Get more out of your staff

NHS Employers has produced a new toolkit to encourage NHS managers to adopt better performance management practices.

The People Performance Management toolkit provides practical support and aims to increase managers’ knowledge and give them confidence to deal with some of the key performance management challenges such as how to manage underperforming staff, review performance and give constructive feedback.

Advertisements

Manchester Triage System improves patient flow in A&E

Triage systems in hospital emergency departments aim to predict the severity of the issue to help better organise patient flow. The Manchester Triage System is one strategy for classifying people’s risk level. Reviewers from Brazil examined the efficacy of this approach. Three bibliographic databases were searched for studies published between 2002 and 2013. Twenty-two studies were included. The Manchester Triage System was found to be effective for use in children, adults, people with coronary syndromes and people with acute pulmonary embolism. It was able to predict emergency department admission and death in the short term.

Reference:

Azeredo TR, Guedes HM, Rebelo de Almeida RA, Chianca TC, Martins JC. Efficacy of the Manchester Triage System: a systematic review. International Emergency Nursing. 2015 Apr;23(2):47-52

Performance data in healthcare

Dr Foster has published Uses and abuses of performance data in healthcare. The report explores the current ways in which performance data is utilised and the potentially adverse consequences of these approaches as well as considering the key aspects of performance measurement and offering some recommendations to improve the situation in future.

Using survey data to inform health and wellbeing strategy

NHS Employers has published a case study detailing how a staff survey by Camden and Islington NHS Foundation Trust was used to inform a health and wellbeing strategy for staff. The survey results revealed that the trust had low scores in relation to staff wellbeing, work-related stress being a key issue. The trust wanted to put together a new employee health and wellbeing strategy, focusing on improving staff physical and mental wellbeing through a collective effort with other departments including Human Resources, occupational health, nursing directorates, communications and the unions. This strategy would inform the health and wellbeing programme, which included a range of accessible and affordable ways for staff to lead a healthier lifestyle but also achieve a better work life balance.