We need to talk mental health in the workplace
|
|
- Jemima Hodges
- 7 years ago
- Views:
Transcription
1 Workplace Excellence We need to talk mental health in the workplace
2 Welcome and introduction Tanya Kennedy Director, Business in the Community
3 We provide advice, support and opportunities for engagement under three key themes:
4 Workplace Excellence We need to talk mental health in the workplace
5 Managing for mental health evidence-based practice Professor Bob Grove PhD Senior Professional Adviser CMH and Mental Health Europe
6 Presentation will cover Occupational stress, mental illness, disability? Some facts about mental ill health in the workforce A 3 stage model for organisations to promote mental health and manage mental illness
7 Mental ill health is costly to employers Total cost - 1,035 sickness absence reduced productivity at work 605 staff turnover
8 A comprehensive model for organisations Evidence points increasingly a 3 stage process involving the whole organisation Promotion of wellbeing (See BITC toolkits) Prevention screening (eg. BT STREAM, NHS Direct), early identification and signposting to help Coordinated case management of rehabilitation for those not recovering as expected (second sick note)
9 Prevention the individual story Signs of stress and distress, under-performance Relationships become awkward Period of sickness absence consults GP Employer receives (not very helpful)certificate Managers, colleagues uncertain how to respond, consult OH/HR OH/HR call for assessment, refer to counselling service Absence becomes prolonged Eventually returns to work, cannot cope, relationships become strained, leaves, makes complaint against employer
10 It s the relationships... * Fear of disclosure leaving it too long Lack of timely help with managing relationships Clinical management that takes no account of employment Managerial/collegial anxiety - loss of contact Stigma and discrimination, ignorance about rights No return to work plan Not coping with adverse events - tendency to catastrophise Inability/unwillingness to negotiate adjustments *see Thomas, T. & Secker, J. in Grove, B., Secker, J. & Seebohm, P. eds (2005) New Thinking about Mental Health and Employment. Oxford. Radcliffe
11 A better way - a better outcome? Signs of distress/under-performance. Discussion with manager who suggests seeking help GP signs off but advises on importance of returning to work as soon as manageable. Offers recommended treatment. Informs employer (with consent) Manager keeps in regular touch, emphasizing expectation of return Case manager nominated if necessary Return to work plan agreed with case manager, line manager, HR and OH. Includes how to inform/deal with colleagues Easy availability of problem solving support for first few weeks Employee offered help with early recognition and self-management of symptoms
12 Managing ill health - preventing disability Promote mental wellbeing throughout the organisation and screen for stress points Train managers to spot problems early and keep workplace relationships intact Signpost and encourage take-up of work-focused healthcare Case management, rehabilitation and team work where there is complexity or long term absence
13 Resources BITC Toolkits: Emotional Resilience & Skills Health and Wellbeing Mindful Employer Workplace Training for Line Managers Centre for Mental Health ex.aspx NHS Direct Managing Stress in the Workplace
14 References Business in the Community (2009) Emotional Resilience Toolkit healthy people, healthy profits. Lockett, H. & Grove, B. (2010). Responding to mental distress at work. Occupational Health [at Work], 7 2 (24-27). Lockett, H. & Grove, B. (2010). Responding to mental distress at work. Occupational Health [at Work], 7 3 (20-23). Knapp, M., McDaid, D. & Parsonage, M. Eds. (2011) Mental health promotion and mental illness prevention the economic case. London. Department of Health Seymour, L. & Grove, B. (2005) Workplace interventions for people with common mental health problems BOHRF Seymour, L. (2010) Common mental health problems at work what we now know about successful. Centre for Mental Health
15 Thank you For further information:
16 Workplace Excellence We need to talk mental health in the workplace
17 INVESTING IN OUR PEOPLE to Provide High Quality Health and Social Care Louise Beckett Senior Manager Human Resources
18 Belfast HSC Trust - Context Overall purpose is to improve health and well being and reduce inequalities Biggest employer in NI annual budget of 1.2 bn and 20,000 staff Delivers health and social care to 340,000 in Belfast and Castlereagh as well as regional services Key role in influencing health and well being of staff exemplary support for staff supports provision of high quality care for service users
19 Health and Well Being at Work Group Ensures collaborative, partnership approach to promoting health and well being initiatives Provides leadership and direction and ensures commitment and accountability to implementation of Health and Well Being Strategy and Action Plan Range of initiatives to improve health and well being of staff Promotes best practice for Attendance Management
20 Health and Well Being at Work A focus on employees wellbeing can add value to Organisations by promoting better health and increasing motivation and engagement of employees in terms of helping them to drive increases in productivity and profitability. The benefits of health and well being extend far beyond reducing the costs of absence or poor performance. Dame Carol Black Working for a Healthier Tomorrow 2008
