Trust slashes disciplinary cases by 75 per cent

first_imgRelated posts:No related photos. Previous Article Next Article Comments are closed. Trust slashes disciplinary cases by 75 per centOn 19 Aug 2003 in Personnel Today A Leeds NHS trust has slashed the number of disciplinary cases it faces by75 per cent after introducing a new framework which encourages staff to takeresponsibility for their actions. The HR director at Leeds Mental Health Teaching NHS Trust, Jane Burtoft,decided 18 months ago that the trust needed to transform the way it dealt withdisciplinary issues because of the high number of cases and to combat the issueof blame culture. “At any one time there were about 30 ongoing disciplinary cases andthere was a very poor relationship with the staff side [unionrepresentatives],” she said. “People were disciplined, but there was no follow-through. Somethingwas needed to reduce the number of cases, change the culture and people’sattitudes.” In response, Burtoft developed a Personal Responsibility Framework inconjunction with the unions, to encourage staff to take the initiative inreporting potential disciplinary incidents they were involved in. The framework asked staff to take 50 per cent responsibility for everythinghappening around them, and was designed to promote active rather than passivebehaviour. Burtoft produced better guidance for line managers and trained them to helpplay a part in changing the work culture. The trust also moved the resolution of disciplinary issues up the agenda.Managers were told to make disciplinary issues their top priority to ensurecases were settled quicker. The trust now holds a case conference prior to any disciplinary hearing,comprising the line manager, staff representative and a member of the HR teamto discuss how to manage the process so it is completed within six to eightweeks. “It is more important that disciplinary cases are dealt with as swiftlyas possible because they affect everybody and create morale and productivityproblems,” said Burtoft. To ensure all staff were aware of the framework, everyone was sent a leafletsummarising the guidance, regular briefings are held across the trust and thenew guidelines form a key part of the organisation’s induction and performancereview process. By Ben Willmottlast_img read more