Public Health Responsibility DealHealth at Work Network Partnership ForumWednesday 21 November 2012
Public Health Responsibility DealSiân WilliamsRoyal College of Physicians London
An evidence-based approach to improving workforce health       and engagementHealth and WorkDevelopment Unit
NICE guidance for the workplace•   obesity•   physical activity•   smoking cessation•   long term sickness absence•   ment...
An evidence-based approach to improvingworkforce health and engagement
Does the trust actively promote healthy       National (282 trusts)food choices , for example using signs,   -------------...
National (282 trusts)                                            -------------------------------------                    ...
Minimum score                   Maximum score                Summary score
An evidence-based approach to improvingworkforce health and engagement
Public Health Responsibility DealBridget Juniper           Mike TylerWork and Well-Being Ltd   Lockton Companies LLP
Employee Health & Well-Being  What are you REALLY paying out?
Introductions• Dr Bridget Juniper - Work and Well-Being Ltd• Mike Tyler – Lockton Companies LLP
Points to Cover•   Absence - The need for numbers•   What do we mean by a healthy workplace?•   Running the numbers – Work...
Absence - The Need for Numbers    If you cannot measure it, you cannot improve it (Lord Kelvin)                    Numbers...
What is Health?“Health is a state of complete physical, mental and social well-being and          not merely the absence o...
How does work impact on the overall well-being of staff?Work and Well-Being Ltd      workandwellbeing.com
Cost Burden - Absence        Sickness Absence Data        • Incidence, frequency, reasons        Direct Costs        • Sal...
Cost Burden - Absence                         Lost time rate                Person days lost to absence     x 100         ...
Cost Burden - PresenteeismLost health-related work productivity                                        Absence cost multip...
Cost Burden - Attrition• Attrition rate (c15%)• Proportion due to  impaired well-being?• Cost of replacement:   – 18 month...
Worked Example
Worked Example – Remedial Health            Costs
Worked Example – Preventative          Health CostsAbsence has steadilyrisen over past 3 years
Employee Health and Well-Being Dashboard
Cost Burden - AbsenceAbsence Numbers                 Absence CostsTotal absence = £1,240,644 or £963 per employee
Worked Example – Absence,Presenteeism and Attrition             Absence:             £1,240,644             85 % short ter...
Worked Example – The Final          Reckoning                          A, P&A                          £4,529,232         ...
Is the Balance OK?• What is your overall aim ?   – Performance   – Benevolence   – Attracting talent• Based on the evidenc...
Return on Investment - Absence• If reduce absence to 1.43% from 1.79% currently  – Absence cost = £991,129 (down from £1,2...
Return on Investment• If reduce Presenteeism costs by 20%             £496,256 - £50,000                 £50,000          ...
Balanced Scorecards• Developed to recognise businesses are complex but there is a  need to have a robust framework that wo...
Balanced Employee Health                       Scorecards                        CORPORATE LEVEL       Learning & Growth  ...
Working ExampleGuiding Principles                                 HEALTH SCORECARD• Provide a healthy safe and    positive...
Further Informationbridget.juniper@workandwellbeing.com      mike.tyler@uk.lockton.com
Public Health Responsibility DealZoe EcclestonPepsico
Health and Wellness at PepsiCoEncouraging a Life-style approach to health              and wellbeing
The UK Governments Vision    We want to create a society where the positive links    between work and health are recognise...
3 critical factors• Health Action Teams• Integrated Occupational Heath Teams• Employees recognise their responsibility to ...
Purpose of our health and wellbeingProtection and surveillanceof specific occupational health conditions      PreventingRe...
Our model  • “One life, your choice” our internal campaign encourages    employees to start by making one change to positi...
Programme aimsEmployees interested in their own healthEmployees educated and doing something to improve itSustained result...
One life your choice 4 main themes Smoking Diet and Hydration Exercise Mental resilience  Delivered by  Engagement  Educat...
