Section one: Contracting authority
one.1) Name and addresses
SALISBURY NHS FOUNDATION TRUST
Salisbury Managed Procurement Services
Salisbury
SP2 8BJ
Contact
Simon Dennis
Telephone
+44 1722336262
Country
United Kingdom
NUTS code
UK - United Kingdom
Internet address(es)
Main address
https://nhs.bravosolution.co.uk/nhs_collaborative/web/login.html
Buyer's address
https://nhs.bravosolution.co.uk/nhs_collaborative/web/login.html
one.2) Information about joint procurement
The contract is awarded by a central purchasing body
one.3) Communication
Access to the procurement documents is restricted. Further information can be obtained at
https://nhs.bravosolution.co.uk/nhs_collaborative/web/login.html
Additional information can be obtained from the above-mentioned address
Tenders or requests to participate must be submitted electronically via
https://nhs.bravosolution.co.uk/nhs_collaborative/web/login.html
Tenders or requests to participate must be submitted to the above-mentioned address
one.4) Type of the contracting authority
Body governed by public law
one.5) Main activity
Health
Section two: Object
two.1) Scope of the procurement
two.1.1) Title
Options appraisal for the national collection of incident data on violence and abuse against NHS staff
Reference number
C1546.383
two.1.2) Main CPV code
- 73000000 - Research and development services and related consultancy services
two.1.3) Type of contract
Services
two.1.4) Short description
Salisbury NHSFT's Managed Procurement Services are working on behalf of NHS Commissioning Board (NHS England / NHS Improvement) in offering the following opportunity for suppliers :
The NHS People Plan 2020/21 was published in July, with a strong emphasis on 'Looking after our People' - including 23 commitments related to health and wellbeing. One of the NHS People Plan Promise's is that all our people feel supported, safe and secure at work.
"The safety and health of our people is paramount. Leaders across the NHS have a statutory duty of care to prevent and control violence in the workplace - in line with existing legislation - so that people never feel fearful or apprehensive about coming to work."
There is overwhelming evidence regarding the impact that violence, harassment and abuse can have on people's health and wellbeing, affecting mental and physical health. In the most tragic cases, this can result in loss of life or life-changing injuries and psychological issues. For others, it can lead to increased stress and anxiety levels, reduced confidence and resilience, and an impact on their families.
Research shows that staff who experience violence and aggression at work are four times more likely to take sick leave and are more inclined to leave the NHS. The pandemic has arguably compounded the risks of traumatisation for many people, including health care leaders and their teams. There is also an increasing body of evidence highlighting the impact violence and abuse has on patient care.
It is acknowledged that data collection is a powerful tool to assess the scale of the issue allow the NHS to establish a baseline, consider strategies and policy to improve staff safety and measure improvement overtime. However, since NHS Protect was disbanded in 2016 there has been no national NHS wide data collection of incidents relating to violence, harassment and abuse against our NHS colleagues. The only sector that has continued to collect and report on an annual basis is the ambulance service.
Incident data is, however, still collected individually by Trusts but there is no mechanism currently to view and assess the data at a regional or national level to inform future planning, commissioning and future interventions. From a small scale incident data collection exercise conducted in 2021 it was evident from the local data held by a number of Trusts that there are many inconsistencies and gaps around recording and naming conventions in relation to the recording of incidents of violence, harassment and abuse in the workplace and potential causation factors. There is a systemwide need to understand the scale of violence, harassment and abuse against NHS staff, to contribute to the understanding of staff health and wellbeing. It is recognised that in addition to systems currently used at a local level within the NHS, there may be new data collection systems available and solutions may also be reached by harnessing external reporting systems used by other agencies to meet the needs of the NHS.
