Welcome to Rotherham Doncaster and South Humber NHS Foundation Trust (RDaSH) Improvement and Culture Team
Our vision as an organisation is to align our skills and resources to support both local and strategic change in the best way we can, using the right people with the right skills, with the right amount of check and challenge.
As the Improvement and Culture Team, our business is to help individuals, teams and the organisation with improvements in quality and improvements in culture.
We aim to support our workforce to achieve the Trust’s mission statement:
We believe that to make changes that improve the quality of services, we must also focus on culture and the way we do things across our organisation.
To do this, we need to focus on quality improvement, project management, and organisation development. We also need to support wider cultural development agendas which shape who we are. This includes:
- Diversity and Inclusion
- Spiritual Care
- Freedom to Speak Up
To support quality improvements across the Trust we have:
- We have introduced a stepped change framework and agreed a simplified approach to governance.
- We are working with the ACT Academy at NHSi to implement the Quality, Service Improvement and Redesign (QSIR) model. The Trust aims to become an accredited organisation to deliver QSIR training from 2019. This will help to support the development of our staff and volunteers.
- We will build on our strong foundations as Listening into Action (LiA) brand ambassadors and hold a number of Big Conversations throughout the year where people are invited to come together to focus on changes ahead.
We are working with NHS Improvement (NHSi) the Leadership and Culture programme. This will help us assess and reassess our culture, and to respond accordingly.
We have aligned our culture support services together with quality improvement, this includes:
- Organisation Development (OD)
- Freedom to Speak Up (FTSU)
- Equality, Diversity and Inclusion (EDI)
- Spiritual Care.
As a Trust we have introduced various services and groups that offer emotional and cultural support such as:
- Schwartz Rounds – support for our staff’s wellbeing at work. Schwartz Rounds provide a structured forum where all staff, clinical and none clinical, come together regularly to discuss the emotional and social aspects of working in healthcare.
- Black Asian Minority Ethnic (BAME) Network – for staff to share skills and knowledge and look at issues affecting their work.
- LGBT+ Virtual staff network – Lesbian, gay, bisexual and transgender and the + simply means that we are inclusive of all identities, regardless of how people define themselves. The staff network is a platform to share skills and knowledge and look at issues affecting LGBT+ staff at work.
- Disability and faith networks – we are exploring options for both a disability and faith network…look out for future developments.
- Improvement and Culture Ambassador Network (iCAN) – comprised of staff, service users and carers who are developing as both champions and practitioners who positively support local practice. All ambassadors have access to a core training and development pathway and will be instrumental in growing our digital Improvement Hub.
- Culture Focus Groups – Building upon our ‘Big Conversation’ approach, we are developing our Culture Conversations, or ‘Culture Focus Groups’ which will bring together our network members to continually review the impact and how it feels to work here.
- People of RDaSH – we are working with our staff (People of RDaSH) and talking about who we really are and what it means to work for us.