Introduction Staff development and engagement is one of the sure ways to ensure you can retain your staff, uplift moral and obtain patient satisfaction.

At the National staff engagement forum in 2016 staff engagement was described as; ‘Staff are engaged when they feel valued…and say matters and makes a difference’.

Taking the challenges of busy clinical work, we aimed to provide our cohort of NCHD’s the chance to provide us with feedback on a proposed session we deemed to be of interest to NCHD’s through a 3 phased survey study.

Aims

• To identify a gap in NCHD’s career development and to provide a program to fill this need at no cost to NCHD’s.

Methods 3-phased survey was conducted; first phase needs analysis and NCHD requirement of proposed event. Second phase survey is post event evaluation and analysis of event success and relevance. Third phase survey was aimed to estimate staff engagement and facilitate ideas for next planning phase.

Results The initial survey (1 st phase) was analysed to obtain a needs analysis based on response. 44 NCHD’s (excluding interns) responded to the survey showing 100% of respondents willing to engage in proposed interview skills sessions.

It was very evident that we successfully identified a gap in our NCHD’s career development that we can fill and use as a point of contact to engage our NCHD cohort. With only 4.55% (n=2) NCHD reporting that some form of interview skills was provided by their department and only 2.27% (n=1) reporting that their affiliated training body has provided them with this a skill base.

Post survey analysis 3 interview sessions were organized for St. James’s NCHD’s to attend based on a first come first served bases and 2 sessions for Intern group. Funding was negotiated for and generously provided by St. James’s HR and Trinity College Dublin.

Separate interview sessions were organized for the intern group to address different interview skills needs based on planed interview types.

A total of 47 attended with 10 doctors per session lasting 2 hours duration each.

Post event survey was conducted to estimate the relevance and content of the training in NCHD’s opinion. 96% (n=45) of NCHD’s strongly agreed that the content covered and time allocated to the sessions was relevant. 96% of NCHD’s also a strongly agreed that it was a worthwhile event to continue as part of NCHD engagement and training.

Phase 3: A staff engagement survey was conducted several weeks post event date to request feedback for future events and comments on any developments that should be taken into view for the incoming year.

Conclusion In conclusion we can see that the success and over subscription to our events was a combination of early planning, effective communication and an enthusiastic group of receptive NCHD’s.