National NHS whistleblowing policy published. Doomed to fail. The duty of candour will be outgunned by fear of reprisal.

Without regular and comprehensive exit interviews, and these should now be done by an independent third-party, this policy will be ignored. The duty of candour will be outgunned by fear of reprisal. It is doomed to fail as the culture is not healthy enough, and indeed is getting worse…

BMA news and Personnel Today 4th April report the news that “National NHS whistleblowing policy published”

The final version of the overarching whistleblowing policy to be adopted by all NHS organisations has been published by NHS Improvement.

The proposal for a single whistleblowing policy was set out in a consultation launched in November 2015, and the final policy has been amended to take into account responses to the consultation.

NHS organisations are expected to adopt the policy by 31 March 2017.

The new policy comes in response to the Freedom to speak up review by Sir Robert Francis QC, who concluded that there was a serious issue in the NHS with whistleblowing “that requires urgent attention if staff are to play their full part in maintaining a safe and effective service for patients.”

He recommended that there should be a more consistent approach to whistleblowing across the NHS, including a single national integrated whistleblowing policy.

Bar Huberman, employment law editor at XpertHR, says: “The intention is that the national policy will set minimum standards and ensure consistency in relation to how whistleblowing concerns will be dealt with.

“The single policy is broad, and NHS organisations still have some flexibility in their own whistleblowing policy, for example setting out the finer details of how the organisation will deal with whistleblowing concerns. Local policies will sit beneath the national policy or be incorporated into it.”

The detail within the national policy includes the type of concerns NHS workers can raise under the policy. It lists examples such as “unsafe patient care and unsafe working conditions.”

The policy includes a system of escalation, to help workers decide with whom they should raise their concern, including the whistleblowing “guardian”, who will act as an “independent and impartial source of advice to staff.”

The national policy also explains what the NHS organisation will do once a concern is raised.

For example, if the individual has been unable to resolve the matter quickly with the line manager, the organisation will carry out an investigation “using someone suitably independent…and properly trained”, and will “reach a conclusion within a reasonable timescale.”

The policy aims to encourage people to feel safe to raise concerns: “Our senior leaders and entire board are committed to an open and honest culture. We will look into what you say and you will always have access to the support you need.”

Danny Mortimer, chief executive of NHS Employers said: “Employers are committed to ensuring that every member of staff feel able to raise any concerns and know that appropriate action will be taken. We know a lot of work has gone into reviewing and improving policies and practice and this policy will help employers with the work they are doing.

“We are also pleased to see that employers can incorporate their local processes into this national standard policy – employers will now want to review the documentation in partnership with their local staff representatives and agree the best way to engage and communicate with staff.”

 

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This entry was posted in A Personal View, Gagging, Stories in the Media, Trust Board Directors on by .

About Roger Burns - retired GP

I am a retired GP and medical educator. I have supported patient participation throughout my career, and my practice, St Thomas; Surgery, has had a longstanding and active Patient Participation Group (PPG). I support the idea of Community Health Councils, although I feel they should be funded at arms length from government. I have taught GP trainees for 30 years, and been a Programme Director for GP training in Pembrokeshire 20 years. I served on the Pembrokeshire LHG and LHB for a total of 10 years. I completed an MBA in 1996, and I along with most others, never had an exit interview from any job in the NHS! I completed an MBA in 1996, and was a runner up for the Adam Smith prize for economy and efficiency in government in that year. This was owing to a suggestion (St Thomas' Mutual) that practices had incentives for saving by being allowed to buy rationed out services in the following year.

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