Best Practice Example

Transcription

1 Interview Information Date: Duration: 75 min. Remarks: Best Practice Example Result: UQuality Score:U points UTransfer Score:U points A. General Enterprise Information Company / Organisation FB Steyrtal der Österr. Bundesforste AG Postal Address Buseckerstraße 25 City 4591 Molln Country Austria Name Position Lindner Robert Office manager, assistant production manager, contact person for health issues -Address HTUrobert.lindner@bundesforste.atUTH Phone number Website HTUwww.bundesforste.atUTH Sector / Branch (NACE) Forestry Number of Employees 60 Publications (Sources) Quality certificate, annual report, press report, newsletter for employees Age Sex male female Total < to Total

2 B. Policy & Corporate Culture: Description (max. 500 words) The impulse for a WHP project came from two directors from the Purkersdorf headquarters. Training programmes and seminars on health were offered at the beginning. The WHP charter was signed by the director, George Erlacher, on This made it mandatory for the company to have a policy which actively promotes health. The workplace health steering board opted for external advice from the health insurance institute. The steering group which was then formed (and which will continue) consisted of the director, department head, external advisor, the Salzburg Health Insurance,safety officer, head of the central works council, responsible personds from ÖBfit Pingau and ÖBfit Steyrtal, two project managers and members of HR. The project ÖBfit started on December In the first phase of the project the methods and implementation of WHP were tried out in two model companies, the forestry works in Pingau and the forestry works in Steyrtal, Upper Austria. The very positive experiences in this phase encouraged the management to transfer the concept to the other sites. A step by step plan was developed for this. The following aims were defined at that time:- - promotion of individual health, prevention - information, awareness, further education in heath matters - improvement of work processes - improvement of cooperation between management and employees - a positive contribution to company culture - promotion of a balance between private life and working life - promotion of employee satisfaction - reduction of sick leave owing to accidents at work Mental health is integrated in health promotion, but special measures were also conducted such as supervision with trained therapists. During the pilot project, health circles worked on measures and included requests and wishes from the employees. Now, after the pilot project, employees continue to have the opportunity to participate in the health policy. Requests and wishes are collected by the contact person for health at all times, and there are also events and meetings where these topics can be discussed. The health policy is communicated by newsletter and Intranet and the results are presented at large events, such as the Health and Safety Days. The health contact persons are always - 2

3 available. A continuous health report system informs the employees about events and results. - 3

4 C. Organisation & Structure: Description (max. 500 words) The initiatives promoting mental health are the responsibility of the health and steering group, which is responsible for the organisation and monitoring of WHP. The whole responsibility lies with the health officer. Persons working in the steering group have had experience of the topic through their training, occupation, personal experience or further education. The works doctor and the external advisor are especially qualified. Resources in the form of time, finance and rooms are gladly provided for health topics. Seminars can be attended during working hours and are held in rooms provided by the Forestry companies, and time is set aside daily for compensatory exercise. The costs for the psychologist and other trained therapists are covered by the company. The needs of the employees are the basis for the workshops and seminars. Every year three days are calculated by the ÖBf-AG for each employee for health matters. For the healthand safety days alone, a half a day is reserved for the project ÖBfit. The budget for mental health comes from the further training kitty. The total budget of 600,000 for training includes the budget for WHP, of which 25,000 goes to Steyrtal Forestry. - 4

5 D. Implementation: Description (max. 500 words) The project ÖBfit was first presented to an extended management team in December All employees were informed about the pilot project in Steyrtal at the kick-off event and a SALSA survey was carried out at the same time. The Central Works Council supported the project and motivated the workers to participate. The surveys at the beginning and end of the project and the analysis of the sick leave figures were done externally. The results, target/performance comparison, improvement proposals, wishes and requests of the health circles and the health survey were fitted into a decision framework together with measures for implementation, dates and persons responsible and were carefully considered. The employees were informed of the results. Measures such as supervision with therapists and information events about bullying were decided on after working on aspects of mental health promotion. Social health was promoted with hiking trips, parties, clay pigeon shooting, an annual office skiing trip, an annual ski race and works outings, where the interests of the employees were the central focus. A health day for all employees takes place every year during the pilot phase there were two. As the employees are spread over a wide geographical area, time for health matters is included in meetings and the health and safety days. During the assessment of the workplaces radiesthetic advice was sought. Dr Schraubenpflug also worked on improvements to the breaks and sequence of movements. He was recommended to other forestry enterprises. Financial resources, time, and when necessary rooms were provided for seminars to gain new inputs and refresh old knowledge these included Stress management and team coaching, Design and Movement, Sustainable quality of life for women, Sustainable MANNAGEMENT, Conscious posture. More security, Orientation for new employees, Act proactively, Communication and personality, Conflict management, Work-Life balance Fit and healthy at work, Employees move employees. Additionally, talks were held on organic nutrition and individual coaching for management staff was also offered. To improve communication within and between the districts a workshop on communication within and between forestry districts was held. This networking workshop was very well received and raised the social and mental wellbeing of the whole group. Every three months - 5

6 the heads of the districts meet to discuss requests, wishes, events and topics such as health. The minutes of such meetings are recorded. The district heads hood a best practice day annually in order to learn from each other. District days are also held, when the works manager visits a district, so that the relationship can be improved and recognition given. Health examinations are not only available at the works doctor s surgery employees can take their company car and drive to the occupational medical centre in Hall to have a health examination. Further education and training courses are available for both blue and white collar workers as well as management staff and are taken advantage of individually. Not only is there support for preventative measures, the enterprise also supports employees who already suffer from problems. Individual coaching and counselling is offered and the costs for supervision with psychologists or trained therapists are carried. The health contact person is always available for wishes, requests and complaints. - 6

7 E. Evaluation: Description (max. 500 words) After the project ÖBfit the evaluation was primarily carried out with the second health survey using the SALSA method. The evaluation of the sick leave figures was done by the Health Insurance Institute and interpreted by Dr. Scharinger. The results were presented to the employees at large events such as Health and Safety Days and Health Days. They were also communicated through a quarterly report in Intranet, the Newsletter and the Annual Review. Externally, an article was also published in the press, the directors presented the results at a health forum, and the quality certificate for Workplace Health Promotion was awarded. The most important results were the reduction in sick leave, the improvement of social contact between colleagues, an improvement in the working atmosphere and the raised awareness for the issue. One obstacle is contacting the employees, as they are spread over a wide area. This made it important to make time for health at large events. - 7