Workplace Health and Wellbeing Strategic Action Plan

Transcription

1 Workplace Health and Wellbeing Strategic Action Plan Version 1_0 draft 1 Presented to Board of 25 February 2010 Directors Author of report: Workplace Presented by: Kieran Donaghy Angela McVeigh For information 1

2 TO: FROM: Board of Directors Mr Kieran Donaghy Director of Human Resources & Organisational Development Mrs Angela McVeigh Acting Director of Older People & Primary Care DATE: 25 February 2010 SUBJECT: Workplace Health and Wellbeing Strategic Action Plan PURPOSE To share with Trust Board the approach towards the health and wellbeing of it s staff. SUMMARY OF KEY POINTS The health and well-being of our staff is essential to ensuring an effective and efficient organisation. Staff are part of the community we serve and, therefore, an important resource in community and supporting our role in health and well-being. Staff require to feel supported and valued in order that our patients/clients receive a service that are safe and of high quality. RECOMMENDATIONS To adopt an action plan which will focus on 4 main areas: Policy Information & Communication Programme Development Training & support 2

3 WHICH TRUST CORPORATE OBJECTIVE DOES THIS PAPER PROGRESS OR CHALLENGE? Provide safe, high quality care. X Be a great place to work. X Maximise independence and choice for our patients and clients. Support people and communities to live healthy lives and improve their health and wellbeing. X Make the best use of resources. Be a good social partner within our local communities. WHICH TRUST VALUES DOES THIS PAPER PROGRESS OR CHALLENGE? We will treat people fairly and with respect. We will be open and honest and act with integrity. We will put our patients, clients, carers and community at the heart of what we do. X We will value and give recognition to staff and support their development to improve our care. We will embrace change for the better. X We will listen and learn. X RISKS, CONTROLS AND ASSURANCE Risk Staff to fail to feel supported and valued leading to poor quality care. Control Clear policies and procedures that promote the health and well-being of staff. Assurance Staff Attitude Survey. Trade Union organisations. Basket of indicators to Trust Board. Communication Strategy. 3

4 CONTENTS Page No. 1. Introduction 2. Current practice 3. Structures and processes that support the Strategic Action Plan 4. Areas for Development Policy Information & Communication Programme Development Training & support 5. Monitoring, Implementation and Evaluation 23 APPENDICES 1. Workplace Wellbeing Strategic Management Group Terms of Reference 2. Strategic Management Group Membership

5 1. Introduction The Southern Health and Social Care Trust is committed to deliver safe, high quality health and social care services, respecting the dignity and individuality of all who use them. Our staff are our most important asset in delivering on this commitment, and it is important that they are fit, healthy and able to do the work we ask them to do. They are also part of the communities we serve, and are an important resource in communicating and supporting our role in promoting health and wellbeing. This Strategic Action Plan is intended to take forward three of the Trust s key priorities: Providing safe, high quality care. Supporting people and communities to live healthy lives and to improve their health and wellbeing. Being a great place to work, valuing our people. Having a workplace and a workforce that is healthy is central to ensuring an effective and efficient organisation in which staff feel cared for, supported and valued, and where our patients and clients receive services that are safe and high quality, delivered in a way which is caring, sensitive and which reflects their individual needs and circumstances. 5

6 The Goal of the Trust s Workplace Wellbeing Strategic Action Plan will be to: achieve and maintain a workforce which is healthy in relation to its physical, mental, emotional, and social wellbeing and to provide a workplace which is safe, supportive and health promoting. The Trust will seek to realise this goal through the following key Objectives: Creating an organisational culture and environment in which the promotion of staff health and wellbeing is central; Implementing policies and organisational practices which are designed to address and support the needs of staff; Protecting its workforce from occupational diseases and risks; Providing a work environment that is safe and reduces the risk of accidents; Promoting the physical, mental and emotional wellbeing of staff; Ensuring access to high quality occupational health services; Developing and maintaining a strong intelligence base of the factors affecting the health of its workforce and the needs and opinions of its staff. Ensuring the Senior Management Team and Trust Board receive regular progress reports on the Health and Wellbeing Action Plan and associated initiatives. 6

7 2. Current Practice The Trust has inherited a wide and varied range of services and activities from its legacy Trusts that focus on the health and wellbeing of its staff. Figure 1 on page 6 provides a summary of the range of policies, services and programmes that are currently available for staff. 7

