The NHS will be transformed through better engagement with patients, the public and staff. By regularly seeking out and acting on local staff feedback, the NHS will create patient responsive services. In the 2001 publication of performance ratings a commitment was made to have focus on patient and staff issues, based on information drawn from comprehensive surveys. Intention to leave is a measure of the extent to which staff are considering leaving their organization and looking for a new job, either within or outside of the NHS. It is in effect the opposite of a measure of staff retention which is a key concern for the NHS. It is known to predict actual levels of retention. High satisfaction is associated with good performance, patient satisfaction, staff well being and low levels of absenteeism and turnover. Satisfaction and intention to leave are known to be correlated, so a performance indicator which includes both would make sense.
| Legend | |
|---|---|
| Band 1 - poor | Value below 99.9% lower limit of expected distribution |
| Band 2 | Value between 99.9% and 97.5% lower limits of expected distribution |
| Band 3 | Value within the central 95% probability limits of expected distribution |
| Band 4 | Value between 99.9% and 97.5% higher limits of expected distribution |
| Band 5 - good | Value above higher 99.9% limit of expected distribution |