NEWTOWNABBEY BOROUGH COUNCIL EMPLOYEE WELLNESS & ENGAGEMENT PLAN

Transcription

1 NEWTOWNABBEY BOROUGH COUNCIL EMPLOYEE WELLNESS & ENGAGEMENT PLAN

2 Employee Well Being & Engagement Action Plan Employee Wellness & Engagement Plan Introduction Newtownabbey Borough Council recognises that the health of the workforce, both physical and psychological is a major contributor to the success of the organisation and in enhancing organisational performance and better service delivery. Sickness absenteeism is estimated to have cost the Council , based on 11/12 figures. This figure equates to 1180 on average per employee per year and does not include indirect costs. Therefore as an organisation we play a key role in contributing to the health of our employees and in turn the health of the organisation. Looking after our employees is a priority for the Council and has a range of benefits for everyone. A healthy, happy workforce works better and take less time off sick. In their homes lives employees also benefit because they take home the good habits they learn at work in terms of healthy eating and taking more exercise." Jacqui Dixon, Chief Executive. The Council s long-term commitment to improving health and wellbeing in the workplace, enhances employees sense of being valued, raises morale, impacts positively on staff retention and recruitment and reduces sickness absence levels thus improving productivity and socially responsible working practices. This proactive initiative will aims to address health and wellbeing issues which will include healthy eating, physical activity, smoking, alcohol & substance abuse, cancers, musculoskeletal disorder, stress, mental health, childcare and health & safety issues.

3 Employee Well Being & Engagement Action Plan The benefits to the Council from this initiative are: A reduction in illness-related absenteeism, fewer working days lost and therefore a long-term decline in the sickness rate Increased employee engagement, leading to more flexibility, better communications and readiness to cooperate A measurable increase in service delivery and customer satisfaction with services A change towards a healthier work culture Acting responsibility in terms of Corporate Social Responsibility by engaging in opportunities to help the community around us The benefits employees can receive from being involved in this initiative will include: Access to better specialist support to help improve their health and wellbeing Improved level of awareness of health and wellbeing issues Knowledge and information to take back into their families and communities Adopting a more positive attitude towards lifestyle and behaviour Helping to motivate and support individuals to make healthier choices Key Objectives Support Council s Managing Absence Action plan in the reduction of short and long term absenteeism across the organisation over the next three years by targeting the top five reasons for absence. Empower employees to take ownership of their own health and well-being Help employees to make more informed choices through raising awareness and understanding of key health issues Encourage employees to engage with each other and actively respond to their health needs

4 Better Physical and Psychological Health Musculoskeletal, back and neck problems (Love our Backs) Combining musculoskeletal and back and neck problems, contributes to 40.9% of absence during 2011/12, the highest reason for absence for This is consistent across sectors as it is estimated that 60% and 90% of people will suffer from some type of lower back disorder during their working life. Temporary sprains and strains of the back and neck are very common. The cost to the organisation of such an injury will include loss of production, additional training and salary replacement staff, industrial injury claims. The cost to the employee extends to loss of income, living with pain and discomfort and mental pressure of being away from work for a long period of time. In some cases it may result in the person having to leave the job they enjoy doing and can prevent them from leading a full an active life. The Council aims to: Support employees with genuine musculoskeletal and back problems Support and help employees in their rehabilitation back to work following a period of absence 1. In conjunction with the Health and Safety Manager, Nurse Led Clinic provide information and advice on how to cope with musculoskeletal and back problems. HR Team, H&S Manager & Health Nurse April to March 2013 Refresher on work station assessment Incorporate work station assessment into Induction Programmes Refresher of manual handling training where required Investigating Industrial Injuries thoroughly. 2. Pilot sessions on Pilates, over 6 weeks to include staff who have suffered from back/neck pain. 3. Rehabilitation Programmes Occupational Health Nurse to be advised of the possibility of using the Exercise Referral Scheme to support Council staff. William Moore, Exercise Referral Leader Jennifer Buckley/Angela Lindsay/ William Moore / Leisure Centre Managers 4 to 8 November 2012 September 2012 Monitor feedback, agree a further date for January / Feb Promotion of Power Plate as aid to help people with back/neck pain.

5 Mental Health (Love our Minds) Within NBC 17.3% of absence relates to mental health issues which includes, stress, depression, mental health and fatigue syndrome. This is the second highest absence reason during Recognising mental health issues early and providing support for employees the Council aims to promote an organisation where every individual realises his or her own potential, can cope with normal stresses of life, can work productively and fruitfully. The Council through its health and wellbeing programmes aims to: Support employees in maintaining good mental health and well-being Support and help employees when they are dealing with mental health problems to recover as quickly as possible 4. Revise Stress Policy to include mental health and well-being issues. Jennifer Buckley and Health and Safety Manager. October 2012 Examine best practice within other organisations. 5. Raise awareness of mental health issues through information and signposting services. Provide appropriate training in Mental Health for staff who have line management responsibility Wendy Brolly/Helen Hall/ Health and Safety Manager and Jennifer Buckley Ongoing Review best practice - Head First (NACCO) Guidance Notes for managers re: dos and don ts October Organise series of awareness sessions/ Lunch time talks on a range of areas: Carers NI Cruse Bereavement Care Suicide prevention, self-harm and self help programme Addiction NI Drugs and Alcohol - Smoking Jennifer Buckley/ Helen Hall/ Andrea Fothergill 10 Oct Nov 12 TBC TBC Carers Support in conjunction with Carers NI. Bereavement Support - Cruse Niamh Louise Foundation

