rpa in health & social care “review of effectiveness of communication & implementation of...
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RPA in Health & Social Care
“Review of Effectiveness of Communication &
Implementation of the Review of Public Administration in Health & Social Care”
http://www.rpani.gov.uk/index/research.htm
December 2008
& Associates
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Aim of the Review
‘…a review aimed at staff within health and social care is required, to assess how RPA implementation has been perceived by staff, to examine levels of communication about the RPA and to assess staff’s understanding of the PSC and their guiding principles’
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Objectives
Assess how well staff are being communicated with on issues associated with the implementation of the RPA
Assess staff experience of the RPA to date, those issues that concern them most and those issues that have yet to be addressed;
Examine the processes within health and social care associated with the implementation of the RPA e.g. communications, employment issues, planning for change etc.
Determine staff knowledge, awareness and understanding of the RPA;
Determine staff knowledge, awareness and understanding of the PSC Guiding Principles and how they have been implemented;
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Summary of Methodology
Communication Survey
13 Focus Groups
(Trusts, TUS, DHSSPS, Early Retirees)
A total of 84 Participants
Survey of Staff (n=700; response rate, 25%)
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Context – The Effect of Major Change
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Context – The Effect of Major Change
Short term negativity is typical of major change
‘Distance’ from decision-making affects perceptions
Key Principles : Consistency, transparency, fairness
Follow-up reviews could yield interesting data
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Review of Communications
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Key Messages – Review of Communications
Responses from 2 out 5 Trusts; 5 out of 8 Health Service
Agencies Affected by RPA
Extensive efforts made to communicate with staff both before and after the 1st April 2007.
Evidence of efficacy? Reports of two reviews one underway by Trusts; another completed by non-Trust
Review efficacy of communications as explicit and integral part of overall plan for review of future change processes.
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Key Findings - Communication Survey & Focus Groups
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Key Messages – Survey and Focus Group
Majority of staff (88%) provided with information
However, nearly half (45%) were dissatisfied with how change process was perceived to have been communicated.
Higher levels of satisfaction with internal sources of information
Information provided was ‘useful’ but lacked critical detail
Lack of integration of some IT systems was a constraint
Desire for clear point of contact, especially in HR
Desire for greater consistency in information given
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Lessons Learned and Possible Ways Forward
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Key Learning – Communication-Related
“What does it mean for me?” – (Implications for ‘boosting’ HR in advance)
Clear boundaries
Face-to-face is vital (cascading)
Infrastructure for communication
Major change and voicing concerns
Organisational capacity to manage change / communication Other initiatives ongoing? Experience Resource requirements
Clarification of job roles Being, and being seen to be transparent, consistent & fair in relation to recruitment and
selection
Examining the merits of different policies and practices in collegiate manner
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Questions / Comments?