2 Aim and objective of review
2.1 Aims
The aim of the project is to better understand the tools and resources available to capture incidence of violence, harassment and bullying against the NHS workforce in all healthcare settings at an Integrated Care System, regional and national level.
two.1.5) Estimated total value
Value excluding VAT: £100,000
two.1.6) Information about lots
This contract is divided into lots: No
two.2) Description
two.2.2) Additional CPV code(s)
- 79000000 - Business services: law, marketing, consulting, recruitment, printing and security
- 80000000 - Education and training services
- 85000000 - Health and social work services
two.2.3) Place of performance
NUTS codes
- UK - United Kingdom
two.2.4) Description of the procurement
Salisbury NHSFT's Managed Procurement Services are working on behalf of NHS Commissioning Board (NHS England / NHS Improvement) in offering the following opportunity for suppliers :
The NHS People Plan 2020/21 was published in July, with a strong emphasis on 'Looking after our People' - including 23 commitments related to health and wellbeing. One of the NHS People Plan Promise's is that all our people feel supported, safe and secure at work.
"The safety and health of our people is paramount. Leaders across the NHS have a statutory duty of care to prevent and control violence in the workplace - in line with existing legislation - so that people never feel fearful or apprehensive about coming to work."
There is overwhelming evidence regarding the impact that violence, harassment and abuse can have on people's health and wellbeing, affecting mental and physical health. In the most tragic cases, this can result in loss of life or life-changing injuries and psychological issues. For others, it can lead to increased stress and anxiety levels, reduced confidence and resilience, and an impact on their families.
Research shows that staff who experience violence and aggression at work are four times more likely to take sick leave and are more inclined to leave the NHS. The pandemic has arguably compounded the risks of traumatisation for many people, including health care leaders and their teams. There is also an increasing body of evidence highlighting the impact violence and abuse has on patient care.
It is acknowledged that data collection is a powerful tool to assess the scale of the issue allow the NHS to establish a baseline, consider strategies and policy to improve staff safety and measure improvement overtime. However, since NHS Protect was disbanded in 2016 there has been no national NHS wide data collection of incidents relating to violence, harassment and abuse against our NHS colleagues. The only sector that has continued to collect and report on an annual basis is the ambulance service.
Incident data is, however, still collected individually by Trusts but there is no mechanism currently to view and assess the data at a regional or national level to inform future planning, commissioning and future interventions. From a small scale incident data collection exercise conducted in 2021 it was evident from the local data held by a number of Trusts that there are many inconsistencies and gaps around recording and naming conventions in relation to the recording of incidents of violence, harassment and abuse in the workplace and potential causation factors. There is a systemwide need to understand the scale of violence, harassment and abuse against NHS staff, to contribute to the understanding of staff health and wellbeing. It is recognised that in addition to systems currently used at a local level within the NHS, there may be new data collection systems available and solutions may also be reached by harnessing external reporting systems used by other agencies to meet the needs of the NHS.
2 Aim and objective of review
2.1 Aims
The aim of the project is to better understand the tools and resources available to capture incidence of violence, harassment and bullying against the NHS workforce in all healthcare settings at an Integrated Care System, regional and national level.
two.2.5) Award criteria
Price is not the only award criterion and all criteria are stated only in the procurement documents
two.2.7) Duration of the contract, framework agreement or dynamic purchasing system
Duration in months
12
This contract is subject to renewal
No
two.2.10) Information about variants
Variants will be accepted: No
two.2.11) Information about options
Options: No
Section four. Procedure
four.1) Description
four.1.1) Type of procedure
Open procedure
four.1.8) Information about the Government Procurement Agreement (GPA)
The procurement is covered by the Government Procurement Agreement: Yes
four.2) Administrative information
four.2.2) Time limit for receipt of tenders or requests to participate
Date
11 April 2022
Local time
12:00pm
four.2.4) Languages in which tenders or requests to participate may be submitted
English
four.2.6) Minimum time frame during which the tenderer must maintain the tender
Duration in months: 12 (from the date stated for receipt of tender)
four.2.7) Conditions for opening of tenders
Date
12 April 2022
Local time
9:00am
Section six. Complementary information
six.1) Information about recurrence
This is a recurrent procurement: No
six.2) Information about electronic workflows
Electronic ordering will be used
Electronic invoicing will be accepted
Electronic payment will be used
six.4) Procedures for review
six.4.1) Review body
The High Court, England & Wales
London
Country
United Kingdom