Work Positive Presentation

555 views

Published on

Promoting the stress management tool Work Positive.

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
555
On SlideShare
0
From Embeds
0
Number of Embeds
24
Actions
Shares
0
Downloads
8
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Work Positive Presentation

  1. 1. Louise Jones Health Promoting Schools Manager Staff Health and Wellbeing February 2011
  2. 2. ECS - Staff Health and Wellbeing STRESS MANAGEMENT - WORK POSITIVE – PRIORITISING ORGANISATION STRESS
  3. 3. Highland Council Stress Management Policy <ul><li>Consideration of duty of care and how to manage stress more proactively </li></ul><ul><li>Identifies strategies to support staff </li></ul><ul><li>Outlines management interventions </li></ul><ul><li>Training developed by HC </li></ul><ul><li>Managing Stress (1 day) </li></ul><ul><li>Stress Awareness (2 day) </li></ul>
  4. 4. Policy and Action Review Employee surveys since 2000 have identified stress in the workplace as an issue HC Risk Management Group acknowledged an increase in the cost of employee liability insurance due to numbers of stress claims HSE in 2004 issued Management Standards to aid and encourage employers to meet Management of Health & Safety at Work Regulations 1999 and, under H&S at Work Act 1974 to take measures to control it Appeal Court Judges issued Guidelines for employers and employees due to explosion of stress claims 1999 – 516 2000 - 6428
  5. 5. Meeting HSE Standards and Appeal Court Guidance Proactively identify causes of work related stress By undertaking stress risk assessments Implement measures which, so far as is reasonably practicable, prevent or control the risk of physical and mental harm No occupation should be regarded as intrinsically dangerous to mental health
  6. 6. Work Positive Step 1 – raising awareness, demonstrating and gaining commitment Step 2 – benchmarking, setting performance indicators Step 3 – identifying the causes and assessing the risks Step 4 – avoiding or reducing any risks identified Step 5 – reviewing the situation
  7. 7. Step One <ul><li>Securing senior management commitment </li></ul><ul><li>Communicating the commitment to acting on findings </li></ul><ul><li>Involving staff in taking the work forward </li></ul>
  8. 8. Step Two <ul><li>Review other performance indicators such as sickness absence figures, turnover of staff in services/areas, staff survey, long hours information, stress referrals, TU information, harassment referrals etc </li></ul><ul><li>Conduct benchmark exercise with service representatives in steering group </li></ul><ul><li>Identify stress ‘hot spots’ in the organisation </li></ul>
  9. 9. Step Three <ul><li>Decide how to categorise the workforce, i.e. by service/section or by role </li></ul><ul><li>Distribute questionnaire to all employees, with information on the process and their role </li></ul><ul><li>Collect responses and collate findings </li></ul><ul><li>Provide feedback to staff ASAP to retain momentum, with a commitment to follow-up </li></ul>
  10. 10. Summary of Results
  11. 11. Summary of Results
  12. 12. Relationships (promoting positive working to avoid conflict and dealing with unacceptable behaviour)
  13. 13. Indicators/outcomes
  14. 14. Step Four <ul><li>Ensure that the issues affecting individuals are addressed </li></ul><ul><li>Prioritise the risks – some may be easy to resolve straight away </li></ul><ul><li>Others will require consultation and further definition – establish focus groups for this process </li></ul><ul><li>Produce action plan with agreed solutions and realistic timescales as a working document to be reviewed and updated on a regular basis </li></ul><ul><li>Share the action plan with all employees including dates for monitoring and review </li></ul>
  15. 15. Step Five <ul><li>Measure and share the success! </li></ul><ul><li>Establish whether the control measures are working – </li></ul><ul><li>Identify any new risks by re administering the questionnaire every few years following change, growth etc </li></ul><ul><li>Steering group to monitor action plan and evaluate the effectiveness of solutions </li></ul>
  16. 16. Pilot Work in Highland <ul><li>3 Services involved </li></ul><ul><li>Chief Executive – Service Point Staff – 105 employees </li></ul><ul><li>Social Work – Culloden Team – 36 employees </li></ul><ul><li>ECS – Head Teachers of Primary Schools – 216 employees – Drummond School LSAs </li></ul><ul><li>All action plans completed and handed over to service management </li></ul>
  17. 17. Pilot Work in Highland – Outcomes and Observations <ul><li>Focus groups require training in delivering solutions </li></ul><ul><li>Questionnaire results require defining and clarifying </li></ul><ul><li>Importance of supporting line managers through process </li></ul><ul><li>Acknowledgement that focus groups can become mechanisms for improving communication and boosting morale, allowing staff to feel valued and listened too </li></ul>
  18. 18. Taking Work Positive Forward <ul><li>Try and deliver small benefits immediately to ensure employees can see action as a result of their involvement </li></ul><ul><li>The process needs to be completed within a tight timeframe to maintain interest, credibility, commitment and momentum </li></ul><ul><li>COMMITMENT FROM SERVICES IN ADMINISTERING AND IMPLEMENTING ACTION PLAN PROCESS IS CRUCIAL </li></ul>
  19. 19. Further help and support locally……. Kateryna Zoryk [email_address] Louise Jones [email_address] Gena Falcolner gena.falcolner @highland.gov.uk
  20. 20. Further help and support nationally……. www.hse.gov.uk/stress/information www.healthyworkinglives.com

×