Questionnaire for self-assessment

Transcription

1 WH IN U O Helthy Employees in Helthy Orgnistions Good Prtie in Workple Helth Promotion (WHP) in Europe Questionnire for self-ssessment

2 Foreword The Europen Network for Workple Helth Promotion hs een in existene sine Orgnistions from ll 15 Memer Sttes of the Europen Community nd the three ountries of the Europen Eonomi Are - Norwy, Liehtenstein nd Ielnd - tke prt in this inititive. The NetworkÕs tivities re sed on the Community Ation Progrmme on Helth Promotion, Informtion, Edution nd Trining. Sponsored y the Europen Commission (DG V), its memers re minly stte orgnistions involved in ouptionl helth nd sfety nd the puli helth setor. With the doption of the Luxemourg Delrtion on Workple Helth Promotion in the Europen Union t the end of 1997, the memers of the Network rehed ommon understnding of workple helth promotion. ÒWorkple Helth Promotion (WHP) is the omined efforts of employers, employees nd soiety to improve the helth nd welleing of people t work. This n e hieved through omintion of improving the work orgnistion nd the working environment promoting tive prtiiption enourging personl developmentó. Proeeding from this, the Europen Network hs set itself the ojetive of olleting models of good prtie of workple helth promotion in the ountries involved in order to mke them ville to prtitioners nd other interested experts. The exmples not only im t enourging new helth-promoting mesures ut lso serve s enhmrk for tivities lredy underwy in this field. In this onnetion it ws n ovious step to develop method with whih orgnistions ould esily ssess the qulity of their workple helth poliy themselves. This proedure ws to e sed oth on the guidelines estlished in the Luxemourg Delrtion nd the priniples of qulity mngement (QM). This version of the questionnire is the result of n intensive onsulttion nd oordintion proess. It not only inorportes the know-how of the experts represented diretly in the Network ut lso reflets the experiene of QM speilists lled in to give dvie. We would like to express our sinere grtitude to ll those who were involved, espeilly the QM experts nd ompny helth nd sfety offiers who provided us with suh vlule dvie during the development of this instrument. Essen, My 1999 Dr. Gregor Breuker Ntionl Contt Offie Germny Europen Network for Workple Helth Promotion WH IN U O Helthy Employees in Helthy Orgnistions

