the community visiting the hospital, you may park in the car park. Please discuss with your manager during your local induction. The car park office asks that they are made aware in advance of community staff visiting the hospital. If they are not made aware they will be unable to exchange tokens to be able to exit free of charge.
For other sites, please ask about parking arrangements during your local induction. If you are parking at The Stadium you will need to pay on the Seasiders Way car park, so it is always good to have some change with you.
Pay The monthly pay date is the last Wednesday of every month
Restaurant
Keeping yourself fed and watered is important to us all, so do make sure you take your breaks and get away from your work environment for a bit to relax. There is a restaurant at Blackpool Victoria Hospital. This is located close to the main entrance. Just go up the escalator and then up the next flight of stairs. The restaurant is open to staff and visitors, serving breakfast, lunch and supper every week day. At the weekends the restaurant services breakfast and lunch, closing at 2pm.
Opening times:
Breakfast Service – 07:30am – 10:30am
Lunch / Deli Bar Service – 11:45am – 2:00pm
Supper (Monday – Friday only) – 5:00pm – 7:00pm
Also at the main entrance there is a Costa Coffee, WHSmiths and Marks & Spencer’s.
Clifton Hospital and Whitegate Drive also have on-site places where you can purchase breakfast, lunches and hot meals.
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Our Family
Advice from Other New StartersTop Tip from Karen (Corporate) –New starter January 2021
During your initial weeks make sure that you (and your manager) have allocated appropriate time for you to complete your online core skills training as soon as possible upon starting. I found it much easier to do in small chunks over my first two weeks rather than try and do in one go. Get it done as soon as possible then you will be compliant. Remember, stay green!
Top Tip from Matt (Tertiary Division) –New starter February 2021
Always have a notebook with you in the first few weeks, make a note of the people you meet, what they do, every abbreviation you hear. This will help to form good relationships with people and also help you learn the Blackpool Hospital language. It really helped me fit in and feel at ease at asking for help or an explanation.
Top Tip from Mo (Families) – New starter March 2021
Make sure your local induction takes place. People are incredibly busy and are under lots of pressure so take the lead in making sure you follow the induction paperwork and get all the information you need. Ask questions, find out about the systems and processes. I found that everyone is always willing to help or show you something, but they may not know what you don’t know. Be proactive is the best tip I can give.
Top Tip from Sarah (IT/Telecomms) – New starter April 2021
Joining during the pandemic has been difficult and working from home has been incredible for work life balance, but does make it difficult to meet people across the Trust. I have found it really useful to use Microsoft Teams to contact people, then you can put a face to the name.
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Maximising your potential – The Talent & Appraisal Process:Note - If you are appraised under the Medical Appraisal and Revalidation process, please visit the Medical Appraisal and Revalidation section on OneHR for more information.
Here at BTH, we value our staff and want to see you grow, develop, and thrive in your role. We want you to be our leaders of the future, which is why we value effective performance management and appraisal conversations.
Regular meaningful conversations are at the heart of supporting our staff to be at their very best; to show genuine appreciation, celebrate achievements and make everyone feel valued.
Right from the start we want to impress upon you that being proactive and taking control is essential in achieving your goals and excelling in your role and career.
The Organisational Development Team strives to promote how to make performance management and appraisals a positive experience for all, and through offering appraisal training, which we strongly encourage you to sign up to, and discover how to make performance management work for you. Your manager will be able to support you in accessing development opportunities and setting objectives, and regular conversations to discuss your progress is encouraged.
On OneHR (in the Organisational Development section) you will find more information about appraisals at BTH, training dates and hints and tips.
As a Trust, we are required to ensure appraisals are completed, which is why an annual appraisal meeting is necessary and needs completing via our Local Induction System. This is a summary of the previous 12 months; your performance, behaviours and looking to the future.
As a new starter we ask that you set objectives collaboratively with your manager within the first 4 weeks of starting at the Trust. These can be uploaded
on to the appraisal system and reviewed when required.
The appraisal system can be found on the homepage of the intranet and is called ‘Local Appraisal System Hub’.
