Health and social care staff experience: report 2019

Staff Governance Standards – Components

Staff Governance is a key component of the governance framework used to monitor and manage the performance of NHS Scotland organisations.  Staff Governance considers both how effectively staff are managed and also how staff feel they are managed.  The standard was underpinned in legislation in 2004 and its component strands as shown below continue to be monitored, both locally and nationally. 

Staff Governance Standard – Scores 

The strands of the Staff Governance Standard were mapped against the 20 components forming part of the Staff Experience Framework (see Appendix 7).  The 28 questions were then mapped to the 20 components and Staff Governance Standards to provide a measure of Employee Engagement (see Appendix 8).

All five Staff Governance Standard Strand reported scores remain unchanged from 2018, with being ‘Well Informed’ the highest scoring Strand (80) and being ‘Involved in decisions’ (71) remaining an area for future focus.

Staff Governance Standards – Scores	Weighted Index Value
	2017	2018	2019
Well informed	80	80	80
Appropriately trained and developed	73	74	74
Involved in decisions	71	71	71
Treated fairly & consistently, with dignity & respect, in an environment where diversity is valued	77	77	77
Provided with a continuously improving & safe working environment, promoting health & wellbeing of staff, patients & the wider community	76	77	77

The distribution of scores reflects this with 72% scoring in the Strive to Celebrate band for the ‘Well-Informed’ Strand and only 51% for the ‘Involved in Decisions’ Strand.

Staff Governance Standard - Experience as an individual

Results are aggregated for each question presented under the heading ‘As an Individual’. 

From 2018 to 2019 there has been very little movement in the components that comprise the ‘Experience as an Individual’ Strand. The highest scoring component ‘I am clear about by duties and responsibilities’ has dropped one point as has the lowest scoring component ‘I feel involved in decisions relating to my job’.

Experience as an Individual	2017	2018	2019	Movement 2019 – 2018
I am clear about my duties and responsibilities	88	88	87	-1
I am treated with dignity and respect as an individual	82	83	83	0
I am treated fairly and consistently	81	81	81	0
My work gives me a sense of achievement	81	81	81	0
I get the information I need to do my job well	81	81	81	0
I have sufficient support to do my job well	77	78	78	0
I am confident my ideas and suggestions are listened to	75	75	75	0
I feel appreciated for the work I do	73	74	74	0
I get enough helpful feedback on how well I do my work	73	73	73	0
I am given the time and resources to support my learning growth	71	72	72	0
I am confident my ideas and suggestion are acted upon	71	71	71	0
I feel involved in decisions relating to my job	71	71	70	-1

From these scores it is evident that staff generally feel they are treated fairly and with respect and that they are clear about their responsibilities. The greater challenge is ensuring staff feel they have a voice and are given the feedback and support they feel they need.

Across the distribution of scores for each component in ‘Experience as an Individual’ there is considerable variation in the share of staff rating each component as Strive & Celebrate. At the top end, 89% of staff score in the Strive & Celebrate band for role clarity, whist only half of staff do so for feeling involved in decisions and confidence that their suggestions and ideas are acted on.

Scores for this component are consistent between National and Geographic Boards with the exception of the Scottish Ambulance Service that typically scores lower (see following for details). Staff working in Geographic Boards are usually more positive about the sense of achievement they get from their work than staff in National Boards. 

