This document discusses critical incident preparedness and response services provided by PPC Worldwide. It defines trauma and outlines the effects of trauma on individuals and organizations. It describes PPC's service components which include preparedness training, 24/7 support during and after incidents, and post-incident support. The benefits to employees, management, and the organization include professional crisis support, building resilience, reducing risks, and helping facilitate recovery.
Presentation by professor Bob Grove on the occasion of the EESC SOC public hearing on European year of mental health - Better work, better quality of life in Brussels on 30 October 2012.
The collection, organisation and upkeep of the policies, procedures, requirements, expectations, processes, records and tools we use for managing health and safety in our work environment.
When people fail to follow rules and procedures they usually know what they should be doing. Although, there are some cases where people mistakenly violate rules because they failed to understand the rule or did not know it existed.
Leadership is one of the key drivers of a culture within an organisation.
Key attributes of a safety leader include understanding the basis of a high performance organisation through the adoption of HSE mindfulness.
Presentation by professor Bob Grove on the occasion of the EESC SOC public hearing on European year of mental health - Better work, better quality of life in Brussels on 30 October 2012.
The collection, organisation and upkeep of the policies, procedures, requirements, expectations, processes, records and tools we use for managing health and safety in our work environment.
When people fail to follow rules and procedures they usually know what they should be doing. Although, there are some cases where people mistakenly violate rules because they failed to understand the rule or did not know it existed.
Leadership is one of the key drivers of a culture within an organisation.
Key attributes of a safety leader include understanding the basis of a high performance organisation through the adoption of HSE mindfulness.
James Caringi, PhD Presentation at 2016 Science of HOPE
Description:
Secondary Traumatic Stress (STS) is defined as, “the natural and consequent behaviors and emotions resulting from knowing about a traumatizing event experienced by a significant other, the stress resulting from helping or wanting to help a traumatized or suffering person” (Figley, 1995). Professionals and caregivers frequently work with individuals, families, groups, and communities who have experienced multiple adverse childhood experience (ACE) traumas and as a result, are at high risk for experiencing STS. Secondary Traumatic Stress can lead to personal health issues, loss of productivity, and turnover and therefore should be a concern for practitioners and administrators.
This presentation will address the causes of STS and offer ideas for both prevention and recovery. In addition, findings from empirical research projects examining STS, burnout, and peer support will be reviewed. Methods to create a trauma informed organization that can both prevent and mitigate the impact of STS will be reviewed and critiqued. Finally, the presenter will facilitate an action research process designed to enable participants to begin the development of self-care plans that they can use in their organizations.
Employee Assistance Program EAP tools and resources catalog. EAP Training is difficult to find, but for over 20 years, EAPtools.com (now WorkExcel.com) has offered a growing list of Employee Assistance Program topics that you find above to help your EAP train employees, supervisors, and family members, and do so with brandable and editable materials that will help you protect your program while also reducing risk to the host organizations you serve. The valuable feature with WorkExcel.com's EAP training is your ability to brand the product with your logo for a more professional and original look. All training for EAP topics come in PowerPoint with sound, DVD, Web course for uploading to your web site, and Video in any format. If you are outside the USA and you direct employee assistance programme training, then you will find these topics perfectly suited for your purposes. We now about 60 topics but your long term goal is 500 topics. Your EAP program for employees will also be more financially valuable to purchasers with these topics in place because they prove that your services are "value-added" products that reduce risk. Frankly, it has been our opinion that a discount for property-causalty insurance should be requested for training employees in these EAP topics. Every employee counseling program can benefit from both supervisor training and employee training. You want to stay engaged with employees and workers. If you do not, your EAP utilization rate will suffer. When this happens, management starts thinking about contracting out the EAP for cheap. Don't let this happen to you. An (EAP) Employee Assistance program is only as good as its reach, utilization, and ability to gain supervisor referrals of the most difficult employees. Employees assistance program education supports the visibility of an organization's primary helping resource for stress management and resolving personal problems of employees. All employee assistance program services need outreach programs on a large variety of topics, and they need to trust this outreach technique and not expect any referrals as a result of training, but instead an increase in the number of employees referred to for personable problems as visibility become more top of mind among those in the workforce. Work-life assistance program will also benefit from the EAP training offered by WorkExcel.com.
