TfL 5 year Health and Wellbeing Improvement Programme

Transcription

1 TfL 5 year Health and Wellbeing Improvement Programme The TfL health and wellbeing improvement programme (HWIP) presented here aims to include all employee health and wellbeing improvement activities. The majority of these are funded by TfL OH; others are funded by other parts of HSE Directorate, Facilities and HR. It aims to align with the ORR Occupational Health Programme Rationale: Optimal employee health and wellbeing improves business performance and the delivery of TfL s transport system which keeps London working, growing and accessible to all who live, work and visit it. Long term vision: TFL is a healthy place to work and everyone is engaged in optimally managing their health and wellbeing Long term aims: 1. Everyone has the opportunity to develop their knowledge, skills and engagement to manage their health and wellbeing to the max 2. TfL s working environment and working relationships are good for our health 3. Health and Wellbeing is embedded in the organisation s culture and initiatives Long term aim 1: This is OH s remit. HWIP and OH services will have a direct effect on empowering employees with appropriate tools to look after their health and wellbeing Long term aim 2: OH can influence other TfL departments in achieving it, but can only be indirectly responsible for meeting it. Long term aim 3: OH can influence other TfL departments in achieving it, but can only be indirectly responsible for meeting it. This is achieved through:

2 Leadership on health and wellbeing throughout TfL Preventative Interventions Enabling Interventions Communication and Training Strategy Adding Value Objectives The Health and Wellbeing Improvement Programme Four Steps to Health objectives are: Objective 1(Nutrition): For employees to improve their lifestyle habits relating to nutrition in a manner which is inclusive to shift workers Objective 2 (Physical Activity): For employees to increase their physical activity levels with emphasis on changing the habits of those not meeting the recommendations for health Objective 3 (Mental Health Sleep): For employees to improve their lifestyle habits relating to wellbeing and sleep in a manner which is inclusive to shift workers Objective 4 (Overall Health): To reduce the risk at developing poor health, illness If these objectives are met it would impact on employees attendance and engagement. We will evaluate the strategy by collecting the data below: SAP reporting (absence number of days lost) Viewpoint survey (wellbeing index analysis, health and wellbeing engagement score*¹) GCC reporting (physical activity) OH Medical periodic appointment (obesity) Mental health awareness survey*² Your heart risk assessment website Online weight loss pre and post programme survey

3 Health fair data Flu jabs data *¹ Health and Wellbeing engagement score measures and baseline to be developed *² Mental Health Awareness survey is still in the process of development and dependable of budget Objectives Direct Measurement *³ Benefits Nutrition Physical Activity Mental Health and Sleep Overall Health Attendance Obesity levels based on OH Medical periodic appointments and online weight loss programme survey Physical Activity Levels steps/day or minutes/week dependant on intervention Wellbeing index analysis and Mental Health awareness survey. GCC reporting. Flu jabs uptake, Your heart risk assessment website, GCC reporting and Health fairs data, Health and Wellbeing engagement score Average number of absent days due to ill health (long term sickness and short term sickness)*4 Employees: Non-financial through improved wellbeing and preventing illness Employees: Non-financial through improved wellbeing and preventing illness Employees: Non-financial through improved wellbeing and preventing illness Employees: Non-financial through improved wellbeing and preventing illness Business: Financial through reduction of sickness absence Engagement Health and Wellbeing engagement score Employees: non-financial via improved job satisfaction *³ Baseline will be set on year 0, then objectives for percentage increase will be defined. Data comparative analysis as per Box 5 on page 16 *4 A pragmatic approach has to be taken when analysing sickness absence as there are factors which are not under HWIP s scope that can impact employees attendance

4 Accountability HWIP coordinates those aspects that OH takes a lead on AND provides a contribution to those aspects that need health expertise - and Prevention at occupational level. Occ Hygiene. Workplace exposures / risk assessment Organisational (HR, Facilities, Employee relations, Legal, IM) Health Impact Assessments. Environmental factors. Job design. Expectation of behaviours Policies e.g life balance DISCRETIONARY External factors Cultural norms Media Family / tribe Occupational Health Face to Face - Townsend House activity Improves health behaviours/ lifestyle factors:- harmful substances / diet / activity / attitude / sleep HWIP reports progress, points out alignment / lack of alignment and coordinates some new developments. HWIP leads on this and coordinates, encourages, promotes.