Experience as an Individual Geographic Boards	NHS Greater Glasgow & Clyde	NHS Lothian	NHS Grampian	NHS Tayside	NHS Lanarkshire	NHS Ayrshire & Arran	NHS Fife	NHS Highland	NHS Forth Valley	NHS Dumfries & Galloway	NHS Borders	NHS Shetland	NHS Western Isles	NHS Orkney
Number of Responses	25,420	16,149	10,851	8,701	8,653	7,931	6,786	6,184	4,341	2,965	1,774	935	553	492
I am clear about my duties and responsibilities	88	88	87	86	89	88	88	86	87	85	87	87	87	85
I get the information I need to do my job well	81	82	81	80	84	82	81	79	80	79	80	83	81	78
I am given the time and resources to support my learning growth	71	74	74	71	75	74	72	71	70	70	71	73	72	72
I have sufficient support to do my job well	77	79	79	78	81	79	78	76	76	76	76	80	77	75
I am confident my ideas and suggestions are listened to	74	76	76	75	77	75	75	75	75	73	74	78	75	75
I am confident my ideas and suggestion are acted upon	70	72	72	71	74	71	71	70	70	69	70	74	72	72
I feel involved in decisions relating to my job	69	72	72	70	73	71	70	70	69	69	70	74	72	72
I am treated with dignity and respect as an individual	82	84	84	83	85	83	83	82	82	81	83	85	82	84
I am treated fairly and consistently	80	82	82	81	83	81	81	80	80	79	81	83	81	82
I get enough helpful feedback on how well I do my work	72	74	75	73	76	74	73	72	71	71	74	77	72	73
I feel appreciated for the work I do	72	75	75	74	76	74	73	73	72	72	75	78	73	76
My work gives me a sense of achievement	80	82	82	81	82	81	81	80	80	80	81	85	82	84

 

Experience as an Individual National Boards	Scottish Ambulance Service	NHS National Services Scotland	Golden Jubilee Foundation	NHS 24	NHS Education for Scotland	The State Hospital	Healthcare Improvement Scotland	NHS Health Scotland
Number of Responses	2,838	2,811	1,167	1,039	709	506	429	276
I am clear about my duties and responsibilities	84	85	89	89	87	90	83	85
I get the information I need to do my job well	72	79	83	82	82	84	79	81
I am given the time and resources to support my learning growth	56	74	75	72	80	76	75	78
I have sufficient support to do my job well	68	78	79	82	82	82	79	80
I am confident my ideas and suggestions are listened to	61	75	74	72	84	77	79	82
I am confident my ideas and suggestion are acted upon	57	71	71	68	79	73	75	77
I feel involved in decisions relating to my job	56	70	70	64	79	75	74	78
I am treated with dignity and respect as an individual	75	84	82	82	89	84	84	90
I am treated fairly and consistently	71	81	81	80	88	82	83	86
I get enough helpful feedback on how well I do my work	57	75	73	80	81	79	79	81
I feel appreciated for the work I do	61	75	74	75	82	77	79	81
My work gives me a sense of achievement	79	78	82	80	84	80	78	81

Staff Governance Standard - My Team / My Direct Line Manager 

Results are aggregated for each question presented under the heading ‘My Team / My Direct Line Manager’.  

There is no reported movement in components in this Staff Governance Strand. Staff continue to be very positive about their line manager and their relationship with their line manager. Staff are less sure that performance is managed across their team or their level of involvement in decisions that affect them.

My Team/My Direct Line Manager	2017	2018	2019	Movement 2019 – 2018
My direct line manager is sufficiently approachable	86	87	87	0
I feel my direct line manager cares about my health and well-being	84	84	84	0
I have confidence and trust in my direct line manager	83	84	84	0
I would recommend my team as a good one to be a part of	82	83	83	0
My team works well together	81	82	82	0
I am confident performance is managed well within my team	77	77	77	0
I feel involved in decisions relating to my team	75	76	76	0

The importance of the line manger relationship is illustrated in this example from a team story focused on communications:

“We strongly believe we get a high iMatter score because we have a manager who fully supports us, is approachable and values our individual contributions.”

NHS Education for Scotland, CPD Connect Team. Better communication means better staff experience

The distribution of responses for each component (shown below) illustrate the high level of positivity towards line managers, with 84% of staff scoring ‘My line manager is sufficiently approachable’ as Strive to Celebrate and 80% doing so for ‘My line manager cares about my health and wellbeing’.

 

Staff working in National Boards, with the exception of the Scottish Ambulance Service, typically score around 3 points higher than those working in Geographic Boards for the three line manager components. The following tables show component scores for each Geographic and National Board.

