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Laura Eyles - Injury Treatment - Early intervention as a framework for managing psychological injury in the workplace
 

Laura Eyles - Injury Treatment - Early intervention as a framework for managing psychological injury in the workplace

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Laura Eyles, Senior Rehabilitation Consultant, Injury Treatment presented this at the National Workers' Compensation Summit 2014. The Summit focused on minimising workplace injury claims through ...

Laura Eyles, Senior Rehabilitation Consultant, Injury Treatment presented this at the National Workers' Compensation Summit 2014. The Summit focused on minimising workplace injury claims through establishing a successful safety culture and embrace working towards successful outcomes should a workers compensation claim arise.

Find out more at http://www.informa.com.au/nwc14

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    Laura Eyles - Injury Treatment - Early intervention as a framework for managing psychological injury in the workplace Laura Eyles - Injury Treatment - Early intervention as a framework for managing psychological injury in the workplace Presentation Transcript

    • Early Intervention as a Framework for Managing Psychological Injury in the Workplace Presented by: Ms Laura Eyles, Senior Rehabilitation Consultant/Psychologist 27 February 2014
    • Session Objectives Early Intervention: Research and Trend Analysis Implications of a Traditional Approach to Early Intervention Injury Treatment Pilot project results Design and Application of an Early Intervention System Outcomes of Psychological Early Intervention Frameworks
    • Incident occurs or illness reported RTW on full hours and Duties Supervisor forwards documentation to Mgt Injury Resolved Management contacts HR Momentum w RTW and Treatment Commencement of treatment and occupational rehab Worker completes documentation Notification to the Agent if compensatory Application of appropriate clinical intervention Assessment of the claim
    • Research and Trend Analysis
    • Industry Performance Statistics – 2011 / 2012 (HWCA 2012) Durable RTW Pre-injury duties Non-durable or non-RTW Mean length of time of durable RTW (NB: 2003/2004: 159 days – IW’s are taking longer to RTW than a decade ago Mean length of time of non-durable RTW 2010/2011 86% 73% 14% 145 days 2011/2012 75% 67% 25% 149 days 68 days 76 days • 67% of injured workers agreed management would help injured workers’ RTW (decreased from 71% in 2009/2010) • 66% of injured workers agreed their employer had clear policies and procedures about returning injured workers to work • 62% agreed that management would spend time and money on making the workplace safe (decreased from 66% in 2010/2011)
    • Early Intervention Psychological Injury Context Psychological Injury Circumstance where one’s normal cognitive, behavioural or emotional functioning is overwhelmed by demands. Normative and effective strategies for self regulation become overwhelmed and prove less effective.
    • Early Intervention Psychological Injury Context • Psychological injuries account for approximately 1/3 of the total cost of all claims. Largest rate of claim declinature – what happens next? • Most psychological injury claims do not result from a significant traumatic event or critical injury. Research shows injuries develop over a 6-month period or more, often in response to a variety of workplace and personal factors. • The longer an employee is off work the less likely they are to return. • Recent increases in claims related to ‘work pressure’ now account for 50% of the total psychological injury claims. The EI Context • Reduce overwhelming demands; • Increase access to normative and effective strategies for self regulation; • Remain focused on a Vocational and Employment context
    • Traditional vs Best Practice Approach
    • Traditional Interventions delivered Focus on speed of notification Fears around a reporting culture Slow/multi-layered decision making Dependency on people Operational KPI’s are not linked to EI or claims durations Lack of clinical relationships / stakeholders unclear of expectations and responsibilities Cost Extended periods of unfit certification Reduced productivity = financial loss Delays in claims notifications Workplace strategy not implemented / not progressive Extended periods of claim durations Lack of diagnosis /objective medical information Delays in obtaining clinical opinions & EBT Best Practice Interventions delivered and measured Focus on speed of intervention Clear expectation and responsibility Systemic approach Effective risk categorisation Evidence based resources & intervention Barrier mitigation & management Systemic employee engagement Effectively informed teams Prepared & empowered leaders An organisational culture open to EI
    • Early Intervention Context and Benefits
    • Pilot Study
    • Early Intervention Injury Treatment Pilot Study Multi-national organisation employing over 30,000 staff nationally 200 claims registered per month Staff work across a range of industries Partnered with Injury Treatment for their NSW business in January 2011 with rollout occurring in June 2011
    • Pilot Study – 2011/12 2010/2011 2011 / 2012 Total no of claims in NSW 162 174 Average days incident – notification 26.8 days 17.1 days Average days unfit to SD’s (lost time) 19.2 days 5.19 days Average days from notification – PID’s certification 138.67 days 45 days Average weekly benefits $1025.54 $942.17 Average total claims costs $5836.18 $2790.55
    • Application
    • Design and Implementation Gap Analysis Clear expectations & responsibilities of employees and management Documented early intervention psychological injury & illness management policy and procedures Efficient psychological injury notification / case screening processes Expert clinical suppliers Communication & marketing Prevention / Continuous Improvement
    • Responsibilities and Psychological Injuries How does this model work on the ground? What is the skill level of my managers? How do I measure success? Are KPI’s linked to injury management? What communication needs to occur and when? What training needs to occur to up-skill my leaders? What is our process for identifying those at risk of psychological injury? What is the skill level of supervisors to identify and raise a psychological concern? What do we consider to be a psychological case risk? What is our process when somebody sustains a psychological injury? What are our timeframes that this should occur within?
    • Application of the right resource Who makes this decision? Is our decision evidence based? What timeframe have we set? Do we use psychological early intervention assessments? Do our suppliers (medical/rehab/treatment) understand our business and model?
    • Outcomes
    • Early Intervention Expected Outcomes Diagnosis and medical intervention = RTW success Early psychosocial screening may identify those at risk of long term disability Subsequent early psychological intervention may curb long term disability Systematic identification of workers at risk of developing biological, psychological and social barriers to return to work Targeted / consistent referral for appropriate services
    • Early Intervention Expected Outcomes Minimisation of treatment and rehab costs associated with inappropriate or more intensive services than required; Removes subjectivity of individual Case Managers = uniform system & consistency in barrier assessment and mitigation. Reduced suitable duties durations = reduced operational costs Reduced claims durations, durable RTW rates Maintaining / increasing productivity
    • Summary Best Practice EI from a Psychological Framework • Interventions delivered and measured • Focus on speed of intervention • Clear expectation and responsibility • Systemic approach • Effective risk categorisation • Evidence based resources & intervention • Barrier mitigation & management • Systemic employee engagement • Effectively informed teams • Prepared & empowered leaders • An organisational culture open to EI
    • Questions?