8 Figure 1 Promoting Wellbeing Dept A range of health improvement programmes including Drugs & Alcohol Mental health & wellbeing Healthy Eating Physical Activity Sexual Health Safety Dept Safety information, advice, training & support Risk Assessment Post incident investigation Your Wellbeing in the Southern Trust Human Resources Dept Flexible working Work life balance/flexible working initiatives Childcare vouchers Summer Schemes Cycle to Work Scheme Management training Occupational Health Services Assess fitness for work Health information, advice, training & support Confidential counselling Health screening, Vaccinations Weekly weight and Blood pressure clinics Occupational Physiotherapy & Psychology clinics Trade Union Side Information, advice and support Education & Training Advocacy and Representation 8

9 The provision of service and support has varied across the legacy Trusts. The Southern Trust will seek to ensure that it addresses any gaps that exist from the legacy position and that it creates a single organisational approach ensuring that all staff have equal access to the range of opportunities and services that are available. 3. Structures & Processes that support the Strategic Action Plan The Southern Trust is committed to maintaining and developing the health and wellbeing of its staff. It will seek to realise this commitment through: Supportive Leadership & Management at all levels that is fully committed to the outworking of the strategy; Active involvement and participation of staff in identifying their specific needs, issues and priorities and in designing and developing actions to address these; Provision of a comprehensive and coordinated range of policies, programmes and services that focus on health promotion, protection and prevention; Healthy Workplace Environments that are safe, healthy and pleasant to work in thus being supportive to staff in undertaking their work. In ensuring the implementation of the strategic action plan the Trust has identified the following roles and responsibilities: 9

10 (i) Workplace The Trust has established a Workplace to oversee the development, implementation, monitoring and evaluation of the strategic action plan. The group will be chaired by the Director for Human Resources and Organisational Development (or a nominated deputy) with direct accountability to the Chief Executive and Trust Board. The Terms of Reference for the group are detailed in Appendix 1 and the current membership in Appendix 2. (ii) Those with Supervisory / Management Responsibility Managers at all levels will be responsible for ensuring that staff are informed on an ongoing basis of the workplace health and wellbeing policies, programmes and services that are provided and they have a specific responsibility for ensuring their effective implementation and monitoring. Managers will also be expected to facilitate the assessment of staff views and needs in relation to factors affecting their health and wellbeing through the processes of supervision and staff appraisal. This information will be passed onto the Workplace members to influence the strategic action plan. (iii). Staff and Trade Union Side The focus of this strategy is to ensure the health and wellbeing of all staff within the Trust. The representation of staff views and 10

11 opinions through the various representative mechanisms will form a key role in shaping the ongoing development and implementation of the strategic action plan. Trade Union Side form part of the membership of the Workplace Wellbeing Group. In addition, they also have a significant role to play in ensuring the cascading of information to staff throughout the organisation 4. Areas for Development / Action Plan In seeking to develop the range of services and provision for staff the Trust has identified a number of areas for development during 2010 and The Workplace issued a health & wellbeing questionnaire to a sample of 4000 staff during 2009 and this information has helped inform the development of this Strategic Action Plan. The areas for development included below in Table 1 will add to the current service provision and ensure that as far as possible there is equity of access and opportunity for all staff across the Trust area. 11

12 Key theme Area of action Lead Timescale Table 1 Management and employment policies and practices Roll out of training for managers associated with Sickness Absenteeism Policy and Procedure Further promotion of Working Well Together Policy to ensure that each employee is aware of their responsibility to create a harmonious working environment Vivienne Toal Head of EER Vivienne Toal Head of EER Ongoing Ongoing Development of Harassment at Work Procedure Development of Staff Involvement Policy Development of Drug and Alcohol Policy Development of New & Expectant Mothers in the Workplace Policy Lynda Gordon Head of EAU Staff Side Policy Group / Vivienne Toal, Head of EER Kieran Devlin Cross Directorate Health Promotion Manager Health Promotion Jane Carr / Julia Lambe, Acting Heads of Safety February 2010 March 2010 March 2010 March

13 Key theme Area of action Lead Timescale Management and employment policies and practices Implementation of Appraisal and Personal Development Review meetings. Incorporate into the Trust s structures for approving policies a means for assessing the health impact of key policies to ensure they are guided by the values of the Trust and principles of positive health and wellbeing. Heather Ellis Head of Education, Learning & Development Kieran Donaghy Director of HR&OD through Policy Scrutiny Committee Ongoing Ongoing Workplace Policies that Support Health these policies to be added to the Staff Health and Wellbeing section of the Intranet Lesley Dowey Wellbeing Group Ongoing 13

