Boorman - where are we now?

SAVE ITEM
Board room

15 / 6 / 2016 Midnight

The Boorman Review, produced in 2009, describes the importance of prioritising staff health and well-being within the NHS. A healthier workforce means less avoidable days off sick, reduced levels of presenteeism and a more efficient workforce. Healthier, happier staff means better patient care, which should always be the main priority of the NHS. The Boorman Review outlines how to achieve a healthier workforce by establishing 20 recommendations (see the table below for a summary of the recommendations and key actions). The timeline provides a summary of what has happened nationally as a result of the review and these recommendations.

How to use the timeline

1. Navigate through the timeline by using the right and left click arrows at the sides of the image, this will allow you to see what key actions have taken place since the Boorman Report.

2. You can also click through the tabs of key actions on the time frame below the image.

3. The key recommendations are summarised in the table below the timeline, this explains the recommendations that were provided in the report, along with the key actions that have occurred as a result.

4. Map your own progress against the work that has been completed in relation to the recommendations.

 Summary of recommendations and key actions

Improving organisational behaviours and performance 
 
 Key actions 
(For a link to the action see the time line)
Recommendation
1
We recommend that all NHS organisations provide 
staff health and wellbeing services that are centred 
on prevention (of both work-related and lifestyle-
influenced ill-health), are fully aligned with wider 
public health policies and initiatives, and are seen 
as a real and tangible benefit of working in the NHS.
  • The NHS Sport and Physical Activity Challenge.
  • The Public Health Responsibility Deal.
  • Guidelines on the prevention and management of sickness absence.
Recommendation
               2
We recommend that all NHS leaders and managers 
are developed and equipped to recognise the link 
between staff health and wellbeing and  organisational performance, and that their actions are judged in terms of  whether they contribute to or undermine staff health and wellbeing. 
  • Guidelines on the prevention and management of sickness absence.
Recommendation
3
We recommend that all NHS trusts develop and 
implement strategies for actively improving the health 
and wellbeing of their workforce, and  particularly for 
tackling the major health and lifestyle issues that affect their staff and the wider population.
  • The Public Health Responsibility Deal.
  • NICE smoke free policies.
  • Dry January.
  • Equality Delivery System for the NHS.
Recommendation
4
All NHS trusts should implement the guidance both 
from the National Institute for Health and Clinical 
Excellence (NICE) on promoting mental health and 
wellbeing at work and from the National Mental 
Health and  Employment Strategy.
  • Mental Wellbeing at Work Policy.
Recommendation
5
It is essential that all NHS trusts put staff health and 
wellbeing at the  heart of their work, with a clearly 
identified board-level champion and  senior 
managerial support.
  • Healthy staff, better care for patients.
  • The Department of Health's Improvement Framework.
  • Fitness for work: the Government response to ‘Health at work – an independent review of sickness absence.
  • Staff survey - support in health and wellbeing.
Recommendation
6
Training in health and wellbeing should be an integral 
part of management training and leadership 
development at local, regional and national levels and 
should be built into annual performance assessment 
and personal development planning processes.
  • Fitness for work: the Government response to ‘Health at work – an independent review of sickness absence.
Recommendation
7
We believe that high priority should be given to ensuring that managers have the skills and tools to support staff with mental health problems.
  • Healthy staff, better care for patients.
  • The NHS constitution.
  • The Department of Health's Improvement Framework.

