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UHS NHS FT Electronic Data Management System Access for External Monitors and Regulators for Research for email

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Department of Research and Development University Hospital Southampton NHS Foundation Trust C Level West Wing, Mailpoint 218 Southampton SO16 6YD PLEA
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/Media/Southampton-Clinical-Research/BRC-CRF-templates/UHS-NHS-FT-Electronic-Data-Management-System-Access-for-External-Monitors-and-Regulators-for-Research-for-email.pdf

Whooping cough study - volunteers information sheet

Description
Chief Investigator Professor R. C. Read Southampton National Institute for Health Research Wellcome Trust Clinical Research
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/Media/Southampton-Clinical-Research/Patient-information-sheet/Whooping-cough-study-volunteers-information-sheet.docx

Ig request form 2 long term blue grey and unlisted requests v2 February 2014

Description
Immunoglobulin Request Form – All Long Term Blue and Grey use Please complete data below for the National Immunoglobulin Database – ALL fields
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/Media/SUHTExtranet/TrustMedicinesFormulary/Forms/Ig-Request-Form-2-Long-term-Blue-Grey-unlisted-Requests-v2feb14.docx

Gender Pay Gap Report 2025

Description
Gender Pay Gap. Our Gender Pay Gap at a Glance Snapshot from 31st March 2025 The Context This is the 8th year of reporting our Gender Pay Gap (GPG). We continue to work hard to support the development of our people in their chosen roles, and have been committed to work on our recruitment processes to ensure they are fair, inclusive and transparent. As an NHS Trust, we adhere to the national pay frameworks and policies. Our Gender Pay Gap has been decreasing year on year, however the mean pay gap has increased since 2024 by 1.25% to 21.75% in favour of Males. Analysis of this shows the increase isn’t driven by changes to base pay or hours worked but due to men being disproportionately represented in the highest paid roles, particularly senior medical roles. Even small increases in male representation here will materially widen the mean and median pay gap. The gap is being pulled towards the top of the distribution. A note about language: In April 2025, the UK Supreme Court gave judgement in the case of Scottish Women vs Scottish Government and clarified protections of Sex and Gender Reassignment under the Equality Act 2010. Whilst this report is known as the Gender Pay Gap, when Male and Female is referred to in this report, it is the biological sex they were born with, not their preferred or acquired gender. We recognise that an individual can identify as more than male or female, but as the GPG mandates the use of male and female as comparators, it therefore may not be representative of everyone at UHS. 25.98% 74.02% 21.75% (£6.17 p/h) Our Workforce Our Mean Gender Pay Gap People who identify as female make up the majority of our workforce This is an average of the difference between the female and male hourly rate of salary. This is a 1.25% increase from 2024 following a year on year decrease since reporting began. Full time staff 61.22% of staff are full time Of our full time staff 26.35% identify as male 73.65% identify as female 12.77% (£2.92 p/h) Our Median Gender Pay Gap This is the middle value of the difference between the female and male. Part time staff 38.78% of staff are part time Of our part time staff 25.39% identify as male 74.61% Identify as female Gender Pay Gap. Our Gender Pay Gap by Quartile Snapshot from 31st March 2025 Our Mean Bonus Pay Gap 31.03% The difference between the mean bonus pay between males and females is weighted in favour of males. (For those eligible) Our Median Bonus Pay Gap 61.78% 38.22% 78.33% 21.67% Upper Quartile Upper Middle 76.77% 23.23% 78.44% 21.56% Lower Middle Lower Quartile The proportions of male and female full-pay relevant employees across the different pay bands. When we analyse the data, pay gaps are not significant for males and female with Agenda for Change contracts. The gap is within our Medical and Dental workforce, specifically in additional awards/bonus pay. 26.83% The difference between the median bonus pay paid to males and females is weighted in favour of males. (For those eligible) A note about medical awards/bonus pay: Clinical Excellence Awards (CEAs) were awarded for clinical excellence by application up to 1 April 2024 when the process closed. The individuals who were awarded up to that date retain their CEA until the end of their contract at the same level originally awarded. CEAs have now been replaced by the National Clinical Impact Awards (NCIAs). Gender Pay Gap. Our Workforce in detail White British 63.57% LGBTQIA+ 3.72% Currently we do not formally report on the sexual orientation of staff in relation to GPG, but our existing data shows that Black, Asian or other global ethnicities Of this staff group 3.72% of staff identify as either