A Healthy Workplace
Canadian HW Criteria & Implementation
John Perry
(416-251-7187 Email: [email protected])
Triple Bottom Line
Workplace as a Determinant of Health
e.g., High role overload in 58% employees eroding physical & mental health
Impact on Societye.g., High role overload
increases the burdenon health care
~6 billion/year (emergency use, doctor visit, hospital stay)
Impact on Organizational Productivity
e.g., ~50% dissatisfied with their job leading
to a decrease in commitment & loyalty
(Duxbury and Higgins)
Mental Health Issues
Stress in business contributes to:
– 19% absenteeism costs– 40% turnover costs– 55% EAP costs – 60% workplace accidents– 10% drug plan costs
• Mental illness costs the economy $33 billion/year• 50% of STD and LTD claims from mental &
nervous disorders (CCIH)
Elements of a Healthy Workplace
Healthy Workplace
Physical Environment & Occupational Health and Safety
Health & Lifestyle Practices
Workplace Culture & Supportive Environment
Canadian Healthy Workplace Criteria
Principles
Drivers Elements Goal
Leadership
Planning & Programs
People Engagement
Process Management & Risk Assessment
Results
Physical Environment &
OH&S
Health & Lifestyle Practices
Workplace Culture & Supportive Environment
Healthy employees making a
contribution to the
organization within a healthy
workplace environment
HW Principles
• An integrated management approach• A primary focus on needs• Recognition that health is determined
by many interdependent factors• Employer and employee joint
responsibility• Assessment, evaluation & continual
improvement
Leadership
• Those who have key responsibility for the organization’s performance
Key Focus:• Strategic direction • Leadership
involvement/reinforcing
Planning & Programs
• Examines planning process for developing an overall plan & the design & evaluation of programs
Key Focus:– Needs assessment and analysis– Plan & program design
People Engagement
• Examines efforts to foster and support engagement in healthy workplace activities (and HW focus)
Key Focus:– Understanding of goals & policies– Participation– Training – Measure work satisfaction/well-being– Respect for diversity
Process Management & Risk Assessment
• Examines how work systems & procedures are controlled
Key Focus:– Assessment/stability of work
processes– Input in decisions
Results
• Examines results & sustaining a HW focus & cultureKey Focus:– Evaluation of programs– Trends in work satisfaction – Trends in customer/client satisfaction
Why use a HW Criteria?
• Set of “right things to think about”
• Consistency of focus
• Common conceptual base
• Connects the dots on initiatives
1. Commitment
2. Planning
Need for HW Roadmap NQI PEP®
3. Implementation
4. Results & Sustainability
NQI PEP® HW Criteria
Guide Assessment Workbook
NQI Certification
NQI PEP® HW
• Practical methodology with external validation
• Certification for all levels• Self-assessment confirms strengths &
opportunities• Progression helps sustain “focus”• Levels Three and Four – CAE
candidates
NQI PEP® Level 1: Commitment
Focus• Support for Principles• Vision, mission, and/or values
acknowledges well-being • Policy• Cascade of responsibility/accountability • HW issues considered in decision
making• Compliance with employee rights &
responsibilities legislation & OH&S
Level 2 – Planning/Needs Assessment
Key focus• Current state - health & productivity
indicators• Needs assessment• Plan covers all elements• Plan assessed on scheduled basis• Plan communicated to all levels• Programs respond to varying
preferences• Priorities linked to operating plans• Resources/support for strategy
Level 3 – Implementation
Key focus:• Progress evaluation of plan• Measurement/documentation of outcomes• Participation/involvement • Work process impact assessment• Monitoring & documentation of work
processes• Training & development needs &
effectiveness
Level 3 – Implementation
• Involvement in decision making• Surveys/measures of work satisfaction
& well-being• Recognition of staff achievement • On-going improvement in interpersonal
skills & leadership development – to nurture HW culture
Level 4 – Results & SustainabilityBuilds on commitment, planning &
actions:• Evaluation of effectiveness of programs • Levels & trends in
– accomplishments– work satisfaction & morale, recruitment,
retention & team effectiveness– customer/client satisfaction
• Leadership appreciates HW impacts & outcomes of disability management system
Need for HW Criteria/Framework
Principles
Drivers Elements Goal
Leadership
Planning & Programs
People Engagement
Process Management & Risk Assessment
Results
Physical Environment &
OH&S
Health & Lifestyle Practices
Workplace Culture & Supportive Environment
Healthy employees making a
contribution to the
organization within a healthy
workplace environment
1. Commitment
2. Planning
Need for HW Roadmap NQI PEP®
3. Implementation
4. Results & Sustainability
Also: Healthy Workplace Criteriafor small Organizations – 10 point Criteria
(Workbook & planning tool)
Positive Results
Leadership/ownership
Planning (tool)
Process
Community
Employee
Visit the NQI Website – www.nqi.ca - for helpful articles, information and tools available
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