21 Absenteeism: Focus on Mental Ill Health CIPD 13 million days lost per year on work related stress costs employers 25.9 billion per year Belfast Trust 70,495 days lost on mental ill health related conditions - 29% of all absence Presenteeism: At work but performing below capacity cost of mental health presenteeism to Employers - 15 bn per year Only 1 in 5 ask for help, 31% of workers - impact on concentration and productivity
22 1 in 4 people affected Mental Ill Health Employees have a responsibility for their own well being but role of Managers is critical in supporting them and communicating the range of initiatives available Managers and staff need assistance and sources of support/information be proactive, recognise symptoms, destigmatise the issue Range of initiatives in place to address mental ill health related conditions in Belfast Trust
23 Guidance on Mental Ill Health Launched in February 2013: Sources of internal and external help and support widely disseminated throughout Trust
24 Here4U-Here4Health programme - up to 300 staff participated in some form of physical activity (football, zumba, pilates, walking), with over 200 staff availing of the health checks at 5 Health & Wellbeing Centres - develops resilience and greater team working Bereavement support 16 Health Fairs All activities evaluated very highly Here4U Support Services for Staff
25 Managing Stress Trust Policy on Management of Stress, Health & Wellbeing - individual risk assessment to assist in the identification and management of work-related stress and improved guidance on stress surveys. The BRAAT Audit Tool for completion by all Service Areas within a 3 year period includes Standard 15 Management of Stress. Questions assess awareness of the Policy, establish if a Stress Risk Assessment has been completed at a local level, ensure staff awareness of available support services and have received training in relation to the prevention and management of stress.
26 Training Health Improvement Courses: Top Tips for Looking after Yourself Living Life to the Full Mental Health First Aid Training Programme Mental Health Promotion Coping with Change Developing Personal Resilience Personal Effectiveness Stress Management
27 Getting into Reading Initiative facilitated by the Reader Organisation Provides a safe environment for staff to meet and feel connected - where they feel confident to talk openly about issues the text may have prompted Pilot in Shankill Health and Well being Centre Further two programmes Highly evaluated participants more able to cope with stress and more positive about life
28 Occupational Health Staff Care Counselling Further Initiatives Conditions Management Programme - 66% improved their health and wellbeing and coping strategies - how to deal with stress, anxiety, depression 16 Health Fairs covering all major sites within the Trust Improving Working Lives Initiatives Special Leave and Work Life Balance Arrangements 838 applications with a 98% approval rate in 2012/13. Staff Survey Employability - Six Ring Fenced posts in Mental Health Framework on Employment of People with Disabilities/Reasonable Adjustments/Disability Etiquette and Disabled Employee Network Domestic Abuse Support Scheme
29 INVESTING IN OUR PEOPLE to Provide High Quality Health and Social Care Thank You Any Questions?
30 Workplace Excellence We need to talk mental health in the workplace
31 Mental Wellbeing in MindWise Bill Halliday (CEO) Julie Hill (Director of Workforce Development) 16 May 2013
32 Support Housing Antrim, Carrickfergus Kilkeel Belfast Banbridge Volunteering Resource Centres Community Support Belfast Newry Downpatrick Ballyclare Lurgan Portadown Banbridge. Information Advice & Advocacy Downpatrick Lisburn, Newtownards, Shannon Clinic Recovery and Self Management Training & Employment Magherafelt NIASS Carer s Groups
33 Mental wellbeing in MindWise OUTLINE Leadership and Management and an organisational approach to creating a mentally healthy workplace. Mental health support and specific programmes
34 What makes a mentally healthy workplace? Leadership and management Leadership and commitment at senior level Leadership and Management Strategy Rewards and Recognition Strategy Good line management practices Open and transparent communication
35 Mental health and specific programmes Sickness Absence % Working Time Lost MindWise (April 2010 to March 2011) 5% Non profit sector (CIPD 2011) 3.6% Care services (CIPD 2011) 4.1%. MindWise (April 2012 to March 2013) 3.5%
36 Sickness absence analysis The days lost to mental health related absences was the top reason for long term absence and this expressed as a total of all days lost was 33%.
37 Mental Health Survey 60% consider themselves to have experienced a mental health problem at some point in their lives 23% saying they currently consider themselves to have a mental health problem. 44% of the respondents consider themselves to have been a carer at some point in their lives with 18% currently a carer. 19% said they were attracted to work for MindWise due to their own personal experience of mental health problems and 25% were attracted as they knew or cared for someone with a mental health problem.
38 Policy Human Resources Policy Carers leave Sickness Absence Health Capability Recruitment and selection Mindful Employer - promoting the employment of individuals with mental health difficulties, and actively challenging discrimination in the workplace.
