Fife Children & Young People’s Occupational Therapy Service

“A great place to work, where we feel valued and respected. We make a difference to the lives of the population we serve and have pride and satisfaction in our jobs”

Team members

Our Team

What we do well

“We have shown resilience over the pandemic. We continue to perform well and maintain high staff engagement & satisfaction. We are involved and collectively contribute to service direction and delivery. We work well as a team, have positive relationships & confidence in leadership”

Team Members

Why is this important?

 Joy@work – Why?

• Joy in work – IHI (Institute for Health Improvement)
  • to improve outcomes for the people we serve
  • to improve wellbeing and engagement of staff
• Priorities
  • Workload, complexity, nature of job stress
  • Don’t feel safe
  • Specific pressures and many new factors arising from pandemic
• Staff can become disconnected with purpose
• How can we achieve these priorities
  • Improve culture
  • Improve services
  • Improve outcomes
• In that order!

Joy@Work Quality Improvement Project commenced August 2020

Key factors for success

• Leaders
  • believe culture changes is important and possible
  • prioritise the process
  • focus on the needs of the team
  • willing to share responsibility
  • feel safe to hear what team are saying
  • access support
  • demonstrate compassionate leadership
• Team
  • base level of health
  • willing to spend time ot understand and engage in the complex system
  • co-produce solutions
  • don’t jump straight into evidence based solutions
  • stable
• Process
  • process is owned by the team
  • done with rather than to the team
  • cross banding rep on local planning team
  • framed using QI methodology
  • built on trust

Our iMatter and Joy@Work journey

“We all have individual responsibility for our working environment culture”

Team Members

CYPOT highlights

• We have a very health baseline as a team and are lucky that a lot of our J@W output have been to celebrate this
• Key supportive factors identifies within CYPOT team:
  • Our colleagues and friendships
  • Support leadership
  • Feeling we are making a difference to CYP and families
• Key barriers to J@W
  • screen time fatigue
  • not seeing peers as much
  • not seeing CYP and families as much
• We are supporting each other to address our individual work/life balance and well-being through supervision, through utilising flexible working and by managing capacity with new scheduling SOP – monitoring this using OJ methodology.

Our action plan

Staff Wellbeing

• Maintain healthy supportive working culture, openness
• to address challenges as they arise.
• Staff wellbeing at the heart

Staff Wellbeing champions

• continue to keep profile high in service.
• Annual event.
• Joy@Work QI project ongoing

Communication and Decision Making

• Staff / team continue to be involved in decisions e.g.deployment, recruitment, service developments.
• Leadership to continue to communicate reasons behind decisions to aid staff understanding

Collaborative Learning

• Shared learning and peer review opportunities with colleagues from other professions across children’s services