14 Key theme Area of action Lead Timescale Occupational Safety Promotion of Occupational Health Service, including, counselling service, staff physiotherapy service etc. Development of weight and blood pressure clinics in Armagh, Craigavon and Newry Occupational Health Departments Catriona Campbell Head of Occupational Health Catriona Campbell Head of Occupational Health Development of harmonised Lone Working Policy Julia Lambe / Jane Carr Acting Head of Safety January April 2010 Ongoing March 2010 Development of sharps pathway Catriona Campbell Head of Occupational Health April / May

15 Key theme Area of action Lead Timescale Occupational Safety Development of harmonised Safety Procedures: Display Screen Equipment CoSHH New & Expectant Mothers First Aid Young Persons at Work Development of Management of Stress in the Workplace Policy and Toolkit Jane Carr / Julia Lambe Acting Head Safety Ray King Head of Safety Vivienne Toal Head of EER March 2010 April

16 Key theme Area of action Lead Timescale Support for staff personal health and well-being Develop and improve communication & distribution of health and wellbeing information to staff - Health and wellbeing component of the Trust intranet developed. Information leaflets available for staff. Education and wellbeing events promoted widely. Explore non electronic versions of circulating health and wellbeing messages. Health and Wellbeing Folder for Managers developed. Promotion of Work Life Balance Policy and initiatives Vivienne Toal Communications Subgroup of Workplace Health and Lynda Gordon Head of EAU Vivienne Toal Head of EER Ongoing throughout 2010 Ongoing throughout

17 Key theme Area of action Lead Timescale Support for staff personal health and well-being Healthy Eating Workplace Healthy Eating Policy finalised Workplace Healthy Eating Policy available on the intranet and promoted with managers. Menu analysis of Craigavon and Daisy Hill Hospital canteen menus revised actions agreed and implemented. Nutrition Training Programme developed for catering staff Staff weight management programme offered in each locality. Baseline survey of vending machines carried out. Rosemary Daly representing the Nutrition in the Workplace Sub Group Rosemary Daly representing the Nutrition in the Workplace Sub Group Rosemary Daly representing the Nutrition in the Workplace Sub Group Rosemary Daly representing the Nutrition in the Workplace Sub Group April 2010 February 2010 January 2010 January / February 2010 April

18 Key theme Area of action Lead Timescale Support for staff personal health and well-being Breastfeeding Information in relation to breastfeeding to be placed on intranet Sexual Health Pilot a Speak Easy Programme for Staff - 4 week programme piloted at Craigavon Area Hospital site HIV Awareness Programme for Staff developed - Programmes delivered in support of HIV Policy Staff aware of the GUM clinic - Information on the GUM Clinic available on the intranet Lesley Dowey Rosemary Daly Rosemary Daly Rosemary Daly February 2010 February 2010 April June 2010 April June

19 Key theme Area of action Lead Timescale Support for staff personal health and well-being Smoking Cessation Staff offered Smoking Cessation Support - staff attend current smoking cessation programmes in each locality Rosemary Daly Ongoing throughout 2010 Brief Intervention Training offered to staff in the mental health directorate and domiciliary care workers. Smoking Cessation Information available for staff information placed on intranet Rosemary Daly - Rosemary Daly Ongoing throughout 2010 Ongoing throughout

20 Key theme Area of action Lead Timescale Support for staff personal health and well-being Physical Activity Staff Health and Leisure Scheme available Trust wide - Schemes available in each locality. Quarterly reports available for SMT. SLA s agreed with all providers. Schemes reviewed in new financial year. Information booklet produced and circulated widely across the Trust. Rosemary Daly - Ongoing throughout 2010 Walking promoted walking routes across the Trust available under Staff Wellbeing section of intranet Walking programmes available for staff - Staff aware of Rosemary Daly - Ongoing throughout 2010 Cycle to Work Scheme Promoted - Cycle programmes available for staff Publicity materials developed and widely available in each locality. Health and Wellbeing Challenge available for staff - 21 teams across the Trust participate in the challenge. Rosemary Daly - Rosemary Daly - Rosemary Daly - Ongoing throughout 2010 April June 2010 April June