Programme evaluation• We recognise major short-term changes are hard to achieve• Our focus is on realistic and sustainable...
zoe.eccleston@pepsico.com
Responsibility Deal health at work network - Partnership Forum - Wednesday 21 November 2012
Responsibility Deal health at work network - Partnership Forum - Wednesday 21 November 2012
Responsibility Deal health at work network - Partnership Forum - Wednesday 21 November 2012
Responsibility Deal health at work network - Partnership Forum - Wednesday 21 November 2012
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Responsibility Deal health at work network - Partnership Forum - Wednesday 21 November 2012

  1. 1. Public Health Responsibility DealHealth at Work Network Partnership ForumWednesday 21 November 2012
  2. 2. Public Health Responsibility DealSiân WilliamsRoyal College of Physicians London
  3. 3. An evidence-based approach to improving workforce health and engagementHealth and WorkDevelopment Unit
  4. 4. NICE guidance for the workplace• obesity• physical activity• smoking cessation• long term sickness absence• mental wellbeing
  5. 5. An evidence-based approach to improvingworkforce health and engagement
  6. 6. Does the trust actively promote healthy National (282 trusts)food choices , for example using signs, -------------------------------------pricing and positioning of products to Number %encourage healthy choices in:Staff restaurant 173 61Hospitality 142 50Vending machines 90 32Shops for staff and clients 86 31
  7. 7. National (282 trusts) ------------------------------------- Number %Does the trust offer overweight and obese 86 31staff multicomponent interventionsIf yes is the person providing the 64/86 74programme trained in obesity management
  8. 8. Minimum score Maximum score Summary score
  9. 9. An evidence-based approach to improvingworkforce health and engagement
  10. 10. Public Health Responsibility DealBridget Juniper Mike TylerWork and Well-Being Ltd Lockton Companies LLP
  11. 11. Employee Health & Well-Being What are you REALLY paying out?
  12. 12. Introductions• Dr Bridget Juniper - Work and Well-Being Ltd• Mike Tyler – Lockton Companies LLP
  13. 13. Points to Cover• Absence - The need for numbers• What do we mean by a healthy workplace?• Running the numbers – Worked Example• Balanced Scorecard for Health & Well-Being
  14. 14. Absence - The Need for Numbers If you cannot measure it, you cannot improve it (Lord Kelvin) Numbers inform decisions Track improvements Currency of budget holders
  15. 15. What is Health?“Health is a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity’(1948)
  16. 16. How does work impact on the overall well-being of staff?Work and Well-Being Ltd workandwellbeing.com
  17. 17. Cost Burden - Absence Sickness Absence Data • Incidence, frequency, reasons Direct Costs • Salary costs • National Insurance contributions • Bonuses/overtime • Pension contributions Indirect costs • Management time • Lost business • Penalties • Temporary cover • Impact on other staff • Approx 10% of salary and NI
  18. 18. Cost Burden - Absence Lost time rate Person days lost to absence x 100 Total days available during period Frequency rate Number of spells of absence x 100 Total number of staff during period Bradford Factor Bradford Score = S² x DS is the total number of spells (instances) of absence of an individual over a set period D is the total number of days of absence of that individual over the same set period
  19. 19. Cost Burden - PresenteeismLost health-related work productivity Absence cost multiplier of 1 - 7 Non – productive employees
  20. 20. Cost Burden - Attrition• Attrition rate (c15%)• Proportion due to impaired well-being?• Cost of replacement: – 18 months salary for senior managers – 6 months salary for hourly paid
  21. 21. Worked Example
  22. 22. Worked Example – Remedial Health Costs
  23. 23. Worked Example – Preventative Health CostsAbsence has steadilyrisen over past 3 years
  24. 24. Employee Health and Well-Being Dashboard
  25. 25. Cost Burden - AbsenceAbsence Numbers Absence CostsTotal absence = £1,240,644 or £963 per employee
  26. 26. Worked Example – Absence,Presenteeism and Attrition Absence: £1,240,644 85 % short term Presenteeism: £2,481,288 (x 2 multiplier used) Attrition: £807,300 (60% of total cost)
  27. 27. Worked Example – The Final Reckoning A, P&A £4,529,232 £5,361,650£5,361,650 = 15% of salary costs or £4162 p/employee
  28. 28. Is the Balance OK?• What is your overall aim ? – Performance – Benevolence – Attracting talent• Based on the evidence, where will you make the best return? – Remedial vs Preventative? – Enhancing performance of those attending work? – Expediting RTWs and rehabilitation? – Reducing absence levels (STA or LTA)? – Improving retention? – Other ‘An ounce of prevention is worth a pound of cure’