39 Healthy Returns Employee assistance programme Based on the Biopsychosocial Model Trained case managers Annual cost of 4,050 Early intervention
40 Healthy Returns NICE Guidelines on Managing Long Term Sickness Absence (2009) Someone who is suitably trained/impartial to undertake initial enquiries, particularly those with musculoskeletal disorders or mental health problems. Employers should arrange for a more detailed assessment to be undertaken. Relevant specialist/s should undertake the assessment in conjunction with the employee. The assessment could be coordinated by a suitably trained case worker/s.
41 Healthy Returns NICE Guidelines on Managing Long Term Sickness Absence (2009) Coordinate/support the delivery of planned health, occupational or rehabilitation interventions or services and return-to-work plan developed Ensure employees are consulted and jointly agree all planned health, occupational or rehabilitation interventions or services and the return-to-work plan
42 Recovery and Wellness Recovery Action Planning WRAP Wellness Recovery Action Planning (WRAP) is a 'selfmanagement' tool used in many countries around the world to help individuals take more control over their own wellbeing and recovery. It emphasises that people are the experts in their own experience and is based on the premise that there are no limits to recovery.
43 Recovery and Wellness Recovery Action Planning WRAP is underpinned by a number of core principles: That recovery is possible ( hope ). That individuals should take personal responsibility for their own lives and well being ( personal responsibility ). That it is important to know yourself, to be self aware ( education ).
44 Recovery and Wellness Recovery Action Planning Feeling Stressed, Keeping Well Mindful Employer sed%20-%20keeping%20well.pdf g-well-at-work-leaflet-pj.pdf
45 Other actions Integrating stress risk assessments and Feeling Stress Keeping Well into supervisions. Staff Consultative Forum Debriefs and counselling Telephone counselling line
46 Measurable outcomes Working time lost 3.5% from 5% Costs reduced from 77,019 to 49,302 (Figures compared from Mar 10 April 11 and then Mar 12 April 13)
47 Measurable outcomes Staff Survey % of employees are committed to MindWise s mission, vision and value statement. 89% (80%) believe MindWise cares for its staff. 94% (88%) believe that MindWise is a good organisation to work for. 85% (76%) believe MindWise is effective in its role as an organisation that invests in its staff. 98% (95%) agree that their line manager is accessible when appropriate. 92% (81%) agree that they are able to strike the balance between work and home life.
48
49 Contact details Telephone
50 Wellbeing Toolkit Launch date: Friday 31 May Supported by:
51 Thank you
Mental Health HEALTH POLICIES
Stress4 Mental Health and HEALTH POLICIES 01. Proactive Health Policy 02. Internal Health Relationships 03. Health Surveillance and Screening 04. Mental Health and Stress 05. Getting People Back to Productive
More informationMANAGEMENT OF STRESS AT WORK POLICY
MANAGEMENT OF STRESS AT WORK POLICY Co-ordinator: Director of HR Reviewer: Grampian Area Partnership Forum Approver: Grampian Area Partnership Forum Signature Signature Signature Identifier: NHS/OH&S/Pol
More informationCreating a healthy and engaged workforce. A guide for employers
Creating a healthy and engaged workforce A guide for employers 1 Introduction The health and wellbeing of your workforce is fundamental to the achievement of your company s current goals and future ambitions.
More informationVocational Rehabilitation: what is it, who can deliver it, and who pays?
Vocational Rehabilitation: what is it, who can deliver it, and who pays? December 2008 Sainsbury Centre for Mental Health & College of Occupational Therapists Vocational Rehabilitation: what is it, who
More informationSt. John s Church of England Junior School. Policy for Stress Management
St. John s Church of England Junior School Policy for Stress Management Review Date: September 2012 Policy to be reviewed next: September 2014 ST. JOHN S C OF E JUNIOR SCHOOL STRESS MANAGEMENT FRAMEWORK
More informationReport by Director Workforce, Organisational Development and Delivery Support
Agenda Item No. 8 Performance and Finance Select Committee 3 October 2014 Sickness Absence and Employee Health and Wellbeing Report by Director Workforce, Organisational Development and Delivery Support
More informationThe policy also aims to make clear the actions required when faced with evidence of work related stress.
STRESS MANAGEMENT POLICY 1.0 Introduction Stress related illness accounts for a significant proportion of sickness absence in workplaces in the UK. Stress can also be a contributing factor to a variety
More informationGuideline scope Workplace health: support for employees with disabilities and long-term conditions
NATIONAL INSTITUTE FOR HEALTH AND CARE EXCELLENCE Guideline scope Workplace health: support for employees with disabilities and long-term conditions Short title Workplace health: employees with disabilities
More informationNEWTOWNABBEY BOROUGH COUNCIL EMPLOYEE WELLNESS & ENGAGEMENT PLAN - 2012-2013
NEWTOWNABBEY BOROUGH COUNCIL EMPLOYEE WELLNESS & ENGAGEMENT PLAN - 2012-2013 Employee Well Being & Engagement Action Plan Employee Wellness & Engagement Plan Introduction Newtownabbey Borough Council recognises
More informationSelf Assessment STANDARDS
Self Assessment STANDARDS www.wellbeingcharter.org.uk This pack contains an overview of the Workplace Wellbeing Charter, including the Charter Framework, the Assessment Standards and other useful information.