Bisexual, Gay, Lesbian or other sexual orientation 33.86% 25.96% are male and 74.04% are female Of this group 36.98% are male and 63.02% are female Staff with a long-term health condition or disability 11.53% Of this group % are 83% female and 17% are male Note: Workforce percentages do not total 100% as “not stated or unspecified” are not included Pay gaps aren’t just about sex and gender We know that implications on pay and pay gaps is more than just related to a person’s sex. When we analyse our data we consider the diversity of our workforce as a whole. We also carry out ethnicity and disability pay gap analysis. Pay gaps can also be impacted intersectionality, by organisational structural issues, and bias. Gender Pay Gap. Looking closer at Medical and Dental Staff Mean GPG Gender by Medical Grade Our mean average gender pay gap for medical and Medical Grade Female Male Difference %Gap Medical Grade Female Male Head count Head count dental staff has reduced by Medical and Dental T&C's FY1 £19.26 £19.41 £0.15 0.77% FY1 51 35 FY2 £23.22 £23.10 -£0.12 -0.52% FY2 50 38 1.94% since 2022. The Medical and Dental (M&D) Terms and Conditions ST1/2 £28.29 £27.95 -£0.34 -1.22% ST1/2 186 work in a similar way to AfC, by providing a framework ST3+ £36.03 £35.94 -£0.09 -0.25% designed to deliver the principle of equal pay. ST3+ 327 In 2016, the national contract for medical staff in SAS £48.14 £51.04 £2.90 5.68% training (Junior Doctors) was re-negotiated. Our trust SAS 20 fellows are included alongside their equivalent in- Consultants £61.46 £64.47 £3.01 4.67% training colleagues. All Medical Consultants 354 £42.42 £47.50 £5.08 10.69% Our M&D staff analysis, shows a move in the right Staff direction with a gender pay difference of 10.69%, a decrease from 12.63% in 2022. The History The data in the tables show how the pay gap varies across the grades, the largest gap appears between Specialty Doctors and Consultants. These numbers Historically, males have dominated the Consultant workforce. This is largely due to less females being recruited as students to medical include the fellows as well as deanery trainees. school, as well as societal factors such as females traditionally having taken career breaks, or been In 2024... UHS signed the sexual safety in the workplace charter and will progress projects in specific areas to challenge existing behaviours that may be unfavourable for women carers and this has led to more female doctors working less than full time to balance family life and child care. For some this has resulted in barriers to progression. However, things are changing. The introduction of policies around maternity and paternity leave, and more inclusive working practices has brought more flexibility around family life and career choices. 156 300 9 495 Our Reality There is general recognition that the medical profession still has some way to go to be truly inclusive. The historical context, and legacy working conditions, as we are seeing take a long time to change. This impacts on our ability to make progress at pace in order to decrease the gender pay gap within Medical and Dental Consultant body. However, this will change as more women progress in the profession. Gender Pay Gap. Looking ahead for 2026 So What? At UHS, we remain committed to identifying gaps in pay exist, what might be causing them, and seeking ways to reduce or eliminate the gap. Our Always Improving value continues to drive our priorities and actions. We continue to implement the workstreams in our Inclusion and Belonging Strategy, specifically focussed on recuitment, talent, and eliminating bias from our organisational structures. Our Positive Action programmes are seeking to address any disparity in representation in the workforce, and in 2026 we are undertaking a succession planning and talent programme within our senior leadership cohort, which will identify the demographic of the current workforce and take action to address any disparity of representation, pay, or experience. Dedicated positive action programmes for leadership and development Mentoring and coaching for female Consultants Deliver the principles of the Sexual Safety in the Workplace Charter Local responses to staff survey results where female experience is less than for male Women's Network continue to champion and empower and support women Gender Pay Gap. Our commitment to Equality, Diversity and Inclusion Our ambition Our aim is to be the recognised employer and educator of choice in the South and to empower all staff to recognise their full potential. As part of our commitment to creating a culture of inclusion and belonging; we strive to provide equal opportunities, eliminate discrimination and foster good relations in our activities as an employer, service provider and partner in line with the Public Sector Equality Duty. The Trust-wide measures we are taking are set out in more detail in our Inclusion and Belonging Strategy.
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/Media/UHS-website-2019/Docs/gender-pay-gap-report-2025.pdf