5 Programme Lead: Head of Occupational Health Programme Steering Group: Occupational Health Head of Occupational Health Health and Wellbeing Improvement Programme Manager Head of Musculoskeletal Health and Physiotherapy Occupational Health Lead Doctor Member of Counselling and Trauma Services Lead Occupational Health Advisor Occupational Health Business Manager Stakeholders: Key representatives across TfL Health and Safety Advisor - Surface People Management Advise Specialist HR Equality and Inclusion Specialist HR Employee Relations Team Support LU PMA Manager COO HR Health and Safety Council Corporate Employee relations HR Training Manager Skills Development RMT representative TSSA representative Human Factors and Occupational Hygiene Advisor HSE General Manager COO Transformation Regional Operations Manager Dial-a-Ride Process Improvement & Review Manager IM Performance and Compliance Operational Performance Manager Facilities Operations Employee Communications Business Partner Employee Comms Health and Safety Council Coorp Employee Relations Stakeholders Roles and Responsibilities 1. Understanding the Health and Wellbeing Improvement Programme and how it impacts on their area of the business 2. Contribute to the work of HWIP planning and development through:

6 Work as a key link between HWIP steering group and the business, helping identify local needs and bringing ideas to overcome issues Reviewing and commenting on documents Socialising documents with others in their area of the business Unblock obstacles if they are in their area of the business 3. Proactively promote health and wellbeing campaigns and cascade appropriate information to others who need to know. 4. Keeping abreast of HWIP progress and ensure attendance at stakeholder meetings

7 TFL Health and Wellbeing Improvement Programme - 5 Year Plan Leadership Focus on the message that employee health makes a significant and positive contribution to productivity and engagement Engage Board Level Champions Engage Trade Union representatives at strategic level Engage TfL staff network groups Attendance and presentations about HWIP at relevant senior meetings: HSEC, TfL People Group Meet TU paid officials to discuss health agenda and collaborative working Meet with TfL staff network groups to discuss health agenda and collaborative working

8 TFL Health and Wellbeing Improvement Programme - 5 Year Plan Prevention Focus on preventing work related and lifestyle illness Promote good health behaviours Physical Activity Delivery of Champion Training and GCC Physical Activity Challenge across LU Operations. Delivery of Step it Upprogramme across head offices Continue development of educational programme about effects of sedentary lifestyle Review physical activity information on Health and Wellbeing intranet pages Tender Physical Activity challenge to be delivered across TfL. Review Working back guide

9 Musculoskeletal Complete Musculoskeletal risk assessment of train cabs. Key findings implemented into CDP and CMS as appropriate Mental health awareness survey (Analysis of Mental Health awareness survey will serve as recommendation for future activities) Review Ride the wave booklet, Resilience e- training, Resilience booklet, Are you listening booklet Mental health awareness survey Mental health awareness survey Mental health first aid traning Mental Health/ Sleep Review Mental Health information on Health and wellbeing intranet pages Mental Health awareness events, including Time to Change pledge Development of sleep awarensess campaign Delivery of sleep campaign

10 Improvisation workshops for a healthier mind Explore existing wellbeing tools and their use in the workplace Review Medical conditions information on Health and Wellbeing intranet pages Review Shift work and health intranet pages Medical Delivery of flu vaccination campaign across TfL Pneumococcal vaccination campaign to welders and members of TFL staff exposed to welding fumes at work

11 Management of Workplace Hazards Vitamin D awareness campaign Refocus on occupational health measures to assess risk and monitor exposure. Complete matrix review, identify gaps and develop a plan to address the gaps Review compliance with requirements for health surveillance provision Other Lifestyle Behaviours Other Health and Wellbeing Awareness Delivery of smoking cessation campaign in collaboration with NHS Review of health fair programme requirements including review of information and materials available at health fairs Delivery of Health Fairs

12 TFL Health and Wellbeing Improvement Programme - 5 Year Plan Enabling Focus on enabling employees with health problems and disabilities to live and work productively Physical Activity Musculoskeletal Condition Management Programme pilot Wellbeing index analysis based on viewpoint survey Mental Health/ Sleep Mental Health intervention/support to specialist area Medical Management of Workplace Hazards Nutrition and weight loss Delivery of online weight loss programme

