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Shrewsbury and Telford Hospital NHS Trust Evidence appendix
Mytton Oak Road Shrewsbury Shropshire SY3 8XQ
Tel: 01743261000
www.sath.nhs.uk
Date of inspection visit: 12 to 26 November 2019 to 10 January
2020 Date of publication: 8 April 2020
This evidence appendix provides the supporting evidence that
enabled us to come to our
judgements of the quality of service provided by this trust. It
is based on a combination of
information provided to us by the trust, nationally available
data, what we found when we
inspected, and information given to us from patients, the public
and other organisations. For a
summary of our inspection findings, see the inspection report
for this trust.
Facts and data about this trust Shrewsbury and Telford Hospital
NHS Trust is the main provider of district general hospital
services for nearly half a million people in Shropshire, Telford
and Wrekin and mid Wales. The
trust has two main hospital sites: Royal Shrewsbury Hospital and
Princess Royal Hospital in
Telford. The two hospitals have approximately 650 inpatient
beds. Royal Shrewsbury Hospital has
nine operating theatres, and Princess Royal Hospital 10
operating theatres. The trust employed
6,146 staff as of July 2019.
Princess Royal Hospital is the trust’s specialist centre for
inpatient head and neck surgery. It
includes the Shropshire Women and Children’s Centre, the trust’s
main centre for inpatient
women’s and children’s services.
The trust provides acute inpatient care and treatment for
specialties including cardiology,
clinical oncology, colorectal surgery, endocrinology,
gastroenterology, gynaecology,
haematology, head and neck, maternity, neonatology, nephrology,
neurology, respiratory
medicine, stroke medicine, trauma and orthopaedics, urology and
vascular surgery.
(Source: Routine Provider Information Request (RPIR) – Context
acute tab; trust website)
Hospital sites at the trust
A list of the trust’s acute hospitals is below. Both hospitals
provide acute hospital inpatient
services and outpatient services to Shropshire, Telford and
Wrekin and mid Wales.
Name of hospital site Address
Princess Royal Hospital Apley Castle, Telford, Shropshire TF1
6TF
Royal Shrewsbury Hospital Mytton Oak Road, Shrewsbury,
Shropshire, SY3 8XQ
(Source: Routine Provider Information Request (RPIR) – Sites
tab)
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Background intelligence:
• The trust has 721 acute beds (+9% from June 18), 22 critical
care beds (+5% from June 18)
and 37 maternity beds (0% change).
• From March 2018 to February 2019, there were 123,851 inpatient
admissions (+8%
compared to previous year). 9,068 of these were children,
approximately 8.6% of all
admissions.
• There were 718,882 outpatient attendances (+12% from previous
year).
• There were 121,442 accident and emergency department
attendances (+9% from previous
year).
• The trust employs 5,108 WTE staff.
Demographics
There are two local authority areas within Shropshire (Telford
and Wrekin and Shropshire). Public
Health England (PHE) published local authority health profiles
in July 2018. These highlight the
variation in the health of people from the two local
authorities.
Telford and Wrekin
About 20% (7,000) of children live in low income families. Life
expectancy for both men and
women is lower than the England average. In Year 6, 20.8% (403)
of children are classified as
obese. The rate of alcohol-related harm hospital stays is 673.
This represents 1,091 stays per
year. The rate of self-harm hospital stays is 174. This
represents 305 stays per year. Estimated
levels of adult physical activity are worse than the England
average. The rate of hip fractures is
worse than average. Rates of violent crime and early deaths from
cancer are worse than average.
Shropshire
About 12% (5,800) of children live in low income families. Life
expectancy for both men and
women is higher than the England average. In Year 6, 16.9% (422)
of children are classified as
obese, better than the average for England. The rate of
alcohol-related harm hospital stays is 656.
This represents 2,188 stays per year. The rate of self-harm
hospital stays is 143, better than the
average for England. This represents 415 stays per year.
Estimated levels of adult excess weight
are worse than the England average. Rates of violent crime,
early deaths from cardiovascular
diseases, early deaths from cancer and the percentage of people
in employment are better than
average.
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Is this organisation well-led? Our comprehensive inspections of
NHS trusts have shown a strong link between the quality of
overall management of a trust and the quality of its services.
For that reason, we look at the
quality of leadership at every level. We also look at how well a
trust manages the governance of
its services – in other words, how well leaders continually
improve the quality of services and
safeguard high standards of care by creating an environment for
excellence in clinical care to
flourish.
Leadership
There was a lack of stability in the executive team with several
interim members, although to increase stability these individuals
had agreed to stay in post until substantive postholders were in
place. The board had some knowledge of the current challenges and
were acting to address these however this had not made the
sustained improvements required to deliver high quality care and in
some areas the quality of care had deteriorated. Not all leaders at
all levels had the capacity and capability to lead effectively. The
trust had a leadership team that had experienced significant change
over the last nine
months, with three interim executive posts including the chief
executive. There had been
significant changes to the board since our 2018 inspection. The
chief executive was interim having
been in post since July 2019. A substantive chief executive had
been appointed and was due to
take up post in February 2020. The medical director commenced in
June 2019 and chief operating
officer commenced in February 2018 both were substantive post
holders. The director of nursing
(May 2019) and finance director (June 2019) were interim
positions. These four directors were
executive directors. There were several other director posts
which included the director of clinical
effectiveness who had previously been the medical director since
2013, director of corporate
services (1986), acting workforce director (2019) and director
of transformation and strategy
(September 2019) who had previously been the interim deputy CEO
from June 2019. These
directors attended board meetings but were non-voting roles. The
interim post holders had held
executive posts before and brought experience of how an
executive team and board should
function. Additionally although initially recruited for a fixed
term they had agreed to stay in the roles
until permanent postholders were in post to prevent further
instability and change.
In addition to the chair, the board also comprised of six
non-executive directors and an associate
non-executive director who had a range of tenures the longest
from 2013 and the most recent
September 2019. The non-executive directors chaired several
committees within the trust and
brought a variety of experience and skill to the board, enabling
them to perform their roles. The
immaturity of the board and demand on their time to manage basic
operational issues meant they
were not operating as a strategic unitary board.
The trust leadership team had knowledge of some current
priorities and challenges
and were acting to address these; however, there was a history
of action and improvements not
being sustained. All of the board were open and honest about
these challenges. They had
undertaken an assessment of the issues and developed a 100 day
plan, however this was not
having an impact on improving services at the required pace. Due
a poor learning and safety
culture we were not assured they had knowledge of the whole
range of issues affecting the quality
and safety of patients.
Some middle managers lacked the skills, knowledge and capacity
to lead and manage
effectively. The trust recognised the training needs of managers
and were working to provide
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leadership and development opportunities; however, this was at
an early stage. The board
recognised recruitment and culture as two of the key factors to
improvement.
Senior leaders planned to visit departments on a regular basis
and recorded these visits on a
whiteboard in the executive corridor. We saw that there was an
extensive list of visits, however,
the staff perception of the visibility of the executive team was
not positive. Staff told us that they
did not regularly see them in their areas. Some staff at both
hospitals told us they were not sure
who all the members of the trust board were and would not
necessarily recognise them. Some
senior staff informed us they did not always feel supported by
the executive team and informed us
of poor interactions and behaviours in front of ward staff and
patients by trust leaders. In the free
text comments of the Staff Friends and Family Test, 30% related
to poor leadership and
management, demonstrating this as the top theme of concern
The non-executive directors confirmed that monthly ward visits
had been introduced and were
carried out before the trust board meeting. There was a lack of
systematic feed back to the
board from these visits to discuss challenges staff and the
services faced.