3 Introdution The questionnire fetured in this The qulity riteri on whih the rohure ws developed to help questionnire is sed re not orgnistions 1 reord the qulity of imed t setting stndrds for their workple helth promotion workple prtie; they re mesures nd ontinully improve rther intended to mrk out generl frmework. This mens tht them. Working with the questionnire the plyers ting within this permits systemti selfssessment of workple ojetives nd fouses. frmework n set very different helth promotion mesures highlights oth strengths nd The questionnire n e used in res whih need improving prtie for helps to estlish wht qulity n individul ssessment (for level the orgnistionõs mesures hve lredy rehed to initilly nswer eh individ- this purpose it is reommended helps to set priorities for future ul question in rief efore projets mking finl ssessment) permits performne omprison with other orgnistions. ment y severl experts fol- the prllel individul ssesslowed y disussion The questionnire is sed on the the simultneous tem ssessment (homogeneous or inter- model of the Europen Foundtion for Qulity Mngement nd disiplinry ody) ws espeilly dpted for the omintion of internl nd ssessment of helth promotion externl ssessment mesures. It inorportes oth sientifi expertise on the effets of workple helth promotion nd prtil experiene of wide vriety of orgnistions who hve lredy een suessful in implementing workple helth promotion. 1Questionnire de f d e f g Workple Helth Promotion & Corporte Poliy An importnt requirement for the suess of workple helth promotion is tht it is pereived s mngeril responsiility nd is integrted into existing mngement systems. Is there written orporte philosophy on WHP whih is visily represented nd experiened y the exeutive tem in everydy work? Are WHP mesures integrted into the existing strutures nd proesses of the orgnistion? Are pproprite resoures (finnil resoures, further trining mesures nd the relese of stff) mde ville for WHP mesures? Does the exeutive tem / ompny mngement hek the progress of workple helth promotion mesures on regulr sis? Is WHP tken into ount in trining nd retrining (espeilly of the exeutive tem)? Do ll stff hve ess to importnt helth-relted filities (e.g. rek nd rest rooms, nteen, sports menities)? 2 Questionnire fully hieved onsiderle progress ertin progress not strted Humn Resoures & Work Org The most importnt tsk of helth-promoting humn resou work orgnistion is to onsider the skills of the stff. The ftor for the suess of workple helth promotion is tht employees re tively involved s muh s possile in pln nd deision-mking. Do ll stff hve the neessry skills (inluding helth-relted pilities) to perform their work or re they given the opportunity to quire these skills? Is the work orgnised so tht the stff void eing ontinully overtxed or tht too little is demnded of them? fully hieved onsiderle progress ertin progress not strted Are possiilities for personl development reted for the stff through suitle work orgnistion mesures? Are ll the stff given the opportunity to tively prtiipte in workple helth mtters? Are the stff supported y their superiors nd do the superiors promote good working tmosphere? Does the orgnistion hve suitle shemes to reintegrte (disled) stff when they return to work fter longer-term period of sik-leve? Does the orgnistion support the omptility of fmily life with working life? 3Q uestionnire Plnning of Workple Helth Promotion Workple helth promotion is suessful when it is sed on ler onept whih is ontinuously reviewed, improved nd ommunited to ll stff. Are WHP mesures plnned nd ommunited throughout the orgnistion? Are the WHP mesures sed on reful nd regulrly updted nlysis whih is sed on importnt helth-relted informtion: work stress, helth inditors, sujetively pereived omplints, risk ftors, ident rtes, ouptionl illnesses, senteeism due to illness, expettions of ll plyers in the orgnistion, espeilly those of the stff? 4Q uestionnire Are ll employees informed out the WHP projets y suitle mens of internl puli reltions work? Soil responsiility A A B A B C A A B C Another ruil ftor for the suess of workple tion is whether nd how the orgnistion fulfils its deling with nturl resoures. Soil responsiili role of the orgnistion t lol, regionl, ntionl ntionl level regrding its support of helth-prom Hs the orgnistion tken lerly defined tion (e.g. environmentl protetion mngement system) to redu effets on people nd the environment? Does the orgnistion tively support helth-relted inititives? 1 For simpliityõs ske, orgnistions here mens ples of work, ompnies nd enterprises - oth in the privte setor nd in the puli setor, the prodution setor nd the servies setor.

4 Introdution The questionnire is sed on the qulity riteri for exemplry workple helth promotion mesures outlined y the Europen Network whih n e divided into six setors (see Fig. 1). Questions whih represent the orresponding qulity riteri hve een developed for eh setor (exmple: ÒHumn Resoures & Work OrgnistionÓ). Humn Resoures & Work Orgnistion WHP & Corporte poliy WHP Plnning WHP Implementtion WHP Results Soil Responsiility Enlers* Results* *The enlers inlude ll proedures nd strutures whih helth-promoting orgnistion needs. These led to the orresponding results. Fig. 1: Groups of the qulity riteri. to setors The questionnire onsists of totl of 27 questions spred over the six setors (eh setor hving different numer of questions). Eh question is inluded in the overll ssessment with the sme weighting. It is therefore importnt when nswering the questions tht no question is left out. In the preprtion of the questionnire, the following premises were tken s sis: The sttutory provisions on ouptionl helth nd sfety pplile in the relevnt ountry re fulfilled y the orgnistion. á Workple helth promotion tivities should e sujeted to regulr review nd improvement yles. Their results should e implemented systemtilly. Exemplry ondut is expeted from the exeutive tem. The orgnistion should se its hoie of helth promotion mesures on workple fts nd figures (suh s workple heth report, senteeism sttistis, stff survey) nd these should e essile to ll those interested in the orgnistion. Good two-wy ommunitions nd tem work re mtter of ourse in helth-promoting orgnistions.

