Finalists for most improved flu fighter award


07 / 2 / 2014 3.37pm

This award aims to not only showcase trusts who have made a significant improvement in flu vaccination uptake, but those who have made improvements in their overall campaign. Be it through improving the way the flu fighter team works, the strategies in place or an improvement in staff engagement or morale.

Black Country Partnership NHS Foundation Trust

This flu fighter team analysed information from a staff questionnaire and the sickness absence rates for flu like illness to create a business case for increasing the resources allocated to the trust flu campaign. This funding was used to secure two mobile vaccinators who worked towards making it  more convenient for staff to be vaccinated, which was a key learning point from the staff survey.
In 2012/13 Black Country Partnership NHS Foundation Trust flu vaccination uptake in clinical staff was 24 per cent, this year the flu fighter team have vaccinated 43.7 per cent of frontline staff to date.

Central Manchester University Hospitals NHS Foundation Trust

The Central Manchester University Hospitals NHS Foundation Trust has seen a two year increase in its Flu vaccination performance from 39.8 per cent in 2011/12, to 72 per cent in 2012/13, to 75.4 per cent in 2013/14. The flu team attribute this to a reorganisation of the flu team and appointing the new Occupational Health manager as the flu lead for the 2013/14 campaign. Thanks to support from divisional Heads of Nursing, improvements were also seen in the number of volunteer vaccinators, increasing from 47 to 85.
A communications strategy was implemented as well as a weekly review on uptake which was reported to Directors.

Derby Hospitals NHS Foundation Trust

The flu team at Derby Hospitals NHS Foundation Trust have made improvements this year in vaccination uptake (48.3 per cent in 2012/13 to a forecasted 75 per cent), accessibility, efficiency, use of technology, their communication plan, team work and stakeholder engagement.

Vaccination clinics were run in the evenings and early mornings, as well as in high-footfall areas to improve the accessibility of the vaccine for staff. Efficiency was improved by pre-populating consent forms for specific staff groups where target clinics were held e.g. Doctors training sessions. The team also used last year’s figures to anticipate where the busy clinics would be and resourced on this basis. The communications plan was changed monthly to stay fresh and target specific staff groups.

Royal United Hospital Bath NHS Trust

This team were all new in post for the 2013/14 season, and they decided from the offset that they would run a successful campaign through strong leadership, accessibility, visibility and clarity in messages. The steering group for flu vaccination met fortnightly to review compliance, talk tactics and agree next steps for the campaign. The team also engaged with senior sisters to gain support for the campaign and enlisted the Director and Assistant Director of Nursing as peer vaccinators.

Weekly reports of uptake across the trust were circulated to senior leaders to encourage competition.  A more detailed report went to the flu steering group about areas of the low areas of uptake that were going to be approached for additional support and dialogue. 

This refreshed approach to the staff flu vaccination campaign has led to an increase in uptake from 23.8 per cent in 2012/13 to 56.9 per cent this year.

South Western Ambulance Service NHS Foundation Trust

This flu fighter team began their campaign by gathering feedback at a presentation on flu to operational staff. This presentation also served to ensure management support for the campaign.

The feedback from staff suggested that the previous approach of publishing all clinic dates at the start of the campaign, led to complacency amongst staff that there would be more opportunities to get their flu jab. This year, clinics were announced in stages, which promoted earlier uptake than in previous years. The flu team also recruited a group of Paramedics who were unable to complete normal frontline duties and trained them to administer the flu vaccination to other members of staff.

Through this, and running a large number of clinics across many local stations, it was easier for staff to access the vaccine around and during normal shift times which minimised the operational impact. These strategies led to the trust achieving 61 per cent uptake this year.

University Hospitals of Morecambe Bay NHS Foundation Trust

The flu fighter team at University Hospitals of Morecambe Bay NHS Foundation Trust have focussed not only on improving the uptake of the flu vaccination in frontline staff but also increasing levels of engagement and education across the trust.
Feedback from staff showed that two of the main reasons they were not vaccinated in previous years were, that they felt they never needed it or they couldn’t leave their clinical area to attend a vaccination session. The team decided to tackle both of these issues using a variety of different strategies including flu link nurses, involving staff side representatives, myth-busting and a communications plan.
The inclusion of various new methods of engaging with staff led to an increase in uptake from 40.9 per cent in 2012/13, to 62 per cent to date.

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