When you have identified the possible actions, this tool will help you identify their likely impact to help you prioritise your activity. Your agreed action plan will help you to meet the objectives that you have already identified and its success will evidenced by your measures.
In the table below, the final action on reviewing the process for incident reporting has the least impact and on that basis, would not be a priority action.
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Expected outcomes ®
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All staff have confidence to express their opinions and concerns, and these will be taken seriously.
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All staff will have access to appropriate training and development.
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There will be no harassment, victimisation or bullying.
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Suggested actions ¯
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Likely impact/issues ¯
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Likely impact/issues ¯
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Likely impact/issues ¯
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Chief executive delivers statement on zero tolerance of harassment, victimisation and bullying. Communicated throughout organisation.
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Starts to show that staff concerns will be taken seriously. Needs to be clear from actions.
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First step: clear strategic intent from the board.
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Training for managers:
• review courses
• identify managers who need re-training
• design re-training
• provide re-training.
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Organisation currently not supporting/engaging managers appropriately – must demonstrate is supporting managers now.
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• training currently out of date
• needs re-design before delivery
• ensure available for new managers
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Organisation not supporting managers appropriately on this issue – impact to be monitored through appropriate questions in staff survey.
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Review incident reporting process. Revise and implement as part of clinical governance initiative.
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Essential but will not improve confidence on its own.
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