My Team/ My Direct Line Manager Geographic Boards	NHS Greater Glasgow & Clyde	NHS Lothian	NHS Grampian	NHS Tayside	NHS Lanarkshire	NHS Ayrshire & Arran	NHS Fife	NHS Highland	NHS Forth Valley	NHS Dumfries & Galloway	NHS Borders	NHS Shetland	NHS Western Isles	NHS Orkney
Number of Responses	25,420	16,149	10,851	8,701	8,653	7,931	6,786	6,184	4,341	2,965	1,774	935	553	492
I feel my direct line manager cares about my health and well-being	84	85	84	84	87	85	84	83	83	82	84	86	83	84
My direct line manager is sufficiently approachable	87	87	86	87	89	87	86	85	85	85	86	87	85	85
I have confidence and trust in my direct line manager	83	84	84	83	86	84	83	82	82	81	83	84	82	81
I feel involved in decisions relating to my team	75	77	77	75	79	76	75	75	75	74	75	78	75	76
I am confident performance is managed well within my team	77	78	78	76	81	78	77	76	76	74	76	78	75	75
My team works well together	82	83	81	82	84	83	82	81	81	80	81	83	80	81
I would recommend my team as a good one to be a part of	82	84	83	83	85	84	83	82	83	82	83	84	81	82

 

My Team/ My Direct Line Manager National Boards	Scottish Ambulance Service	NHS National Services Scotland	Golden Jubilee Foundation	NHS 24	NHS Education for Scotland	The State Hospital	Healthcare Improvement Scotland	NHS Health Scotland
Number of Responses	2,838	2,811	1,167	1,039	709	506	429	276
I feel my direct line manager cares about my health and well-being	79	87	83	90	91	87	90	91
My direct line manager is sufficiently approachable	83	88	86	92	91	90	91	92
I have confidence and trust in my direct line manager	79	85	83	90	89	86	88	88
I feel involved in decisions relating to my team	67	76	75	77	82	80	81	84
I am confident performance is managed well within my team	69	77	77	84	82	81	78	82
My team works well together	75	81	81	80	86	85	81	85
I would recommend my team as a good one to be a part of	77	82	82	84	87	86	83	86

Staff Governance Standard - My Organisation

Results are aggregated for each question presented under the heading ‘My Organisation’, where Organisation refers to and includes both the relevant NHS Board and Health & Social Care Partnership(s). ‘Senior Managers’ refers to the Chair, Chief Executive, Non-Executives and Directors/Chief Officer. 

Although reported movements are only one point, it is notable that the scores for half of the components in this strand have declined. The highest scoring competent remains staff’s understanding of how their role contributes to the organisation’s goals, though it has dropped from 83 to 82. 

My Organisation	2017	2018	2019	Movement 2019 – 2018
I understand how my role contributes to the goals of my organisation	82	83	82	-1
I would be happy for a friend or relative to access services within my organisation	78	78	78	0
I would recommend my organisation as a good place to work	74	74	74	0
I get the help and support I need from other teams and services within the organisation to do my job	71	72	71	-1
I feel my organisation cares about my health and wellbeing	70	71	70	-1
I am confident performance is managed well within my organisation	64	64	64	0
I have confidence and trust in senior managers responsible for the wider organisation	64	65	64	-1
I feel senior managers responsible for the wider organisation are sufficiently visible	62	62	62	0
I feel involved in decisions relating to my organisation	57	57	57	0

Staff in National Boards, with the exception of Scottish Ambulance Service, are more likely than those in Geographic Boards to say they would recommend the organisation as a good place to work.

 

