Need to know
For #TeamEEAST Last updated: 06 May 2024 at 23:31
This week's We Are EEAST Briefing and Executive Q&A was led by CEO Tom Abell.
Introduction from Tom
Starts @ 00:09
Ends @ 06:31
Questions
Q1 - Will there be a pathway for ECSW to EMT later this year?
Starts @ 06:40
Ends @ 07:16
Q2 - Why are frontline operational staff being told they must forfeit their meal break if they take an additional job after they have passed their meal break? Alternatively, if we have cleared at hospital and due MB we are being expected to forfeit our MB to cohort allowing colleagues to be released due to them being passed end of shift?
Starts @ 07:17
Ends @ 08:09
Q3 - It is a regular occurrence for the Fiat DSA’s to ‘shut down’ after hitting a pothole; this is due to a safety system which cuts the fuel supply following an impact. This system can be overridden by pressing a button underneath the dashboard and this is commonly used after a pothole strike. I have been seeking a guidance from our workshops and make ready teams to develop a safe system of working in relation to this issue but have yet to be provided with any robust instruction. Could this please be reviewed so that we can ensure the safety of our teams whilst effectively managing our resources.
Starts @ 08:11
Ends @ 09:11
Q4 - There have been dual role opportunities offered between ECAT and Operations. This is a great opportunity and will improve staff morale and career longevity. ECAT are willing to support this role. However, I have found that for this to be facilitated by Op's staff will be required to leave Op's and work directly for ECAT on section 2, and then be released to Op's for frontline duties. Why is this the case? Could Op's not release the dual role staff to ECAT so that they can remain on Annex 5, and not feel that they are being forced into a decision that does not benefit them?
Starts @ 09:13
Ends @ 10:22
Q5 - I just wanted to share my appreciation for the ambulance mental health response workbook and that the Trust has taken the time to source and provide this valuable tool. As we are all aware Mental Health has a huge impact on all of us in many ways and this can only assist us further to support our patients and each other. I would encourage all staff to have a copy.
Starts @ 10:24
Ends @ 11:15
Q6 – This week’s leadership message announces the Mutually Agreed Resignation Scheme (MARS) which enables colleagues of band 8a and above to leave with an agreed package as the Trust looks to move forward as an organisation and develop its culture. While I’ve no wish to leave myself, are there any plans to extend the scheme to lower bands who may also wish to assist the trust to move forward with its culture by leaving but at present would have to do so purely out of the goodness of their hearts?
Starts @ 11:16
Ends @ 12:24
Q7 - Last year I brought up the officer lease car drugs packs and the fact that as these cars did not carry monitoring equipment, only AEDs, we were carrying and sometimes wasting drugs that we cannot use routinely. So maybe replacing the full drugs packs with a smaller one similar to that carried on a cycle response unit would be a better option as then we would carry what we can use with limited monitoring. That seemed to be well received, however nothing seems to have progressed. Whilst I appreciate this isn’t a massive cost saving, in the words of a famous supermarket, every little helps.
Starts @ 12:26
Ends @ 13:11
Q8 – I noticed that incentive shifts were offered on Tuesday 11th April, but that was not widely communicated on email or Need to Know. Makes me wonder if other asks for staff to do overtime for additional incentive payments are not being offered to the whole front line community. The risk here is favouritism can kick in. Can the offer of additional incentive shifts be communicated better so it would be fairer for all staff to get the chance? Thank you.
Starts @ 13:13
Ends @ 14:03
Q9 - Do we have an update on the NHS Pay award?
Starts @ 14:09
Ends @ 14:56
Q10 - Some new ECA’s within the Trust are finding it hard to get through an enormous amount of training within a very short amount of time. C1 training and test followed by five weeks college followed by four weeks blue light training then pressure to complete functional skills training all this whilst doing there shifts and learning on the job. A lot of pressure is mounting on some staff with all this. When contacting the learning team with questions we don’t get replies especially when some have underlying learning difficulties on top of the training.