 Achieving an exemplar service 
 Key actions 
Recommendation
8
We recommend that, when drawing up a staff health 
and wellbeing strategy, trusts undertake a proper 
assessment of key health priorities and risk factors, 
which should fully reflect their legal requirements 
in this area.
  • Five-year workplace wellness intervention in the NHS.
  • Fitness for work: the Government response to ‘Health at work – an independent review of sickness absence.
Recommendation
9
We recommend that there should be consistent 
access to early and effective interventions for 
common musculoskeletal and mental health problems 
in all trusts, as they are the major causes of ill-health 
among NHS staff.
  • Guidelines on the prevention and management of sickness absence.
Recommendation
10

We recommend that, as well as providing core staff 
health and wellbeing services to nationally specified 
standards, all trusts should provide a range of 
additional staff health and wellbeing services targeted 
at the  needs of their organisation. To do this they will 
need both to assess the specific needs and requirements of their staff and to engage with staff to determine the services they wish to see provided.
  • NHS Employers case study library.
  • Disabled Staff Experience within the NHS research.
Recommendation
11

Staff engagement will be critical to ensuring that both 
the range of services and the way in which they are 
provided are seen as credible and as addressing staff 
concerns. Trusts need to go beyond simply meeting 
 their legislative obligations to embrace a wider concept of staff engagement. 
  • Open Your Mind campaign.
  • NHS Annual staff survey - staff engagement (2009).
  • The staff engagement toolkit.
  • Staff engagement - Six building blocks for harnessing the creativity and enthusiasm of NHS staff.
Recommendation
12

It is essential that staff health and wellbeing services 
commissioned following the sort of risk assessment 
process we have outlined are then properly 
resourced.
 
Recommendation
13

Core early intervention services should form part of 
the minimum service specification for staff health 
and wellbeing recommended in our earlier report.
  • Guidelines on the prevention and management of sickness absence.
  • Open Your Mind campaign.
Recommendation
14

There should also be nationally agreed service 
standards for early  intervention.
  • Guidelines on the prevention and management of sickness absence.

Embedding staff health and well-being in NHS systems and infrastructure 
 Key actions 
Recommendation
15
We now recommend that the NHS Operating 
Framework should clearly establish the requirement 
for staff health and wellbeing to be included in  
national and local governance frameworks, to ensure 
proper board accountability for its implementation.
  • NICE guidance - Mental Wellbeing at Work.
  • The NHS Five Year Forward View.
  • The Department of Health's Improvement Framework.
  • CQUIN for NHS staff health and wellbeing.
Recommendation
16

We recommend that the Care Quality Commission’s 
annual assessment  of NHS organisations and their 
delivery partners should in future include standards 
and targets for staff health and wellbeing. Similarly, 
Monitor (NHS Improvement) should consider support for staff health and wellbeing in its assessment process for foundation trust status as well as in its in-year monitoring arrangements.
  • The NHS Constitution.
  • CQUIN for NHS staff health and wellbeing.
  • Staff survey - support in health and wellbeing.
Recommendation
17

It is important that the approach to improving 
support for staff health and wellbeing is developed 
in consultation and partnership with staff and trade 
unions.
  • The Department of Health's Improvement Framework.
Recommendation
18

We recommend that all NHS organisations put in 
place a staff health and wellbeing strategy, 
developed with the full involvement of staff and 
staff representatives, and that its implementation is routinely monitored, reported and discussed with staff and their representatives.
  • The Department of Health's Improvement Framework.
  • Fitness for work: the Government response to ‘Health at work – an independent review of sickness absence.
  • CQUIN for NHS staff health and wellbeing.
Recommendation
19

It is essential that staff health and wellbeing strategies, and the services  that are subsequently commissioned, are available to all staff on an equitable basis.
  • Implementing NICE public health guidance for the workplace: Overcoming barriers and sharing success.
  • CQUIN for NHS staff health and wellbeing.
Recommendation
20
It is also important that delivery of staff health and well-being services is properly monitored and regularly assessed and reviewed.
  • Five-year workplace wellness intervention in the NHS.
  • Strategy for Health Promoting Hospitals.
  • Fit enough for patients? An audit of workplace health and wellbeing services for NHS staff, Chartered Society of Physiotherapy.
  • Staff survey - support in health and wellbeing.
  • Equality Delivery System for the NHS.
  • NHS Workforce Race Equality Standards.


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