IMPORTANT INFORMATION - If you are not new to the NHS, you will most likely be aware of the ‘Agenda for Change’ terms and conditions. For those new to the NHS, do see the information below, which briefly explains ‘pay-step progression’ and what is required to achieve this, and the link to appraisals.
Agenda for Change (Annex 23)
Agenda for Change are the national terms and conditions which most staff work to. In 2018 these T&Cs changed and introduced something called ‘Pay Step Progression’. There is a lot of information available via NHS Employers on this, but to simplify; to satisfy these national terms and conditions, every member of staff must have an annual appraisal which then gives them access to their next pay step progression point. Depending upon which band you are, depends on when you receive your pay step increment.
Pay Step Progression (Annex 23)
Annex 23 of Pay Step Progression states that for staff to achieve their pay step increment, they must:
1. Have an up-to-date annual appraisal.
2. All core skills and role specific training must be completed.
3. There should be no outstanding sanctions in place.
4. Managers must ensure satisfactory completion of all appraisals of their staff.
We encourage you to have your appraisal meeting approximately 3 months prior to your pay step increment date.
Do get in touch with the Organisational Development Team if you have any questions [email protected]
Being your Best
Being your Best
Core Skills TrainingAs part of keeping you safe, completing core skills training is crucial. The purpose of core skills training is to ensure that the organisation has a trained and competent workforce who has the skills, knowledge and experience to deliver effective care and treatment. There is also a regulatory requirement to deliver and monitor compliance with core skills training.
The Trust has aligned its mandatory training programme to the Skills for Health Core Skills Framework. This is to ensure safe and efficient practice, compliance with government guidelines and to reduce organisational and personal risks.
The Core Skills Framework is an e-learning programme which the Trust can access ‘free of charge’. It incorporates eleven of the subjects delivered by the majority of organisations as part of their statutory and mandatory training requirements.
You may have already completed your core skills training, or at least started it. However it is vital that you are all aware of your responsibilities to complete your assigned core skills training and how this can be accessed.
We ask that you complete all core skills training as soon as possible upon appointment and your manager should provide protected time to do this.
As part of the pay progression framework staff must have completed all aspects of core skills training to achieve their pay step increment.
Your allocated training is listed and accessible through ESR; either through completing online or booking onto.
We want to make sure that everyone remains competent and compliant in their training, so your ESR Training dashboard should look like this -
When any of your core skills training needs refreshing, this will no longer show as ‘green’. It will either be orange or red.
When orange, this is informing you that your training is due for refreshing within a given time. If it is red, this means that you are no longer compliant in this training. Our advice is to complete the refresher training when you are in the ‘orange zone’ – do not wait until it turns red! .
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Being your Best
Maximising your PotentialThe OD Team are here to support you to be at your best and maximise your potential, by providing access to our brilliant development opportunities. These will help you to thrive in your role and deliver excellence.
Take a look - there are opportunities for everyone.
Management / Leadership
Manager EssentialsA series of people and performance focussed Masterclasses to give you the technical skills to manage your team and service
HR Basics TrainingTarget audience: All managers & supervisorsDuration: ½ day (am or pm available) each workshop varies – contact Deborah Booth / Stephen Moore for more information
*We ask anyone that has line manager responsibilities to book onto these sessions as soon as possible.
Technical Mastery ProgrammeTarget audience: All managers & supervisorsDuration: a series of workshops designed to help managers of people to be at their best and effectively manage their people inline with the BTH values and Behaviours.Course is in development – likely to launch organisational wide in Autumn 2022
Leadership DevelopmentA series of leadership development programmes aligned to all levels of leaders
Senior Collaborative Leadership ProgrammeTarget audience: Senior LeadersDuration: 12 ‘virtual’ half day modules, 2 ‘applied learning sessions’ and a quality improvement project delivered across 12 months
Collaborative Leadership ProgrammeTarget audience: Middle ManagersDuration: 12 ‘virtual’ half day modules, 2 ‘applied learning sessions’ plus ‘offline missions’ delivered across 12 months
Leadership Development ProgrammeTarget audience: First line/ aspiringDuration: 5 half day facilitated ‘online’ modules and supporting workbook
ApprenticeshipsApprenticeships across a number of leadership & management levels currently being designed – watch this space!