Starts @ 14:59
Ends @ 16:19
Q11 - Getting a response from fleet and in particular workshops are becoming more challenging. Previously we would contact one of the managers and they would give us a plan and most of the time deliver said plan. Recently, it has become a daily struggle to even get a response from anyone. I've called the manager who I use to deal with on regular basis, but they have been reallocated to other work and are directing me to two others who are not very responsive. What support are we going to get as this current process is not working and causing us LOMs a lot of stress.
Starts @ 16:22
Ends @ 17:27
Q12 - What is the reasoning behind MARS being promoted at band 8 and above if it is part of staff welfare? Does this not create a divide which the Trust is keen to avoid? Why is it not open to all?
Starts @ 17:29
Ends @ 18:35
Q13 - When will the managers passport be sorted out? Half the courses aren't running, and the rest get cancelled at the last minute.
Starts @ 18:37
Ends @ 19:08
Q14 - Please are you able to comment on why the Fire Training that is mandated has a session where only the execs are able to attend - and allow no places for others. Also, at Melbourn I believe many are told that the upstairs toilets are only to be used by the execs. If we are encouraging inclusive culture, this doesn't really display this.
Starts @ 19:12
Ends @ 20:27
Q15 - F1 question time - Red bull are leading the board with Verstappen on top. Do you think Aston Martin (Alonso) or Mercedes (Hamilton) will fight back?
Starts @ 20:28
Ends @ 21:17
Q16 - Will EEAST consider bringing in Reiki as part of health and wellbeing to staff. It is a holistic way of healing a person’s energy. Could bring people back to work quicker or less likely to go off?
Starts @ 21:19
Ends @ 22:14
Additional information from Liz Cunnell - Thank you for raising - we are exploring a number of wellbeing options locally and regionally. It may not be something we can provide but can certainly signpost to other services based on local needs. Your local Well Being Champion will be aware of local services.
Q17 - Further on the incentive front I've seen on a crew room post that there is an incentive for this weekend, but no email & nothing on Need to Know.
Starts @ 22:17
Ends @ 22:36
Q18 - No Question - Just a big thank you to you as a CEO, and to all staff for everything.
Starts @ 22:37
Ends @ 22:51
Q19 - A while back a question was asked about managers being pushed to work from home due to lack of estates and the rising costs of bills. Nothing has progressed forward since then. Is this still being looked at or has it dropped off the rada
Starts @ 22:52
Ends @ 24:16
Additional Information - Claim tax relief for your job expenses: Working from home - GOV.UK (www.gov.uk)
Q20 - Incentives.... believe it was sent to sector resource planning managers who then should forward on to ops managers to share with their teams. I shared the scheme in my locality so unsure why other localities have not shared this.
Starts @ 24:18
Ends @ 24:42
Q21 - Is there scope to introduce a clinical team mentor type role onto stations? It would give a better point of contact for PEd’s that need advice regarding students, as there is currently no official support network for PEd’s. And also, somebody students could go to with issues on station. There are a few of us who have multiple students and have to help out other mentors without any recognition for this. This post exists in other trusts and is paid at band 7.
Starts @ 24:45
Ends @ 26:10
Q22 - In response to the question regarding Fire Safety Training. We were able to request a training session directly at our site as we had enough delegates who could attend. Saves on travel time and mileage expenses...worth an ask.
Starts @ 26:12
Ends @ 26:35
Q23 - I heard a rumour that EEAST were bringing back station supervisors. Any update/comment on this?
Starts @ 26:37
Ends @ 27:51
Q24 - When will the winners of the stars from EEAST be announced? Also, are other nominees going to be recognised as part of this?
Starts @ 27:53
Ends @ 28:56
Additional information - Nominate your Star of EEAST 2023 now! (eastamb.nhs.uk)
Q25 - Could EEAST issue a yearly reminder to staff to claim the tax allowance for laundering their uniform at home?
Starts @ 28:58
Ends @ 29:17
Q26 - Hi Tom, can we please get a timeline on the outcome of time to lead? When can we expect to hear what roles are coming/going, when recruitment opens, consultations etc.
Starts @ 29:18
Ends @ 30:32
Q27 - Will the upcoming restructure bring about new roles?