Accountability of executive roles was becoming clearer but it
was recognised that further work was
required to ensure absolute clarity of accountability at board
level. For example, the director of
clinical effectiveness, interim director of nursing and medical
director has aspects of their role that
overlapped. The director of effectiveness reviewed and signed
off many of the complaints letters
on behalf of the chief executive but there did not seem to be
much alignment with the director of
nursing whose responsibilities included duty of candour and
learning from complaints. There was
a lack of capacity and capability to influence effective change
to address patient safety and staff
wellbeing concerns despite long standing awareness of issues and
pressures. The chair was clear
that further changes within the governance framework were
required. There was an expectation
that all leaders needed to change their approach, be clear of
the challenges and be honest about
these.
The non-executive directors (NEDs) spoke positively about their
relationship with the executive
team. However, we found inconsistent messages regarding the
capacity of the executive team to
manage the trust’s priorities from the NEDs. Not all board sub
committees were quorate, for
example. The NEDs we spoke with told us they engaged with staff
to experience care at the front
line. Board development sessions considered the behaviour and
accountability culture and how
engagement could be increased to ensure sustainable, effective
services.
Clinical leadership at the trust was provided by four care
groups. Each care group was led by a
triumvirate of a care group director or an assistant chief
operating officer, head of nursing and care
group medical director. The women and children’s care group also
had a head of midwifery that
sat on the women and children’s care group board. The trust
recognised it needed to strengthen
its approach to leadership development was aiming to build
capacity, capability and confidence in
the trust’s people managers and leaders with development
workshops that were aligned with the
leadership and management framework. Determining what leadership
competencies were
required to intervene and move the trust to an improved position
delivering sustainable care.
The newly launched equality, diversity and inclusion committee
set out the work towards improving
experiences of all staff in career progressions and fair
treatment. This was intended to build an
inclusive and compassionate culture on a sustainable bases for
all staff to flourish and will form
part of the people strategy over the next three years. The trust
was launching the succession and
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talent plan initiative, however at the time of our inspection
there was not a specific leadership and
talent management strategy. The vision was to firstly address
any immediate gaps in the
succession pipeline to senior roles; to build a strong
succession pipeline to senior/critical roles for
the future; and to build expertise and capability across the
trust. The organisational development
team were focusing on a programme that will offer targeted
development to link all leadership
development with the Hospital Future Plans.
The trust did not have a set target of staff eligible for a form
of leadership development. However,
the trust recognised the need to encourage leaders to grow and
develop at all levels. They had
identified that there were 3,500 staff that would benefit from
training that develops leadership
potential, however with a workforce of just over 6000 staff that
was more than half the workforce.
Improving the culture, clinical engagement and targeted and
long-term leadership development as
well as the development of a clinical strategy was seen to be
key to improving. Board and
committee papers were beginning to use statistical process
control (SPC) charts and dashboards
to illustrate quality metrics.
Fit and Proper Persons
Trusts are required to meet the Fit and Proper Persons
Requirement: directors (FPPR)
(Regulation 5 of the Health and Social Care Act (Regulated
Activities) Regulations 2014). This
regulation ensures that directors of NHS providers are of good
character and have the right
qualifications and experience to carry out this important role.
The fit and proper person protocol
was contained within the corporate fit and proper persons
policy, which was approved in May
2018. The protocol was applied to all trust board members and
directors upon appointment. To
ensure there was continued compliance with FPPR, directors,
including NEDs were required to
complete an annual self-declaration. Although NEDs were
recruited though NHS Improvement, the
trust processed NED recruitment in the same way as directors,
following both the NHS
Employment Check Standards and Fit and Proper Persons
Requirements; including processing a
Disclosure and Barring Service (DBS) check and by checking the
director/insolvency registers.
DBS checks identify whether a person has a criminal record or is
on an official list of people barred
from working in roles where they may have contact with children
or adults who may be vulnerable.
We carried out checks to determine whether appropriate steps had
been taken to complete
employment checks for executive directors, in line with the FPPR
requirement. We reviewed
seven board member files to assess compliance against the fit
and proper person legislation and
found not all the required checks had been carried out. We found
gaps in some of the files we
reviewed. There were no references checks on file for two board
members and a further two only
had one reference on file. Two did not have any record of a
register of interests and hospitality and
one did not have any evidence of managerial supervision. One
board member did not have
evidence of DBS check on file. DBS came into effect on 1
December 2012 when CRB merged
with the Independent Safeguarding Authority (ISA). During our
inspection, we were informed that
one of the two board members had applied for a DBS check because
of our findings. All files we
reviewed contained an annual declaration.
Board Members
Of the executive board members at the trust, none were Black and
Minority Ethnic (BME) and
55.6% were female. Of the non-executive board members none were
BME and 11.1% were
female.
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Staff group BME % Female %
Executive directors 0% 55.6%
Non-executive directors 0% 11.1%
All board members 0% 33.3%
(Source: Routine Provider Information Request (RPIR) – Board
Diversity tab)
Vision and strategy
The trust’s strategy, vision and values were developed in 2016
and had not delivered on all the objectives set. Progress against
delivery of the strategy and plans was not consistently or
effectively monitored or reviewed and there was little evidence of
progress. Leaders at all levels were not always held to account for
the delivery of the strategy. Staff informed us they did not always
observe or experience members of the executive team displaying the
trust values in their behaviours. The trust’s strategy, vision and
were developed in 2016 and required review which the
trust were aware of. Some senior leaders advised that the values
remained current; however,
strong feelings were expressed by some who felt they were not
lived by all staff and required
review. The trust strategy was agreed in 2016 with a five year
implementation phase. The vision
was to provide the safest and kindest care in the NHS, with a
mission of developing the healthiest
half-million population on the planet. To support this there
were strategic objectives:
• Listening to and working with our patients.
• Patients and staff feel they receive safe and kind care.
• Working with our partners and communities.
• Providing innovative and inspirational leadership to deliver
our ambitions.
• Creating a great place to work.
The trust stated strategy and objectives were underpinned by the
trust values which were not well
embedded across the organisation. The trust recognised that a
refresh of the strategy was
required to acknowledge the changing NHS environment and the
development of the NHS long
term plan response. Discussions had commenced at board level
about how the trust could
become more collaborative in the services currently provided.
Key areas for development were
the agreement of the clinical strategy and the people and
organisational development strategy.
The WRES was not explicitly referenced in the current strategy,
it was an increasing focus of the
trust and board focus (along with the need to address a range of
diversity issues and inequalities)
and it was planned to be included in the refresh.
There was a lack of robust and detailed operational plans to
underpin the delivery of the of the
strategy or pace of improvement. A plan was developed each year
aiming to help the trust to
deliver its strategy. This was monitored through the performance
committee. The performance
committee met monthly and progress was being made on some key
aspects, whilst other areas
remained challenging. To strengthen monitoring and oversight,
trust leaders recently changed the
format for reporting to ensure all aspects of the plan for
performance and quality were captured.
Leaders were also a key member of the local sustainability and
transformation partnership (STP)
and integrated care system (ICS) development group. Work had
been undertaken to review and
strengthen the governance processes for the system to progress
the development into an
integrated care system. Leaders were working towards a
population based approach to strategic
thinking across the system enabled by the use of good data.
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Medicines optimisation targets for the safe, effective and
efficient use of medicines were clearly
defined in the strategy. This included benchmarking against
other trusts as well as working
together with the local clinical commissioning groups (CCGs).
The chief pharmacist had a good
understanding of the proposed targets with all staff actively
involved in delivering the vision.
The trust stated that the values were embedded within the
employment lifecycle. However, staff
informed us across the different services we inspected that they
did not always observe or
experience members of the executive team displaying the trust
values in their behaviours. Staff
were aware of the values of the trust. Some senior leaders
advised that the values remained
current however strong feelings were also expressed by some who
felt they were not lived by all
staff and required review. Not all staff were aware of the
trust’s vision or strategy or how they
contributed to developing the strategy to deliver the
vision.
The medicines’ optimisation strategy and business plan was
closely aligned with the trust strategy.
Feedback on progress was undertaken through the performance
committee as well as the clinical
governance committee. A five-year workforce plan was in place.