RIPCORD Privacy Notice UHS v7_12th August 2025

Description
This is a PRIVACY NOTICE for patients who took part in the RIPCORD 2 study Chief Investigator: Professor Nicholas Curzen, University Hospital of Southampton 1. Background The RIPCORD 2 study was a collaboration between University Hospital Southampton (UHS) and Liverpool Heart and Chest Hospital (LHCH). The chief investigator and sponsor of the study are based at UHS. Patients were recruited into the study from 17 different hospital sites in the UK. The study compared two strategies for managing patients undergoing investigation for known or suspected problems in the heart arteries. Patients enrolled into the study were randomly assigned to either: • Standard investigation undergoing coronary angiography alone or • Study investigation undergoing coronary angiography with pressure wire assessment (a wire used to measure blood flow in the heart arteries) Patients were followed up for a period of 12 months after enrolment in the study which successfully completed enrolment of 1100 patients July 2018 2. Objectives The RIPCORD 2 study assessed whether the routine use of pressure wire technology in the investigation of coronary artery disease would bring an overall benefit to patients and reduce healthcare costs. It was published in “CIRCULATION” an international, high impact journal in August 2022 and demonstrated no significant reduction in cost or improvement in quality of life between the two groups. This was a major surprise because many observational studies had suggested that the use of pressure wire in this way did indeed have a major effect on these outcome measures. It is possible, based upon longer term follow up from other similar randomised trials, that a difference in outcomes will emerge at longer term follow up. This is plausible because many clinical events, such as heart attack, death and requirement for coronary revascularisation, are attritional and increase over time. Thus, it is conceivable that the more accurate guidance in the group that assessed coronary anatomy and physiology would yield lower event rates and requirement for less tests and procedures than the angiography alone guidance in the other arm. Version 7 Dated 12th August 2025 The RIPCORD 2 study now proposes to undertake long-term 5year remote follow-up of this cohort of study participants. 3. Data collection The RIPCORD 2 study protocol was approved by a regional ethics committee. Participants were consented for involvement in the trial. A wide variety of data were collected from the patient and their case notes during the original hospital admission including details of procedures and treatments at that time. Participants also gave consent for the study team to later acquire data from their electronic records, held by the NHS National Informatics Services (NHS Digital in England, NHS Wales Informatics Service in Wales, Public Benefit and Privacy Panel for Health and Social Care in Scotland). These data were collected with consent and formed an integral part of the reporting process for the main trial. For the long term remote 5-year follow-up the study sponsor, UHS, will act as both the data controller and the data processor and will be the sole recipient of all patient data from NHS Informatics Services. UHS will request all hospital admission and mortality data for all patients in the RIPCORD 2 study starting from the date of the final participant follow-up at 12 months out to 5 years. The data set will be pseudonymised when sent from NHS informatics services to UHS and kept securely. All data analysis for the 5-year follow-up will be undertaken at the study sponsor site at Southampton. This data linkage process is undertaken with s251 support provided by the Health Research Authority (HRA) on advice from the Confidentiality Advisory Group (CAG) as the common law legal basis, as the initial consent provided by study participants was not considered specific enough. 4. Database information The databases of patients enrolled in the RIPCORD 2 study were collated and stored securely at LHCH during the study. In the longer term they will be transferred to the sponsor site at Southampton where they will be stored securely for up to 15years. Information gathered during the original hospital stay and subsequent data from quality-of-life questionnaires performed at one year, as well as the electronic healthcare data obtained from NHS informatics services is included in these databases. 