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We are very proud of the improvements that our staff develop in order to support high quality patient care. The Trust holds a ‘Best Practice’ event on an annual basis that external organisations are welcome to attend as well as our own staff. The aim of this event is to share best practice and influence and motivate colleagues to use similar approaches or build on the work that they have already implemented.
The Best Practice Day (held in June) was a unique opportunity for staff to share innovation, best practice and service improvement from across the organisation.
The event showcased the expertise, creativity and motivation of staff from all areas of the Trust. Presentations were given on a diverse range of projects, including the development of a drug recognition guide for students in the renal ward, care of dementia patients and an innovative way for neonatal intensive care unit families to view photos and messages from their babies online.
Listening into Action (LiA) is our new way of working. It’s about having the voice of our staff heard on areas that matter to them. It’s also about letting the Trust know what gets in the way of staff and what changes should be prioritised.
LiA is a systematic approach to engage and empower clinicians and staff around any challenge. It’s about mobilising and leveraging the full potential of our workforce to improve outcomes for patients, for staff, and for the Trust. LiA empowers our teams to drive forward positive changes, shifts the culture and style of leadership, re-energises staff who previously felt helpless and unable to act, challenges existing assumptions and eliminates wasteful or irrelevant activities that provide no value to patients.
The Trust holds annual awards that recognise our staffs’ achievements for going above and beyond their roles as well as recognising individual and team innovation to improve the service we provide to our patients.
We are incredibly proud of our staff and whilst praise and recognition is part our culture it is also important to hold events that give a greater and broader recognition of the amazing work our staff deliver.
The Trust has developed a Talent Management Strategy that applies to all staff and is integrated into our recruitment, development and individual review and appraisal systems. The strategy is fair and transparent and everyone has the opportunity to progress. The recruitment, development and retention of professional staff is central to the Trust achieving its goals and delivering high quality patient care.
Attracting skilled talent to take up positions within our Trust is the first step in the talent management process, and a number of methods are utilised to ensure high-calibre capable individuals choose to work for us. As a local organisation serving local people, it’s important to maximise talent within the local community by encouraging local people to work for us, as this benefits the local economy in terms of reduced unemployment rates and demonstrates our commitment as a major employer on the Wirral. We need to ensure that those we recruit are capable of delivering our vision of excellence in healthcare and the values and goals of the organisation. In order to achieve this, our vision, values and goals have been integrated into our recruitment, induction, development and performance management processes. We need to ensure that our related practices and behaviours demonstrate this commitment consistently.
Wirral University Teaching Hospital NHS Foundation Trust aims to hold a strong reputation as a world-class employer, which will serve to both attract and retain talent. Building this reputation takes time and is demonstrated through feedback from patient and staff experience. Our reputation across the local community can be further enhanced by greater community involvement, such as developing further our existing links with education establishments as a university teaching hospital, offering work and voluntary placements and apprenticeships.