WORK-BRIDGE PROGRAMME

Transcription

1 WORK-BRIDGE PROGRAMME

2 WORK-BRIDGE PROGRAMME (RETURN TO WORK COACHING) The purpose of Work Bridge is to develop a process that supports staff who are currently on long term sickness absence (i.e. more than 20 days), to return to the workplace. The design of Work Bridge is predicated on a collaborative and integrated approach to long term absence which involves key stakeholders in managing return to work. These stakeholders could include: The Employee The Work Bridge Coach Human Resources Department Line Managers Occupational Health General Practitioners Trade Unions The role of these stakeholders is critical to the success of the organisation in developing a wellness culture. Each has a part to play in creating, promoting and sustaining a wellness culture and environment. This programme will focus on one specific element of wellbeing i.e. managing absence through supporting employees on long term absence to take affirmative action and maintain a positive and healthy engagement with the process. The programme offers a select employee grouping (i.e. those who are fit to return to work and who want to engage in the pilot process) one-to-one coaching with an experienced Carecall Coach to support and guide them to either return to work or opt for an alternative course of action. This supportive relationship between the Employee and the Work Bridge Coach aims to achieve a positive outcome, primarily for the employee but also for the organisation. Carecall has devised a six step process for Work-Bridge. The Work Bridge Coach will engage with the Employee through a series of coaching sessions focusing on the overarching concept of Wellness. This should align closely with recent thinking and policy on mental wellbeing in the support of a healthy attendance strategy. This is a six step process which focuses on a specific group of eligible absentees who are considering returning to work. The Work Bridge Coach will engage with the Employee through a series of coaching sessions focusing on the overarching concept of Wellness. This six stage process is described in further detail and illustrated below: STAGE 1 STAGE 2 STAGE 3 STAGE 4 STAGE 5 STAGE 6 Candidate Selection Background Information Initiate Programme Coaching Programme Review Programme Evaluation

3 STAGE 1 Candidate Selection At the outset of the programme, HR Managers will review individual case histories of long term absentee candidates and discuss potential recruits to the programme in conjunction with colleagues in Line Management and in Occupational Health. Occupational Health will be consulted to obtain their views and agreement on whether potential candidates are both a) fit to return to work and b) fit to engage in a coaching programme. The potential Candidate s Line Manager will be consulted to a) obtain their agreement to support the Employee while on the Work Bridge Programme and b) to provide them with a clear overview of the aims and objectives of the programme and their role in supporting the Employee. Finally, HR Managers will contact the Employee to communicate the availability of the Work Bridge Programme and to seek the Employee s agreement to participate in it. The output from this stage is an agreement between all parties to proceed and engage in the programme. Of crucial importance at this juncture is the engagement of both the Employee and his/her Line Manager to the process. The ethos, aims and objectives of the Work Bridge Programme must be clearly communicated, understood by all parties and support and guidance provided where required. Each case will have to be treated differently according to specific Employee s needs and sensitive and co-ordinated management approaches are prequisites to a successful outcome. Throughout this initial stage, the client organisation will conduct all negotiations with stakeholders and Carecall will not be involved in Candidate Selection. STAGE 2 Background Information When candidates have been selected, HR Managers will liaise with the Carecall Coach, having consulted Occupational Health and Line Managers, and brief the Coach on relevant background information. This may include details such as length of sickness absence, reason for sickness absence, Employee s role and responsibilities, Line Manager contact details, perceived barriers to return to work (from Line Manager, HR, Occupational Health or from Employee), Workplace Adjustment Boundaries (phased return, work modification, transfer etc) and any other information which is deemed appropriate. The Carecall Coach, before entering into any coaching process, will have received from HR Managers, outline information to commence the programme with a clear and concise understanding of each person s background. It will be the Coach s role to obtain further detail from each Employee at the initial coaching session and listen to the individual s account of how they have journeyed to this point and how they ultimately want to go forward. It is likely that most of this liaison will be carried out by telephone between HR Managers, Carecall Managers and the Carecall Coach and all correspondence will be confirmed and clarified by .