Over the last 10 years, the evidence base about the factors that influence recovery and return to work has grown substantially. The workplace is the single greatest influence on return to work outcomes. Workplace factors are more influential than scheme factors, case/claims management and individual/personal factors. The evidence about modifiable psychosocial factors, in particular, provides opportunities for workplaces to improve outcomes for work injuries and reduce associated costs.
Dr Sharman's presentation focussed on practical evidence-based interventions that are under the control of the workplace, including return to work planning, initial injury responses, quality interactions and relationships with supervisors, return to work coordinators and colleagues and the improvement in injury management knowledge and leadership for senior managers.
INTERNATIONAL NURSES DAY
International Nurses Day is celebrated around the world every May 12, the anniversary of Florence Nightingale's birth. You can find information about Florence Nightingale on the Florence Nightingale International Foundation (FNIF) web site and the Girl Child Education Fund.
2016 - Nurses: A Force for Change: Improving health systems' resilience
There are several reading materials available on the website to help you to learn about Health and Human Services, collaborative models and its working, visit our website
We offer collaborative safety training services including child welfare,health services,systemic critical incident reviews for all Nashville industries.
The phrase “workplace injury” typically conjures a physical ailment—a back injury, a laceration, a respiratory illness—but there’s another, often overlooked consequence of on-the-job injuries that can affect both employees and a company’s bottom line: depression.
Research has shown that some physical and mental changes do occur as people age. How do these changes affect people and the jobs they do?
This slide deck is from a free webinar in which Emma Ashurst from CCOHS discusses what has been learned from research studies and demonstrates how specific solutions and practices can prevent these changes from becoming hindrances in the workplace.
This webinar reviews aging from an occupational health and safety perspective and examine different work situations (carrying heavy loads, computer work, visual environment, chemical exposures, etc), explore the possible impact on older workers and discuss solutions on how to keep everyone safe and free of injury.
To watch the recorded webinar go to: http://www.ccohs.ca/products/webinars/aging/
Health, well-being and productivity improvement in the workplaceLimeade
Slides from a webinar with Dr. Michael Parkinson and Limeade.
We spend $2.8 trillion on healthcare but much is attributed to waste or behaviors we can change. The best place for behavior change? The workplace.
The slides review:
- common drivers of health and productivity in the workplace
- how you can address them in your own organization
- 6-step roadmap to improvement
James Caringi, PhD Presentation at 2016 Science of HOPE
Description:
Secondary Traumatic Stress (STS) is defined as, “the natural and consequent behaviors and emotions resulting from knowing about a traumatizing event experienced by a significant other, the stress resulting from helping or wanting to help a traumatized or suffering person” (Figley, 1995). Professionals and caregivers frequently work with individuals, families, groups, and communities who have experienced multiple adverse childhood experience (ACE) traumas and as a result, are at high risk for experiencing STS. Secondary Traumatic Stress can lead to personal health issues, loss of productivity, and turnover and therefore should be a concern for practitioners and administrators.
This presentation will address the causes of STS and offer ideas for both prevention and recovery. In addition, findings from empirical research projects examining STS, burnout, and peer support will be reviewed. Methods to create a trauma informed organization that can both prevent and mitigate the impact of STS will be reviewed and critiqued. Finally, the presenter will facilitate an action research process designed to enable participants to begin the development of self-care plans that they can use in their organizations.