5 Notes of Proedure If the questionnire is nswered y severl employees of n orgnistion, it is reommended tht prior to joint ssessment eh person onduts n ssessment independently of the others. The finl ssessments on eh setor re then entered in the ssessment forms. Ctegory Explntion The 4 tegories (A, B, C nd D) were formed for giving the A n outstnding result hieved overll exemplry funtion nswers sore; they re to e pplied to ll 27 questions. The evlution of the questionnire is fully hieved very simple. For this purpose you use the pproprite forms in this rohure. A sore in the D olumn B ler indition of good tivities implemented gives you 0 %, sore in the C olumn 33 %, one in the B olumn 67 % nd n A 100 %. The vlues some weknesses due to projets not eing whih you hve ttined in the onsiderle progress or implemented throughout the orgnistion pursued omprehensively setors 1 to 6 re trnsferred to the form ÒAssessment Enlers + ResultsÓ. The overll result is C some signs of tul development osionl review of the improvements otined y multiplying the numer of sores y the perentge hieved in eh tegory ÒAÓ to hieved ÒDÓ nd then divided y the num- suessful implementtion or positive results er of questions nswered. ertin progress in su-setors If you enter these results in the form on the lst pge, you lso D no tivities pursued perhps some good ides ut in generl otin profile of your orgnistion. wishful thinking previls tivities not strted Fig. 2: Ctegories for soring

6 1 Questionnire Workple Helth Promotion & Corporte Poliy d e f An importnt requirement for the suess of workple helth promotion is tht it is pereived s mngeril responsiility nd is integrted into existing mngement systems. Is there written orporte philosophy on WHP whih is visily represented nd experiened y the exeutive tem in everydy work? Are WHP mesures integrted into the existing strutures nd proesses of the orgnistion? Are pproprite resoures (finnil resoures, further trining mesures nd the relese of stff) mde ville for WHP mesures? Does the exeutive tem / ompny mngement hek the progress of workple helth promotion mesures on regulr sis? Is WHP tken into ount in trining nd retrining (espeilly of the exeutive tem)? Do ll stff hve ess to importnt helth-relted filities (e.g. rek nd rest rooms, nteen, sports menities)? fully hieved onsiderle progress ertin progress not strted

7 2 Questionnire Humn Resoures & Work Orgnistion d e f g The most importnt tsk of helth-promoting humn resoures nd work orgnistion is to onsider the skills of the stff. The ruil ftor for the suess of workple helth promotion is tht ll employees re tively involved s muh s possile in plnning nd deision-mking. Do ll stff hve the neessry skills (inluding helth-relted pilities) to perform their work or re they given the opportunity to quire these skills? Is the work orgnised so tht the stff void eing ontinully overtxed or tht too little is demnded of them? Are possiilities for personl development reted for the stff through suitle work orgnistion mesures? Are ll the stff given the opportunity to tively prtiipte in workple helth mtters? Are the stff supported y their superiors nd do the superiors promote good working tmosphere? Does the orgnistion hve suitle shemes to reintegrte (disled) stff when they return to work fter longer-term period of sik-leve? Does the orgnistion support the omptility of fmily life with working life? fully hieved onsiderle progress ertin progress not strted

8 3 Questionnire Plnning of Workple Helth Promotion Workple helth promotion is suessful when it is sed on ler onept whih is ontinuously reviewed, improved nd ommunited to ll stff. Are WHP mesures plnned nd ommunited throughout the orgnistion? Are the WHP mesures sed on reful nd regulrly updted nlysis whih is sed on importnt helth-relted informtion: work stress, helth inditors, sujetively pereived omplints, risk ftors, ident rtes, ouptionl illnesses, senteeism due to illness, expettions of ll plyers in the orgnistion, espeilly those of the stff? Are ll employees informed out the WHP projets y suitle mens of internl puli reltions work? fully hieved onsiderle progress ertin progress not strted

9 4 Questionnire Soil responsiility Another ruil ftor for the suess of workple helth promotion is whether nd how the orgnistion fulfils its responsiility in deling with nturl resoures. Soil responsiility inludes the role of the orgnistion t lol, regionl, ntionl nd interntionl level regrding its support of helth-promoting inititives. Hs the orgnistion tken lerly defined tion (e.g. through n environmentl protetion mngement system) to redue detrimentl effets on people nd the environment? Does the orgnistion tively support helth-relted nd soil inititives? fully hieved onsiderle progress ertin progress not strted