More informationfirmus energy Des Brown Head of Marketing and Customer Operations
firmus energy Des Brown Head of Marketing and Customer Operations firmus energy An emotionally intelligent company firmus energy page 2 Des Brown Head of Marketing & Customer Operations firmus energy page
More informationEuropean Business Charter to Target The Impact of Depression in the Workplace INTRODUCTION
European Business Charter to Target The Impact of Depression in the Workplace INTRODUCTION Depression is a brain-based mental disorder with a significant incidence in the working populations of Europe.
More informationAdvice for employers on workplace adjustments for mental health conditions
Advice for employers on workplace adjustments for mental health conditions At any one time, one in six adults 1 will be experiencing a mental health condition. It is crucial that employers are playing
More informationEmployee Wellness and Engagement
Employee Wellness and Engagement HEALTH POLICIES 01. Proactive Health Policy 02. Internal Health Relationships 03. Health Surveillance and Screening 04. Mental Health and Stress 05. Getting People Back
More informationSTRESS MANAGEMENT POLICY
STRESS MANAGEMENT POLICY NWAS Stress Management Policy Page: 1 of 21 Recommending Committee: Health, Safety and Security Sub Committee Approving Committee: Trust Board Approval Date: October 2010 Version
More informationHow to tackle work-related stress A guide for employers on making the Management Standards work
A guide for employers on making the Management Standards work Health and Safety Introduction A guide for employers on making the Management Standards work Going to work is generally good for us, but only
More informationLearning Disabilities
Learning Disabilities Positive Practice Guide January 2009 Relieving distress, transforming lives Learning Disabilities Positive Practice Guide January 2009 Contents 1. Background and policy framework
More informationKEEPING YOUR BUSINESS MOVING.
WORKPLACE BENEFITS: PROTECTION GROUP INCOME PROTECTION KEEPING YOUR BUSINESS MOVING. Manage your company s absence with our group income protection cover. Our focus on early intervention and funding treatment
More informationSTRESS POLICY. Stress Policy. Head of Valuation Services. Review History
STRESS POLICY Title Who should use this Author Stress Policy All Staff SAC Approved by Management Team Approved by Joint Board Reviewer Head of Valuation Services Review Date 2018 REVIEW NO. DETAILS Review
More informationHuman Resources Report 2014 and People Strategy
24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked
More informationMANAGEMENT OF ILL HEALTH POLICY GUIDE FOR MANAGERS
MANAGEMENT OF ILL HEALTH POLICY GUIDE FOR MANAGERS June 2006 1 Introduction This document has been prepared in order to provide support for managers when implementing the Management of Ill Health Policy
More informationWORK-RELATED STRESS: A GUIDE. Implementing a European Social Partner agreement
WORK-RELATED STRESS: A GUIDE Implementing a European Social Partner agreement Foreword The workplace of the 21st century is a fast-paced, dynamic, highly stimulating environment which brings a large number
More informationNational Standards for Disability Services. DSS 1504.02.15 Version 0.1. December 2013
National Standards for Disability Services DSS 1504.02.15 Version 0.1. December 2013 National Standards for Disability Services Copyright statement All material is provided under a Creative Commons Attribution-NonCommercial-
More informationDisability Management: Best Practices and Holistic Approach. Presented by Nicole Raymond October 30, 2013
Disability Management: Best Practices and Holistic Approach Presented by Nicole Raymond October 30, 2013 AN ALARMING SITUATION 2 An alarming situation Mental health is the number one cause of disability
More informationMental Health Declaration for Europe
WHO European Ministerial Conference on Mental Health Facing the Challenges, Building Solutions Helsinki, Finland, 12 15 January 2005 EUR/04/5047810/6 14 January 2005 52667 ORIGINAL: ENGLISH Mental Health
More informationThe Guide to Managing Long-Term Sickness. Civilians in Defence
The Guide to Managing Long-Term Sickness Civilians in Defence Contents Introduction 3 Section 1 Initial Planning Fit for Work: focusing on planning a successful return to work and full capability Why plan
More informationState of Workplace Mental Health in Australia
State of Workplace Mental Health in Australia L1, 181 Miller Street North Sydney 2060 www.tnsglobal.com KEY FINDINGS Mentally healthy workplaces are as important to Australian employees as physically
More informationASTH416 Develop practices which promote choice, well-being and protection of all individuals
Develop practices which promote choice, well-being and protection of Overview For this unit you will need to develop, maintain and evaluate systems, and support others to promote the rights, responsibilities,
More informationImproving Workplace Health: what support do managers need to make a difference?