This involved increasing training
and development of pharmacist technician posts to deliver
improved medicine reconciliation within
24 hours of patient admission. However, the service currently
offered a six-day service with the
plan to ultimately work to a seven day service
Culture
There was an improving understanding of the importance of
culture, however, there were
low levels of staff satisfaction, high levels of stress and work
overload. Staff did not feel
respected, valued, supported or appreciated. Staff reported the
culture was top-down and
directive. Staff told us about high levels of bullying,
harassment and discrimination, and
the organisation was not taking adequate action to reduce this.
When staff raised
concerns, they were not treated with respect, or the culture,
policies and procedures do not
provide adequate support for them to do so. There was improving
attention to staff
development and improving appraisal rates.
Leaders acknowledged the urgency to address the changes required
in the trust culture. Some
staff reported a culture of bullying and harassment and this was
supported in the staff survey. At
times we found a culture of defensiveness from some leaders.
These were all issues raised at the
last well led inspection in 2018. We heard of executive leaders
who had addressed
poor practice that was inconsistent with the vision, values and
expected work practices. We also
heard that when poor practice was highlighted to staff by some
executive leaders this was
perceived as bullying and harassment by those receiving the
feedback with a lack of recognition of
individuals professional responsibility. There were other
instances of managers at other levels not
taking action to address significant issues of safety and
dignity. The trust was not
consistently acting as a result of concerns raised. Some staff
felt nothing was done until a
grievance was raised.
Staff satisfaction was mixed and staff informed us they did not
always feel actively engaged or
empowered. It was evident that staff cared about the services
they provided and were committed
to providing the best possible care for patients however some
poor practice was going unnoticed
and therefore we concluded had become normal accepted care.
Staff informed us they were not always listened to when they
raised concerns regarding patient
safety. However, they informed us they generally felt supported
by their colleagues and immediate
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line managers. Due to the ongoing staffing pressures, staff felt
tired and at times demoralised. Not
all staff we spoke with felt proud to work for the trust and we
found, at times, a culture of being
embarrassed to work at the trust. Staff informed us there was
‘silo’ working and they felt the
executive team was not cohesive, with little focus on the key
concerns and risks presented by staff
which resulted in poor morale. Staff within the hospital
remained cautious with regards to changes
and some staff we spoke with were anxious.
Staff Diversity
The trust provided the following breakdowns of medical and
dental staff, qualified nursing and
health visiting staff, and qualified allied health professionals
by ethnic group.
Ethnic group
Medical and
dental staff
(%)
Qualified
nursing and
midwifery staff
(%)
Qualified allied
health
professionals
(%)
White 48.7% 88.9% 92.8%
Black and minority
ethnic 50.2% 9.2% 6.1%
Unknown / Not stated 1.2% 2.0% 1.2%
(Source: Routine Provider Information Request (RPIR) – Diversity
tab)
NHS Staff Survey 2018 results – Summary scores
The following illustration shows how this provider compares with
other similar providers on ten key
themes from the survey. Possible scores range from one to 10. A
higher score indicates a better
result.
The trust was worst or joint worst in terms of the safety
culture theme. In addition, the trust was
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close to being the worst for the quality of care, safe
environment (violence), and staff
engagement themes. These data are weighted to allow for fair
comparisons between
organisations.
The trust’s 2018 scores for the following themes were
significantly lower (worse) when compared
to the 2017 survey:
• Equality, diversity and inclusion.
• Health and wellbeing.
• Quality of care.
• Safe environment – bullying and harassment.
• Safe environment – violence.
• Safety culture.
• Staff engagement.
There were no themes where the trust’s scores were significantly
higher (better) when compared
to the 2017 staff survey.
(Source: NHS Staff Survey 2018)
The trust performed worse than benchmark group average for the
four questions relating to
communication and engagement from senior managers.
The trust performed worse than benchmark group average for the
questions relating to staff experiencing violence in the workplace,
bullying and harassment. The 2019 staff survey was published
shortly after the inspection and it was noted that staff who
personally experienced physical violence at work from patients /
service users, their relative or other members of the public, from
managers and from colleagues had decreased.
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The trust performed worse than benchmark group average for all
questions relating to staff
confidence in the safety culture at the trust. There was a lack
of confidence in reporting incidents
and that staff that would do so would be treated fairly compared
to benchmarked peers.
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The top concerns highlighted within the Q4, Q1 and Q2 Staff
Friends and Family Test (SFFT)
were:
• Advocacy,
• Involvement, and
• Management and leadership.
In the latest Q2 SFFT, 38% of staff agreed that they would
recommend the Shrewsbury and
Telford Hospital NHS Trust as a place to work. Although there
had been an increase this quarter,
recommending as a place to work was still 25% below the NHS
Staff Survey (2018/19) average
and 28% below the SFFT (Q1) average. In addition, 46% of staff
agreed that 'care is the
organisations top priority', this was 30% below the NHS Staff
Survey average, with a 4% increase
compared to Q1 results (please note there is no national
quarterly comparator).
54% of staff agreed that 'there are frequent opportunities to
show initiative in their role', this was
18% below the national staff survey average, 56% of staff agree
that they are 'able to make
suggestions', 18% below the national staff survey average and
39% feel 'able to make
improvements', 17% below the national staff survey average.
When the trust looked at the free text comments of the latest Q2
SFFT, out of the 526 comments,
163 related to poor leadership and management demonstrating the
top theme of concern.
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As evidence suggests, there were many reasons to ensure staff
had a positive experience of
working in for the trust. Leaders were looking to develop a
triumvirate relationship between
patient care, staff member and organisation.
(Source: RPIR)
The trust told us that the pulse surveys and staff focus groups
feedback concurred with that of
the staff survey, i.e. at a team level, the scores were around
benchmark average in the main;
however, when asked at an organisational level this was where
the biggest variance occurred.
Overall, the staff survey and SFFTs did not represent the
employment experience leaders
wanted staff to have in relation to morale, leadership and staff
engagement.
Workforce race equality standard
The Workforce Race Equality Standard (WRES) became compulsory
for all NHS trusts in April
2015. Trusts must show progress against nine measures of
equality in the workforce. The scores
presented below are indicators relating to the comparative
experiences of white and black and
minority ethnic (BME) staff, as required for the Workforce Race
Equality Standard. The data for
indicators 1 to 4 and indicator 9 is supplied to CQC by NHS
England, based on data from the
Electronic Staff Record (ESR) or supplied by trusts to the NHS
England WRES team, while
indicators 5 to 8 are included in the NHS Staff Survey.
Notes relating to the scores:
• These scores are un-weighted, or not adjusted.
• There are nine WRES metrics which we display as 10 indicators.
However, not all indicators
are available for all trusts; for example, if the trust has
fewer than 11 responses for a staff
survey question, then the score would not be published.
• Note that the questions are not all oriented the same way: for
1a, 1b, 2, 4 and 7, a higher
percentage is better while for indicators 3, 5, 6 and 8 a higher
percentage is worse.
• The presence of a statistically significant difference between
the experiences of BME and
White staff may be caused by a variety of factors. Whether such
differences are of regulatory
significance will depend on individual trusts'
circumstances.
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As of March 2018, one of the ESR staffing indicators shown above
(indicator 2) showed a
statistically significant difference in score between White and
BME staff:
2. In 2018, BME candidates were significantly less likely than
White candidates to get jobs for
which they had been shortlisted (12.3% of BME staff compared to
21.1% of White staff). The
score had remained similar when compared to the previous year,
2017.
Of the four indicators from the NHS staff survey 2018 shown
above (indicators 5 to 8), the
following indicators showed a statistically significant
difference in score between White and BME
staff:
7. 72.7% of BME staff believed that the trust provided equal
opportunities for career progression
and promotion compared to 84.5% of White staff. The score had
remained similar when
compared to the previous year, 2017.
8. 14.1% of BME staff experienced discrimination from a
colleague or manager in the past year
compared to 6.2% of White staff. The score had remained similar
when compared to the
previous year, 2017.