5. Secure storage and processing of patient information The data is currently stored securely in line with necessary standards set out in the Data Protection Act. All members of the research team accessing the data underwent the necessary training in the handling of personal healthcare/research data. The legal basis for processing the data is covered under General Data Protection Regulations (GDPR), Article 6 (1) (e) and Article 9 (2) (j). This means that data is being processed in the public interest for scientific/research purposes. Personal data of patients (NHS/CHI number, date of birth, sex, and unique study ID) are securely stored at Southampton. These data were forwarded to NHS Informatics Service in England, Scotland and Wales, who control the Civil Registration Mortality (survival) and Hospital Episode Statistics (HES) data. These are considered personal data according to data protection rules (data protection act 2018, GDPR). The purpose of sending this personal data between Southampton and NHS Informatics Services is to link these data Version 7 Dated 12th August 2025 together for the same patients, to provide accurate and complete information for researchers who can track a patient’s journey through the NHS system. NHS Informatics Services will securely transfer pseudonymised data to researchers at UHS. Pseudonymised means that identifying fields within a database are replaced with artificial identifiers, or pseudonyms so patient information can be processed without researchers being able to identify patients. All data processing will occur at UHS. All patient information will be stored on a secure network that is password-protected, and only accessible by those with specialised training and access for the duration of the study. The study will not use automated decision making or profiling. The data will be stored by researchers at UHS until 2029 for analysis and dissemination purposes. All data will be published anonymously in peer-reviewed medical journals and/or presented at (inter)national medical conferences. In terms of data processing, there is no change in the right for participants to access their data. Furthermore, GDPR does provide participants with additional rights including to: rectify their data; restrict processing, object to their data being processed and withdraw their data from being processed. However, it may not be possible for these rights to be granted in the case of a research study, please contact the research team (details at the end of this document) if you would like to discuss your data and how it is being processed. Participants are free to withdraw their consent at any time and no further data will be processed, however, it may be impossible to withdraw data already collected for the purposes of the study. Please see the following link to the UK Information Commissioner’s Office (ICO) for further information: https://ico.org.uk/ University Hospital Southampton Data Protection: UHS, as the data controller, is required by law to comply with data protection legislation. This hospital is committed to ensuring compliance with the data protection act and GDPR. UHS processes the personal data of living individuals such as its staff, students, contractors, research subjects and customers. UHS has its own data protection and confidentiality policy (2022) as a commitment to the safeguarding of personal data processed by its staff and students, and to ensure compliance with the legislation. It is the duty of data controllers, such as UHS, to comply with the data protection principles with respect to personal data. This policy describes how UHS will discharge its duties in order to ensure continuing compliance with the Act in general and the data protection principles and rights of data subjects in particular. Data Protection Officer UHS Contact Details: Data protection officer Trust Headquarters University Hospital Southampton Tremona Road Southampton SO16 6YD Version 7 Dated 12th August 2025 Opting out We are happy to discuss your rights to protect your data, and how exactly it will be used in our research. If you would like further information about the use of your data in this research study or would like to lodge a complaint to a supervisory authority – please contact us on the details given below or you can contact the UK Information Commissioner’s Office (ICO): https://ico.org.uk/ If you would like to request that your patient information is not included in this study, please contact us. Contact details (UHS): Dr Tevin Browne Southampton General Hospital Tremona Road SO16 6YD 02381 208538 Tevin.browne@uhs.nhs.uk Version 7 Dated 12th August 2025
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/Media/Southampton-Clinical-Research/Downloads/RIPCORD-Privacy-Notice-UHS-v7-12th-August-2025.pdf