Improving Workplace Health: what support do managers need to make a difference? Dugdill L, Coffey M, Garrow A, Nuttall C, University of Salford Powell S & Holt M, Manchester Metropolitan University Funded
More informationHR Enabling Strategy 2012-2017
This document is yet to be put into corporate format but this interim version can be referred to for the time being. Should you have any queries, please refer to Sally Hartley, University Secretary, x
More informationHampshire Workplace Wellbeing Charter
Hampshire Workplace Wellbeing Charter Hello and welcome to the Hampshire Workplace Wellbeing Charter We know that work and health are positively linked and that a healthy workforce is vital for an organisation
More informationJob Description. Information Assurance Manager Band 8A TBC Associate Director of Technology Parklands and other sites as required
Job Description Job Title: Grade: Accountable to: Base: 1. JOB PURPOSE Information Assurance Manager Band 8A TBC Associate Director of Technology Parklands and other sites as required The purpose of the
More information35 PROMOTE CHOICE, WELL-BEING AND THE PROTECTION OF ALL INDIVIDUALS
Unit overview Elements of competence 35a 35b 35c Develop supportive relationships that promote choice and independence Respect the diversity and difference of individuals and key people Contribute to the
More informationAppendix A MF&RA Critical Incident Stress Management (CISM) Implementation Plan
Appendix A MF&RA Critical Incident Stress Management (CISM) Implementation Plan 1. Introduction Merseyside Fire and Rescue Authority (MF&RA) have a responsibility to ensure as far as reasonably practicable,
More informationThe post holder will be guided by general polices and regulations, but will need to establish the way in which these should be interpreted.
JOB DESCRIPTION Job Title: Membership and Events Manager Band: 7 Hours: 37.5 Location: Elms, Tatchbury Mount Accountable to: Head of Strategic Relationship Management 1. MAIN PURPOSE OF JOB The post holder
More informationFeeling Stressed: Keeping Well
Feeling Stressed: Keeping Well A Personal Workbook MINDFUL EMPLOYER Workways Second Floor 11-15 Dix s Field Exeter EX1 1QA 01392 677064 info@mindfulemployer.net www.mindfulemployer.net Feeling Stressed:
More informationPolicy Name: SICKNESS ABSENCE POLICY AND PROCEDURES FOR SCHOOL BASED STAFF. Version: November 2009. Approved By: Date Approved:
Policy Name: SICKNESS ABSENCE POLICY AND PROCEDURES FOR SCHOOL BASED STAFF Version: November 2009 Approved By: Date Approved: Review Date: November 2010 1 SICKNESS ABSENCE - POLICY AND PROCEDURES 1 Introduction
More informationWork-related stress risk assessment guidance
Safety and Health Services Work-related stress risk assessment guidance Document control information Published document name: stress-ra-gn Date issued: Version: 5.0 Previous review dates: Next review date:
More informationPOLICY. Sickness Management Policy
POLICY Sickness Management Policy Contact Officer Director of Personnel Purpose The Sickness Management Policy plays a significant role in facilitating the health and wellbeing of staff and promoting health
More informationPractical guide for using the Continuous Learning Framework and the Changing Lives leadership model to develop leadership in social services
Practical guide for using the Continuous Learning Framework and the Changing Lives leadership model to develop leadership in social services 1 Introduction Changing Lives 1, the Report of the 21 st Century
More informationMacmillan Lung Cancer Clinical Nurse Specialist. Hospital Supportive & Specialist Palliative Care Team (HSSPCT)
Title Location Macmillan Lung Cancer Clinical Nurse Specialist Hospital Supportive & Specialist Palliative Care Team (HSSPCT) Grade 7 Reports to Responsible to HSSPCT Nursing Team Leader HSSPCT Nursing
More informationMANAGEMENT OF STRESS AT WORK POLICY
MANAGEMENT OF STRESS AT WORK POLICY Co-ordinator: Director of HR Reviewer: Employee Stress Management Advisory Group Approver: OH&S Committee; Grampian Area Partnership Forum Signature: Signature: Signature:
More informationPUBLIC HEALTH PROGRAMME GUIDANCE DRAFT SCOPE
NATIONAL INSTITUTE FOR HEALTH AND CLINICAL EXCELLENCE PUBLIC HEALTH PROGRAMME GUIDANCE DRAFT SCOPE 1 Guidance title Guidance for primary care services and employers on the management of long-term sickness
More informationStress Management Policy, Procedure and Toolkit
Issue No: 04 Date: April 2009 Resources Human Resources and Organisational Development Stress Management Policy, Procedure and Toolkit This blank page is for the purpose of printing in duplex format Contents
More informationWork After Stroke. Updated: April 2015 Review date: April 2016. Employers Guide
Work After Stroke Updated: April 2015 Review date: April 2016 Employers Guide The Work After Stroke research project team would like to thank all Different Strokes members who took part in the 3-year project,
More informationI want to see wellmanaged,
Healthy workplace, healthy workforce, better business delivery Improving service delivery in universities and colleges through better occupational health Health and Safety Healthy workplace, healthy workforce,
More informationJOB AND PERSON SPECIFICATION. It has an annual budget of approximately 50 million and currently a staff of approximately 300.
