This research review of the implementation of iMatter was commissioned by The Scottish Government Directorate for Health Workforce, Leadership and Service Reform in conjunction with the Health and Social Care Analysis Division. The aim of the research was to provide evidence to support and inform ongoing work to ensure that there is a meaningful, effective and cost-effective approach to staff engagement in health and social care. Staff experience and engagement have been central themes of policies developed by the Scottish Government in recent years to modernise NHSScotland and the wider public sector. Supporting engagement is a priority for NHSScotland and Health and Social Care Partnerships (H & SCPs), as a route to improving the experience of employees (for example, in relation to motivation, commitment and empowerment), contributing to organisational goals and delivering positive health and care outcomes for patients and service users. iMatter has been developed since 2013 under the remit of the existing NHSScotland Scottish Workforce and Staff Governance (SWAG) Committee as a means of more effectively measuring the experience of staff working in health and social care. The further roll-out of iMatter to most H & SCPs in Scotland means that it is now also able to capture the experiences of local authority-employed social care and social work staff. iMatter has been designed to map onto and reflect NHS Staff Governance Standards. As we report below, iMatter is an effective means of capturing staff experience and engagement in line with these standards Our research also captured views of the NHSScotland Dignity at Work (D@W) Survey that was run in 2017. D@W was designed to bridge the gaps between the items in iMatter and the previous NHSScotland National Staff Survey by reporting experiences around bullying and harassment, as well as views on experiences of violence, whistleblowing and staff resourcing. The research reported in this document sought to: * consider validation and response rate issues associated with iMatter and D@W; * review the presentation and utility of iMatter report data; * gather and analyse evidence on the of acceptability of iMatter and D@W; * gather and analyse evidence on facilitators of the implementation of iMatter and areas of best practice; and * identify ongoing challenges and areas where more work is needed.
|Place of Publication||Edinburgh|
|Number of pages||50|
|Publication status||Published - 31 May 2019|
- work environment
- National Health Service (NHS)
- iMatter model
- employee engagement