At the time of submitting the WRES there were two BME voting
board members at the trust,
which was not significantly different to the number expected,
based on the overall percentage of
BME staff. However, it should be noted that by the time the
trust submitted their RPIR in
September 2019, there were no longer any BME board members (see
the table on page 3
above).
(Source: NHS Staff Survey 2018; NHS England)
The trust performed slightly better than benchmark group average
for the first three questions
relating to staff experiencing discrimination.
The equality and diversity policy referenced the Equality Act
2010 and also referred to other
policies such as the dignity at work policy. The trust had
delivered training in equality and diversity.
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The trust board recognised that there were areas of identified
inequality and planned to hold
listening events to address poor experiences of staff with
disabilities as identified within the NHS
staff survey.
The trust demonstrated pockets of good practice and
understanding of equality, diversity and
inclusion (EDI). The trust demonstrates good will and enthusiasm
and the trust recognises the
importance of this agenda. The associate director of workforce
demonstrated good level of
understanding however also recognised the need for expertise
required to take the work forward.
To show their commitment, the trust has recruited an equality
and diversity lead to take the
responsibility for leading the agenda at an operational level
supported by a non-executive director
and the acting director of human resources and have recently
formed an EDI sub-committee that
reports into the board. The acting director and NED show good
level of understanding of EDI and
leadership commitment.
Friends and Family test
The Patient Friends and Family Test asks patients whether they
would recommend the services
they have used based on their experiences of care and treatment.
The trust scored 97.4% or
higher in every month from September 2017 and August 2019.
Friends and family test performance – Shrewsbury and Telford
Hospital NHS Trust – September
2017 and August 2019
(Source: Friends and Family Test)
Sickness absence rates
The trust’s sickness absence levels from July 2018 to June 2019
were consistently similar to the
England average.
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(Source: NHS Digital)
General Medical Council – National Training Scheme Survey
In the 2019 General Medical Council Survey the trust performed
as expected for all 18 indicators.
(Source: General Medical Council National Training Scheme
Survey)
The guardian of safe working hours reported to the workforce
committee and provided reports to
the board on a quarterly and an annual basis. It was noted
exception reporting remained low
although the guardian of safe working hours continued to promote
the importance of it. Workload
intensity, gaps in the rota and cover for staff sickness were
issues of concern in the guardian’s
report and were also raised at the junior doctor’s forum. There
was a lack of detail in the report on
how these were being addressed.
However, a report entitled quarterly report was submitted to the
board at the October 2019 board
meeting but did not clearly identify which quarter it was
referring to. A further quarterly report was
submitted to the November 2019 board meeting which detailed it
was for the period August to
October 2019. There were recommendations in both reports that
were very similar. In the minutes
of the November 2019 board meeting it there was a report form
the workforce committee that
sated it supported the recommendations. However, the
recommendations were made to the board
to receive and approve however the minutes state the report was
received and noted. The lack of
consistent wording made it difficult to see where decisions and
approvals were being made.
Freedom to Speak Up Guardian
The Freedom to Speak Up review by Sir Robert Francis into
whistleblowing in the NHS in 2015,
concluded that there was a serious issue in the NHS that
required urgent attention if staff were to
play their full part in maintaining safe and effective services
for patients. Several recommendations
were made to deliver a more consistent approach to
whistleblowing across the NHS, including the
requirement for all NHS trusts to appoint a freedom to speak up
guardian (FTSUG), and the
development of a single national integrated whistleblowing
policy to help normalise the raising of
concerns. The trust had followed these recommendations. A
freedom to speak up: raising
concerns (whistleblowing) policy was approved in August 2018.
The trust has increased the
number of freedom to speak up guardians from two to three to
ensure staff were able to raise
concerns and action was taken in a timely manner. All were part
time in these roles. The
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individuals were additionally supported by over 30 freedom to
speak up advocates across the
organisation.
Leaders told us that the trust had increased the number of
Freedom to Speak to Up Guardians to
support staff to raise concerns in a safe and supportive manner.
There had been additional sub
board groups established to focus on key areas of risk including
maternity services, chaired by the
chair; recruitment and retention, and emergency department group
chaired by non-executive
directors. A trust medical appraisal lead had been appointed
with the explicit objective to
strengthen the quality of medical appraisal. The ‘Monday Message
from the CEO’ had been
introduced to share key issues and communicate personal message
to staff. ‘Chatterbox’ had
been launched providing staff news of developments and
initiatives across the organisation to
share best practice and the ‘SaTH APP’, that enabled 24 hour,
seven day a week access to staff
to hear trust news, provide feedback, link to policies and a
staff handbook. A new directorate has
been established, led by the previous medical director, to
improve clinical effectiveness by
improving processes and governance in patient safety, learning
from complaints and incident
reports, improved analysis of quality and performance metrics
and embedding improvements from
audit.
The freedom to speak up guardians reported directly to the
medical director and had direct access
to the chairman and the CEO. Reports were provided to the board
on a quarterly basis and it was
noted that action was taken on some concerns raised, for
example, there were concerns about
inconsistencies in granting compassionate leave. As a result,
the relevant policy had been
updated to clarify the approach line managers should take when
special leave requests were
made. It was noted in the themes reported that patient safety
and behavioural were the most
common but the report did not give any indication on what sort
of patient safety issues these were.
Whilst accepting that the number was relatively low at, five,
this did not provide the board with any
indication of the severity of these or what was being done
beyond reporting back to the relevant
ward manager.
The FTSU guardians had undertaken a wide amount of awareness
work across the organisation
and most staff were aware of them. However, not all staff
understood what their roles were the
trust recognised there were still pockets which required further
support to fully understand this.
Staff told us they did not feel they were able to raise concerns
without fear of retribution. The
following information was particularly concerning and supports
the culture of not reporting
concerns and incidents:
‘It has been reported to the FTSU Guardians that colleagues have
been told not to raise concerns
via incident reporting and when they have raised concerns these
have not be acted upon in an
appropriate or timely manner. Incident reporting is not always
encouraged and there is a strong
belief by colleagues that if they do incident report, nothing is
acted upon and there is no feedback
given. Incident reporting is thought not to be taken seriously
unless there is an element of severe
or moderate harm. In fact, incident reporting should be
encouraged and acted upon. Feedback
when requested should always be adhered to and delivered in a
timely manner’.
Whistleblowing matters raised with the human resources
operational team were recorded on the
trust’s human resources activity sheet. A human resources
practitioner was allocated to support
the relevant manager in managing the matter in accordance with
the trust’s freedom to speak up
policy. Between 1 August 2018 and 31 July 2019 there were five
matters raised with the team. In
addition, matters may be raised with the trust’s freedom to
speak up guardians, and in their recent
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report to trust board they recorded 37 matters lodged between 1
December 2018 and 21 May
2019, compared to 33 in the six months prior to this. These
matters related to a range of concerns
(bullying and harassment, behaviour, managers, patient safety).
In addition, staff could raise
matters direct with the nominated trust executive for
whistleblowing.
There were examples of action taken to address behaviour and
performance that was inconsistent
with the expected behaviours and values both formal and
informal. Formal action was less
apparent in middle management roles and poor practice seen on
our inspection suggests that
some practices had become normalised and acceptable.
Duty of Candour
From November 2014, NHS providers were required to comply with
the Duty of Candour
Regulation 20 of the Health and Social Care Act 2008 (Regulated
Activities) Regulations 2014.
The duty of candour is a regulatory duty that relates to
openness and transparency and requires
providers of health and social care services to notify patients
(or other relevant persons) of certain
notifiable safety incidents and reasonable support to the
person. The trust had a policy (CG10)
that outlined the triggers, purpose and responsibilities for
staff in relation to ‘Being Open and Duty
of Candour.’ The trust’s executive lead was the interim director
of nursing. The trust’s patient
safety team, and other key workers such as the tissue viability
team, provided local support for
nursing and medical staff when an incident occurred which met
the criteria identified by the
statutory duty. Initial contact sheets for discussion purposes,
information leaflets for patients, and
letter templates were also provided to support the process.
