staff engagement survey - overview · 2.0 4.0 6.0 8.0 10.0 12.0 14.0 16.0 impact on clinical care...

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Staff Engagement Survey - Overview

1. Introduction The survey asked respondents for their thoughts on:

• the impact of their library and knowledge service

• the learning and development opportunities open to them

2. Survey details The survey ran from Monday 9th July 2018 until Monday 20th August 2018.

2.1 Numbers responding

A total of 353 staff responded to the survey comprising: 103 of the 514 headcount paraprofessional staff and 250 of the 740 professional staff.

Breakdown of respondents by Job Role:

2

Breakdown of respondents by Region they work in:

3

3. Response Rate

According to the National 2018/19 Part 1 Staffing Statistics there are a total number (headcount) of 1254 staff employed in NHS Library and Knowledge Services; 740 headcount of Professional staff; 514 paraprofessional staff. Total response rate was 28 % (353 of 1254 headcount of staff); 34% of qualified librarians responded (250 of the 740 headcount) and 20% of paraprofessional colleagues (103 of the 514 headcount)

20

7

24

32

9

34

17

42

53

3028

14

33

44

21

0

10

20

30

40

50

60

All Responses LONDON AND KSS MIDLANDS AND EAST NORTH SOUTH

% Response Rates For All Responses and by Region

% Paraprofessional bands 1-4 Responded % Professional Roles band 5-8 Responded

% All Staff Role Responded

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4. Impact

4.1 Question 3 – How confident are you that your library and knowledge service makes a positive impact? It was mandatory to choose one answer to each part of the question. All respondents had to choose on a scale of 0 to 4, where 0 is Don’t know, 1 is strongly disagree and 4 is strongly agree. 100% of respondents (353) answered the question.

The two areas where over 95% of respondents agreed or strongly agreed that the LKS made an impact is in Clinical Care and Learning and Education. For these two areas the remainder of the responders tended to Not Know if there was an impact rather than disagree The area in which staff were least confident that LKS made a positive impact was information for patients and the public, with 65% of respondents choosing agree or strongly agree.

2924 21

3025 26

3934

25

39 39 3525 24

1928 28 25

95

82

65

97

7885

0

20

40

60

80

100

120

Impact onClinical Care

Impact onHealth

Improvement

Impact onInformation for

Patients andthe Public

Impact onLearning and

Education

Impact onManagementand Decision

Making

Impact onResearch and

Innovation

% Respondents Agree/Strongly Agree

Library and Knowledge Service Manager Professional Librarian Role

Paraprofessional Role All Responses

5

For Impact on Information for the Patients and the Public there was then an equal split between those that disagreed (21% of respondents) and those that didn’t know (14% of respondents). A similar percentage of all respondents also did Not Know if the library and knowledge service made an impact on Management and Decision Making (14%) and Health Improvement (13%)

0.3 1.4

5.1

0.32.5 2.01.1 1.4

10.8

1.1 1.13.7

0.01.4

4.8

0.3 0.3 1.11.44.2

20.7

1.7

7.6 6.8

0.0

5.0

10.0

15.0

20.0

25.0


Impact onHealth

Improvement

Impact onInformation forPatients and the

Public


Education


Making


Innovation

% Respondents Disagree/Strongly Disagree



1.1

5.14.0

0.0

2.8 2.3

0.3

4.8 4.8

0.3 0.3

2.31.7

3.75.1

0.8 0.8

3.43.1

13.6 13.9

1.1

14.2

7.9

0.0

2.0

4.0

6.0

8.0

10.0

12.0

14.0

16.0


Impact onHealth

Improvement

Impact onInformation forPatients and the

Public


Education


Making


Innovation

% Respondents Don't Know



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4.2 Question 4 – Please provide any further comments that you have regarding the impact of your

library services. What do you see is going well? What further support would you like?

This question was optional. A total of 97 comments were received, 27% of all respondents.

The headlines and a summary of the responses are detailed in Appendix 1

5. Learning and Development

5.1 Question 5 – With the range of learning and development that has been provided over the

past two years how satisfied are you that you have had an opportunity to develop the knowledge

and skills you need?

It was mandatory to choose one answer to each part of the question. All respondents had to choose on a scale of 0 to 4, where 0 is Not Applicable, 1 is strongly disagree and 4 is strongly agree. A 100% of respondents (353) answered the question. Knowledge skills in customer care was the one area where over 70% of respondents agreed or strongly agreed that they were satisfied with the development opportunities available. 61% agreed or strongly agreed that they were satisfied with the development opportunities available in knowledge management.