10 5 Questionnire Implementtion of Workple Helth Promotion Workple helth promotion omprises mesures for helth-promoting jo design nd the support of helthy ehviour. It is suessful when these mesures re permnently interlinked nd systemtilly implemented. Is there steering ommittee, projet group or nything similr for the plnning, monitoring nd evlution of the WHP mesures in whih ll key people t the orgnistion re involved? d e Is ll the informtion (internl nd externl) required for plnning nd implementtion olleted systemtilly nd regulrly? Are trget groups nd quntifile ojetives set for ll mesures? Are oth mesures for helth-promoting work orgnistion nd jo design s well s mesures to promote helthy ehviour implemented nd re these mesures interlinked? Are ll mesures systemtilly evluted nd ontinully improved? fully hieved onsiderle progress ertin progress not strted

11 6 Questionnire Results of Workple Helth Promotion d The suess of workple helth promotion n e mesured y numer of short, medium nd long-term inditors. Do you systemtilly determine the effets of WHP mesures on ustomer stisftion (regrding produts/servies) nd do you drw onlusions from this? Do you systemtilly determine the effets of WHP mesures on stff stisftion (working onditions/work orgnistion, ledership style nd prtiiption possiilities, ouptionl helth nd sfety shemes et.) nd do you drw onlusions from this? Do you systemtilly determine the effets of WHP mesures on other helth inditors suh s senteeism rte, ident rte, improvement in stressful working onditions, numer of suggestions for improvement sumitted nd implemented, prtiiption in helthy lifestyle progrmmes, level of relevnt risk ftors et. nd do you drw onlusions from this? Do you systemtilly determine the effets of WHP mesures on eonomi results (stff turnover, produtivity ost/enefit nlyses et.) nd do you drw onlusions from this? fully hieved onsiderle progress ertin progress not strted

12 Assessment Assessment ÒEnlers + ResultsÓ WHP & Corporte Poliy 1 No. of sores () Ftor () Vlue ( x ) Humn Resoures & Work Orgnistion (Totl : 6) = % Suess Totl 2 No. of sores () Ftor () Vlue ( x ) (Totl : 7) = % Suess Totl WHP Plnning 3 No. of sores () Ftor () Vlue ( x ) (Totl : 3) = % Suess Totl Soil Responsiility 4 No. of sores () Ftor () Vlue ( x ) (Totl : 2) = % Suess Totl WHP Implementtion 5 No. of sores () Ftor () Vlue ( x ) (Totl : 5) = % Suess Totl WHP Results 6 No. of sores () Ftor () Vlue ( x ) (Totl : 4) = % Suess Totl

13 Profile The Profile of Your Orgnistion WHP & Corporte Poliy % No. of sores Suess Humn Resoures & Work Orgnistion WHP Plnning Soil Responsiility WHP Implementtion WHP Results Totl sores () Ftor () Vlue ( x ) = Totl Totl : 27 = % Suess of the orgnistion Explntion of the ssessment: A sore in the A olumn gives 100 %, one in the B olumn 67 %, C is vlued t 33 % nd n D t 0 %. The result for eh of the six setors nd for the entire questionnire is otined y multiplying the numer of sores () with the perentge () hieved in eh se in the tegories ÒAÓ to ÒDÓ nd then divided y the numer of questions nswered. Using these results you n rete profile of your orgnistion y entering the dt into the hrt on this pge.

14 Helthy Employees in Helthy Orgnistions WH IN U O Pulished y: Federl Assoition of Compny Helth Insurne Funds (BKK Bundesvernd) Europen Informtion Centre Kronprinzenstr e 6, D Essen Fx e-mil eiz@kk-v.de BKK Bundesvernd Registered Trdemrk The Europen Network for Workple Helth Promotion reeives finnil support from the Europen Commission. Neither the Europen Commission nor persons ting on ehlf re lile for the use of this informtion.