6 Employee Well Being & Engagement Action Plan Wellness Programme Other reasons for absence across the Council relate to colds, flus, cancers (13.03%), and ear nose and mouth/dental reasons (7.86%). An overall wellness programme has been put in place to help people understand their health and wellbeing needs and develop a programme of initiatives to encourage healthy and active lifestyles. 7. Partnership with the Action Cancer: Raise awareness of Men s Health, Women s Health, and Living with Cancer. HMB group Action Cancer Big Bus visiting Mossley Mill offering Breast Screening and Men s Health Checks. Action Cancer Big Bus Action Man Get a Grip Programme Staff communication initiatives Cancer, Colds and Flus, Blood Donation 8. Organise a series of sporting/employee engagement events. Departmental challenge Teams of 4 Activities Mastermind, Ready Steady Cook, football/rugby/dance/obstacle Challenge 9. Support work of Workplace Travel Plan to obtain CMT approval for Cycle to Work Scheme Assist implementing the scheme to staff. HWB group/action Cancer Jennifer Buckley Dean Holmes/Helen Hall/ Jennifer Buckley Maeve McGinley, Wendy Brolly, Jennifer Buckley and Maureen Galbraith 9 May Sept 12 Jan 13 Nov to Dec 2012 March 2013 June/July 2012 Aug 2012 Staff willing to share their experience. Short interview videoed and put on Mill Yarns (Cancer prevention). Idea: Leave orange on staff desk with a note indicating the benefits of vitamin C. Participation in Belfast Marathon Cross department challenge linked to Ceremony of Recognition worthwhile reward. 10. Support the work of WMT to survey staff on Healthy Eating habits. WMT / Jennifer Buckley. September to December 2012

7 Better Specialist Support Review Absence Management Policy and Occupational Health Arrangements 11. Review Absence Policy and Roll-Out of training to all staff Focus on open communication, earlier intervention, equipping managers with the knowledge and skills to deal with absence cases effectively including investigating industrial injury. 12. Review Occupational Health Provision. To include earlier support services for staff e.g. Nurse Led clinics, immediate referrals for Back and Stress Industrial Injury cases. Jennifer Buckley, Joan Cowan, Health and Safety Manager Joan Cowan, Jennifer Buckley September 2012 to March 2013 April 2012 ongoing All managers complete absence template on a weekly basis which outlines who is absent within their department/section what action are they going to take in the coming week. 13. Establish the merits of an Employee Healthcare Scheme. Purpose to empower staff to take personal responsibility for their health. Provide them with quicker access to specialist services, e.g. Physiotherapy, Osteopath, Employee Assistance Programme, Online Information tool. To prevent longer term absence cases. IHWG Discuss at the planned Investing for Health group meetings Sept 12 onwards Look at cost / benefit analysis of Employee Healthcare scheme. Provides personal choice, helps supports families/dependants

8 Better Relationships Better Relationships The Council aims to encourage employees to take ownership of their own health needs make more informed choices and generate an understanding and awareness of support available for their health and wellbeing. In addition to this the Council values the importance of our corporate social responsibility and the contributions we can make in the terms of improving the cultural, social and environmental well-being of the community. 14. Develop Health and Well-being page on Mill Yarns in conjunction with group members. Possible group initiative for members of the workshop to take forward together. Members of Workshop group. IT and PR and Marketing (TBC) September to March 2013 General communication Health & Well-being policies Health Eating Recipes Telephone list of External Healthcare Specialists / Helplines 15. Incorporate Volunteering into Staff Development Plans. 16. Examine the possibility of working in conjunction with Northgate 17. Implement the recommendations from the IIP Health & Well-Being Audit Helen McBride/Helen Hall/Jennifer Buckley Helen Hall / Jennifer Buckley / HWB May to March 2013 April 12 to March 2013 This may be followed up by some indepth analysis on areas for development 18. Corporate Initiatives to promote better relationships across the organisation: Roll-out of Back-to-Basics Programme Equality / Diversity Training Corporate Services, HR Team. Helen McBride April 2012 to March 2013

9 Better Work Better Relationships There is a proven correlation between organisational health and well-being, employee engagement and overall organisational performance. The Council has a proactive employee engagement strategy and health and wellbeing is included as an integral and critical part of this. The objectives of this strategy are: To develop ways in which we can meaningful engage with staff across the organisation and involving them in the decisions which affect the service they deliver. To develop a Council wide Employee Improvement/Engagement scheme which will promote a can-do culture and develop a sense of pride and commitment in working for the Council. To encourage staff to accept the need for change and respond positively to the challenges it represents To review the Council s formal internal communication framework To consider a mechanism to ensure communication across the Council is inclusive and accessible across the Council regardless of whether the employee has electronic access or not. To review electronic methods of communication. To improve communication of Corporate Objectives, key projects and special events. To improve awareness of internal contacts To develop a way of communicating and sharing information with staff on matter which may affect them or the Council.

10 Employee Well Being & Engagement Action Plan 19. Implementation and roll-out of Council Employee Engagement Plan Helen Hall March 2012 to March 2013 Staff consultation on Corporate Strategy Development of Internal Brand (Communicate commitment to health and wellbeing) Review of Formal Communication Framework Staff Newsletter (Regular Health and Well-being Feature Staff Team Briefing mechanism Management Workshop Corporate Working / Cross Departmental Working