There were three areas where some 25% of respondents disagreed/strongly disagreed that the development opportunities available were satisfactory: Skills in information for patients and the public (26%), knowledge management (25%) and skills in summarising and synthesising (23%)

17 22 22 21 2026 2919 25 25

926

15 14 14

53

77

56 61 53

0

20

40

60

80

100

Knowledge andSkills in Clinical

Librarian/Ourreach

Knowledge andSkills in Customer

Care

knowledge andSkills in Informationfor Patients and the

Public

Knowledge andSkills in Knowledge

Management

Knowledge andSkills in

Summarising andSynthesising

% Respondents Agree/Strongly Agree They are Satisfied with the Learning andDevelopment

Opportunity



7

Over 30% of respondents identified Knowledge and skills in clinical/librarian outreach as Not applicable to their role. Over half of these respondents are paraprofessionals.

4 47 7

58 7

1412 12

4 26 6 6

1612

26 25 23

05

1015202530


Librarian/Ourreach


Care


Public


Management



% Respondents Disagree/Strongly Disagree They are Satisfied with the Learning and

Development Opportunity



9

42 2

5.46 57

4 4.0

16

1

8 8 8.5

31

10

1714

24.1

0

5

10

15

20

25

30

35


Librarian/Ourreach


Care


Public


Management



% Respondents Identified as Not Applicable -Satsfied with the Learning and Development

Opportunity



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5.2 Question 6 – If you have participated in any of these development activities, whether provided

locally by your library and knowledge service, or nationally across all networks (including via the

Learning Zone), how confident are you now in applying your knowledge and skills in these areas?

It was mandatory to choose one answer to each part of the question. All respondents had to choose on a scale of 0 to 4, where 0 is Not Applicable, 1 is strongly disagree and 4 is strongly agree. A 100% of respondents (353) answered the question. The responses to this question followed the same trends as question 5. The major difference was the proportion of respondents who disagreed that they felt confident to put the skills into practice, with the two highest categories being Knowledge Management and Summarising and Synthesising

14 18 18 16 1424 26

20 20 20

8

2313 14 14

46

67

51 5042

01020304050607080


Librarian/Ourreach


Care


Public


Management



% Respondents Agree/Strongly Agree -Confident in Putting Skills into Practice



9

3 35

1077 5

912 12

3 15 5 5

128

20

2724

0

5

10

15

20

25

30


Librarian/Ourreach


Care


Public


Management



% Respondents Disagree/Strongly Disagree -Confident in Putting Skills into Practice



139

74

1010 10 128 8

18

5

11 10 10

42

24

29

23

35

0

5

10

15

20

25

30

35

40

45


Librarian/Ourreach


Care


Public


Management



% Respondents Not Applicable - Confident in Putting Skills into Practice



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5.3 Question 7 – Please provide any further comments that you have regarding learning and

development opportunities. What is going well for you? What further support would you like?

This question was optional. A total of 85 comments were received, 24% of all respondents.

The headlines and a summary of the responses are detailed in Appendix 1

The national CPD group is being asked to review all the comments made and take these into account

when planning the future programme.

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Appendix 1 – Headlines and Thematic Summary of responses to Survey Questions 4 – Impact and 7 – Learning and Development

Opportunities

Comments on Impact: Headlines

• Engaging with clinical staff and management is difficult but there are also untapped opportunities to engage with more groups in organisations. People want more strategic promotion of LKS and there is a need to challenge traditional perceptions about the role of libraries and librarians in healthcare (part of this is about raising the profile and visibility of LKS)

• There is room to widen the scope of impact collected (e.g. LKS support for Health and Wellbeing). More guidance and ideas for impact would be useful. Embedded or Outreach librarians have had some success here

• More work/ support is needed to support career progression for LKS staff

• Engaging with, and measuring impact of, Patient/ Public Information is challenging (consensus that measuring impact generally is difficult)

• LKS often aren’t recognised by their organisations (they lack the resources/ capacity they need)

• Training on research, writing for publication and submitting for conferences would be welcome to better support staff

Comments on Learning and Development Opportunities: Headlines

• More training on critical appraisal, summary and synthesis (the courses were not frequent enough and quickly became fully booked) – consensus that training generally needs to be repeated/ more frequent

• WebEx/ webinar software should be explored as well as distance learning. The Learning Zone needs better promotion

• There are limited learning/ career progression opportunities for paraprofessional staff

• New starters aren’t always aware of the learning and development opportunities available to them

• Teams don’t always have the time, finances or ability to release staff to attend training (this is complicated by distance travelled and the high costs associated with this)

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• Lots of staff also commented that the support/ training they have received is excellent, responds to their needs and helps them develop

Impact

Engagement, advocacy and profile

Widening the scope

Engaging with clinical staff and management is difficult but there are untapped opportunities to engage with more groups in the organisation e.g. Locum professionals; certain specialities; management “It can be hard to engage clinicians when it's all hands to the pump on the wards.”