Compliance was monitored through
the trust’s electronic incident reporting system and the serious
incident process by the patient
safety team. Embedding of this process had been supported and
encouraged during the past 12
months. Compliance was also monitored through the contracts
process with local commissioners.
Leaders told us that the trust had an active programme of
recognition and reward for staff
including VIP of the month and an annual VIP awards. The new
medical director was planning a
re-structuring of the medical leadership in order to address
responsiveness, clinical quality and
effectiveness. Recently, a trust medical appraisal lead had been
appointed with the explicit
objective to strengthen the quality of medical appraisal. The
trust had applied for funding from
NHSE/I for a clinical leadership development programme. The
trust was working with NHSE/I
partners to ensure levels of attainment and best practice
rostering are achieved. Reviews had
been commissioned into adult safeguarding and tissue viability
services to undertake a baseline
review with expected recommendations for the development of the
services to ensure sustained
improvements in patient safety.
Governance
The arrangements for governance and performance management were
not always fully clear and did not always operate effectively.
Staff were not always clear about their roles, what they were
accountable for, and to whom. Governance systems were ineffective
to ensure quality services were provided. The governance
arrangements were becoming clearer but levels of assurance and
confidence in
the assurance processes were not yet mature. The board were
mostly clear about their roles
and accountabilities, but this was not the case throughout the
organisation. The trust had had
several external reviews about their governance arrangements all
of which had similar
recommendations and it was only recently that the
recommendations were being implemented.
Leadership development was not yet in place throughout the
different levels of
the organisation and this was apparent in lack of knowledge and
experience in holding difficult
conversations such as at middle management and ward level.
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There were six public board meetings throughout the year which
followed the private trust board
meeting. The agenda was extensive. The meeting consisted of
presentations of awards to staff
and a patient story, following this it was split into six parts;
patient and family, monthly overview
(which also consisted of the chief executive’s report),
workforce (people), quality and learning
(safest and kindest), performance (sustainability) and
governance (leadership). A variety of reports
from the executive directors from a range of topics from their
individual portfolios were presented,
as well as reports from NEDs on the committee they chaired. We
reviewed papers submitted to
the trust board and the minutes of the discussions held and
actions agreed. We found that where
papers identified key areas for consideration, minutes of trust
board meetings did not always
reference any discussions held or decisions made.
The trust board was supported in its role by the six
subcommittees, each chaired by a non-
executive director:
• Quality and safety committee.
• Audit committee.
• Performance committee.
• Sustainability committee.
• Remuneration committee.
• Workforce committee.
There were several committees and groups that reported to the
quality and safety committee. It
was not always clear how information flowed between these
groups. We found when issues were
raised through the governance structure, they did reach the
board and the board were aware of
the issues. However, key issues of risk and patient safety were
not always represented within
board papers to the full extent of the concerns and minutes of
meetings did not detail that these
issues were fully acknowledged and acted on. We saw that the
emergency department oversight
committee report was deemed not relevant to the quality and
safety committee but was presented
at the performance committee instead. Staff told us they did not
understand why this was the
case.
The quality and safety committee had a clear and defined purpose
in promoting medicines safety
in the trust. There was an active drug and therapeutics
committee which had significant medicines
optimisation presence and included representatives from the
local clinical commissioning group.
These two groups then fed into the board level clinical
governance Committee. Since April 2018,
the chief pharmacist was invited to the senior leadership team
meetings giving clear lines of
governance to ensure medicine safety risks and incidents were
well managed.
At ward and department level, quality was reviewed through
monthly or bimonthly meetings which
discussed ward issues, incidents, pressure ulcers, audit results
and staff and patient feedback.
However, we found not all ward meetings were held regularly and
not all ward meetings followed
up on actions identified. Each care group held a care group
board which discussed the services
delivery with the operational plan, workforce reports, staff
survey, falls, pressure ulcers, serious
incidents, complaints, mortality, finance, performance and the
risk register. The care group boards
reported into the clinical governance executive which escalated
concerns and risks to the quality
and safety committee. However, we were also informed that each
care group was also required to
present to the quality and safety committee on a quarterly
basis.
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Leaders recognised that they had challenges with the quality of
data and could not be assured of
its accuracy, however this was the data they were relaying in to
provide assurance of
improvements or to identify challenges.
Board Assurance Framework The trust provided their board
assurance framework, which details their five strategic objectives,
the risk of not meeting each, and sub-objectives under each. A
summary of these is below.
• “Patient and family: listening to and working with our
partners.
• Safest and kindest: patients and staff feel they were safe and
received kind care.
• Sustainability and healthiest half million: working with our
partners for all our communities.
• Leadership: innovative and inspirational leadership to deliver
our ambitions.
• Creating a great place to work.”
(Source: Trust Board Assurance Framework – August 2019)
The risks within the board assurance framework did not fully
reflect the current concerns, nor did
the actions taken to mitigate risk. For example, a number of
issues had gaps in controls and/or
assurance however the further planned actions section did not
always address these. In some
instances there were actions that did not relate to the gaps
identified.
The board assurance framework was presented at each board
meeting. The minutes for the
August 2019 board meeting record the board assurance framework
(BAF) was presented by the
chief executive and a significant number of the risk to the
strategic objectives were presented. At
the October 2019 board meeting the BAF was presented by the
director of corporate governance
with two updates of changes since the previous review
The finance director provided monthly reports to the trust
board. Growing agency spend and the
inability to achieve cost improvement plans added to financial
challenges. Accountability and
ownership of patient safety agendas at board level was not
always clear, with an expectation that
clinical care groups would take ownership, identify and improve
the concerns from the ground up.
The interim director of nursing, midwifery and quality was the
board lead for safeguarding. The
post holder was supported by adult and children’s safeguarding
specialists who worked in
partnership with the local health economy. There was a suite of
safeguarding policies to underpin
professional practice. An operational safeguarding group met
quarterly and this was being
transitioned into a board, to ensure robust governance,
reporting quarterly to the clinical quality
review and monitoring group and quality and safety committee for
both children's and adults
safeguarding. An external review of adult safeguarding had been
commissioned to include
training and the review of the internal safeguarding group.
Staff were required to undertake mandatory safeguarding training
relevant to their job role to
enable them to identify and respond appropriately to issues of
an adult and children safeguarding
nature. We found variable compliance with this and in particular
compliance was low for medical
staff.
Named safeguarding professionals attend the Shropshire
Safeguarding Adult Board, the Telford
and Wrekin Safeguarding Adult Board and the local Children’s’
Partnership meetings; this
incorporated attendance at relevant sub groups for these boards.
The safeguarding team worked
within the remit of both “Adult Safeguarding: Roles and
Competences for Healthcare Staff “(2018)
and “Children Safeguarding: Roles and Competence for Healthcare
Staff “(2019) and the
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“Safeguarding Children, Young People and Adults at Risk in the
NHS: Safeguarding
Accountability and Assurance Framework “(August 2019).
Medicines’ reconciliation (MR) was undertaken by a pharmacy
technician on admission and was the
process of identifying an accurate list of a person’s current
medicines, assessing the suitability of
any patient’s own medication, recognising any discrepancies, and
documenting any changes. This
was audited monthly by the trust. Medicine optimisation was
integrated into the trust’s governance
structure. There were clear reporting lines for medicine safety
direct to board level. The medicines
safety committee reported to the clinical governance committee
which then reported to the board
level quality and safety committee. Although it was acknowledged
that the safe medicine committee
struggled at times with medical support.
