Our vision and values are important to us as an organisation. They underpin all that we do, all that we are and all that we strive to be.
We have worked hard to develop these and also our golden thread. The golden thread demonstrates how our vision and values link to our strategic goals and business objectives. The work on these was done by our staff and managers, together. As an organisation, we believe it is vital that everyone’s views are heard and considered.
Our vision is to be the provider of choice by delivering excellent care and improving the health of our communities. Our values demonstrate that we act with integrity and professionalism and show we CARE.
We have four values:
- Compassionate – We put patients and our service users at the heart of everything we do. We’re positive, kind and polite. We understand diversity. We’re respectful, patient and tolerant.
- Aspirational – We feel empowered and we empower our patients. We strive to improve. Our focus is on research and generating ideas and innovations. We’re open, transparent and we think creatively.
- Responsive – We listen. We act. We communicate clearly. We do what we say we will. We take account of other’s opinions.
- Excellence – We strive to deliver the best care we can. We grow a culture of excellence in our teams. We challenge complacency.
As part of our work to become a foundation trust, we have worked with our staff to develop our clinical strategy and refine our goals. Our goals now reflect the five domains of the NHS Operating Framework. And linked to our golden thread is our values into action framework; again this has been developed by our staff to describe the behaviour that we need to do our jobs well and demonstrate that we are working in line with the organisation’s values to deliver the organisation’s vision.
Our staff are not only the most precious resource we have, they are also part of our community. Sometimes, they or their family and friends may need our services. We support our staff to share ideas and join in with health promotion activities that we deliver in the community, such as walking clubs, health checks and our Kent Wide Healthy club.
The Trust has a board-approved staff health and wellbeing strategy and action plan, which delivers our SHINE (Support, Help, Improve, Negate and Enhance) approach to promoting staff health and wellbeing.
Our employees receive an annual health and wellbeing magazine with their payslips each January; have access to a range of online resources around mind, body and soul and can share ideas via health and wellbeing blogs. We also have an occupational health and confidential counselling service for times when staff are experiencing a period of ill health or are dealing with health or personal issues that may otherwise lead to sickness absence.
Our aim is to proactively provide support to avoid sickness absence. We provide training and development for all our managers around staff health and absence and have implemented policies around these subjects.
We work in partnership with our black minority ethnic (BME); lesbian, gay, bi-sexual and transgender (LGBT) and disability networks and our Staff Side representatives to identify ways to enhance our work culture and address health and work issues.
We are also proud to be listed in Stonewall’s top 100 employers’ index and we are a member of the Mindful Employer Network. We are committed to caring with compassion and striving for excellence, starting with the way we look after the health of our staff. This is particularly important to us in our commitment as a mindful employer.
- We believe in the importance of promoting and supporting the physical and psychological health of our staff.
- We are committed to identifying and providing support to make sure you have a positive experience at work and have the resources and training to provide excellent care and services to our patients and colleagues.
Promoting psychological wellbeing is vital in contributing to this commitment. We want a healthy, flexible workforce that is capable of delivering the services and care that our patients, communities, partners and colleagues deserve and expect from us.
Mindful Employer Network: Our commitments
- We firmly believe that given appropriate support, the vast majority of people who have experienced mental ill health continue to work successfully as do many with continuing issues.
- Members of staff who experience mental health issues will not be discriminated against and disclosure of a mental health problem will enable us to assess and provide the right level of support or adjustment to meet staff and organisational needs.
- We do not make assumptions that a person with a mental health issue will be more vulnerable to workplace stress or take more time off than any other member of staff or job applicant.
- We provide non-judgemental and proactive support to any individual members of staff who experience mental health issues.
We ensure all line managers have information and training about managing mental health in the workplace.
We strive to be a learning organisation that supports the realisation of our vision. So, we offer a range of learning to help our employees and Kent Community Health NHS Foundation Trust, achieve success.
To help the organisation meet its objectives and enable staff to practice safely, effectively and flexibly, all our employees must complete mandatory training and training that is essential to their particular role.
We have an established Education and Workforce Development Team to help with learning needs. The team plans and delivers mandatory and essential training and provides opportunities that support individual development needs.
We are committed to developing the skills of every employee. We plan, design, co-ordinate and carry out training, from basic skills to leadership development, as well as providing a range of services to support learners.
Emphasis has shifted from training to learning. Many of our courses are run on a traditional classroom basis, but we now also provide a range of e-learning modules and links to other methods of knowledge acquisition.