Gender pay gap report 2024

Description
Gender Pay Gap. Our Gender Pay Gap at a Glance Snapshot from 31st March 2024 Our mean average gender pay gap at UHS has reduced by 7.6% since 2017 (another 1.2% reduction since 2023) The Context This is the 8th year of reporting our Gender Pay Gap (GPG). We continue to work hard to support the development of our people in their chosen roles, and have been committed to work on our recruitment processes to ensure they are fair, inclusive and transparent. Our Gender Pay Gap is decreasing, and over the last 7 years we have seen a reduction of 7.6% (from 6.4% last year). Our data highlights a difference in the gender pay gap dependant on the role. As last year, we have analysed the data so we can see the differences between those who are on Agenda for Change contracts, those who are on Medical, Dental and VSM contracts, as this helps us identify where to focus our efforts. It is important to note that sex and gender are terms that are often used interchangeably but they are in fact two different concepts. The World Health Organisation describes sex as characteristics that are biologically defined and identified at birth, whereas gender is based on socially constructed features and is a personal, internal perception of oneself. It is sex that is protected under the Equality Act 2010. We recognise that an individual can identify as more than male or female, but as the GPG mandates the use of male and female as comparators, it therefore may not be representative of everyone at UHS. 26.41% 73.59% 20.50% (£5.26 p/h) Our Workforce Our Mean Gender Pay Gap People who identify as female make up the majority of our workforce This is an average of the difference between the female and male hourly rate of salary. This has decreased from 21.72% the year before. 11.46% (£2.39 p/h) Our Median Gender Pay Gap This is the middle value of the difference between the female and male. This has decreased slightly from 12.05% the year before. Full time staff 64.15% of staff are full time Of our full time staff 34.93% identify as male 65.07% identify as female Part time staff 35.85% of staff are part time Of our part time staff 11.16% identify as male 88.84% Identify as female Gender Pay Gap. Our Gender Pay Gap by Quartile Snapshot from 31st March 2024 Our Mean Bonus Pay Gap 14.30% The difference between the mean bonus pay between males and females is weighted in favour of males. (For those eligible) Our Median Bonus Pay Gap 62.52% 37.48% 77.60% 22.40% Upper Quartile Upper Middle 77.35% 22.65% 76.89% 23.11% Lower Middle Lower Quartile The proportions of male and female full-pay relevant employees across the different pay bands. Gender pay reporting aims to show the difference in average pay and bonus payments between male and female staff. 0% The difference between the median bonus pay paid to males and females is weighted in favour of males. (For those eligible) *Bonus payments are Clinical Excellence Awards and/or Clinical Impact Awards. A note on Local Clinical Excellence Awards (CEAs): they were historically granted through a competitive application process and paid monthly. However, as of April 2024, the new Local CEAs have been discontinued. Existing local awards will continue to be paid monthly until the consultant leaves. This may contribute to the gender pay gap among consultants, as a higher number of male consultants were present at the time and were more likely to apply for these awards. Gender Pay Gap. Our Workforce in detail White Staff 67.88% LGBTQIA+ Staff 4.32% Currently we do not formally report on the sexual orientation of staff in relation to GPG, but our existing data shows that Black and Under represented Ethnic Staff 29.35% Of this staff group 22.86% identify as male and 77.14% 3.78% of staff identify as either Bisexual, Gay, Lesbian or other sexual orientation identify as female Of this group 34.47% identify as male and 65.54% identify as female Staff with a long-term health condition or disability Of this group 79% identify as female and 21% identify as male 11.30% Intersectionality We know that gender pay gap is about more than just gender. When we analyse our data we consider the diversity of our workforce. The gender pay gap can also be impacted by protected characteristics and wider intersectionality. On the next page we will look at the gender pay gap using different staff groups such as those on Agenda for Change contracts, Medical and Dental as well as Trust Board. Gender Pay Gap. Through the lens of Agenda for Change Agenda for Change When we analyse the pay for those on Agenda for Change (AfC) contracts we see there is a much smaller pay gap between men and women of -0.06%, which equates to a difference of -£0.01. This is a small decrease on last year (-0.64%, -£0.11), where females are earning £0.01 an hour more than males. The mean gender pay gap for AfC staff favours males in bands 1, 8c, 8d, 9 (some of the lowest and highest earning bands). It is important to note that NHS terms and conditions determine the pay structure for those on Agenda for Change contracts. The Job Evaluation system matches job roles to nationally agreed profiles and pay bands. Pay increases in each band are determined by the length of service, and pay rises occur when an individual reaches a "pay step". When the top of the pay band is reached, there are no further rises in that pay band. Fact: Nurses make up the majority of the AfC clinical workforce at UHS. Entry level is Band 5, accounting for the larger proportion of females in Band 5 and 6. Historically we have seen more females than males in this profession although this is changing! Mean GPG Gender by AfC band Differen Band Female Male % Gap ce 1 £13.20 £13.89 £0.69 4.96% 2 £13.22 £13.20 -£0.03 -0.21% 3 £12.56 £12.37 -£0.19 -1.53% 4 £13.98 £13.60 -£0.38 -2.78% 5 £18.36 £18.11 -£0.25 -1.39% 6 £21.00 £20.26 -£0.74 -3.65% 7 £24.47 £24.05 -£0.41 -1.72% 8a £26.94 £26.53 -£0.40 -1.52% 8b £31.75 £30.91 -£0.84 -2.71% 8c £37.12 £37.90 £0.78 2.06% 8d £42.37 £45.55 £3.17 6.97% 9 £46.46 £51.67 £5.22 10.10% All AfC Staff £18.45 £18.44 -£0.01 -0.06% Band 1 2 3 4 5 6 7 8a 8b 8c 8d 9 Female Head Count 7 1531 1056 799 2297 1695 1177 393 128 53 18 7 Male Head Count 10 524 225 