Starts @ 30:34
Ends @ 31:13
Q28 – Incentive schemes within the Trust only incentivise staff to continue working when they should be resting or should be off sick. There are far more efficient and cost-effective methods that could be used which have been investigated by at least two members of staff for their service improvement section of their degrees. These would incentivise staff to maintain their wellbeing and be available to work when they should thereby reduce sickness. Do the board ever see any of these ideas? If not, why not? If they do, why do we not hear about these?
Starts @ 31:17
Ends @ 32:33
Q29 - Will time to lead extend to other directorates? There are a lot of support staff that never see their line management, let alone for a meaningful conversation.
Starts @ 32:35
Ends @ 33:17
Q30 – Re. MPT courses. The planned sessions have all taken place and MPT, along with all Leadership & Management Pathway programmes are being reviewed. Please get in contact with leadership@eastamb.nhs.uk for more information.
Starts @ 33:19
Ends @ 33:51
Q31 - If an ECA/ECSW undertakes FREUC5 training privately, would the Trust support the individual with mentoring the required minimum 750 hours? This means no training costs for the Trust, ensures shift coverage by the individual over the portfolio period eventually resulting in another clinician joining the front-line team - but requires clinical oversight.
Starts @ 33:53
Ends @ 34:41
Q32 – We have recently received emails regarding performance monitoring, this is my view and my reply to their survey… "It will have a negative effect as if we try to discharge on scene it may affect our performance so it’s quicker to convey. This is the wrong thing to focus on at the wrong time! What about when we have students, complex mental health patients, shall I decline a job that appears social services in nature as it will affect my performance. My performance would better improved by enough resources to ensure we meet our patient needs, not leaving patients on the floor for six hours plus, getting back to base on time to finish properly and not exhausted after another 14hr + day.
As I stated, is this really what our focus should be on? If you already have this data on individual staff (on scene times, conveyance rates, out of service times etc), where are these stored, who has access to them, how do I apply to see what the Trust hold?
Starts @ 34:43
Ends @ 38:40
Q33 – Hi Tom, could we explore, if we can support colleagues who are off work, but have been waiting for a long time for diagnostics scan and consider paying for the scan as an example subject to a set criteria of course. It might speed up treatment plans for the individual colleague.
Starts @ 38:41
Ends @ 40:05
Q34 - Now that there is multi-union recognition, what is the process to get RCN union reps within EEAST?
Starts @ 40:08
Ends @ 40:43
Q35 – As a Patient Safety Specialist within the Patient Safety Team we are heavily relying on AWD staff to keep the team afloat (we currently have over ten). We are very lucky that these incredible people are with us, but we can't continually function in this way. Our team is the best (in my opinion) but there is a high level of continuing pressure which is taking its course...
Starts @ 40:45
Ends @ 41:40
Q36 - We always score poorly on surveys around senior leadership visibility. We don't seem to see the exec engaging in person with staff. Should each exec do one observation shift on a vehicle - maybe 1 a month or bi-monthly? And even the odd 'back to the floor' shifts with other support services???
Starts @ 41:41
Ends @ 42:59
Q37 - With the £27m are we getting any more ambulances/stations or is it all staff?
Starts @ 43:00
Ends @ 43:48
Q38 - You just said that we are spending £27 million to recruit new staff. How much are we spending to retain the staff we have spent so much time, energy and money training? At the moment we just seem to be a training school for primary care.
Starts @ 43:49
Ends @ 45:42
Q39 - PAS on scene times, OOS reasons, JCT etc are provided each month to them and they are challenged, and performance measured on them.
Starts @ 45:44
Ends @ 46:13
Q40 – It appears that we have now revised our contract with Kays and have agreed to use TASC for crisis support. The Kays crisis staff have been excellent and built good relationships with some of our staff - what measures have been put in place to give legacy support for those individuals who have developed good therapeutic relationships with those practitioners?
Starts @ 46:15
Ends @ 47:02
Q41 - Hi Tom, just a reminder for colleagues that the Trust is engaged in a lot of work with community providers across the region to support us with a community urgent care response via Access to the Stack.
Starts @ 47:06
Ends @ 48:52
Close from Tom
Starts @ 48:53
Ends @ 49:30
You can catch up on previous We Are EEAST Briefings on our Archive page. You can also catch up on Local Manager's Briefings here.
Published 10th April 2023