Employee Assistance Program EAP tools and resources catalog. EAP Training is difficult to find, but for over 20 years, EAPtools.com (now WorkExcel.com) has offered a growing list of Employee Assistance Program topics that you find above to help your EAP train employees, supervisors, and family members, and do so with brandable and editable materials that will help you protect your program while also reducing risk to the host organizations you serve. The valuable feature with WorkExcel.com's EAP training is your ability to brand the product with your logo for a more professional and original look. All training for EAP topics come in PowerPoint with sound, DVD, Web course for uploading to your web site, and Video in any format. If you are outside the USA and you direct employee assistance programme training, then you will find these topics perfectly suited for your purposes. We now about 60 topics but your long term goal is 500 topics. Your EAP program for employees will also be more financially valuable to purchasers with these topics in place because they prove that your services are "value-added" products that reduce risk. Frankly, it has been our opinion that a discount for property-causalty insurance should be requested for training employees in these EAP topics. Every employee counseling program can benefit from both supervisor training and employee training. You want to stay engaged with employees and workers. If you do not, your EAP utilization rate will suffer. When this happens, management starts thinking about contracting out the EAP for cheap. Don't let this happen to you. An (EAP) Employee Assistance program is only as good as its reach, utilization, and ability to gain supervisor referrals of the most difficult employees. Employees assistance program education supports the visibility of an organization's primary helping resource for stress management and resolving personal problems of employees. All employee assistance program services need outreach programs on a large variety of topics, and they need to trust this outreach technique and not expect any referrals as a result of training, but instead an increase in the number of employees referred to for personable problems as visibility become more top of mind among those in the workforce. Work-life assistance program will also benefit from the EAP training offered by WorkExcel.com.
Over the last 10 years, the evidence base about the factors that influence recovery and return to work has grown substantially. The workplace is the single greatest influence on return to work outcomes. Workplace factors are more influential than scheme factors, case/claims management and individual/personal factors. The evidence about modifiable psychosocial factors, in particular, provides opportunities for workplaces to improve outcomes for work injuries and reduce associated costs.
Dr Sharman's presentation focussed on practical evidence-based interventions that are under the control of the workplace, including return to work planning, initial injury responses, quality interactions and relationships with supervisors, return to work coordinators and colleagues and the improvement in injury management knowledge and leadership for senior managers.
INTERNATIONAL NURSES DAY
International Nurses Day is celebrated around the world every May 12, the anniversary of Florence Nightingale's birth. You can find information about Florence Nightingale on the Florence Nightingale International Foundation (FNIF) web site and the Girl Child Education Fund.
2016 - Nurses: A Force for Change: Improving health systems' resilience
There are several reading materials available on the website to help you to learn about Health and Human Services, collaborative models and its working, visit our website
We offer collaborative safety training services including child welfare,health services,systemic critical incident reviews for all Nashville industries.
The phrase “workplace injury” typically conjures a physical ailment—a back injury, a laceration, a respiratory illness—but there’s another, often overlooked consequence of on-the-job injuries that can affect both employees and a company’s bottom line: depression.
Research has shown that some physical and mental changes do occur as people age. How do these changes affect people and the jobs they do?
This slide deck is from a free webinar in which Emma Ashurst from CCOHS discusses what has been learned from research studies and demonstrates how specific solutions and practices can prevent these changes from becoming hindrances in the workplace.
This webinar reviews aging from an occupational health and safety perspective and examine different work situations (carrying heavy loads, computer work, visual environment, chemical exposures, etc), explore the possible impact on older workers and discuss solutions on how to keep everyone safe and free of injury.
To watch the recorded webinar go to: http://www.ccohs.ca/products/webinars/aging/
Health, well-being and productivity improvement in the workplaceLimeade
Slides from a webinar with Dr. Michael Parkinson and Limeade.
We spend $2.8 trillion on healthcare but much is attributed to waste or behaviors we can change. The best place for behavior change? The workplace.
The slides review:
- common drivers of health and productivity in the workplace
- how you can address them in your own organization
- 6-step roadmap to improvement
Disasters are inevitable, the outcomes aren't.
Our subconscious does it's best to distract us from taking objective view on future risks. Anyone who gets passed the psychological block can see that it is easy to avoid loss when actions that can reduce disruption are taken in advance. Unfortunately, they often don't recognize that others just can't see that. Motivating a company to prepare won't work by just trying to point out the existence of future risks, you need to build a strong business case.
