22nd April 2015

Heather Ford and Fiona MacKenzie

Integration Change Managers

Strengthening the LinksStaff Engagement -The Fife Story

• Population 365,000• Staff 6,000 (NHS and Council)• NHS and Council boundaries are the same• Managed in three large “Divisions” – East

West and Fife-Wide Services• 7 Localities in line with community planning

areas

Fife

Progress towards Full Integration

• Shadow Joint Board has been in place since June 2013

• The (permanent) Chief Officer appointed September 2014

• Senior Managers structure agreed, and first round recruitment completed

• The Integration Scheme has been submitted.

Our approach to staff engagement

• Workforce and OD groups• Communications work stream• Media support• Good collaborative working within and across

the work streams • Built on existing relationships and groups to

develop a coherent plan – flexibility required!

Formal Consultations

Two formal consultations have been carried out: 1.Localities – August ( planning)2.Integration Scheme – December

Work on the Strategic Plan is progressing and will be formally consulted Summer 2015

Confusion….

The difference between consultation and Engagement:•Badged the Staff engagement events as “Together We Can”•Provided a simple timeline for staff•Reinforced programme to managers

Staff engagement eventsIn May 2014 - 5 events were held (450 staff NHS and Council). Main aim was to provide information. We asked- where is integration already working , and what support do you need?

In November 2014 - 5 events (450 staff all sectors). Asked what makes good integrated working?

In February/ March 2015 – 8 events ( 350 staff with 1 specifically for managers, across all sectors + public). Asked -how will Integration work in your locality?

Staff engagement events

• In January 2015 we held a Leaders Visioning event • In February 2015 we held an event to focus on

Primary Care to engage GP Leaders

• In January 2015 we also held “The Way Forward event” to develop new model of public participation

Communication Materials

• FAQs• Timeline• Newsletters• Reports to Shadow Board – Workforce• Press releases• Consultation document

Communication Materials

The stats…• 1,500 employees have been involved in face to face

engagement events • Generating over 3,000 responses and ideas• Over 84 media releases issued • 102,000 people reached via facebook• Formal consultations have reached an additional 800

people of whom many were staff – 480 responses in face to face meetings, and 318 received online.

Staff Engagement Theory

Refs: MP Gagnon,2012 and Kings Fund 2014( six building blocks)

Adopt supportive and inclusive Leadership Styles

Build Collective and distributed leadership

Staff engagement firmly on Board agenda

Establish a culture based on integrity and trust

Give staff tools to lead service transformation

Develop a compelling shared strategic direction

Leadership

Ownership

Organisational Development

Workforce Development

Motivation

Awareness

Outcome of the events - Actions

• Work towards multi-agency locality teams with core and extended team members

• Ensure GP’s are included in core membership• Care co-ordination to be adopted for complex cases• Processes to be developed to minimise delay and

bureaucracy • Improved information systems to support integration

Learning …

• Need good OD, media and communications support. • You need to really believe in Integration – be

authentic and collaborative in approach.• Collaborative working at times of change is difficult –

stick with it, making use of tools e.g. dialogue• The need to keep managers with you… may see this

as your job and become distant from the views being expressed.

Discussion at Tables

• Using the pictures, identify current challenges in your area.

• Identify how these can be addressed.