JOB AND PERSON SPECIFICATION Job Title: Division Grade: HR Adviser - HR Operations Section G Reports To: Head of HR Operations General Information The Commonwealth Secretariat is the principal intergovernmental
More informationWorking our way to better mental health: a framework for action
Working our way to better mental health: a framework for action Working our way to better mental health: a framework for action Presented to Parliament by the Secretaries of State of the Department for
More informationInvestors in People Assessment Report. Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited
Investors in People Assessment Report for Bradstow School Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited 30 August 2013 Project Reference Number
More informationManager support for return to work following long-term sickness absence Guidance
Manager support for return to work following long-term sickness absence Guidance Manager support for return to work following long-term sickness absence: guidance What is long-term sickness absence? Long-term
More informationAnnual survey report 2009. Absence management
Annual survey report 2009 Absence management Contents Summary of key findings 2 Rates of employee absence 4 The cost of absence 13 Targets and benchmarking 16 Causes of absence 18 Work-related stress
More informationThe Robert Darbishire Practice JOB DESCRIPTION. Nursing Team Leader
The Robert Darbishire Practice JOB DESCRIPTION Nursing Team Leader JOB SUMMARY To provide a practice nursing service to patients, including in chronic disease management and other specialist areas. To
More informationEVALUATION OF A PILOT FIT FOR WORK SERVICE
EVALUATION OF A PILOT FIT FOR WORK SERVICE Dr Julia Smedley Lead Consultant Occupational Health, University Hospital Southampton NHS Foundation Trust and Honorary Senior Lecturer, University of Southampton
More informationWorklifE solutions. Telephone and online support for happier, healthier, switched-on employees. EmployEE AssistAncE programme
EmployEE AssistAncE programme WorklifE solutions. Telephone and online support for happier, healthier, switched-on employees. INSURANCE. SAVINGS. INVESTMENT MANAGEMENT. 2 EmployEE AssistAncE programme
More informationAbsence in the Workplace
Absence in the Workplace Absence in the Workplace Published by Unite the Union General Secretary Len McCluskey Unite House 128 Theobald s Road Holborn London WC1X 8TN Tel: 020 7611 2500 2 This guide book
More informationAbsence Management Policy
Absence Management Policy 1. Policy Statement The University is committed to developing a working environment and working practices which help maintain and improve the health of our employees. As such,
More informationAlcohol and drugs. Introduction. The legal position
Alcohol and drugs Introduction There are no reliable figures for the misuse of drugs and alcohol by NHS staff but a survey in 2001 by Alcohol Concern and Drugscope suggested that 60 per cent of employers
More informationAPPENDIX 1 BIBLIOGRAPHY
APPENDIX 1 BIBLIOGRAPHY Bevan S, Barber L, Hayday S (1999), From People to profits, IES Report 355 Bevan S, Hayday S (1998), Attendance management: a review of good practice, IES Report 353 Bruyer S, James
More informationGuide to Wellness Action Plans (WAPs)
Guide to Wellness Action Plans (WAPs) Guide to Wellness Action Plans (WAPs) Developing a Wellness Action Plan (WAP) can help employees to actively support their own mental health by reflecting on the causes
More informationFluctuating conditions, fluctuating support: Improving organisational resilience to fluctuating conditions in the workforce
January 2015 Fluctuating conditions, fluctuating support: Improving organisational resilience to fluctuating conditions in the workforce An executive summary of the second white paper of the Health at
More informationMANAGING SICKNESS ABSENCE AND EMPLOYEE RIGHTS. LRA Good Practice Seminar
MANAGING SICKNESS ABSENCE AND EMPLOYEE RIGHTS LRA Good Practice Seminar What is absence? Absence refers to the non attendance of employees for scheduled work when they are expected to attend Types of absence
More informationQuality Assessment Framework Core Service Objectives
Quality Assessment Framework Core Service Objectives NIHE Supporting People Contents C1.1 Assessment and Support Planning...3 C1.2 Security, Health and Safety..11 C1.3 Safeguarding and Protection from
More informationManaging work related stress in the rail industry
Managing work related stress in the rail industry Sharon Mawhood RIAC meeting 16 October 2012 1 Aim to cover Work related stress in the rail industry. What s the size of the problem? Reasons to act Where
More informationJOB DESCRIPTION. To contribute to the formulation, implementation and evaluation of the Nursing and Midwifery Strategy.
