Working Well

 

Working Well in NHS Scotland

Working Well is a broad strategic concept which encompasses actions that influence:

  • the workforce culture;
  • the engagement and commitment of staff and
  • the health, wellbeing and safety of staff.

It covers the whole employee experience from initial recruitment onwards. Benefits for NHSScotland include improved morale and levels of employee commitment and enhanced productivity.

The Impact of Working Well

Working Well can impact positively on each of the workforce challenges, supported by excellent partnership working across NHSScotland and implementation of the Staff Governance legislation and standards. Staff Governance is an essential element of ensuring the workforce is “Working Well”. This means that staff need to be valued for the work they do. They need to be:

  • well prepared and supported in working to their full potential at a level of competence appropriate to their professional/occupational role;
  • provided with opportunities to progress in their chosen career; and
  • rewarded fairly for the job they do in a work environment in which they are protected

Working in Partnership

This can be achieved through a partnership working approach that engages staff in, for example:

  • shaping and supporting service improvement;
  • developing roles and new ways of working;
  • increasing capacity and
  • accessing opportunities to develop the skills and experience they need to meet service needs.

Joined-up Approach to Employment

Working Well recognises that NHSScotland’s ambition to achieve a world-class workforce will only be realised if there is a joined-up approach to the whole employment package. While the development and promotion of a fair pay and benefits reward package is an important influence on job satisfaction and motivation, other factors, such as the quality of the working environment, access to flexible working and opportunities for career advancement, also continue to be strong drivers for staff.

The Role of the Employment Package

NHSScotland needs to ensure the employment package:

  • seeks to nurture good health;
  • improve the morale and productivity of staff and
  • provide effective support for staff who are unable to work through ill-health.

The employment package should also be flexible in the context of changing demographics and workforce lifestyle choices by:

  • offering flexible training and work opportunities;
  • harnessing skills developed through a wide range of higher and further education choices;
  • offering flexible career pathways;
  • recognising that individuals are now more likely to change careers later in life.

The Knowledge and Skills Framework (KSF)

The Knowledge and Skills Framework (KSF) which is the career and pay progression strand of the NHS pay system, Agenda for Change (AfC) provides a consistent approach to supporting the workforce to develop skills and competencies required in their post and NHS career. In addition, the NHS Careers Framework, which covers the whole of the NHS workforce, is a useful tool in enabling staff to take ownership of their career development. For more detail around the NHS KSF visit www.ksf.scot.nhs.uk.