A pharmacist clinically reviewed the patient and communicated
any interventions and
recommendations to the clinical team. Any medication required at
this point and during their
journey was dispensed through pharmacy. The trust used a
‘dispense for discharge’ model. When
a medicine was prescribed on the drug chart it was labelled with
directions of how to take and
stored in the patient’s bedside locker for the nurse to
administer during the inpatient stay and
ready for discharge. This model resulted in at least half of
patients requiring no medicines to be
dispensed on the day of discharge due to a proactive service by
pharmacy. Patients were
reviewed by a pharmacist through their admission, highlighted by
the nursing teams, to provide
clinical reviews, antibiotic stewardship, advice and
facilitating discharges. Specialist advanced
pharmacists were in post in critical care, oncology, paediatrics
and neonates and antimicrobials.
The trust also provided the distribution service to inpatients
through stock medicine supply to
wards and departments. The aseptic service provided both
parenteral nutrition and chemotherapy,
a mixture of prepared in house and outsourced. For outpatients,
the trust dispensed urgent and
hospital only items providing FP10 prescriptions for routine,
non-urgent items and an extensive
homecare service. The trust had a drug and therapeutics
committee and safe medication practice
group.
In the end of life service there was a lack of audits being
undertaken therefore we were not
assured the quality of care was reviewed. There was also no
service level agreement in place for
the provision of the palliative care staff, this made the
service vulnerable as the provision could be
removed at any time. This had not been addressed since the last
inspection.
Management of risk, issues and performance
Although the trust had systems for identifying risks, planning
to eliminate or reduce them,
and coping with both the expected and unexpected these were not
working effectively.
Under the heading of the board assurance framework, the
corporate risk register was presented at
each board meeting with an update from the operational risk
group. The corporate risk register
listed all operational risks scoring 15 and over and it was
updated in priority order monthly at the
operational risk group. The highest scoring risks, those 20 and
over were at the sub committees
each month together with the BAF. These risks were also reviewed
at the senior leadership team
meetings. As at November 2019 there 102 open risks of 15 and
above.
At the last inspection systems did not support robust and
corroborated information. There
was inconsistent completion of serious incidents investigation
forms, with a lack of robust learning
from some serious incident investigations. This had not improved
at this inspection.
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If the level of harm was moderate or above, the incident was
flagged through the incident reporting
system to a patient safety advisor and senior care group staff.
All serious incidents and never
events were escalated by a senior member of the care group who
was advised and supported by
a patient safety advisor. The clinical incident management
policy, which was approved in May
2018, had a clear process to report and investigate serious
incidents and never events.
A new process was in place for executive oversight of serious
incidents. We reviewed twelve
serious incident investigations and found inconsistent use of
the serious incidents template. We
found three different templates were used. Front sheets were
missing from all templates reviewed
and there were varying levels of independence of the
investigating officers. Any training received
by the investigating offers was unclear. We also found not all
actions had been followed through
to ensure lessons learnt were implemented and embedded. In
addition, there was not always clear
ownership of the actions, timelines for completion and follow
up. We asked the trust to relook at
the actions from a specific serious incident as we did not feel
these covered all the issues
identified.
Incidents resulting in no or low harm were not reviewed in a
timely manner or thoroughly, nor
could it be clearly evidenced that appropriate action had been
taken. The trust did not
have assurance low and no harm incidents were recorded
appropriately, and it was difficult to map
trends and themes. We requested up to date information on the
backlog of incidents as the
number had been high; we had conflicting verbal information on
if it had reduced and by how
much. The data we received demonstrated a backlog of more than
1000 incidents awaiting review.
Although some staff informed us they were confident in reporting
incidents and knew how to use
the incident reporting system, we were also told that some staff
were discouraged from reporting
incidents and this had been raised as a concern to the freedom
to speak up guardian. For
example, we were frequently told that staffing issues were not
always reported. Where incidents
had occurred, there was a lack of learning or appropriate
actions. We found incidents that
reoccurred, for example, the repeated lack of access to
emergency medicines in the emergency
department, lack of falls assessment and patients who
subsequently fell and came to harm as a
result.
The trust told us that there had been a number of changes in
personnel since the last CQC visit
which had resulted in a ‘fresh eyes’ approach to seeking
assurance regarding information flowing
from board to ward and vice versa. It was recognised that there
was a meeting structure in place
incorporating care groups boards, specific safety and quality
sub-committees and clinical
governance executive with assurance provided to board via the
quality and safety committee,
which has an annual work programme. Examples of reporting
included: complaints reports,
infection prevention and control annual report, clinical audit
and ward exemplar programmes and
safer staffing. Where there are issues identified themed reviews
were requested. Each executive
was taking a lead for each of the work streams following the
last inspection to ensure ownership
and visibility. Board members undertook assurance visits to
clinical areas and feedback findings of
positive issues and those which executives are required to act
on.
Several actions were being taken to strengthen assurance
including:
• A review of the use, analysis and feedback of incident
reporting;
• Establishment of an executive serious incident review
group;
• Redesign of the quality and safety monthly report to better
reflect key quality and safety
priorities.
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The findings from the core service inspections and a backlog of
incidents for review suggests a
lack of a learning and safety culture, issues were not being
recognised and poor practice not
challenged. For example, whilst there was evidence of sepsis
being discussed at all levels
including the board, we found observations for national early
warning scores not consistently being
undertaken therefore a significant risk of sepsis not being
identified and managed appropriately.
Poor practices of infection prevention and control in
particular, relating to isolation practice and
hand hygiene were not challenged and therefore accepted and
normalised. Patients privacy and
dignity was not maintained.
The director of nursing was the executive lead for mental
health. We had serious concerns relating
to the care of patients with mental health needs. Staff did not
support patients who lacked capacity
to make their own decisions or were experiencing mental ill
health in line with legislation and
national guidance. Deprivation of Liberty Safeguards (DoLS) was
not implemented in line with
approved documentation with guidance on the criteria for and the
timeliness of an application for
the authorisation of the DoLS inconsistent. For example, the
trust’s own risk assessment for use of
bedrails stated that if a patient was restless or confused,
staff should not use bedrails. We saw
evidence of unsafe and inappropriate use of bedrails in a
confused patient. The risk assessment
form stated that the patient was restless, confused and was
living with dementia. The patient had
a bedrail in place and no DoLS assessment was in place.
Managers did not monitor the use of Deprivation of Liberty
Safeguards and did not make sure staff
knew how to complete them. In all the documents we checked,
staff had not carried out daily
reassessments for patients who lacked capacity. On-going
assessment of patients with fluctuating
capacity, such as when this was likely to improve with medical
treatment was not always carried
out.
The trust had a number of conditions imposed on its registration
relating to urgent and emergency
care and maternity. The issues found at the last inspection in
urgent and emergency care had not
been addressed and therefore the trust was in breach of its
conditions. We were not assured that
there was an: effective system in place to identify, escalate
and manage patients who may present
with sepsis or a deteriorating medical condition; effective
management of children along the
emergency care pathway; effective system to ensure patients were
clinically assessed within 15
minutes of arrival in the emergency department.
Trust corporate risk register
The trust provided their board assurance framework, which
details current risks and how they are
being managed. This included nine risks with a risk score of
“high” as of August 2019.
The nine risks with a current risk score of “high” are shown in
the table below. Date risk opened,
and next review date were not included in the board assurance
framework.
ID Description Risk score (current)
Risk level (target)
423 We need positive staff engagement to create a culture of
continuous improvement
High Very low
670
We need to deliver our control total and meet the trajectory to
live within our financial means so we can meet our financial duties
and invest in service development and innovation
High Medium
859 We need a recruitment strategy for key clinical staff to
ensure the sustainability of services
High Low
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1134 1158 1197 1235 1369 1426
If we do not work successfully in partnership, our current
traditional service models for both unscheduled and scheduled care
will be insufficient to meet escalating demand
High Low
1204 Our maternity services need to evidence learning and
improvement to enable the public to be confident that the service
is safe
High Low
1492 We need an agreed Digital Strategy to underpin service
improvement
High Low
1533
We need to implement all of the ‘integrated improvement plan’
which responds to CQC concerns so that we can evidence provision of
outstanding care to our patients (Identified December 2018)
High Low
1558 We need to have sufficient, competent and capable Directors
to deliver the Trust's agenda.