JOB DESCRIPTION Job Title: Division: Reports to: Accountable to: Deputy Director of Nursing Nursing Division Director of Nursing & Midwifery Director of Nursing & Midwifery Key Relationships: Director
More informationCity and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1
City and County of Swansea Human Resources & Workforce Strategy 2013-2017 Ambition is Critical 1 Delivering quality services for a safer, greener, smarter, fairer, healthier, richer Swansea Executive Summary
More informationXerox Custom Healthcare Solution
Xerox Custom Healthcare Solution Xerox HR Services has undertaken a comprehensive review of the employee benefits market, assessing all of the major providers, in order to develop our Xerox Custom Healthcare
More informationAttendance Management Procedural Changes. Equality Impact Assessment Employee Policy Centre of Expertise May 2011
Attendance Management Procedural Changes Equality Impact Assessment Employee Policy Centre of Expertise May 2011 Equality impact assessment for insert name of policy process or service Introduction and
More informationEast Lancashire Community Rehabilitation Team (CRT) Service User Information
East Lancashire Community Rehabilitation Team (CRT) Service User Information 2 This Information Pack has been designed to help you understand who the Community Rehabilitation Team are and how we may be
More informationNHS Staff Management and Health Service Quality
NHS Staff Management and Health Service Quality Michael West 1 and Jeremy Dawson 2 1 Lancaster University Management School and The Work Foundation 2 Aston Business School Foreword This report draws on
More informationSure Start children s centres statutory guidance. For local authorities, commissioners of local health services and Jobcentre Plus
Sure Start children s centres statutory guidance For local authorities, commissioners of local health services and Jobcentre Plus April 2013 Contents Summary 3 Sure Start children s centres statutory guidance
More informationSupporting the return to work of employees with depression or anxiety
Supporting the return to work of employees with depression or anxiety Advice for employers Around one million Australian adults live with depression. Over two million have an anxiety disorder. On average,
More informationA Manager s Guide to Psychiatric Illness In The Workplace
A Manager s Guide to Psychiatric Illness In The Workplace Purpose of this guidance note Mental health problems can provide very challenging human resources management tasks for University administrators
More information431 SUPPORT INDIVIDUALS WHERE ABUSE HAS BEEN DISCLOSED
Unit overview Elements of competence 431a 431b Support individuals who disclose abuse Support individuals who have been abused About this unit For this unit you will need to support individuals who have
More informationPolicy for Preventing and Managing Critical Incident Stress
Policy for Preventing and Managing Critical Incident Stress Document reference number HSAG 2012/3 Document developed by Revision number 1.0 Document approved by Consultation with 14 September 2012 Presented
More informationWorkforce Health & Wellbeing Strategy
Workforce Health & Wellbeing Strategy 2013-2017 Solent NHS Trust is committed to ensuring a planned approach to providing a healthy and safe working environment to support staff in maintaining and enhancing
More informationMind in Brighton and Hove 51 New England Street Brighton BN1 4GQ
Mind in Brighton and Hove 51 New ngland Street Brighton BN1 4GQ Tel : 01273 66 69 50 Fax : 01273 66 69 51 mail: info@mindcharity.co.uk Date as postmark Dear Applicant, Receptionist Thank you for your interest
More informationOxford Health NHS Foundation Trust. Returning to work: A selfhelp. Healthy Minds Wellbeing Service: Employment support service
Oxford Health NHS Foundation Trust Healthy Minds Returning to work Returning to work: A selfhelp guide Healthy Minds Wellbeing Service: Employment support service Healthy Minds Returning to Work Introduction
More informationWORKPLACE STRESS: a collective challenge WORLD DAY FOR SAFETY AND HEALTH AT WORK 28 APRIL 2016
WORKPLACE STRESS: a collective challenge WORLD DAY FOR SAFETY AND HEALTH AT WORK 28 APRIL 2016 WHAT IS WORK-RELATED STRESS? Stress is the harmful physical and emotional response caused by an imbalance
More informationHealth and Wellbeing at BT. Steve Exall Health and Wellbeing Lead BT Group plc 22nd September 2015
Health and Wellbeing at BT Steve Exall Health and Wellbeing Lead BT Group plc 22nd September 2015 Agenda About BT Wellbeing strategy Wellbeing and Mental Health Framework - Primary - Secondary - Tertiary
More informationSolihull Clinical Commissioning Group
Solihull Clinical Commissioning Group Business Continuity Policy Version v1 Ratified by SMT Date ratified 24 February 2014 Name of originator / author CSU Corporate Services Review date Annual Target audience
More informationThe Importance of Well Being for Employee and Organisation Health. Susan Stark, Procter & Gamble
The Importance of Well Being for Employee and Organisation Health Susan Stark, Procter & Gamble What we will cover The importance of focusing on Well Being To share P&G s Program on Well Being Procter
More informationSERVICE SPECIFICATION