235 592 384 300 133 59 19 22 10 We continue to notice a steady decline in our AfC gender pay gap. However, female representation in the senior levels of our organisation still needs to be improved (Band 9 and above). On the next page we will look at the gender pay gap between our Medical & Dental staff. Gender Pay Gap. Our mean average gender Looking at Medical and Dental Staff Mean GPG Gender by Medical Grade pay gap for medical and Medical and Dental T&C's Medical Grade FY1 FY2 Female Male Difference %Gap £17.12 £17.23 £19.97 £20.60 £0.11 £0.62 0.61% 3.03% Medical Grade FY1 FY2 Female Male Head count Head count 38 31 46 52 dental staff has reduced by 2.81% since 2022. The Medical and Dental (M&D) Terms and Conditions ST1/2 £24.66 £24.30 -£0.36 -1.47% ST1/2 179 work in a similar way to AfC, by providing a framework ST3+ £32.07 £31.81 -£0.26 -0.80% designed to deliver the principle of equal pay. ST3+ 313 In 2016, the national contract for medical staff in SAS £38.22 £38.99 £0.77 1.96% training (Junior Doctors) was re-negotiated. Our trust SAS 48 fellows are included alongside their equivalent in- Consultants £54.81 £57.87 £3.05 5.28% training colleagues. All Medical Consultants 353 £38.08 £42.23 £4.15 9.82% Our M&D staff analysis, shows a move in the right Staff direction with a gender pay difference of 9.82%, a decrease from 12.63% in 2022. The History The data in the tables show how the pay gap varies across the grades, the largest gap appears between Specialty Doctors and Consultants. These numbers Historically, males have dominated the Consultant workforce. This is largely due to less females being recruited as students to medical include the fellows as well as deanery trainees. school, as well as societal factors such as females traditionally having taken career breaks, or been In 2024... UHS signed the sexual safety in the workplace charter and will progress projects in specific areas to challenge existing behaviours that may be unfavourable for women carers and this has led to more female doctors working less than full time to balance family life and child care. For some this has resulted in barriers to progression. However, things are changing. The introduction of policies around maternity and paternity leave, and more inclusive working practices has brought more flexibility around family life and career choices. 161 285 34 503 Our Reality There is general recognition that the medical profession still has some way to go to be truly inclusive. The historical context, and legacy working conditions, as we are seeing take a long time to change. This impacts on our ability to make progress at pace in order to decrease the gender pay gap within Medical and Dental Consultant body. However, this will change as more women progress in the profession. Gender Pay Gap. Looking ahead for 2025 So What? At UHS, we remain committed to actively addressing the Gender Pay Gap rather than simply reviewing the data each year and hoping for change. Our Always Improving value continues to drive our priorities and actions. This year, we are strengthening our work alongside the Women’s Network to better understand and improve the experience and pay of women in our organisation. Their insights and ideas have already shaped some of our actions, and we will continue to develop these alongside them. We also remain dedicated to our work on the Sexual Safety Charter, ensuring that UHS is a place where all colleagues feel safe, valued, and supported. We will continue to take meaningful steps towards greater inclusion and equity at UHS. Dedicated positive action programmes for leadership and development Mentoring and coaching for female consultants Deliver the principles of the Sexual Safety in the Workplace Charter Local responses to staff survey results where female experience is less than for male Women's Network continue to champion GPG activity and empower women of UHS Gender Pay Gap. The Trust Board The Exec Gender Pay Gap From the top Pay for those on Executive contracts is not subject to national banding but is subject to annual review and approval by the Trust Remuneration & Appointments Committee. It is important to note that Exec pay is also inclusive of CIA's and CEA's which does impact the Gender Pay Gap. Salaries are determined by a range of factors including nationally benchmarked NHS pay rates set out by NHS Improvement (the NHS Trusts performance and governance regulator), job evaluation and market forces analysis. We do not include our Non-Executive Directors in our analysis due to the nature of their employment terms with UHS. These are not employees of the Trust and are not required to be included in the reporting analysis. There are 6 members on the Trust Board, with a mean pay gap of 4.97% (median 0.13%) which is a reduction from 2023 (8.66%, median 9.53%) Mean Median Female Hourly Rate £92.20 £92.20 Male Hourly Rate £97.02 £92.32 Difference £4.82 £0.12 %Gap 4.97% 0.13% The Plan Females remain under represented in our very senior roles. However, we have invested in the development of our future leaders and our inclusive working practices; early indications suggest we are beginning to see this change. We want females to experience a "level playing field" and we are committed to removing potential barriers for females in very senior roles. Our Executive team remain committed to improvements as set out in our People Strategy, and the work programmes which will deliver our Inclusion and Belonging Strategy. Gender Pay Gap. Our commitment to Equality, Diversity and Inclusion Our ambition Our aim is to be the recognised employer and educator of choice in the South and to empower all staff to recognise their full potential. As part of our commitment to creating a culture of inclusion and belonging; we strive to provide equal opportunities, eliminate discrimination and foster good relations in our activities as an employer, service provider and partner in line with the Public Sector Equality Duty. The Trust-wide measures we are taking are set out in more detail in our Inclusion and Belonging Strategy.
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/Media/UHS-website-2019/Docs/About-the-Trust/Equality-reports/Gender-pay-gap-report-2024.pdf