High Low
1584 We need funds to invest in our ageing estate to replace old
equipment so we can provide the highest quality of care in a safe
environment.
High Medium
(Source: Trust Board Assurance Framework – August 2019) All
risks were recorded on an electronic risk management system, which
the risk owner was
responsible for updating monthly. The operational risk group
reviewed risks that required
executive action, including those with significant threat(s) to
the operation, resources or reputation
to the trust. Capital action cost was included within the risk
where applicable. The operational risk
register was presented to the trust board monthly. However, the
controls and assurance of
mitigation was not always evident. Minutes from board meetings
did not consistently evidence
challenges of risks or that assurances were being sought to
ensure patient care and safety was
not compromised.
There was a good, established management of medicine safety
alerts within the trust. Pharmacy
ensured that there was a clear evidence chain of communication
to patients and clinicians through
the care groups. Action and learning from any medicine errors
were undertaken and shared
across the trust. The pharmacy risk register and medicine
management risks were contained
within the trust risk register.
The trust had deteriorating financial performance and had not
met its control total in previous
years, this trend had continued in this financial year. The
trust recognised its challenged financial
position and has identified some of the reasons for this
performance. Interventions were in place;
however, no financial improvements were expected in this
financial year. The trust had a planned
deficit of £17.351m for 2019/2020 which was worse than average
for similar trusts. The trust was
not in financial special measures. The effect of workforce
challenges led to an increased spending
on agency staffing and an inability to secure the full level of
cost improvement savings.
Finances Overview
Financial metrics
Historical data Projections
Previous Financial Year
(2017/18)
Last Financial Year (2018/19)
This Financial Year (2019/20)
Next Financial Year (2020/21)
Income £359.1m £369.3m £381.1m Not available
Surplus (deficit) (£17.4m) (£18.7m) £0.0m Not available
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Full costs £376.5m £388.0m £381.1m Not available
Budget (or budget deficit)
(£6.1m) (£8.6m) £0.0m Not available
The deficit reported in 2018/19 was higher than the previous
year’s deficit. At the time of
submitting the PIR, the projections for 2019/20 indicated that
the trust would break even.
(Source: Routine Provider Information Request (RPIR) – Finances
Overview tab)
Non-executive directors demonstrated understanding of the
drivers of the financial deterioration
and interventions in place but indicated that there has
previously been a slow pace in
implementing improvement actions.
The trust was forecasting to deliver only 70% of its cost
improvement plan (CIP). CIP delivery has
been a challenge in previous years, with the trust citing
limited capacity and capability to develop
and deliver efficiency schemes as the main reason for this. The
trust commissioned a
management consultancy firm to support with in-year delivery of
efficiency programmes and
development of more robust CIP governance structures for future
years. Interviews with
stakeholders revealed further work was required to fully engage
substantive staff in development
of the CIP schemes and ensure future ownership by care
groups.
Non-executive directors also highlighted that finance reports do
not meet the information needs of
users, for instance there was no drill down capability, forward
looking risk assessments, or
triangulation with non-financial information. The trust
recognises that performance reporting
needed to be improved to ensure that key issues were immediately
obvious and there was
coherency in information across finance, activity and quality. A
review of the integrated
performance report to address this was ongoing, however
timelines for completion were yet to be
defined at the time of the inspection.
Care groups were involved the in budgetary control processes
including, in planning, monitoring
and forecasting financials. Additional meetings have been
established to strengthen monitoring
and understanding of the financial position. A standard business
case template has been
developed and approved by the performance committee but is yet
to be implemented across the
trust. The trust expects that this will capture the right inform
to support better investment decisions.
The trust’s learning from deaths process was established, and
since 2017 the trust
published corporate mortality data quarterly as a dashboard.
Thematic analyses of deaths,
with focused reviews generating identified areas for
improvement, had been completed
each quarter. The mortality metrics for the trust, including
HSMR, were within the expected
range.
An initial review was completed for all deaths by a consultant
not directly involved in care. The
‘National Guidance on Learning from Deaths’ (2017) was followed.
Information was collated from
these review forms and presented at speciality level mortality
and morbidity meetings. A mortality
report was prepared on a quarterly basis; this followed the
trust’s governance pathway, to
speciality care board, to clinical governance executive, to
quality and safety committee, to trust
board and was shared with commissioners. An overall outcome was
identified from the review
forms which identified the next steps as appropriate including a
full investigation if it was identified
sup optimal care had been provided which might have made a
difference or would reasonably be
expected to have made a difference.
There was a clear documented pathway for mortality reporting and
escalation into serious
incidence investigation if warranted and evidence of serious
incident report discussions at board
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level exist. However, the mortality task force was limited in
staff, with only one officer coordinating
the whole process who only worked few hours a week. There was no
cover when they were away.
The oncology mortality reviews remained separate to the rest of
the trust mortality reviews, the
rationale for this was unclear. There were two very similar
mortality reviews about patients over 85
years of age with multiple comorbidities who underwent hip
replacement and they died from
complications shortly after that. The reason for offering
surgery was ‘patient choice’ and there was
no clarity whether other options were considered.
Staffing was raised as highest risk to the quality of care and
safety of patients.
Safer staffing levels were submitted and published on the
trust’s’ internet webpage monthly as per
national guidance. This was supported by a staffing paper that
was reviewed at quality and safety
committee. The papers highlighted any areas of concern where
fill rates fell below 85% and what
mitigation had occurred to support areas; it was noted that
nursing workforce remains a significant
risk and the trust was working with NHSE/I and HEE Global on
overseas recruitment. A standard
operating procedure had been written to enhance the process for
the monthly data sign-off and the
report was currently being revised revision to provide more
explicit links to quality and safety, as
from the September 2019 committee. Bi-annual staffing review
papers (‘Safer nursing Care Tool,
NICE2014’) had been submitted to the board demonstrating
variance to care hours per patient
day; however, these had not been crossed referenced to ward
budgets and therefore changes
were not evident to support workforce reviews based on acuity as
part of annual budget setting. A
review of funded ward posts against e-rostering templates had
occurred for care groups and an
agreed programme of work to review staffing levels and new roles
was underway, aligned to
exemplar. Data collection occurred in July 2019 and October 2019
and planned for January 2020
in line with national data collection working in conjunction
with NHSE/I staffing lead. Maternity
staffing had been reviewed in line with Birth Rate Plus with
investment to support
recommendations; this was next due in 2020. Paediatrics staffing
had been benchmarked against
national guidance and further work was required.
There had been some successes with the overseas recruitment,
with 176 nurses recruited from
India. The trust recognised the need to support these staff both
as groups of staff but also on an
individual basis as they adapted to a new life style in the
area.
Staff told us they were frequently asked to move clinical area
to cover staffing shortages and this
caused anxiety and frustration. Some staff reported feeling
unsafe working in unfamiliar areas and
described being asked to undertake clinical tasks for which they
were not trained.
The lack of a service level agreement for the provision of the
palliative care service had not been
recognised as a risk and therefore not addressed.
The trust was failing to meet a number of metrics:
• A&E four hour performance, target 95%, performance April
to October 2019 ranged from
64% to 73%.
• Cancer 62 days targets were not meeting the targets. Sixteen
patients waited over 104 day
for their received their first definitive treatment for cancer
in September 2019, the target for
referral to treatment being 62 days
• Referral to treatment performance was consistency around 86%
against a target of 92%,
with the volume of patents on incomplete pathways increasing
each month for the last four
months.
• Diagnostic waiting times of less than six weeks had met the
target for four of the seven
months April to September 2019.
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However, performance was improving in the following areas;
• Cancer two week waits all cancers, target 93%, performance
April to October 2019 ranged
from 82% to 93%, with improvements each month July to
September.
