Early Intervention & Rehab Program (EIRP) Dino Villalta, Kevin MacDuff, Susan Firbank, Karen Lanz

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Cleopatra Stafford
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1 Early Intervention & Rehab Program (EIRP) Dino Villalta, Kevin MacDuff, Susan Firbank, Karen Lanz 1

2 Program Overview In partnership with our unions, we have redesigned VCH s disability management program (EIRP). The new program: Is workplace based Is run in partnership with the unions Coordinates early intervention and rehab services for ill or injured employees Maintains an employee s attachment to the workplace

The new program: Is workplace based Is run in partnership with the unions

3 Where We Started From At the beginning of the course, we had a logic model and a collection of indicators we committed to produce for our unions and for senior management Logic model unruly with detail and biased towards focus on cost savings, rather than impact on staff Link between indicators and program outcomes not made explicit (no comprehensive evaluation plan)

unruly with detail and biased towards focus on cost savings, rather than impact on staff

4 Starting Challenges Fast implementation left little time to articulate program theory & plan evaluation Bounding the evaluation what should we focus on for this course? Heavy focus thus far on cost savings to exclusion of psychosocial benefits to employees

evaluation what should we focus on for this course?

5 Application of Course Revision of logic model Simplified yet inclusive of non-cost related outcomes (DM staff capacity building, psychosocial impact on participants) Creation of evaluation framework document Focused us on program goals/objectives, evaluation purpose, stakeholders and questions Creation of evaluation plan Focused us on limiting the scope of the evaluation, and developing indicactors and methods for data collection

Focused us on program goals/objectives, evaluation purpose, stakeholders and questions Creation of

6 Evaluation Framework Program goals/objectives: 1. To implement and validate the industry best practice model of disability management, as articulated by the National Institute of Disability Management and Research (NIDMAR). That is, a workplace-based, joint union-management model that utilizes consensus-based decision making. 2. To efficiently maintain ill or injured employees connection to the workplace through early return to work and stay at work initiatives. 3. To reduce the physical, mental, social and economic costs of disability to VCH employees, their families, the organization and the patients we serve.

Research (NIDMAR). That is, a workplace-based, joint union-management model that utilizes consensus-based decision making. 2.

7 Evaluation Framework Evaluation Purpose: 1. To validate that the piloted disability management model is effective for achieving the program s intended outcomes. 2. To generate data that will justify the need to sustain the program in the long-term. 3. To generate data that will be shared with the Health Employer s Association of BC, other health authorities, and the healthcare unions to inform decisions regarding integration of this model into the soon to be negotiated collective agreements.

To generate data that will justify the need to sustain the program in the long-term. 3.

8 Focus: Outcomes Chosen for Course Project Our logic model contains 12 direct and 6 intermediate outcomes. For the purpose of this course, we decided to focus the evaluation on 2 key direct outcomes: 1. Employees receive respectful and timely service. 2. Employees access a continuum of program supports that keep them connected to the workplace and the social/professional networks therein. Given the supports for measuring cost savings are already well in place, we felt focusing on measuring the non-cost related outcomes would provide balance to our larger-scope evaluation efforts

2. Employees access a continuum of program supports that keep them connected to the workplace and the social/professional networks therein.

9 Evaluation Plan Outcome 1: Employees are receiving respectful and timely service. Indicator 1 (Timeliness) Duration: Date of Disability to Referral Indicator 2 (Timeliness) Duration: Referral to First Contact Method for above: calculation of duration based on data extracted from Claims Database Indicator 3 (Respectful Treatment) Employees score high on self-reported experience of program, with respect to: feeling listened to, cared for, and valued by employer/union feeling included in decision making process understanding how decisions were made Method: Participant Survey

calculation of duration based on data extracted from Claims Database Indicator 3 (Respectful Treatment) Employees score high on self-reported

10 Evaluation Plan Outcome 2: Employees access a continuum of program supports that keep them connected to the workplace. Indicator: Number of employees accessing each type of support Diagnostic & treatment services (e.g. physiotherapy, psychotherapy) Modified work Transitional work Gradual Return to Work Programs Method: Calculation based on data derived from EIRP Payment Tracker & Claims Database

Indicator: Number of employees accessing

11 Results Outcome 1: Employees are receiving respectful and timely service. Represented on dashboard created in Xcelsius

12 Results Outcome 2: Employees access a continuum of program supports that keep them connected to the workplace Support Type Gradual Return to Work Programs Occupational Fitness Assessments Physiotherapy Psychotherapy Transitional Work Work Conditioning Temporary Modified Work Medical (Specialist) Consultations Cardiac Rehabilitation Massage Therapy Number of Employees

Physiotherapy Psychotherapy Transitional Work Work Conditioning Temporary Modified Work Medical

13 Future Plans & Applications Working with OHSAH and unions to make employee survey more robust Unanticipated delays obtaining union approval Projected survey administration in June 2010 Application of course learnings to quality improvement efforts within department

approval Projected survey administration in June 2010 Application

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