My Organisation Geographic Boards	NHS Greater Glasgow & Clyde	NHS Lothian	NHS Grampian	NHS Tayside	NHS Lanarkshire	NHS Ayrshire & Arran	NHS Fife	NHS Highland	NHS Forth Valley	NHS Dumfries & Galloway	NHS Borders	NHS Shetland	NHS Western Isles	NHS Orkney
Number of Responses	25,420	16,149	10,851	8,701	8,653	7,931	6,786	6,184	4,341	2,965	1,774	935	553	492
I understand how my role contributes to the goals of my organisation	83	83	83	81	85	83	83	81	81	81	82	84	82	82
I feel my organisation cares about my health and wellbeing	70	71	73	68	73	72	71	69	69	69	69	75	69	72
I feel senior managers responsible for the wider organisation are sufficiently visible	62	64	63	59	66	63	61	58	60	62	58	66	59	62
I have confidence and trust in senior managers responsible for the wider organisation	65	66	66	60	69	65	65	59	63	64	60	68	60	62
I feel involved in decisions relating to my organisation	57	58	59	54	61	57	56	54	55	57	53	61	55	57
I am confident performance is managed well within my organisation	64	66	66	61	69	65	65	59	63	63	59	67	59	61
I get the help and support I need from other teams and services within the organisation to do my job	71	72	72	70	74	72	71	69	70	71	70	75	72	72
I would recommend my organisation as a good place to work	74	76	76	72	77	75	75	72	73	74	73	78	73	75
I would be happy for a friend or relative to access services within my organisation	78	79	79	77	80	78	78	77	77	77	77	82	78	79

 

My Organisation  National Boards	Scottish Ambulance Service	NHS National Services Scotland	Golden Jubilee Foundation	NHS 24	NHS Education for Scotland	The State Hospital	Healthcare Improvement Scotland	NHS Health Scotland
Number of Responses	2,838	2,811	1,167	1,039	709	506	429	276
I understand how my role contributes to the goals of my organisation	78	81	83	85	84	83	81	83
I feel my organisation cares about my health and wellbeing	58	75	73	73	81	69	75	80
I feel senior managers responsible for the wider organisation are sufficiently visible	50	64	64	67	70	63	66	71
I have confidence and trust in senior managers responsible for the wider organisation	52	66	68	69	73	62	68	70
I feel involved in decisions relating to my organisation	46	57	59	58	63	60	60	69
I am confident performance is managed well within my organisation	51	62	67	69	69	60	61	66
I get the help and support I need from other teams and services within the organisation to do my job	60	72	73	73	76	72	73	72
I would recommend my organisation as a good place to work	65	77	81	78	84	73	77	81
I would be happy for a friend or relative to access services within my organisation	71	79	85	85	85	71	79	82

Confidence and trust in senior managers has dropped back from 65 in 2018 to 64 in 2019 as it was in 2017, suggesting this is an area that still needs focus. It is important to take action in this area as it is a component that is important in driving staff’s overall opinion of working in the organisation.  

Two team stories provide examples of how the need to build visibility and ultimately trust in senior managers:

Previous senior team roadshows had been poorly attended and so a new approach was needed. Several specific actions were taken:

1. The Service Manager and Head of MHLDS made regular ward ‘walk arounds’ that highlighted how many staff didn’t know who the senior management team were

2. Developed a ‘Who’s Who’ board for the staff room with photos and role descriptions

3. A staff survey is being run to find out how staff would prefer senior management to communicate with them

NHS Grampian, Mental Health & Disabilities Drum Ward

In order to address concerns around senior staff visibility: 

“The team suggested that senior managers could be more instantly visible to all staff if they embraced the “Hello my name is” badges and will seek to invite members of the senior management team to team meetings and consider what they wish to promote and share at these engagements.”

NHS Greater Glasgow & Clyde, AHP Medicine

The component score for “I feel my organisation cares about my health and wellbeing” has reduced by 1 point in 2019 to 70. This is in sharp contrast to the equivalent rating for line managers caring about staff health and wellbeing which at 84 is one of the highest scoring components. 

Staff feeling that the organisation cares about their health and wellbeing is a very important component in driving overall opinion and it is positive that several team stories focus in on health and well being.  One particular story from the Scottish Ambulance Service RUOK? Team at Livingston Station, explores ways of supporting staff’s health and wellbeing more effectively. It also demonstrates how the commitment of one individual can grow through their team to ultimately be rolled out across the whole Board and beyond. See below for an introduction to the project and the impact it has had on staff:

 “This is the story of how two colleagues identified a need for better welfare support and collaborated to improve staff experience whilst removing the stigma of mental health, not just in their own local teams, but throughout the Scottish Ambulance Service and extending to Ambulance Trusts across the UK. The introduction of iMatter gave them hope that they could discuss staff welfare and staff experience issues openly. Their journey demonstrates how individuals can engage in the workplace to effect change for the benefit of all.”