Being At My Best
A series of courses aimed to support you to develop
Appraisal Training (Non-Medical)Target audience: All staffDuration: 1 day
Medical Appraisal TrainingTarget Audience: DoctorsDuration: 1 day
Coaching Skills in the WorkplaceTarget audience: All staff Duration: 1/2 day / interactive workbook
Coaching matching serviceTarget audience: Middle / Senior managersIdentified via appraisal
MentoringTarget audience: All StaffIdentified via appraisal
Courageous & Confident ConversationsTarget audience: All StaffIdentified via appraisal, feedback
Understanding finance at BTH (e-learning)Target audience: All StaffIdentified via appraisal, feedback
Taking Minutes (e-learning)Target audience: Where required as part of roleIdentified via appraisal, feedback Access via: ESR – 382 Taking Minutes
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Being your Best
Maximising your Potential
Wellbeing
A series of workshops and events aimed at supporting you to keep healthy, happy and well.
Engagement & Well-being HubMicrosite for all staff which offers guidance on all things engagement and your wellbeing at BTH.
Health & Wellbeing CalendarMonthly calendar of wellbeing events and ideas can be found here
Pre-Retirement SeminarTarget Audience: Staff planning to retire in the next 12months. Duration: 3 hours
Personal ResilienceTarget Audience: All staff Duration: ½ day session focusing on your resilience and keeping it topped up!
External programmes & North West leadership academy offer
External learning solutions could be identified through appraisal and talent conversations. Where possible we will endeavour to support these.
NWLA offer these programmes:
Edward Jenner (for all staff);
Mary Seacole (for aspiring / first-line managers);
Rosalind Franklin (for middle managers);
Elizabeth Garret Anderson (for middle / senior managers);
Nye Bevan (for senior managers) / Aspiring Chief (for executives).
Subject to availability.
Bespoke This part of our offer is aimed at supporting individuals/ teams who have a specific area of development which requires a bespoke OD intervention.
High performing teams bespoke workshops
Target audience: Managers requiring a culture diagnostic to support their teams to reach high performance – this includes the co design and delivery of workshops for the team
Psychometric Testing / 360 degree feedbackTarget audience: Senior managersIdentified via appraisalDuration: Online assessment and facilitated feedback session
Contact the Team
If you have any questions or would like any further information on the course listed then please get in touch and will be happy to help:
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Healthy & Happy
Freedom toSpeak Up (FTSU)
Sir Robert Francis’ Freedom to Speak Up Review in February 2015 found that patients could be at risk of harm because concerns were not being raised routinely by NHS staff.
In the report, he recommended the need for an independent National Guardian for the NHS to provide leadership for staff who have spoken up and feel that they have been poorly handled by their employer or other bodies.
The National Guardian supports Freedom to Speak Up Guardians in all NHS Trusts to help create a culture of openness within the NHS, where staff are encouraged to speak up, lessons are learnt and care improves as a result.If you’ve ever had thoughts like this, then you are not
alone. You may be confused at what speaking up means, don’t understand what kind of issues you can raise or the support that is available to you when you do raise a concern.
The Trust is committed to ensuring that all staff have the ability to speak up, openly and safely when they see something that causes them concern, hence the “if you see something, say something” campaign; which promotes speaking up through the FTSU Guardian service.
The National Guardian Office alongside Health Education England, have created a training package, which is available to all staff to gain a greater understanding of the importance of speaking up, why it matters and how to do so with support.
For more information please contact our Freedom to Speak Up Guardian/Champions. Information and contact details can be found on the Intranet
It will be completely confidential and the Guardian/Champion will act independently and impartially to be a source of advice to staff.
Please email [email protected] to get in touch.
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“I’ve seen somethingthat affects patient careand I don’t think it isright, but I don’t know what to do”.
Healthy & Happy
Employee EngagementEmployee engagement is about our staff feeling that they belong to Blackpool Teaching Hospitals NHS Foundation Trust: that they believe in what the Trust is trying to achieve, and that they feel valued for what they contribute. It also means that this contribution is important and purposeful. There are a number of initiatives we have that measure and help us improve our employee engagement.