Wessex teenage and young adult cancer service - patient information

Description
This booklets introduces Wessex teenage and young adult (TYA) cancer service which is here to help support young people diagnosed with cancer.
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/Media/UHS-website-2019/Patientinformation/Cancercare/Wessex-teenage-and-young-adult-cancer-service-2796-PIL.pdf

Florence FAQs_v1.0

Description
Florence FAQ’s Introduction During the 2023 MHRA inspection UHS received a finding and some advice regarding working electronically for clinical trials. It was decided in line with the Department of health steer towards going paper-light and creating a more sustainable way of working that UHS would find a solution for the management and storage of Trial Master Files (TMF) and Investigator Site Files (ISF). After a great deal of work reviewing and evaluating several available solutions it was decided that the Florence Healthcare solution was the best fit for UHS requirements. It also has a number of other features which have made it a more attractive and cost effective solution. Going forward, the plan is to have all new studies set up and managed through Florence and to replace QPulse with functionality within Florence. The Florence steering group have put together this set of FAQs to alleviate any concerns and to ensure information is accurate and centrally located. These questions will be updated as further information becomes available and more questions arise. 1) Who is on the steering group/project management group. Currently the steering group consists of 4 people who have undergone in depth training with the Florence implementation team and passed the super user examination. The members are of different seniority in the R&D office and have different functions: Laura Purandare – Deputy Director of R&D, Chair of the steering group and liaison with senior management. Mikayala King – R&D Governance, QA and Sponsorship Manager, Governance lead. Sharon Davies-Dear – R&D Deputy QA Manager, Operations lead. Luke Atwill – R&D QA Officer, Florence project manager. A number of other people are helping with the build, validation and roll-out: Marie Nelson - R&D Head of Nursing and Health Professions Liliana Goncalves cordeiro – Head of Clinical Trials Pharmacy Kim Lee – Senior QA Lead for the CRF – lead for the transfer from QPulse to Florence. Sue Wellstead - Clinical Research Specialist in Education and QA Hope Howard – Senior QA lead for ATIMPs Gemma Scott – R&D QA Officer Richard Munday - Commercial Business Development Manager Angela Darekar - Head of MRI Physics and UHS Lead for Imaging Research Gavin Babbage - Translational Scientist Laboratory Manager Once through the initial phase of roll out the steering group will involve further senior members of staff from across the infrastructure. Version 1.0 12/12/2024 Page 1 of 4 2) Will it replace Edge? No, Florence will not replace EDGE. The functions and purpose of the two systems are different therefore EDGE will still be used as a communication tool, monitoring recruitment, set up management, finances and reporting. 3) Will workflows on Edge move to Florence? No, the term workflow when applied to Florence has a different meaning to what is recognisable as a workflow in Edge; therefore, these will remain on Edge. 4) Are we moving existing studies? Existing studies will remain in their current format. Florence will be rolled out for new studies only. 5) Will it replace QPulse? Yes, Florence will replace QPulse and your SOPs will be transferred over. You will be required to sign your SOP acknowledgement in the Florence system. The contract for QPulse will come to an end in March 2025. 6) Will there be training? Yes, there will be training, on roll out of the software which will be on a study by study basis. The team delivering that study will be given training, additionally they will have support for roughly 2 weeks where someone will be with them during the day so that all questions can be answered, and support given. This will start with a UHS Sponsored study and will gradually move outwards. Once fully rolled out there will be champions, similar to Edge. There is also a support email that has been set up, in case of any questions and concerns florenceadmin@uhs.nhs.uk Training on the use of Florence to replace QPulse will be separate to the study training and will be rolled out to larger groups, team by team. 7) When can we get access? The building and roll out of Florence is a huge undertaking and takes time to ensure we get it right first time. We are therefore not rushing the roll out and are ironing out glitches as we move forward. The first study is currently being put into Florence and the associated study and support teams have been given access and are undergoing training. The full roll out of Florence for new studies will take some time and we are anticipating this will not be fully complete until the end of 2025. However, everyone who needs to have access to view and acknowledge SOPs etc will have access to that function before the end of March 2025. 8) What is happening at the moment? We have just completed the first UAT development stage of the software, and this code has been built by the central Florence team. The system has to be built section by section and we have been following Florence’s implementation plan and the timescales set by Florence. We have just started building the first study into the system and have given access to the study team and associated support staff. Training is underway and further studies are being prepared to go into the system. Version 1.0 12/12/2024 Page 2 of 4 The filing structure for the SOPs and other controlled documents are being built in the ‘live’ version of Florence prior to the SOPs etc being transferred from QPulse. The second stage of development is due to commence in January 2025 and will again follow the timescales set by the central Florence team. 9) Will the system be validated? Yes, the system is fully validated. The installation and software aspects of the system are centrally validated by the central Florence team and we have all of the associated documentation to demonstrate this. We have also been working on validating the system so that it performs as expected in the live system and have completed this prior to roll out. Validation will be ongoing as more functionality comes into use. 10) Who will validate this? The Florence project manager (Luke Atwill) is leading on the validation of the system with assistance from the QA team, UHS digital and the central Florence Team. Volunteers have also been called on to validate different aspects of the system and document their findings. 