“It was uplifting to hear you, it meant a great deal to me personally learning that I was not alone in the service and I was not unique having the dark time I had. Your work is vital and is without a doubt a lifesaver.” – Paramedic

“Having someone who has been through it and is brave enough to speak about their experience really helped. I think it will help a lot of people feel confident to speak up.” – Call taker

“You may feel that you are alone when you feel down but actually there is help.” - Firefighter

Scottish Ambulance Service RUOK? Team at Livingston Station

Staff Groupings

For the first time in 2019, staff were asked to confirm which staff grouping they belonged to. This allows both comparison between Local Authority and NHSScotland employees and comparison of staff groupings within each employer. 

Although these questions were optional almost all staff chose to answer them: 99% of staff confirmed whether they were NHSScotland or Local Authority Employees. Of those, 98% of the NHSScotland Employees and 99% of the Local Authority Employees identified which Staff Grouping they belonged to. Details of the number of responses from each staff grouping are shown in Appendix 5. Looking firstly at the comparison between Local Authority staff and NHSScotland employees:

	Local Authority	NHS Scotland	Difference
I am clear about my duties and responsibilities	87	87	0
I get the information I need to do my job well	80	81	-1
I am given the time and resources to support my learning growth	73	72	+1
I have sufficient support to do my job well	78	78	0
I am confident my ideas and suggestions are listened to	76	75	+1
I am confident my ideas and suggestion are acted upon	71	71	0
I feel involved in decisions relating to my job	70	70	0
I am treated with dignity and respect as an individual	83	83	0
I am treated fairly and consistently	81	81	0
I get enough helpful feedback on how well I do my work	76	73	+3
I feel appreciated for the work I do	75	73	+2
My work gives me a sense of achievement	82	81	+1
I feel my direct line manager cares about my health and well-being	86	84	+2
My direct line manager is sufficiently approachable	88	86	+2
I have confidence and trust in my direct line manager	85	84	+1
I feel involved in decisions relating to my team	77	75	+2
I am confident performance is managed well within my team	79	77	+2
My team works well together	82	82	0
I would recommend my team as a good one to be a part of	84	83	+1
I understand how my role contributes to the goals of my organisation	83	82	+1
I feel my organisation cares about my health and wellbeing	72	70	+2
I feel senior managers responsible for the wider organisation are sufficiently visible	64	62	+2
I have confidence and trust in senior managers responsible for the wider organisation	67	64	+3
I feel involved in decisions relating to my organisation	59	57	+2
I am confident performance is managed well within my organisation	67	63	+4
I get the help and support I need from other teams and services within the organisation to do my job	72	71	+1
I would recommend my organisation as a good place to work	75	74	+1
I would be happy for a friend or relative to access services within my organisation	78	78	0

From the previous table it is evident that Local Authority staff typically score a little higher overall than NHSScotland staff. There is only one component “I get the information I need to do my job well” where NHSScotland staff score higher. Local Authority staff score two components 3 points higher (I have confidence and trust in senior managers responsible for the wider organisation, I get enough helpful feedback on how well I do my work) and one where the score is 4 points higher (I am confident performance is managed well within my organisation).

Local Authority Staff

The table below show how ratings differ across the staff groupings within the Local Authority staff. Overall staff in Criminal Justice and Strategic Development tend to score highest and staff in Older People tend to score lowest. 

The components that show the greatest variation across staff groupings are 

• ‘I am confident performance is managed well within my organisation’ ranging from 64 among Local Authority Senior Managers to 68 among Criminal Justice staff
• ‘I feel my organisation cares about my health and wellbeing’ with staff in Older People scoring 71 and Strategic Development scoring 75
• ‘I would be happy for a friend or relative to access services within my organisation’, varying from 77 among Older People staff to 81 for Strategic Development staff and Local Authority Senior Managers
• ‘I am given the time and resources to support my learning growth’ ranging from 72 for Older People staff to 76 among Criminal Justice and Strategic Development staff

The most consistent component across the Local Authority staff groupings is ‘My direct line manager is sufficiently approachable’.