4 STAGE 3 Initiate Programme As each Candidate (now referred to as the Coachee) is identified and agrees to participate, HR Managers will provide contact details to Carecall. The Carecall Coach will make telephone contact as soon as possible thereafter with the Coachee to introduce themselves and organise a coaching session at a suitable venue and date/time. Carecall will offer a number of alternatives to Coachees on venue locations either at Carecall s offices in Belfast, University Street, or at a number of outreach centres across Northern Ireland. It is entirely the choice of the Coachee as to which venue he/she feels most comfortable in attending and every effort will be made to accommodate their needs. Each Coachee will be offered a maximum of six hours coaching time and that may result in six one hour sessions, four one and half hour sessions or whatever suits the particular needs of the Coachee. It is entirely possible that some Coachees will not avail of all coaching time or require further coaching and should either of these situations occur, the Carecall Coach will advise HR Management. The overall objectives of the programme are fourfold: To achieve a positive outcome for the Coachee that they make a decision to either return to work or leave; That the Coachee feels the coaching experience has been positive; If the Coachee chooses to return they then return more rapidly having participated in the programme than not having participated; and The Coachee stays at work. Carecall will be responsible for evaluating the first and second objectives in conjunction with HR management at the end of the programme. Objectives three and four can only be evaluated by the client organisation in the workplace. Approach to Coaching A totally integrated approach to coaching will be used which combines different business, psychological, and coaching models. The Coach will observe the Coachee s emotional state to determine the duration and direction of each meeting. Our Coach will be highly attuned to the sensitivities of the Coachee, not only around health and the first steps in preparing for a return to work, but also the apprehension often associated in engaging with someone whom they have not met before. All coaching will be based on the following principles: The Coach will maintain a commitment to support the Individual. The coaching relationship will be built on truth, openness and trust. The Coachee is responsible for the results they are generating. Coaching focus will be on what the Coachee thinks and experiences. The conversation is based on equality.

5 Coaching Methodology The coaching methodology will be based on The GROW coaching model (an adaptation of Gerald Egan s approach to counselling and therapy), a non-linear session structure which is a way of giving the coaching conversation some direction. This structure will be followed during all individual coaching sessions. At the first coaching session, each Coachee will be introduced to the concept of coaching, they will be assured on confidentiality issues and the Coach will provide guidance on his/her role and their commitment to the Coachee throughout the process. The Coachee will be asked to discuss their background and their expectations of the process. The Coach will use a number of exercises to focus effort on key areas within the Coachee s life which are affecting their well-being and ultimately their return to work. One exercise at this initial session will involve the use of the Wellness Wheel when Coachees will be asked to score the main areas of satisfaction in their lives. The Wellness wheel provides a visual representation of the concept of wellness that demonstrates the need for balanced or well-rounded lives. The aim of the first coaching session is that the Coachee is fully engaged in the process, in that they understand and are happy to proceed in the process of coaching (or not), that the role of the Coach is clear and that they fully accept their role in contributing to the programme and taking positive action. Each coaching session will ideally finish with a written action plan. This will be written by the Coachee. Evidence has shown that doing this increases the Coachee s commitment and makes goal attainment more likely. The action plan is a desired output however the Coach will assess the validity of using this at every session when considering the mental and physical wellbeing and commitment of the Coachee. The remaining sessions will always begin with a de-brief from the previous session followed by feedback from the Coachee on how their week/s have been and how they are feeling and a review of any homework exercises. Each individual will have different needs therefore it is not possible to be prescriptive on the content of each session. The Coach will be guided by the mood and needs of the Coachee at each session but with the aim of having positive, solution focused conversations and actions. It is possible that during the coaching period, the Coachee decides to return to work. In this instance, the Coach will continue to provide coaching and support the Coachee during that transition period. It will be important that all key stakeholders are involved in helping the Coachee make this transition smoothly and with minimum stress. The Carecall Coach will liaise closely with HR Management and the involvement of the Coachee s Line Manager and Occupational Health will also have an important role to fulfil at this juncture. On completion of the coaching sessions (or at whatever point the Coachee choose to stop), Coachees will be invited to complete an evaluation of the coaching process to enable Carecall and the client organisation to assess the effectiveness of the project and outline areas for further refinement and development. This will be carried out by the Carecall Coach.

6 Stage 5 Programme Review If and when each Coachee decides to return to work, it is envisaged that a meeting between the Carecall Coach, the Coachee, the Line Manager and HR Manager should be scheduled. The purpose of this meeting is to provide support to the Coachee in making the transition back into the workplace and to help them articulate the specific areas of support that they require from all parties in an open forum. Each Coachee will have different needs and they may decide that this type of meeting is not required. Carecall, in conjunction with HR Management will review each Coachee s case separately and ultimately the Coachee will drive decision making at this point. Stage 6 Programme Evaluation When all Coachees have completed the Work Bridge Programme, Carecall will meet with HR Management and present an evaluation of Objectives 1 and 2. It is hoped that each Coachee will voluntarily complete an evaluation form and this information will be used, together with feedback from the Carecall Coach, on the successes of the Programme and outline areas for further development.