13 Review nutrition and weight loss information on health and Wellbeing intranet pages Engage with Facilities to review the possibilities of providing healthier food at canteens Engage with TfL information & Communication technology and TfL Online Marketing & Communications to create an electronic book with the content of the 12 week weight loss booklet Other lifestyle behaviours

14 TFL Health and Wellbeing Improvement Programme - 5 Year Plan Communication and Training Focus on engaging and communicating with employees about their health and wellbeing Communication Training Produce and implement strategic communication plan with the aim to engage employees about their health Recruitment, training and support of health and wellbeing champions. Skills based on : - General health and wellbeing - Physical activity - Mental health - Weight loss and nutrition

15 TFL Health and Wellbeing Improvement Programme - 5 Year Plan Adding Value Focus on data collection, analysis and presentation to demonstrate the value of the programme Wellbeing index analysis based on viewpoint survey Health and Wellbeing employee engagement via Viewpoint develop measure baseline. Absence- number of days lost due to ill health data report setup baseline and run every year Health and Wellbeing employee engagement Physical activity levels Heath fair and GCC data Obesity at TfL based on OH medical appointment data Obesity at TfL based on OH medical appointment data compare with year 1 Obesity at TfL based on OH medical appointment datacompare with year 1 and 3

16 Mental health awareness survey Your heart risk assessment website data analysis Health Fair data anaylsis Mental health awareness survey- compare data with year 1 Mental health awareness survey- compare date with year 1 and 3 Flu vaccination data analysis

17 4 Steps to Health At the annual level HWIP is divided into 4 seasons and each season relates to a specific theme. Every person s journey in health matters

18 Season 1 Mental Health and Sleep Promote and run the interventions related to mental health and sleep: Mental Health awareness events to mark mental health day Sleep awareness campaign Mental Health awareness survey ( on the years that it is running) MHFA Improvisation Workshops for a healthier mind Challenge to be developed Sign post to upcoming seasons + challenges Season 2 Nutrition and Weight Loss Promote and run the interventions related to nutrition and weigh loss: Online weight loss programme Weight loss booklet Benefits of health eating (food and mood food and energy levels- food and cholesterol- food and diabetes) Shift work and health eating information Change 4 Life Smart recipes Challenge to a healthier eating lifestyle (by taking part of the online weight loss programme) or similar challenge Sign post to upcoming season + challenges Season 3 Physical Activity and Musculoskeletal Promote and run the interventions related to physical activity and musculoskeletal: Global Corporate Challenge (or similar tool) Effects of Sedentary lifestyle information campaign

19 Signpost to Physical activity events ( internal and external, with emphasis on Active travel) Fit 150 Challenge Benefits of physical activity (mood energy levels- medical conditions) Sign post to upcoming season + challenges Season 4 Medical Conditions/Flu jabs and Smoking Cessation Promote and run the interventions related to medical conditions, flu and smoking cessation Advertise Flu jabs campaign Promote Stop smoking campaign Promote Drinks meter or similar tool website Promote Your heart risk assessment website Promote Shift work and related medical conditions awareness Promote Vitamin D awareness campaign Challenge (Stop Smoking, healthier heart) Sign post to upcoming seasons + challenges

20 Appendix A Checklist to help identify whether an intervention will work at TfL Does this intervention have an evidence base that suggests it will meet the need we have identified? Do we have relevant evidence and reference points to show the need for and benefit of this intervention? Do we have and/or can we buy the time, resources and expertise to implement this intervention effectively? Does this intervention fit with the TfL culture and environment? Does it fit with the culture and environment of the target population? Can we engage senior people and managers at all levels in championing this intervention? Can we engage local champions and peer-to-peer communication around this intervention? Do we have a clear communication plan to ensure that all relevant employees know about this intervention? Does this intervention build on the work we have already done and fit with our existing programme in terms of content and quality of delivery? Can this intervention be integrated with other TfL activities? Does this intervention require unachievable availability of employees (e.g. release for operational staff) or can it be built relatively easily into their working day/non-work time? Does this intervention include clear procedures, planning and organisation? Will employees be involved in the design, development, implementation and evaluation of this intervention?