• Cancer two week waits breast, target 93%, performance April to
October 2019 ranged from
12.5% in May to 91% in September. There had been significant
shortages in breast
radiologists resulting in poor performance from April to August,
however actions had
resulted in a significant improvement in September 2019.
• Cancer 31 day targets, by September were all above the
target.
Information management
The information used in reporting, performance management and
delivering quality care
was not always accurate, valid, reliable, timely or relevant.
Leaders recognised the quality f
data was poor however they were relaying on and taking assurance
from this data.
Information was used mainly for assurance and rarely for
improvement. Required data or
notifications were submitted to external organisations.
Arrangements for the availability,
integrity and confidentiality of patient identifiable data,
records and data management
systems were not always robust.
There was heavy reliance on manual systems to provide
information with a lack of trust in the data
available. This was recognised by the trust with a digital
strategy in development. The trust told us
of the weaknesses in their record systems. Ward-based nursing
forms were paper based and fed
the paper case note file which cannot not be omnipresent. In the
emergency department there
were issues with the patients ‘cas’ cards being lost or mislaid.
No bedside electronic clinical noting
took place. No electronic prescribing took place. There was a
requirement for clinical information
asset owners and administrators to maintain access control,
content and quality on a daily basis;
including duplicate entry reporting and cleansing.
The trust was working with NHS Digital Trust System Support
Model (TSSM), on the first steps of
moving towards a primary electronic record with the
implementation of an emergency department
system. Trust board had approved an outline approach for a new
electronic patient record (EPR
system) for the organisation.
The trust recognised the need for an EPR system as the
organisation had various systems
working in isolation along with manually collected data (on
paper). In light of this a data warehouse
project was underway to align and structure existing data in
readiness for a new EPR.
A digital change control board has recently been established
which was looking at the prioritisation
of new requests or changes to existing systems. This was part of
the wider digital governance
review in conjunction with NHS Digital TSSM. There were some
good examples at the trust of
innovation in systems (including patient scheduling,
patient-held cancer recovery apps, clinical
portal); however, there was not the bedrock of technical
infrastructure, project, business analysts
and support staff to support and protect that investment going
forward; increasingly with important
cyber security due diligence and care obligations. Investment
was largely risk driven resulting in
serial underfunding of clinical informatics and supporting
infrastructure. There was an accumulated
backlog of important technical infrastructure supporting
clinical systems of £1.5 million per year.
The trust used a large number of information systems across the
organisation, which captured and
recorded relevant clinical and demographic data about patients
along their pathway. Together with
clinical systems, there were also non-clinical systems in place
that captured such areas as incident
reporting.
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The board and committee papers were beginning to use statistical
process control charts to support
improved analysis. We saw evidence of this is in the papers
reviewed and it was welcomed by board
members.
The responsibilities for the Caldicott guardian was held by the
medical director. A Caldicott
guardian is a senior person responsible for protecting the
confidentiality of people’s health and
care information and making sure it is used properly. It was
unclear if information from the
Caldicott guardian was escalated to the board. The finance
director was the senior information risk
officer who had overall responsibility for the organisation’s
information risk policy. We saw
evidence to show information governance breaches were reported
and investigated as
appropriate. The trust employed a dedicated information security
manager who held the
appropriate qualifications and had the suitable experience.
Since the last inspection, the trust had purchased lockable
notes trolleys and implemented a
standard operating procedure. The trust provided data and
relevant notification to external bodies.
Engagement
The trust engaged with patients, staff, the public and local
organisations to plan and manage services and collaborated with
partner organisations. However, staff felt they were not listened
to and were sometimes fearful to raise concerns or issues, these
were issues at the last inspection.
There was improving relationships with partners but a need to
develop shared vision with
supporting actions in order for the trust to deliver its
improvements to patient care. There was
recognition from the board that improvement required support
from the whole local care system
and relied on their partner organisations to support them to
achieve the required improvements. A
risk summit took place in December 2019 between the core service
inspections and the well led
inspection. A risk summit can be held where it is believed that
the poor care identified may in art
be due to a system wide failure of health, social and primary
care support leading to significant
failure in the trust. The purpose it to develop a plan with care
partners to address the failures.
Whilst support was offered at the December 2019 risk summit this
did not translate to the requires
actions to make sufficient improvement in the demand on the
service or the quality of care patients
received.
The trust was part of the Shropshire and Telford and Wrekin
Sustainability and Transformation
Plan (STP). This STP was a collaboration of 14 organisations
across primary care, community
services, social care, mental health and acute and specialised
services. Partnership conversations
were enabled through the strategic leadership group held
monthly. An example of joint working
was looking at new models to deliver musculoskeletal
services.
The board approved the patient experience strategy in July 2017.
The strategy was informed by
and reflected the NHS Constitution, the trust values, the NHSI
Patient Experience Development
Framework and the views and experiences of members from the
patient experience panel. The
two key objectives developed from the strategy were:
• To listen to patients and their families to learn how to
improve the care provided.
• To collaborate with patients and other community partners in
designing, monitoring and
improving the care provided.
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The strategy clearly identified the methods for obtaining
patient feedback. Patient involvement was
integral to the delivery of the strategy and had identified four
specific priorities for their work over a
two-year period. The trust captured patient feedback in various
methods, including patient stories,
exemplar wards, observations of care, friends and family test,
complaints, compliments,
stakeholder events, patient surveys, carer surveys, feedback
websites and external agencies. This
information was then used to inform the trusts quality account.
Themes from complaints and the
friends and family test were both featured in the quality
account for 2018/19.
The trust was reviewing its approach to patients experience
through the establishment of a
strategic patients experience, a gap analysis against the NHS
Improvement patient experience
framework.
The trust told us of improvements in patient engagement with the
following actions:
• The formation of the PaCE (patient and carer experience panel)
with patient representation
looking at engagement and in all areas of the hospital including
improvements and
feedback. This panel recently reviewed a sample range of
hospital food to give feedback
during its review.
• A learning disabilities workshop took place for the first time
in June 2019, bringing together
patients, carers and stakeholders from across the area to look
at ways of engaging and
improving access for all.
• The introduction of an eye clinic liaison officer.
• Introducing yellow name badges to reduce barriers for patients
with visual and cognitive
impairment.
• Improving accessible toilet facilities to become a stoma
friendly trust.
• Access to translation services had been simplified with
guidance available to staff enabling
translation to be booked at any time improving
accessibility.
• Introducing Independent Domestic Violence Advisors to support
men and women.
• The ‘Baby Buddy’ application has been introduced to provide
information, support and
signposting to pregnant women, reaching across the diverse and
rural population served by
the trust.
Staff feedback was captured through SaTH conversation / time to
talk campaign, as well as
updates to the workforce committee from freedom to speak up
guardians, staff side and guardian
of safe working hours. The latter two also provided updates to
the trust board directly. Themes
were captured and integrated into an action plan with the staff
survey results, which was
monitored through the workforce committee.
Staff informed us they did not feel listened to when they raised
issues or concerns and at times felt
fearful to raise concerns due to potential repercussions, this
was also an issue at the inspection in
2018. Whilst the executive team could provide evidence of a
range of visits to wards and
department staff stated they were not visible and their
perception was that the board did not
understand the extent or impact of issues and concerns on
operational issues.
Since taking up post the interim chief executive had sent a
weekly email to all staff, staff did
recognise this as a positive step. The trust was working
collaboratively with Shropshire Council to
build a team of Veterans Aware Champions in the workforce. A
number of events have been
organised and the trust hosted the Armed Forces Covenant
Partnership meeting in September
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2019. Training for volunteers will be provided by Shropshire
Council's Armed Forces Covenant
Officer in the first instance.
Learning, continuous improvement and innovation
Improvements were not always sustained. The organisation did not
react sufficiently to risks
identified through internal processes, but often relied on
external parties to identify key risks
before they start to be addressed. Where changes were made, the
impact on the quality and
sustainability of care was not