Measuring Impact
Best Practice for Organisations Hub
It’s important to understand the staff health and wellbeing needs, to ensure effectiveness of the support provided.
For this, the following should be considered:
- Promote a data-led approach to all staff health and wellbeing support.
- Use continuous process improvements such as Quality Improvement approaches, especially through collective discussion in regular team meetings.
Data Sources
Assess awareness and engagement of:
- Occupational Health
- Employee Wellbeing Services
- Employee Assistance Programmes
- Wellbeing Conversation Guide
- Analytics of intranet sites
- NHS Wales Staff Survey response rate and Engagement Index Score
- Leadership Development Programmes
- Health and Safety Training (including stress)
Use existing measures such as:
- Risk Assessment Tools such as Stress
- NICE Healthy Workplaces Quality Standard (especially when measuring mental health)
- Time to Change Pledge
- Workforce Race Equality Standard
- Health and Safety Executive Standards
Suggested Metrics
Use your local staff health and wellbeing surveys / health needs assessment and NHS Wales Staff Survey results to measure against the areas that impact on staff health and wellbeing:
Morale:
- Involvement in decision making
- Input and influence in change
- Job demand, pace, workload and autonomy
- Retention
- Onboarding
- Exit
- Stay
- Vacancies
- PADRs/PDPs with wellbeing objectives
Patient Safety:
- Clinical concerns
- Speaking Up Safely
- Complaints
Staff Engagement:
- Engagement Index Score
Compassionate Culture:
- Speaking Up Safely Framework metrics
- Complaints
- Patient Experience / Putting things Right metrics
- NHS Performance Framework indicators
- Compassionate Leadership
- Compassionate Leadership metrics
Diversity, Equality, and Inclusion:
- Diversity, Equality and Inclusion metrics
- Career conversations
- Recognition of contribution
- Recognition events
- Letters of thanks
- Acknowledgements / compliments
Autonomy and control:
- Involvement in decision making
- Input and influence in change
- Job demand, pace, workload and autonomy
Raising concerns:
- Speaking Up Safely Framework metrics
Line Management:
- 121 meetings
- PADRs/PDPs including wellbeing objectives
- Wellbeing Conversation Guide
- Wellness Action Plans
Team Working:
- Team working metrics including shared objectives
Flexible Working:
- ESR metrics
- Flexible Working applications and approvals
- Career Conversations
- Retire and Return applications and approvals
Healthy working environments:
- Burnout metrics
- Sickness absence
- Health and Safety metrics
- Awareness and update of staff health and wellbeing resources
- Wellbeing Conversation Guide
- Wellness Action Plans
- Bullying and Harassment
- Stress Risk Assessments
- Annual Leave carry over requests
Development:
- PADRs/PDPs including wellbeing objectives
- Career conversations
Other metrics include:
- Mandatory and Statutory Training
- Welsh Language metrics
- Employee Relations activity
- Partnership working
