Hinchingbrooke NHS Trust had been failing to meet its key performance indicators, particularly in respect to staff recruitment & retention and sickness absence. New senior management joined the Trust soon after it was awarded a zero-star rating by the Healthcare Commission in 2002. A Valuing Staff Campaign was introduced, including a stress audit, where the views of staff were sought and concerns addressed. Staff trade unions supported this process.
The objectives of the programme, meeting key performance indicators, were attained within 18 months and have continued to improve. The trust was awarded a two-star rating by the Healthcare Commission in 2004.
Somerset County Council had a recognised problem with absence levels, some of which was linked with work-related stress. The Council addressed this problem by setting up a "Quality of Working Life" initiative in the autumn of 2001. This included getting key staff on board, conducting a thorough stress audit, using the results to implement interventions, and monitoring their cost and effectiveness.
The resulting reduction in sickness absence levels (from 10.75 days in 2001-02 to 7.2 days in 2004-05) represented a total net saving of approximately £1.57 million over two years.