“We get really good feedback from the users we have - but there are still far too many potential users that we haven't reached yet.” There is a need for further strategic promotion of libraries at a national level (including continued promotion of #amilliondecisions) “feel our service could be much better utilised by clinical staff in general if it were promoted strategically” There is a need to change traditional perceptions about the role of libraries and librarians in healthcare – this includes making the work more visible and more national recognition for work going on at local level “a stronger and more modern image would help change perceptions to attract more users.”

There is room for libraries to widen the scope of impact collected – suggestions for untapped areas include; health and wellbeing; apprenticeship leads; medical education; staff development; policy makers; learning and development and particularly research “There are other areas that libraries impact on not mentioned above

[e.g.] Health & Wellbeing of Trust staff”

The resources available are helpful (impact toolkit and vignettes) but more ideas for measuring impact would be welcome including templates; quick wins; guidance; and practical tips “Greater guidance in how to better measure impact and increase impact. Not just toolkits.” Embedded or Outreach librarian services have proved successful “Face to face collaboration with customers by our outreach staff off site or outside the library achieves real engagement by holding conversations that build rapport”

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“actually being visible to the right people in our own Trust is a struggle.”

Impact

Career Progression

Challenges

More work/ training is needed to better support career progression for librarians, especially BAME groups (one suggestion included library apprenticeship routes at different levels) “The major problem faced by the library assistants within the profession

is the lack of opportunity to progress.”

Engaging and measuring the impact of work with Patients and the Public is challenging “Information provision for patients and the public is difficult, we are not funded to do so and this impinges on work already being carried out by PALS.” Impact is difficult to measure and collect “Collecting impact evidence remains difficult - we experience low response rates to surveys and requests for case studies so some support in this area would be welcome”

Recognition, capacity and resources

Research and writing for publication

There is lack of recognition of LKS within organisations and a consensus that teams are under resourced/lack capacity and are therefore limited “the library service is not seen as a core service which means we have to fight harder to be heard.” “We would love another member in our team, but that is not very likely to happen.”

More training would be welcome in the areas of research, writing for publication, and submitting conference posters so librarians can better support users with these topics “I'd like to develop my research knowledge so that I can help staff & students more in this area.”

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Learning and Development Opportunities

Suggestions for more training and potential improvements

Career Progression and paraprofessionals

Respondents want critical appraisal, summary and synthesis training (training provided was too infrequent and got booked up quickly) “I would like to see more synthesizing and summarizing courses run as they don't seem to happen very often and always are overbooked” Suggestions for other training topics included: Health Literacy; Customer Care; Coaching; Assertiveness; Leadership; Knowledge Management; Business; Patient Information; Copyright Greater use of webex/ webinar software was recommended, or more opportunities available via distance learning – this would also increase geographical spread of opportunities and reduce travel (both of which were identified as problematic) “Please offer more training as webex sessions rather than in person.” Respondents wanted training to be more frequent and for sessions to be repeated – they also want support with sharing learning after they have attended a session It is good that some training opportunities have been provided but more sessions/dates would increase take-up.” There needs to be more promotion and better use of the Learning Zone

There is some consensus that there are limited learning opportunities for staff at Bands 3 and 4 (Library Assistants and paraprofessionals), and that even if there were, there are limited opportunities for these staff to progress in their careers Suggestions for development included: a conference for para professionals, marketing skills and opportunities to learn about Clinical Librarian or Library manager skills, as well chances to network “Although I have been able to develop new skills in the Library Assistant role, I would appreciate more opportunities to learn about, and gain the skills of, Library/LKS Managers and Clinical Librarians” “Training is offered at either managerial or paraprofessional level which does not always allow or encourage those who wish to progress to a managerial post to access the training they need.”

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“I need to make more use of the Learning zone.” “I/the team are not aware of the Learning Zone.”

Learning and Development Opportunities

New starters

Positive feedback about training attended

Lack of support and resources

New starters found they weren’t fully aware of development opportunities available to them but were hopeful to participate once aware/ settled in

“I'm new to the role so haven't taken up any of these training opportunities yet - however, this survey has highlighted they are there and I will make use of them.”

Lots of respondents said the support/ training they receive is excellent, responsive to their needs and helps them develop skills and knowledge “think there is excellent access to a wide range of training provided nationally and regionally” “we have a great network that provides us with lots of opportunities and is responsive to staff need. Great to see that library assistants in our region are now receiving CPD”

Teams don’t have the time, finances, or ability to release staff to attend training and development opportunities (distance to travel to events/ training is problematic due to high costs of travel) “i am concerned about the pressure it puts on the team when taking time out to pursue these opportunities.” “being short staffed means that we cannot always attend training sessions locally and the trust is unwilling to pay for travel costs for sessions out side a 30 mile radius.

staff engagement survey - overview · 2.0 4.0 6.0 8.0 10.0 12.0 14.0 16.0 impact on clinical care...

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