Supervision, Coaching & Mentoring
Staff Health & Wellbeing
As an Investor in People (Silver) Organisation, the Trust recognises that its workforce is its greatest
asset. The Trust's Wellbeing model aims to help staff with different aspects of their lives by looking
at five areas of wellbeing: Communication & Engagement, Health, Our Working Lives, Personal
Development and Values & Principles, all of which are inter-linked and acknowledge not only the
physical and psychological factors affecting health and wellbeing, but the wider cultural and societal
contexts too.
In 2019/2020, with an ever-increasing demand placed on staff time and resources, the Trust
recognised that supporting staff with work-related stress needed to be more than just the delivery
of stress and resilience training programmes; in fact, the Trust acknowledged that there was a
broader corporate agenda to be addressed: Staff Health and Wellbeing (H&WB). As a priority, and in
direct response to staff feedback about their H&WB needs, essential engagement work with Trustwide stakeholders led to the scrutiny of existing
approaches - their relevance, limitations and
provision gaps - our aim is now to devise a suite of
training and to identify resources under the H&WB
agenda.
By consolidating expertise and resources, the
Trust will put down the foundations needed in
order to build a whole systems approach for the
benefit of all staff.
Continuous improvement and innovation lie at
the heart of this work, along with preventative
measures to improve the quality of wellbeing
outcomes for those involved.
Facts & Figures
• A Trust Health and Wellbeing Lead was appointed to ensure collaboration between the five
sub groups and the H&WB Steering Group, guaranteeing the staff voice was heard at the
highest level and the H&WB strategy influenced accordingly
• Two training programmes continued to be offered: Stress Management and Resilience
Training (SMART) and Building Resilience and Managing Stress in Your Team (BRMST)
continue to be popular training with staff and managers:
- 264 SMART places were offered (-27% decrease against last year) with 168 staff enrolment
(64% of total places offered)
- 112 BRMST places were offered (16% increase against last year), 55 staff enrolment
(49% of total).
Goal 2: Strengthening the Workforce
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