A new leadership and management development programme is being designed that will identify the learning needs of individuals and tailor learning accordingly. As well as classroom or online learning, you can also get support from an accredited coach or mentor or join an action learning set.
We are a Trust that prides itself on the growing diversity of our staff.
Our aim is to not simply accept difference but to welcome and embrace it.
We recognise that when staff are able to be themselves, they are happier, more effective and more productive.
KCHFT is an active participant in the Mindful Employer Scheme. We consider the mental health and wellbeing of our staff a priority.
We are committed to the Stonewall Diversity Champions and Workplace Equality Index programmes. We make sure the wellbeing of our Lesbian, Gay, Bisexual and Transgender staff is assessed to ensure we are treating everyone fairly.
We follow the Two Ticks ‘Positive about disabled people’ programme, an initiative by the Department of Work and Pensions to ensure the welfare of people with disabilities, from the point you apply for a job and throughout your career with us.
We also have staff networks for Black and Minority Ethnic employees, Lesbian, Gay, Bisexual and Transgendered employees and employees with a disability which are supported by a champion from our Board.
We warmly welcome applicants from all walks of life and diverse backgrounds. We enjoy working here, we will do all we can to make sure you will too.
Kent Community Health NHS Foundation Trust is committed to recognising the achievements and initiatives of our exceptional staff through our annual staff awards scheme.
Every year we invite staff and patients to nominate the individuals or teams who consistently work above and beyond the call of duty and who always go the extra mile to ensure our patients receive the best possible care.
Nominations are shortlisted by an independent panel and are judged against our values of caring with compassion, striving for excellence and working in partnership.
Categories include employee of the year, inspirational manager of the year, clinical and non-clinical team of the year and mentor of the year.
Shortlisted nominees are invited to a staff celebration event where the winners are announced by the chief executive.
There are many benefits to working for Kent Community Health NHS Foundation Trust.
More than half of our workforce works flexibly in some way. Here are some of the ways that this may work for you:
This ranges from occasional work arrangements to a little less than full-time working.
This allows a full-time workload, if carefully organised, to be shared between two or more people.
Short-term, part- time
Staff can voluntarily reduce their hours for a temporary period (up to 12 months), usually to manage caring or other personal commitments.
Part-time before retirement
This is a reduction in hours or responsibilities to wind down before retiring.
This is when employees work their contracted hours over a shorter period than normal practice, for example working nine long days over a fortnight instead of 10.
Term-time (or part-year) working
This allows employees to work term-time only and have school holidays off.
Unpaid employment break (career break)
We offer career breaks to existing staff on a case-by-case basis.
A standard number of working hours are set, but they can be worked at any time during the year. For example, someone could agree to work 1045 hours a year instead of 20 hours per week.
This is usually project or administration-based work at home, combined with normal place of work duties.
This allows employees to choose, within an agreed limit, their start and finish time as long as the needs of the service can be met and the contractual obligations are being met.
Time off in lieu (TOIL)
This means employees may take time off to compensate for any extra hours worked, in agreement with their line manager.
Please note that all of the above are subject to agreement with your line manager; they will need to make sure service needs and your needs are taken into consideration.
Childcare voucher schemes
We offer a scheme for childcare vouchers, which acts as a salary sacrifice scheme. This allows you to make large savings in tax every year.
These vouchers can be used for children up to the age of 16 and can be claimed by both parents.
NHS discounts is a national scheme that is able to offer discounts and services for many everyday household goods and activities.
These include: Cars and motoring, fashion, health and wellbeing, vouchers gifts, insurance and holidays.
Have a look at the NHS discounts website.
Any permanent member of staff can apply for a new car and the payment is taken from their salary each month – lease cars are provided by NHS Fleet Solutions. This means you will pay lower tax, national insurance and student loan contributions – and get a new car.
A lease car offers trouble-free motoring. The price you pay every month includes road tax, insurance, servicing, wear and tear and new tyres when needed. You can insure up to five other drivers.
All you pay for on top of your monthly fee is your personal mileage. There is a wide range of cars to choose from and flexible three-year contracts.
We operate a pension scheme, where your employer contributes up to 14 per cent of your pensionable pay. Anyone who starts working for the NHS automatically becomes a member of the NHS Pension Scheme, but membership is voluntary and you can opt not to join and leave the scheme at any time by completing a form.