Case study - Workplace wellbeing - Mental health in the workplace Australia...Pat Armitstead
It was my privilege to work with 450 leaders from Programmed, a company with 26,000 staff delivering a program that fulfilled on their need for matured thinking around mental heath states and conditions. A one day program designed to build a safe, supportive 21st century workplace culture where leaders are educated and skilled to embrace vulnerability and
the human condition with empathy, compassion and confidence .
Organisation status post engagement
Consistently in upper quartile for EAP usage in Australia
General upskilling senior and middle managers and supervisors around mental health and similar issues
Supervising groups educated and aware behaviour changes and charged to take action with empathy
Increased understanding and use of tools and allowed to take action and use them
Matured thinking on mental health and psychosocial hazards and effect on wellbeing, and now using service readily available in the business such as Super, Gym, medical care and discounts
Most significant though was the vulnerable sharing in every session as people were able to open up in the high trust environment created!
Reasons why you should read these slides:
It’s totally focused on your industry, versus a general industry session.
We discuss the new prospective billing - you need to know about this!
The Ohio Bureau of Workers’ Compensation (BWC) requires employers who participate in a group/group retrospective rating plan and have had a workers’ compensation claim within the “green year” to complete two hours of mandatory safety training during the each policy year. This means that companies who are group/group retrospective rated participants with an injury claim must attend safety training, regardless of the size or severity of the claim. Per BWC guidelines, each company policy owner is required to fulfill separately the two-hour training requirement and may designate any company representative to attend.
Failing to meet this requirement could jeopardize your group/group retrospective rating program status.
The ORA is one of Ohio’s leading providers of foodservice-specific health and safety educational initiatives. The association links members of the foodservice industry with industry leaders that take an active involvement in educating them about procedures and policies that can reduce and prevent accidents in their establishments.
The association understands that members don’t have the time and availability to sit through hours and hours of educational meetings that focus on addressing all of the health and safety concerns that can befall a restaurant. That’s why we target our educational seminars to specific areas of operation, like back-of-the-house and front-of-the-house training programs.
Reading these slides will not give you credit. You must participate in live educational event.
For 20 years Pat has been delivering keynotes and facilitating transformational programs that change lives by creating high trust environments and using conversational and emotional intelligence. Her recent work is captured in this case study that demonstrates profound change among 450 leaders in a company of 26,000 people.
Barrington Centre - Psychological Risks and Human Management in a Crisis - 24...Russell_Kennedy
Barrington Centre Managing Director Rhonda Andrews, a qualified and registered Psychologist, explains the psychological aspects of a crisis and how to manage them.
2. Working for large and small organisations PPC Worldwide
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11. To find out more please email [email_address] putting CIPR in the subject line Supporting your most valuable asset in times of crisis
Editor's Notes
PPC has over a period of 27 years, provided help and support to employees worldwide. Clients range from small businesses to charities such as the NSPCC to large corporate organisations such as BT with over 100000 staff. For 15 of those years PPC has been operating in the UK is one of the largest providers of Employee Assistance Programmes – or EAPs for short
Understanding Preparation and Practice support decision making and response that is appropriate and practical Preparedness enables effective management of post CI events and the transition period to normal working Preparedness supports Managers facing both commercial demands to keep business responsive to clients and the requirement to support staff Supports Business continuity Staff (your greatest asset) supported at their most vulnerable Professional intervention to minimise psychological impact on individuals and teams Facilitates recovery to normal operations
Understanding Preparation and Practice support decision making and response that is appropriate and practical Preparedness enables effective management of post CI events and the transition period to normal working Preparedness supports Managers facing both commercial demands to keep business responsive to clients and the requirement to support staff Supports Business continuity Staff (your greatest asset) supported at their most vulnerable Professional intervention to minimise psychological impact on individuals and teams Facilitates recovery to normal operations