What is Freedom to Speak Up (FTSU)?
Speaking Up is about raising concerns to do with anything that you believe may be getting in the way of providing safe and good quality care, or that may be impacting the working life of you or your colleagues. Speaking Up should be encouraged in all organisations as it enables the organisation to learn lessons and continually improve the service they provide.Speaking Up might take the form of speaking to your manager or a colleague about something you have noticed or experienced, or it might be a suggestion for a way that something could be improved.Speaking up about any concern you have at work is really important. In fact, it is vital because it will help keep patients and staff safe and help improve services.
Do we have to have a Freedom to Speak Up Guardian?
Organisations that provide services under the NHS Standard Contract are required to have a nominated Freedom To Speak Up Guardian. NHS Primary Care providers are expected to follow NHS England’s guidance on appointing Freedom To Speak Up Guardians. Currently Primary care FTSU Guardians need to be independent of the organisation.
What sort of thing would I speak up about?
You can raise a concern about anything you think is affecting the safety and effectiveness of the service you and your colleagues deliver. Just a few examples of this might include (but are by no means restricted to):
- concerns about unsafe patient care
- unsafe working conditions
- inadequate induction or training for staff
- a bullying culture
If in doubt, raise it. Don’t wait for proof. Raise the matter while it is still a concern. It doesn’t matter if you turn out to be mistaken as long as you are genuinely troubled.
Is the service confidential?
Your identity and your discussions with the Freedom To Speak Up Guardian will be kept confidential unless and until it is necessary to reveal this information should you choose to progress along a route requiring that your identity be disclosed. You will always be in control of whether your concern remains confidential or not. Confidentiality is not upheld where allegations of fraud , child or adult safeguarding, or illegal activity are disclosed. This will be discussed between the FTSU Guardian and the person raising the concern.
Could I be the FTSU Guardian for my own organisation?
Currently for Primary Care the guidance says the FTSU Guardian needs to be independent of the organisation. For the role of a FTSU Guardian to be successful and trusted, it is important that the FTSU Guardian for an organisation is not part of that organisation. This allows the FTSU Guardian to be independent and impartial. NHS Trusts FTSU Guardians are often employed within the organisation. The main reason for the difference is the size of the organisation.
What is a Freedom to Speak Up Guardian?
A Freedom to Speak Up (FTSU) Guardian is someone who has received training from the National Guardians Office and is registered with them as a FTSU guardian. The FTSU Guardian is a person who you can speak to in confidence about concerns. People are encouraged to speak up in their organisation but if that isn’t comfortable for whatever reason , or you have spoken up and the concern has not been addressed or you feel you have suffered any detriment then the FTSU Guardian is there to provide a safe place to share concerns. The conversation will be impartial , independent and confidential.
Who can use our FTSU Guardian?
The Freedom To Speak Up Guardian Service is for everyone in your organisation: Clinicians, administrators, receptionists, managers, students, agency staff, temporary workers and employed cleaning staff for example.
It is not a service for patients and their relatives.
What might not be appropriate for raising with a FTSU Guardian?
If your concern is a personal complaint about your own employment situation, rather than a concern about patient or staff safety, or wrongdoing that affects others, then you may wish to raise a grievance using your organisation’s Grievance Policy. If you not sure raise it and the FTSU Guardian will discuss options for next steps with you.
How can I embed FTSU culture in my Practice or organisation?
Have an open and supportive culture supported by policies and procedures that actively encourage people to discuss any concerns they have. Have information like FTSU posters available in staff areas, have items on meeting agendas , consider having a FTSU champion in your organisation (Howbeck FTSU Guardians can support them), have a named lead for FTSU in your organisation. Acknowledge concerns raised and work towards resolution and communicate this and any learning to all staff.