SERVICE SPECIFICATION Provision of a Service for Young Carers Wokingham Borough Council OFFICIAL - SENSITIVE Page 1 1. Introduction This is the service specification for the provision of a Young Carers
More informationMental Health and Wellbeing Statement
Mental Health and Wellbeing Statement The promotion of good mental health is a University-wide concern. In a learning environment there are many opportunities for developing positive wellbeing, and there
More informationCDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being
Child Care Occupational Standard MQF Level 5 CDC 501 Establish and develop working relationships CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being
More informationA report on patient and public views on the role of lead nurses on hospital wards
www.patientclientcouncil.hscni.net The Ward Manager A report on patient and public views on the role of lead nurses on hospital wards September 2010 Your voice in health and social care This information
More informationTIPS FOR SUPERVISORS
TIPS FOR SUPERVISORS IDENTIFYING AND ASSISTING TROUBLED EMPLOYEES The HRS WorkLife Programs, Employee Assistance Program (EAP) is designed to aid staff members in seeking professional assistance to resolve
More informationThe Role of Occupational Health in the Management of Absence Attributed to Sickness
Electricity Industry Occupational Health Advisory Group Guidance Note 1.2 The Role of Occupational Health in the Management of Absence Attributed to Sickness The Occupational Health Advisory Group for
More informationCBH & Occupational Health
CBH & Occupational Health ANSWERS MYTHS Gerard McLaughlin CBH Project Director Health Putting it into figures Across All Industries Ill health accounts for over 80% of all work related deaths Health Putting
More informationPeople Strategy 2013/17
D a t a L a b e l : P U B L I C West Lothian Council People Strategy 2013/17 Contents 1 Overview 2 2 Council Priorities 8 3 Strategy Outcomes 10 1 Engaging and motivating our employees 13 2 Recognised
More informationCare Programme Approach (CPA)
Care Programme Approach (CPA) The Care Programme Approach (CPA) is used to plan many people s mental health care. This factsheet explains what it is, when you should get and when it might stop. The Care
More informationPrinciples and expectations for good adult rehabilitation. Rehabilitation is everyone s business: Rehabilitation Reablement Recovery
Wessex Strategic Clinical Networks Rehabilitation Reablement Recovery Rehabilitation is everyone s business: Principles and expectations for good adult rehabilitation 2 Principles and expectations for
More informationPolicy and Procedure. Managing Attendance. Policy and Procedure
Managing Attendance Policy and Procedure Agreed at CNG on 25 th April 2007 Managing Attendance Policy and Procedure Table of contents: TABLE OF CONTENTS Section 1 The Policy 3 Aim of the Process 3 Key
More informationOccupational Therapy Strategy. Mental health and wellbeing
Occupational Therapy Strategy Mental health and wellbeing 2015 2020 2015 2020 Background Occupational Therapy (OT) is an integral part of the services Derbyshire Healthcare NHS Foundation Trust (DHCFT)
More informationCreating mentally healthy workplaces. What employees say and how employers can improve
Creating mentally healthy workplaces What employees say and how employers can improve About Time to Change Time to Change is a campaign to end the stigma and discrimination that people with mental health
More informationIntroduction. Page 2 of 11
Page 1 of 11 Introduction It has been a year since The Walton Centre brought its recruitment function in-house and it was critical that the organisation took this step. This is a specialist organisation
More informationNursing and Midwifery Contribution to Public Health. Improving health and wellbeing
Nursing and Midwifery Contribution to Public Health Improving health and wellbeing June 2013 1 Nursing and Midwifery Contribution to Public Health Introduction The challenges we face in terms of population
More informationJob Application Pack. Care Services Co-ordinator (South Eastern Trust Area)
REF: CSC/06/16 Job Application Pack Care Services Co-ordinator (South Eastern Trust Area) Dear Applicant, Please find enclosed an application pack for the above post, which should contain the following
More informationTraining Courses for the PRIVATE HEALTHCARE SECTOR
Training Courses for the PRIVATE HEALTHCARE SECTOR CONTENTS ABOUT US About Us 3 Conflict Resolution 4 Breakaway 6 Our mission is to make you and your team safer and more secure. We inspire a greater level
More informationBriefingPaper. The access/relationship trade off: how important is continuity of primary care to patients and their carers?
CONTINUITY OF CARE SEPTEMBER 2006 BriefingPaper The access/relationship trade off: how important is continuity of primary care to patients and their carers? Key messages Patients want both quick access
More informationTaking care of business. Employers guide to mentally healthy workplaces
Taking care of business Employers guide to mentally healthy workplaces Contents Introduction 3 What is poor workplace wellbeing? 4 What does a mentally healthy workplace look like? 4 Creating mentally
More information