National Staff Survey
The NHS National Staff Survey is an annual survey sent out to all staff who are in post on 1st September each year. It measures staff sentiment against the 7 elements of the People Promise, as well as morale, engagement and workforce disability equality standards and workforce disability equality standards. It really matters that we hear your views and that you have a chance to share your opinions. By completing the survey, you are able to help us better understand how you feel about working for the Trust. We are fully committed to using the survey findings to improve the working conditions and experience of our staff.
One question we are often asked is, ‘are our responses confidential?’ The answer is yes; your responses are strictly confidential. Nobody from the Trust will see your completed questionnaire or be able to identify any individual. We give you our promise that this is the case. Another question we’re asked is ‘what happens with the data?’ The data is carefully collated by our survey partner, Picker. As an official national statistic, this understandably takes some time. Once the results are available (usually in March), we feedback results through a series of divisional Big Conversations, asking staff in each area what our improvement priorities should be. We then develop an overarching Trust Wide Action Plan and Divisional Action Plans. Progress is monitored quarterly at our Employee Engagement
Sponsor Group, which is chaired by our Chief Executive. We regularly publish “You Said, Together We Did” examples so our people are assured we’re making progress on our ongoing commitment to making the improvements that you’ve told us matter.
Quarterly Pulse Survey
One of the actions from the NHS People Plan was to introduce a quarterly staff survey because ‘we each have a voice that counts’. BTH launched the National Quarterly Pulse Survey (NQPS) in 2021. The data affords us an ‘in the moment’ view of staff experience and ensures we are regularly tracking our progress against key objectives.
The aim is for all staff to have the opportunity to feed back their views on their organisation every quarter and for the Trust to take proactive action as needed. All staff receive an email at the start of January, April and August with a link for the quarterly survey. Please note there is no survey in the Autumn due to the National Staff Survey.
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Healthy & Happy
Employee Engagement
Going the Extra Mile
There is plenty of evidence to support the idea that employee recognition has a positive impact on individual and organisational performance and therefore celebrating success and saying ‘thank you’ is incredibly important to us here at Blackpool Teaching Hospitals. With increasing pressures on all of us, a simple ‘thank you’ or ‘well done’ can go a long way in making our staff feel valued and recognised.
Recognition is a strong predictor of how dedicated staff will feel and has a significant impact on staff experiencing a sense of purpose, inspiration, pride, and commitment in their roles. This is something we want to take seriously at the Trust.
Our ‘Going the Extra Mile’ recognition scheme allows all staff and volunteers to say thank you. It doesn’t matter what it is for, as its value is important to the person saying thank you.
You can access this service through the Intranet – just search for ‘Going the Extra Mile’ or ‘GEM’ in the search box. Printed nomination forms are also available from the Well Team if required for your place of work.
There are no rules; if you want to say thanks to someone for going the extra mile, simply fill out a nomination form and we will do the rest. Your nominee will receive your note in a care along with a #Going the Extra Mile# badge.
For further information on our Staff Engagement initiatives please contact The Well Team at [email protected]
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It is accessible by all staff, 24 hours a day, 7 days a week and can be used to access immediate support or to find out how you can make positive healthy changes to your lifestyle.
In addition to information and signposting details, you will find:
• Bitesize learning modules including Laughter Yoga, Breathing Techniques and Resilience Training.
• Hints and tips to help you to make small but achievable health changes.
• Information on volunteering to become a staff wellbeing and engagement champion
• Monthly challenges and pledges, aimed at improving your health and wellbeing and access to a new and exciting tracking app.
• Useful videos helping you further understand health topics and participate in healthier behaviours.
• Access the salary sacrifice lease car scheme from Fleet solutions and GMP driver care.
Healthy & Happy
Keeping you safe and well at workThe Well Team is here to provide you with information, help and support that encourages you to engage in and participate in healthy led behaviours.
Supporting and encouraging our staff to participate in and have opportunities within the workplace to lead a healthy and well life is of huge priority to the organisation. There are a number of resources that the team put together to inform you of the activities and interventions that are taking place that staff can engage in.