21 Key theme Area of action Lead Timescale Support for staff personal health and well-being Safety Promotion of Risk Assessment Policy across the Trust Ray King Head of Health & Safety Ongoing throughout 2010 Cancer Awareness Information pack for managers on the management of staff diagnosed with cancer developed - Pack developed and promoted with managers Rosemary Daly - April June 2010 Provide information to staff on the key cancer prevention messages - Key messages available on Trust Intranet Rosemary Daly - April June 2010 Musculoskeletal Health Promotion of physiotherapy service throughout the Trust Information on Fast Track Physiotherapy Service to be placed on Wellbeing Intranet Site Ray King, Head of Safety in conjunction with Backcare coordinators Ongoing March

22 Key theme Area of action Lead Timescale Alcohol & Drugs Develop information for staff on prescription/over the counter medication information available in leaflet form and on the Trust intranet Kieran Devlin / Rosemary Daly April June

23 5. Monitoring, Implementation and Evaluation In seeking to achieve and maintain the health and wellbeing of staff and a healthy work environment the Trust will seek to ensure an ongoing and responsive programme of policies and programmes that reflect the needs of staff and the organisation. The Workplace Health and will have overall responsibility on behalf of Trust Board and the Senior Management Team for ensuring the ongoing development and implementation of this Strategic Action Plan. This will involve the ongoing monitoring, assessment, development and implementation of actions to ensure the Trust maintains: A working environment that is both healthy and safe; Policies and organisational practices which are designed to address and support the needs of staff; Actions that are designed to protect staff from occupational diseases and risks; Opportunities for staff to maintain and develop their physical, mental and emotional wellbeing; Access to high quality occupational health and staff support services. All Directors and managers will have responsibility for ensuring the implementation of policies and programmes that are designed to maintain and support the health and wellbeing of their respective staff teams. The Trust places particular emphasis on the full involvement of staff in the ongoing development and implementation of the Workplace Health and Wellbeing Strategic Action Plan. Trade Union side, and team managers will have a key role in maintaining an ongoing picture of staff needs and interests and ensuring effective communication between staff teams and the Workplace Health and Wellbeing Group. 23

24 The monitoring, evaluation and reporting of work to address the Health and Wellbeing of staff will be coordinated and reported through the Workplace Health and to the Trust s Senior Management Team and Trust Board. To this end the group will develop a range of mechanisms and processes to provide regular communication and feedback to all staff across the organisation and to assess, monitor, evaluate and report on the ongoing development and implementation of the Workplace Health and Wellbeing Strategic Action Plan. 24

25 APPENDIX 1 Workplace Wellbeing Strategic Management Group- Terms of Reference The Terms of Reference for the Workplace Wellbeing Strategic Management Group are as follows: 1. Review and map current programmes, services and policies that contribute to the health and wellbeing of staff in relation to the interlocking themes of: Health and Wellbeing Policies; Occupational Health Services; Health Improvement; Human Resources Policies and Practice; Health and Safety. 2. Identify and action work to address gaps in provision and immediate priority areas; 3. Develop and implement a needs assessment process across the organisation to assess the views, opinions and priorities of staff; 4. Establish and implement mechanisms to review and update best models of practice across each of the themes and reflect these in the work of the Trust; 25

26 5. Develop and maintain a workplace health improvement action plan which identifies priorities, timescales and targets, lead responsibilities and actions to be delivered; 6. Develop and maintain effective communication links with all staff to ensure maximum awareness of the range of services and supports available. This will include pre and post employment information, e-briefs, staff bulletins, staff meetings, an activities and events calendar, a service directory, road shows, staff welcome pack and feedback mechanisms; 7. Establish and implement mechanisms to monitor and evaluate the effectiveness of service and support for staff and use this to shape and inform future service development. 26

27 Workplace Health and Wellbeing Strategic Management Group Membership APPENDIX 2 Mr Kieran Donaghy Mrs Vivienne Toal Mrs Catriona Campbell Mrs Ray King Miss Rosemary Daly Mrs Rita Trainor Miss Lesley Dowey Ms Margaret Dooley Mr Andrew McCann Mrs Margaret Meehan Director, Human Resources and Organisational Development Head of Employee Engagement and Relations, Human Resources and Organisational Development Head of Occupational Health Services Head of Safety Senior Health Promotion Officer (Workplace Health) Promoting Wellbeing Department HR Manager, Attendance Management Human Resources and Organisational Development Project Support Manager Employee Engagement & Relations Trade Union Side Representative Trade Union Side Representative Trade Union Side Representative 27