Local Authority Staff Groupings	Adult Services	Business Services	Childrens Services	Criminal Justice	Older People	LA Senior Managers	Strategic Dev	Difference highest to lowest
I am clear about my duties and responsibilities	86	87	87	88	86	87	88	2
I get the information I need to do my job well	80	80	80	81	79	79	81	2
I am given the time and resources to support my learning growth	73	73	73	76	72	73	76	4
I have sufficient support to do my job well	79	79	79	80	78	80	80	2
I am confident my ideas and suggestions are listened to	76	75	76	77	75	76	77	2
I am confident my ideas and suggestion are acted upon	71	71	72	73	71	72	74	3
I feel involved in decisions relating to my job	70	70	70	72	70	70	72	2
I am treated with dignity and respect as an individual	83	83	84	84	83	84	85	2
I am treated fairly and consistently	82	81	82	82	81	83	84	3
I get enough helpful feedback on how well I do my work	76	75	76	76	76	76	78	3
I feel appreciated for the work I do	76	75	76	77	75	78	78	3
My work gives me a sense of achievement	83	84	84	85	83	85	85	2
I feel my direct line manager cares about my health and well-being	86	85	86	87	86	87	88	3
My direct line manager is sufficiently approachable	88	88	88	89	88	89	89	1
I have confidence and trust in my direct line manager	85	84	85	86	85	87	87	3
I feel involved in decisions relating to my team	76	76	76	77	76	78	78	2
I am confident performance is managed well within my team	78	79	79	80	78	81	81	3
My team works well together	85	83	83	84	82	84	84	3
I would recommend my team as a good one to be a part of	84	85	84	86	84	86	86	2
I understand how my role contributes to the goals of my organisation	83	83	84	84	83	82	83	2
I feel my organisation cares about my health and wellbeing	72	72	72	74	71	73	75	4
I feel senior managers responsible for the wider organisation are sufficiently visible	63	62	63	63	62	61	63	2
I have confidence and trust in senior managers responsible for the wider organisation	66	65	66	67	65	65	66	2
I feel involved in decisions relating to my organisation	59	58	59	59	58	57	58	2
I am confident performance is managed well within my organisation	67	67	67	68	66	64	66	4
I get the help and support I need from other teams and services within the organisation to do my job	73	73	73	74	72	72	74	2
I would recommend my organisation as a good place to work	75	76	76	77	75	76	77	2
I would be happy for a friend or relative to access services within my organisation	78	79	79	80	77	81	81	4

NHSScotland Employees

The table below shows component scores for each of the NHSScotland Employee Staff Groupings. 

There are some considerable variations across the NHSScotland staff groupings with the Ambulance Services staff the least positive, typically scoring 10 points lower than the average of all NHSScotland employees. NHSSenior Managers are the most positive, typically 5 points above the average of all NHS Scotland employees. 

There are some huge differences in individual component scores across the NHSScotland Staff Groupings, typically with the two mentioned groups being the highest and lowest. Of most note are those that differ by over 20 points:

• I feel involved in decisions relating to my job (26)
• I feel involved in decisions relating to my organisation (26)
• I get enough helpful feedback on how well I do my work (24)
• I feel senior managers responsible for the wider organisation are sufficiently visible (23)
• I am confident my ideas and suggestion are acted upon (23)
• I am confident my ideas and suggestions are listened to (23)
• I have confidence and trust in senior managers responsible for the wider organisation (22)
• I am given the time and resources to support my learning growth (22)
• I feel appreciated for the work I do (21)

Looking specifically at Scottish Ambulance Service staff, the highest scoring components are:

• I am clear about my duties and responsibilities (85)
• My direct line manager is sufficiently approachable (83)

The lowest scoring components for Ambulance Service staff are:

• I feel involved in decisions relating to my organisation (45)
• I fee senior managers responsible for the wider organisation are sufficiently visible (49)

