The Annual Members Meeting is an opportunity for colleagues, patients, members of the public and local stakeholders to learn more about Doncaster and Bassetlaw Teaching Hospitals and the work we do across our hospitals and services.
During the meeting, we presented our Annual Report and Accounts for 2024/25, reflect on our achievements, and shared our plans for the future.
Speakers included the Lead Governor, Chair of the Board, Chief Executive, and Chief Financial Officer.
Resources:
- Meeting papers
- Presentations
- Minutes from Annual Members Meeting 2024
- DBTH Annual Report and Accounts 2024/25
Submitted questions:
Question: In the past the Trust has relied on international recruits to fill vacancies, particularly in nursing – with recent changes – do you anticipate this to pose challenges to the Trust’s ability to recruit, and ultimately deliver care?
Answer: We do not anticipate continuing international recruitment at the same levels seen in recent years, and this is partly because our higher education institutions have been able to increase the numbers of learners who are now starting to qualify and join us as registered professionals.
This year, for example, more than 100 newly qualified nurses and midwives will join us.
We continue to work collaboratively across South Yorkshire, Nottinghamshire and more widely to review applicant numbers and offer as many opportunities for recruitment as possible, while remaining open to international recruitment again in the future if required.
Question: What are the plans to improve future recruitment of doctors to DBTH?
Answer: We are working closely with our deaneries to enhance and further develop our training programmes, making sure placements at DBTH are the best they can be. By giving learners a positive experience from the very start, we aim to encourage them to stay and build their careers with us.
The Trust also runs an active Certificate of Eligibility for Specialist Registration (CESR) programme, with output amongst the highest of any organisation nationally. This provides colleagues with a supported pathway to achieving specialist registration and long-term careers here.
We are placing particular focus on hard-to-reach specialties, with targeted advertising and tailored recruitment campaigns to attract the right people. More broadly, we are committed to improving our recruitment approach by listening to feedback and continuing to develop our offer.
Question: As it appears to be a trust in its minority with regards to being without a dedicated psycho oncological support service, I ask as follows. Does the trust feels that it should be doing more with regards to providing such support in the light of the absence of this, when compared with other neighbouring trusts in South , North and West Yorkshire, Humberside, Lincolnshire, Nottinghamshire and Derbyshire amongst others?
Answer: This subject has recently been reviewed by the Cancer Management Team (CMT), who have scoped provision across South Yorkshire and Bassetlaw (SYB) to understand the support available for patients.
At DBTH, we currently provide psycho-oncology support for cancer patients through AB Counselling.
This includes:
- Level 3 counselling
- Integrative psychotherapy (Level 4)
- Psychologist input
- Clinical supervision for all Cancer Nursing teams.
The scoping work has highlighted that access to level 4 psychotherapist support is limited across the region, with only one psychotherapist available within the service. This means that patient choice can be restricted, and DBTH is working with AB Counselling and partners across SYB to consider how this can be improved.
In addition, the Cancer Alliance has recently launched a patient web portal outlining psycho-social support across SYB, which DBTH has contributed to: https://sybshowsup.com/psycho-social-support/
Question: Has the re-opening of Doncaster Airport been reviewed for potential impact on Trust resources?
Answer: The Trust is aware of the plans to reopen Doncaster Airport in the coming years and has previous experience of the site being operational.
Our planning for the future takes into account a wide range of factors, both within the Trust and in collaboration with the wider Integrated Care System, to ensure any potential impacts are understood and managed ahead of time.
Question: In the light of recent advancements in the techniques available for the treatment of prostate cancer has the trust got any ambitions or plans for the introduction of such treatments. For example Hifu, Nano and cryo therapy.
Answer: The Trust does not currently have plans to introduce treatments such as High-Intensity Focused Ultrasound (HIFU), NanoKnife (irreversible electroporation) or cryotherapy. However, we are always exploring advancements in clinical practice and new technologies. For example, we have recently introduced robotic surgery, and we continue to review emerging innovations to ensure our patients benefit from safe, evidence-based developments in care.
Question: Does the Trust still plan to build a new hospital in Doncaster?
Answer: Unfortunately, Doncaster was not included in the Government’s New Hospital Programme.
Our focus has therefore pivoted to a phased refurbishment of Doncaster Royal Infirmary, with progress already underway. This includes the new Department of Critical Care and the recently opened Discharge Lounge, alongside ambitious plans for a new hospital block which we hope to progress in the near future.
These developments form part of our long-term ambition to ensure Doncaster has modern, fit-for-purpose hospital facilities.
Question: I would like to know what is being done to address bullying at DBTH? And has staff morale slipped in part due to a lack of full confidence in implementation of Freedom to Speak Up?
Answer: These are important questions, and require a considered response. The Trust takes allegations of bullying very seriously and fully recognises the impact that inappropriate behaviour can have on colleagues.
Bullying is not acceptable. We have clear policies and processes in place to investigate concerns and to provide support, and we expect everyone at DBTH to act in line with our values and the DBTH Way, alongside their professional responsibilities.
The most comprehensive measure of how colleagues feel is the annual national NHS Staff Survey. At DBTH we had a 62% response rate in the most recent survey (4,570 colleagues).
The results show:
- Instances of bullying and harassment from managers and colleagues were reported as lower than the national average.
- Colleagues feeling safe to Speak Up about concerns was rated higher than average.
- Willingness to report bullying, harassment or abuse scored slightly below average, which is an area we are determined to address.
- Encouragingly, the Trust scored higher than average on being “compassionate and inclusive,” colleagues feeling “each have a voice that counts,” and colleagues feeling “safe and healthy.”
- These results suggest a largely positive picture, however they also highlight that there is more to do.
Improving culture and ensuring colleagues feel safe and supported remain key priorities within our People Plan, which sets out several strategic workstreams:
Speaking Up:
- We welcome and encourage colleagues to raise concerns, with transparent processes in place and strong Board-level oversight.
In addition to operational leadership, there is a non-executive director lead role on Freedom to Speak Up (FTSU), as well as bi-annual reporting at the People Committee and Trust Board.
We have a Speaking Up strategic plan supported by a planning and reflection tool. Over the last year, we have: Increased the number of trained Speaking Up Champions across all sites; Expanded Guardian capacity within the service; Strengthened and clarified our processes.
Just Culture:
- We are embedding a person-centred approach that focuses on learning from situations and experiences, particularly in how employee relations matters are handled.
Staff Networks:
- Our networks have been strengthened this year with the introduction of executive sponsorship, providing safe spaces for colleagues to share experiences and raise issues.
We remain committed to our anti-racism work, which continues in collaboration with partners across Doncaster.
Finally, and additionally to the People Plan, we have locally implemented the national Sexual Safety Charter, supported by a working group.
This has included introducing a new policy, awareness campaigns and posters, and launching an online reporting tool to make it simpler and safer to raise concerns about behaviours.
Through these combined actions we are committed to building and sustaining a compassionate, inclusive culture where colleagues feel safe, supported, and confident to raise concerns. While our survey results show positive progress, we are not complacent.
We will continue to listen, learn and take action to address bullying, strengthen confidence in Speaking Up, and ensure DBTH is a place where colleagues feel valued and respected.