Take a look at what is available in our Wellbeing Directory. This can be located on the intranet under staff health and wellbeiong
Wellbeing support and information
Each month the Well Calendar and Newsletter is produced which includes a variety of topics relating to the health and wellbeing of our staff, their friends and families.
Based on the feedback from the National Staff Survey and Staff Health and Wellbeing Questionnaire, we feature articles on topics such as menopause, sleep hygiene, weight management, nutrition and physical activities. These ‘you said, we did’ themes allow us to ensure the information included in the newsletter supports the needs of our staff. Without the ‘you said, we did’ themes we would not be able to identify the areas and be able to include the information and support the needs of our staff.
The Well Team website, linked to the NHS Health and Wellbeing Framework, is the place to go if you would like further information and support on all thing’s health and wellbeing.
Are you passionate about wellbeing and supporting
Do you want to become a Wellbeing and engagement champion?
Do you have a passion for Health and Wellbeing? Would you like to support the Health and Wellbeing of your colleagues?
This is a voluntary role, delivered by staff with a clinical or non-clinical background and we would love to hear from colleagues across the Trust, in any role at any band. The Well Team will offer a wide range of resources to ensure that you are able to offer your team the support that they need
For all enquiries relating to Staff Health and Wellbeing, call us on (01253) 957638, Monday-Friday between 8:30am and 4:30pm or email [email protected]
Healthy & Happy
Keeping you safe and well at workOur new BTH Staff Portal offers support in a number of different areas, including Physical, Financial and Mental Health and Wellbeing. Select the support, initiatives or benefits on the BTH portal and see how you can stay fit and healthy, save money on the latest products, and learn about all the support available to you.
Register or login at https://www.vivupbenefits.co.uk
The Macmillan Information andSupport Centre
The Macmillan Information & Support Centre is based at Blackpool Teaching Hospitals located in The Wind-mill Unit.
The centre supports anyone effected by cancer with any practical or emotional issues they may be facing, including staff!
The Centre is happy to accommodate you should you wish to spend some of your induction seeing what the team do.
The centre is open Monday through to Friday from 9.30am till 4pm Contact 01253955710 [email protected] Facebook – blackpoolmacmillanTwitter - @bfwhmacmillan
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www.bfwh.nhs.uk
Wherever you work, organisations will always abbreviate work related phrases, systems, department and processes. Blackpool Teaching Hospitals is no different. At first, trying to learn and understand the acronyms can seem quite daunting. However after a while they will become second nature. Always ask if you are unsure – Your colleagues will be happy to explain.
We couldn’t possibly list every acronym used at the trust, however we have contacted different areas to find out their most used abbreviations and have complied these into a list below. Use them as a reference guide to help you learn, even add to them as you come across others and pass this on to other new starters too!
Acronyms Buster
Acronym This stands for…
ADON Associate Director of Nursing
ADT Admission, Discharge & Transfer
AHP Allied Health Professional
ALTC Adults & Long Term Conditions
AMU Acute Medical Unit
ACP Advanced Clinical Practitioner
BACFS Blackpool Adult Cystic Fibrosis Service
BMA British Medical Association
BME Black and Ethnic Minorities
BTH Blackpool Teaching Hospitals
CAMHS Child and Adolescent Mental Health Services
CAT Combined Assessment and Treatment Unit
CCOT Clinical Care Outreach Team
CBT Cognitive Behavioural Therapy
CMO Chief Medical Officer
CNO Chief Nursing Officer
COAT Culture of Openness and Transparency
COSHH Control of Substances Hazardous to Health
CPD Continuous Professional Development
DDON Divisional Director of Nursing
DDOP Deputy Director of Operations
DGH District General Hospital
EADU Emergency Assessment and Discharge Unit
EDMS Electronic Document Management System
ENT Ears, Nose and Throat
ESR Electronic Staff Record
FOI Freedom of Information
GDPR General Data Protection Regulations
GMC General Medical Council
GP General Practitioner
HDU High Dependency Unit
HFC Healthier Fylde Coast
HoD Head of Department
ICP Integrated Care Partnership
ICS Integrated Care Systems
IMG International Medical Graduate
IPR Integrated Performance Report
MCP Multi-speciality Community Provider
NAES National Artificial Eye Service
NED Non-Executive Director
NWAS North West Ambulance Service
OD Organisational Development
OH Occupational Health
PD Sister Practice Development Sister
SFFT Staff, Friends & Families Test
SME Subject Matter Expert
THQ Trust Headquarters
Final point, if you ever get asked to attend HPEC for training or a meeting, this is actually the Education Centre at Blackpool Victoria Hospital. This building was once called the Health Professionals Education Centre (HPEC). However, although it is now the Education Centre, it is still often referred to as HPEC. This just goes to show how engrained acronyms can become!