11) Who is the asset owner and responsible for the system? The Research and Development Governance, Quality Assurance and Sponsorship manager is responsible for oversight of the entire system and is the registered asset owner. 12) How will it be managed? The current steering group will be expanded to ensure input from all appropriate parties. There is also a national Florence group being established in order to share best practice with other users within the UK. The day-to-day management of the software will be managed by the QA and Sponsorship teams in the first instance and then by a team of appropriately trained champions. 13) What access will I get? Florence has been built to have specific roles and responsibilities that can be applied to users dependant on their role in the study. You may have more than one role in a study or different roles on different studies and this will be customised study by study. If you have studies, either commercial or non-commercial, that are already using Florence, you will be able to see this in your account. Your roles in these trials will not be affected. Unlike Edge it is one log in for the system rather than organisation specific and you can be assigned to different teams dependant on the access you need and your role. 14) Will this replace the sharedrive? The sharedrive should not be used for any documents that should be in your site file. All documents that should be in your site file should either be kept as paper or in a validated eISF system supplied by the sponsor. EDGE and the sharedrive are not suitable for this purpose. 15) Will Florence replace my paper ISF or TMF? Florence will only be for new studies in which case yes it would replace the paper ISF and TMF. However, if your study is already running in a paper format, this will continue and will not be replicated or reproduced in Florence. Version 1.0 12/12/2024 Page 3 of 4 16) What about archiving? Florence has an inbuilt archive facility which will preserve electronic data and will store for the regulated amount of time. This will not replace the paper archiving for existing studies but will be used for all studies that are in Florence. 17) Does Florence meet the regulatory requirements? Yes, Florence is compliant. Florence’s Compliance Team has reviewed regulations set forth by the Medicines and Healthcare products Regulatory Agency (MHRA) and confirmed that the use of electronic systems such as Florence is compliant with United Kingdom (UK) requirements. Florence complies with numerous regulations within the UK, which directly facilitate the use of Florence across various areas, including electronic document management, electronic signatures, remote monitoring, and remote source data verification. • MHRA Good Clinical Practice Guide • “GxP” Data Integrity Guidance • UK MHRA TMF Q&A • Guidance on Access to Electronic Health Records by Sponsor representatives in clinical trials • Joint statement on seeking consent by electronic methods Florence is compliant with The Data Protection Act 2018, and utilizes General Data Protection Regulation (GDPR) as the foundational basis for global privacy. Florence additionally adheres to the Caldicott Principles and is active under the UK Extension to the EU-U.S. Data Privacy Framework to provide adequate data protection. Florence has completed the Digital Technology Assessment Criteria (DTAC) to ensure the Site Enablement Platform meets the assessment criteria. Additionally, Florence has completed a Data Security and Protection Toolkit self-assessment to demonstrate we are practicing good data security and that personal information is handled correctly. 18) Will external monitors be able to access Florence? Yes, external monitors will be able to access Florence via unique log ins and with specific roles limiting what actions they are able to complete. Monitors are also able to raise queries within the system and these can be answered in the system too. 19) Does Florence have other features we can use? Yes, Florence has a number of features that are being explored including upload of documents via an ePrinter and email, document redaction and eSignatures, and these will be rolled out in due course. 20) Will there be any demonstration prior to full roll out? The Florence system is being built from scratch using the tools and advice supplied by the central Florence team. Since Florence originated in the USA, a lot of work has to be done to adapt it to the UK and then to how NHS organisations work. This work is ongoing and therefore as soon as we are ready to show the system we will be running some demonstration days prior to full roll out. Version 1.0 12/12/2024 Page 4 of 4
Url
/Media/Southampton-Clinical-Research/Downloads/Florence-FAQs-v1.0.pdf

Caesarean scar pregnancy (viable) - maternity information

Description
This factsheet explains what a caesarean scar pregnancy is, the risks associated with it and the options available to you.
Url
/Media/UHS-website-2019/Patientinformation/Pregnancyandbirth/Caesarean-scar-pregnancy-viable-1663-PIL.pdf

HearGlueEar app - patient information

Description
This factsheet explains what the HearGlueEar app is and how to use it.
Url
/Media/UHS-website-2019/Patientinformation/Audiology/HearGlueEar-app-2697-PIL.pdf
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