NHSScotland Employee Staff Groupings	Admin Services	Health Professional	Ambulance Services	Health Sciences	Medical  Dental	Medical & Dental Support	Nursing & Midwifery	Other Therapeutic	Personal & Social Care	NHS Senior Managers	Support Services	Difference high to low
I am clear about my duties and responsibilities	86	87	85	85	88	88	89	86	86	88	88	3
I get the information I need to do my job well	80	82	72	78	81	82	83	81	79	82	81	11
I am given the time and resources to support my learning growth	74	70	55	67	73	75	72	72	74	77	75	22
I have sufficient support to do my job well	78	78	67	75	75	80	79	78	78	78	78	13
I am confident my ideas and suggestions are listened to	75	77	60	72	73	73	76	78	75	83	71	23
I am confident my ideas and suggestion are acted upon	71	72	56	68	68	69	72	73	72	79	68	23
I feel involved in decisions relating to my job	70	72	55	67	71	69	71	73	71	81	68	26
I am treated with dignity and respect as an individual	83	85	74	81	83	81	83	86	82	87	79	13
I am treated fairly and consistently	81	83	71	78	81	79	81	84	80	86	78	15
I get enough helpful feedback on how well I do my work	74	74	56	69	72	72	74	74	73	80	71	24
I feel appreciated for the work I do	74	75	60	70	73	73	74	77	74	81	71	21
My work gives me a sense of achievement	78	83	79	78	82	80	82	81	84	85	78	7
I feel my direct line manager cares about my health and well-being	85	86	78	82	83	84	84	87	82	89	80	11
My direct line manager is sufficiently approachable	87	88	83	84	86	84	87	88	85	90	83	7
I have confidence and trust in my direct line manager	83	85	79	80	84	82	84	86	82	88	80	10
I feel involved in decisions relating to my team	75	77	66	71	75	73	77	77	75	84	73	18
I am confident performance is managed well within my team	77	78	68	71	76	76	79	77	78	81	76	13
My team works well together	81	83	75	77	82	80	83	81	80	82	79	8
I would recommend my team as a good one to be a part of	81	84	76	78	83	81	85	83	81	84	80	9
I understand how my role contributes to the goals of my organisation	82	86	78	81	79	83	83	82	83	88	83	10
I feel my organisation cares about my health and wellbeing	74	70	57	70	67	72	68	71	73	78	73	21
I feel senior managers responsible for the wider organisation are sufficiently visible	63	59	49	58	59	62	61	60	64	72	62	23
I have confidence and trust in senior managers responsible for the wider organisation	65	62	51	61	61	64	64	64	66	73	64	22
I feel involved in decisions relating to my organisation	56	55	45	52	55	55	55	54	59	71	58	26
I am confident performance is managed well within my organisation	63	62	50	60	61	64	62	62	66	67	65	17
I get the help and support I need from other teams and services within the organisation to do my job	72	71	60	68	69	71	71	71	72	75	69	15
I would recommend my organisation as a good place to work	76	74	65	72	73	74	74	75	76	80	75	15
I would be happy for a friend or relative to access services within my organisation	79	79	71	77	79	80	78	79	79	85	77	14

Summary

Staff Governance Stand Scores have all remained unchanged from 2018, with Well Informed continuing to be the highest scoring strand (80) and Involved in Decisions the lowest (71). Within each strand there is very little movement in individual components, with just 6 components having dropped by 1 point from 2018.

National Boards (with the exception of the Scottish Ambulance Service) typically score higher than Geographic Boards for line management components, but lower for the sense of achievement gained from their work.

The importance of staff feeling that the organisation cares about their health and wellbeing is evident and is well illustrated by the Scottish Ambulance Service RUOK? Team Story.

The inclusion of Staff Grouping analysis for the first time this year provides new insight into the views of staff in different roles. At an overall level Local Authority Staff tend to score slightly higher than NHSScotland Within the two Employer Groups, staff opinions differ considerably depending on their role. For example, within NHSScotland Senior Managers tend to be the most positive and those in Ambulance Services the least so. Among Local Authority Staff those in Criminal Justice and Strategic Development tend to score highest and those in Older People lowest.