  29. 29. Return on Investment - Absence• If reduce absence to 1.43% from 1.79% currently – Absence cost = £991,129 (down from £1,240,644) ROI = Gain from investment – Cost of investment Cost of investment £249,514 – £50,000 £50,000 ROI = 3.99
  30. 30. Return on Investment• If reduce Presenteeism costs by 20% £496,256 - £50,000 £50,000 ROI = 8.92 The cost of waiting for people to get sick far exceeds the cost of helping healthy people to stay healthy
  31. 31. Balanced Scorecards• Developed to recognise businesses are complex but there is a need to have a robust framework that works at multiple units of analysis in a consistent way.• Forces congruence and requires quality measures with definition of success. Learning & Growth Internal Processes •Employee capabilities •Improve existing processes •Information Sysytems •Develop new processes •Motivation & empowerment Customer Financial •Satisfaction •Revenue growth& mix •Loyalty •Productivity •Market share •Asset utilisation
  32. 32. Balanced Employee Health Scorecards CORPORATE LEVEL Learning & Growth Internal Processes•Employee capabilities •Improve existing processes•Information Sysytems •Develop new processes•Motivation & empowerment Customer Financial•Satisfaction •Revenue growth& mix BUSINESS UNIT LEVEL•Loyalty •Productivity•Market share Learning utilisation •Asset & Growth Internal Processes •Employee capabilities •Improve existing processes •Information Sysytems •Develop new processes •Motivation & empowerment HEALTH SCORECARD Customer Financial •Satisfaction •Revenue growth& mix •Loyalty •Productivity •Market share •Asset utilisation
  33. 33. Working ExampleGuiding Principles HEALTH SCORECARD• Provide a healthy safe and positive environment SUPPLIERS PROCESSES• Engage employees at work Supply of data Compliance with Quality of data routines• Focus on improving their Satisfaction levels Accident rates performance Safety record• Promote a culture of well – being Promotion of health• Deliver a range or programmes initiatives and tools to encourage improvements in overall health EMPLOYEES FINANCIAL and resilience Turnover Cost of programmes• Provide a network of well-being Satisfaction scores Employers liability champions Absence rates costs• Focus on preventative health Bradford Scores Inflation of costs management
  34. 34. Further Informationbridget.juniper@workandwellbeing.com mike.tyler@uk.lockton.com
  35. 35. Public Health Responsibility DealZoe EcclestonPepsico
  36. 36. Health and Wellness at PepsiCoEncouraging a Life-style approach to health and wellbeing
  37. 37. The UK Governments Vision We want to create a society where the positive links between work and health are recognised by all, where everyone aspires to a healthy and fulfilling working life, and where health conditions and disabilities are not a bar to enjoying the benefits of work Improving health and work: changing lives UK Government Response to the Black review, 2008
  38. 38. 3 critical factors• Health Action Teams• Integrated Occupational Heath Teams• Employees recognise their responsibility to engage with their health
  39. 39. Purpose of our health and wellbeingProtection and surveillanceof specific occupational health conditions PreventingReturning to work health • Musculoskeletal disorders conditions • Mental health conditionsStaying in work – 3 programmes to reduce 4 common health conditions responsible for 50% of preventable deaths Nutrition Cardio Encouraging Stroke good health Exercise Diabetes Smoking cessation Cancer
  40. 40. Our model • “One life, your choice” our internal campaign encourages employees to start by making one change to positively affect their health and build on this • The programme aims to provide a culture at work that reinforces positive health behaviours • Occupational health working with Health Action Teams (HAT) when engaged and enthusiastic are the best crossroads of the employer-employee-health journey
  41. 41. Programme aimsEmployees interested in their own healthEmployees educated and doing something to improve itSustained results supported by recognised, trusted partnersImproved health statistics
  42. 42. One life your choice 4 main themes Smoking Diet and Hydration Exercise Mental resilience Delivered by Engagement Educated choice Support Sustained behaviour change
  43. 43. Programme evaluation• We recognise major short-term changes are hard to achieve• Our focus is on realistic and sustainable change in the mid to long-term• We know this will require significant management support and we are committed to thatWe assess impact & investigate effectiveness on business indicators: • Absenteeism • Engagement • Productivity
  44. 44. zoe.eccleston@pepsico.com

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