Health & Social Care Staff Experience Survey 2022

Independent report by Webropol providing detailed information and analysis of staff experience in health and social care across Scotland during 2022


Experience as an Individual

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

The highest score (87) is for staff clarity around their duties and responsibilities. The second highest is staff feeling that they are treated with dignity and respect. Involvement in decisions, feeling suggestions are acted on and getting the information needed to their job well.

Stacked bar chart showing score distribution for Staff Governance Standard strands. Twelve questions are shown. From top to bottom: Clear about duties: 88% Strive & Celebrate; 7% Monitor to Further Improve; 3% Improve to Monitor; and 2% Focus to Improve. Getting information to do job well: 73% Strive & Celebrate; 17% Monitor to Further Improve; 5% Improve to Monitor; and 5% Focus to Improve. Given time and resources for growth: 54% Strive & Celebrate; 22% Monitor to Further Improve; 10% Improve to Monitor; and 14% Focus to Improve. Given sufficient support to do job well: 68% Strive & Celebrate; 17% Monitor to Further Improve; 7% Improve to Monitor; and 8% Focus to Improve. Feel ideas are listened to: 62% Strive & Celebrate; 20% Monitor to Further Improve; 8% Improve to Monitor; and 10% Focus to Improve. Feel ideas are acted upon: 52% Strive & Celebrate; 26% Monitor to Further Improve; 10% Improve to Monitor; and 12% Focus to Improve. Involved in decisions: 53% Strive & Celebrate; 22% Monitor to Further Improve; 10% Improve to Monitor; and 15% Focus to Improve. Treated with dignity & respect: 80% Strive & Celebrate; 11% Monitor to Further Improve; 4% Improve to Monitor; and 5% Focus to Improve. Treated fairly & consistently: 76% Strive & Celebrate; 12% Monitor to Further Improve; 6% Improve to Monitor; and 6% Focus to Improve. Get enough helpful feedback on work: 59% Strive & Celebrate; 20% Monitor to Further Improve; 9% Improve to Monitor; and 12% Focus to Improve. Feel appreciated for work done: 60% Strive & Celebrate; 20% Monitor to Further Improve; 8% Improve to Monitor; and 12% Focus to Improve. Work gives me a sense of achievement: 72% Strive & Celebrate; 17% Monitor to Further Improve; 4% Improve to Monitor; and 7% Focus to Improve. The ranges for these sections are listed next.

All components within Experience as an Individual have increased from 2021 by either 1 or 2 points. All scores are now at or above those seen in 2019, before the COVID-19 pandemic.

Experience as an Individual 2017 2018 2019 2021 2022 Movement 2022 - 2021
I am clear about my duties and responsibilities 88 88 87 86 87 +1
I am treated with dignity and respect as an individual 82 83 83 83 84 +1
I am treated fairly and consistently 81 81 81 81 82 +1
My work gives me a sense of achievement 81 81 81 79 81 +2
I get the information I need to do my job well 81 81 81 79 81 +2
I have sufficient support to do my job well 77 78 78 76 78 +2
I am confident my ideas and suggestions are listened to 75 75 75 74 76 +2
I feel appreciated for the work I do 73 74 74 73 75 +2
I get enough helpful feedback on how well I do my work 73 73 73 73 74 +1
I am given the time and resources to support my learning growth 71 72 72 70 72 +2
I am confident my ideas and suggestion are acted upon 71 71 71 70 72 +2
I feel involved in decisions relating to my job 71 71 70 70 71 +1

Board level data is shown in Appendix 15.

The challenges faced particularly by new or temporary staff are acknowledged and addressed by the NHS Dumfries and Galloway Ward 3 Acute Directorate. Alongside their ward feedback board for ‘What We Do Well’ and “What Could Be Even Better’ the team took action to better support new joiners.

“We felt it was important to us and would be helpful to new staff coming into the ward if we had a 'Welcome Sheet' which shared what was important to us as a team in how we worked on shift, roles, responsibilities and expectations of everyone on the ward. We hope this helps us continue to be a great team to be part of and supports new staff feel welcome and confident coming into the team.”

iMatter NHS DG Ward B3

Staff Groupings

Local Authority staff score two points higher than NHSScotland staff on two of the components:

  • I get enough helpful feedback on how well I do my work (76 vs 74)
  • My work gives me a sense of achievement (82 vs 80)
Experience as an Individual NHSScotland Local Authority Difference
I am clear about my duties and responsibilities 87 87 0
I am treated with dignity and respect as an individual 84 84 0
I am treated fairly and consistently 82 83 +1
My work gives me a sense of achievement 80 82 +2
I get the information I need to do my job well 81 80 -1
I have sufficient support to do my job well 78 79 +1
I am confident my ideas and suggestions are listened to 76 76 0
I feel appreciated for the work I do 75 75 0
I get enough helpful feedback on how well I do my work 74 76 +2
I am given the time and resources to support my learning growth 72 73 +1
I am confident my ideas and suggestion are acted upon 72 73 +1
I feel involved in decisions relating to my job 71 71 0

Within NHSScotland staff there are some quite considerable differences in scores between the staff groupings. Full details are contained in Appendix 16.

Senior Management typically score highest with much higher scores than other staff groupings for:

  • I feel involved in decisions relating to my job
  • I am confident my ideas and suggestions are listened to
  • I am confident my ideas and suggestion are acted upon
  • I get enough helpful feedback on how well I do my work
  • I feel appreciated for the work I do

Ambulance Service staff score lowest on all components. The components that the opinions of these staff are furthest below other staff groupings are:

  • I have sufficient support to do my job well
  • I get enough helpful feedback on how well I do my work
  • I am confident my ideas and suggestion are acted upon
  • I am confident my ideas and suggestions are listened to

Staff groupings within Local Authority staff score more similarly across the components of Experience as an Individual. Senior Managers tend to have the highest scores and Older People Services the lowest. Again, full details are included within Appendix 16.

Impact of Change

The following chart illustrates how staff who have experienced change (41% of staff taking part in iMatter) score considerably lower than staff who have not experienced change (57%) on all Experience as an Individual components.

Cluster bar chart comparing individual experience scores between staff who did not experience change during 2022 and those who did.  Twelve questions are shown. From top to bottom: Work gives me a sense of achievement: No to change score, 82; Yes to change score, 79. Feel appreciated for work done: No to change score, 76; Yes to change score, 72. Get enough helpful feedback on work: No to change score, 76; Yes to change score, 73. Treated fairly & consistently: No to change score, 84; Yes to change score, 80. Treated with dignity & respect: No to change score, 86; Yes to change score, 82. Involved in decisions: No to change score, 73; Yes to change score, 69. Feel ideas are acted upon: No to change score, 74; Yes to change score, 70. Feel ideas are listened to: No to change score, 77; Yes to change score, 74. Given sufficient support to do job well: No to change score, 80; Yes to change score, 76. Given time and resources for growth: No to change score, 73; Yes to change score, 70. Getting information to do job well: No to change score, 82; Yes to change score, 78. Clear about duties: No to change score, 89; Yes to change score, 85.

Contact

Email: Suzanne.thomas@gov.scot

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