Implementing the National Standard. Ontario Shores Journey

Transcription

1 Implementing the National Standard Ontario Shores Journey Presenters by: Michael Campbell & Starlene MacDonald Date: June 11, 2014 NSGEU Dartmouth, NS

2 Introductions Starlene MacDonald Michael Campbell

3 Agenda What is Ontario Shores? How did the National Standard impact us? Work in progress that aligned to the National Standard Moving the National Standard forward Partnerships Learnings & Successes Questions

4 Video

5 About Ontario Shores Ontario Shores has a rich history dating back to Divested from the Ministry of Health and Long-Term Care Most significant change the organization had seen in its 87 year history

6

7 Kirby Report Out of the Shadows

8 January 2013

9 The Standard & Ontario Shores Leaders in mental health care lets walk the talk Increasing costs within the organization attributed to mental health issues Exit Interview data Turnover (specific to the first year of hire) Employee Engagement Results

10 Discussion Why may organizations be hesitant to implement the National Standard?

11 Aligning Existing Support with the Standard Plan, Do, Check, Act Employee Opinion Survey (2007 ongoing) Respect in the Workplace Education (DESC) (2008) EAP supports enhanced (2007 ongoing) Coaching Program for management Violence in the Workplace Prevention Critical Incident Support Recovery Rounds Code White Reviews Recovery Education (parallel process)

12 Tools & Resources

13 Employee Survey What is Most Important to Employees at Work 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 69% 70% 65% 62% 62% 67% 60% 56% 55% 52% 47% 47% 43% 47%

14 Ethics Scan: Most Pressing Issues Conflict re. Health Care Decisions Staff Health and Well Being

15 Implementing the Standard Approval from Senior Management Team (SMT) Direct link to the Strategic Plan Action #7 Education for Leadership, SMT, Board of Directors and Union Executive Supported and endorsed by Union Executive Working Group Established Monthly meetings since November 2013 Norms established Commitment statement completed and endorsed by SMT Area of focus determined (Psychological Protection) Brainstorming issues and possible solutions

16 Discussion What data measures might you review or consider using to determine the success of implementing the Standard?

17 Strategic Plan

18 Next Steps for the IEC Working Group Finalize and validate recommendations from the Working Group Refresher education Courageous Conversations/Bullying in the Workplace Increase supports for vicarious trauma Learner vs. Judger interprofessional debriefs Increase webinars, educational supports Review and enhance the process for reporting Transparency from Human Resources

19 Anti Bullying

20 Creating Partnerships Case Study Research Project

21 Partnerships Identify promising practices, gaps and challenges Better understand costs and benefits related to the Standard Build business case for adoption of Standard by Canadian employers

22 Measures for the Project Assess workplace factors that impact the psychological well-being of the workforce: Employee Opinion Survey, Ethics Institutional Scan Collect data re. absenteeism, disability rates, grievances, turnover, etc. Monitor change through project

23 Measures for the Project Review process, events, comments or complaints that could potentially impact psychological health and safety. Set up response guidelines to mitigate risks. Monitor resources expended implementing the Standard Identify the costs of existing or new programs, policies or services intended to address PH&S

24 Our Learnings Ensure management buy in from the onset Communicate Communicate Establish parameters and guidelines for Working Group participation Use the tools and resources provided by MHCC Don t bite off more than you can chew

25 Our Successes Completed and Approved Commitment Statement Linked to Strategic Plan Trained Managers, SMT, Board, Union Executive Committed working group (30 members) Determined alignments across the organization (patient sat, employee sat, ethics scan, accreditation, etc) Committed to annual Anti-bullying day campaign with OPSEU New Performance Process (Core Values) Quarterly meetings with SMT & Union Exec to enhance union / management relations Unit visits with CEO

26 What s Next for Ontario Shores SMT approval of recommendations Updating staff on actions Implement actions Measure success Develop phase 2 program specific actions identified Casting the net wider, consider more factors etc.

27 Questions