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12G
Caféteria
1G
Card
iac Reception
12G
Card
iac ITU12
2nd
Card
iac Investigation Unit
12G
Card
iology D
ay Ward
12G
Car Parking O
ffice16
G
Chap
el 3
G
Child
ren’s Assessm
ent 8
1stC
hildren’s W
ards
81st
Com
bined A
ssessment
and Treatment U
nit (CA
T)3
1stC
oronary Care U
nit12
1stD
iabetic Resource C
entre4
GD
ietetics & Nutrition
4G
Discharg
e Lounge
1G
Education C
entre14
GEntrance East Park D
rive2
GG
astroenterology
6G
Haem
atology &
Oncolog
y D
ay Unit
5G
Hom
e15
Intensive Therapy U
nit3
GInform
ation Desk
5G
Lancashire suite12
1stM
ain Entrance16
GM
ain Entrance Outp
atients1G
McM
illan Wind
mill U
nit8
1stM
edical Retina U
nit5
GM
edical Photograp
hy5
GM
ortuary2
GN
eonatal Unit
81st
Occup
ational Health
13G
Occup
ational Therapy
1G
Op
hthalmic Surgical U
nit5
GO
rthotic Dep
artment
1G
Pathology
2G
Pharmacy
5
G
Dep
artment
Area
FloorPhysiotherap
y1
GPrim
ary Care D
ept
3G
Reception A
1G
Reception B
1G
Reception - Blue
41st
Reception - C
ardiac
12G
Reception -
Wom
en & C
hildren’s
8G
Recruitment O
ffices2
2nd
Research & D
evelopm
ent5
2nd
Restaurant 5
1st
Retail Units
16G
Security Office
1G
Simulation &
Skills Centre
22n
dSp
eech Therapy
14G
Surgical Ap
pliances
1G
Surgical Centre
7G
Surgical Rapid A
ccess Unit
(SRA
C)
31st
Trust Head
quarters
162n
dU
rgent C
are Centre
3G
Urolog
y7
GV
ictoria Centre
8G
Ward C
82n
dW
ard D8
3rdW
ard E (Haem
Ward
)8
4thW
ard 1 (HD
U)
4G
Ward 2
41st
Ward 3
42n
dW
ards 5 &
75
1stW
ard 65
1stW
ard 85
2nd
Ward 10
5G
Ward 11
51st
Ward 12
52n
dW
ard 14 (Surgical Centre)
71st
Ward 15 (Surgical C
entre)7
1stW
ard 16 (Surgical Centre)
71st
Ward 18
31st
Ward 19
31st
Ward 23
32n
dW
ard 243
2nd
Ward 25
32n
dW
ard 263
2nd
Ward 32 (Stroke)
11G
Ward 33 (Stroke)
11G
Ward 34 (O
rthopaed
ic)11
1stW
ard 35 (Orthop
aedic)
111st
Ward 37
121st
Ward 38
121st
Ward 39
121st
X-Ray Central
4G
X-Ray North
3G
Information correct at the tim
e of printing
For a printable version of this map, and related travel information please visit the Blackpool Teaching Hospitals Website or https://www.bfwh.nhs.uk/hospitals/blackpool-victoria/map-of-the-hospital/
We do hope that you have found this document informative and useful.
With your manager, work through the Local Induction form which is located on ESR.
As part of your local induction be sure to discuss how you will embed the Trust’s values and behaviours within your role.
If you have any questions or concerns, please contact the Organisational Development
Team at [email protected]
Next Steps and Good Luck!
