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  • 9/15/2016

    1

    Workplace Health and Productivity: Current Trends and Best Practices in Attendance and Disability Management Tyler Amell, PhD

    September 26, 2016

    Disclosure

    Name: Tyler Amell, PhD, MSc, BSc

    Relationships with commercial interests:

    Partner, Morneau Shepell (Human Resources Firm)

    No financial ties to materials presented herein

    Organizational role is to exemplify thought

    leadership and establishment of best practices,

    evidence informed practice and outcome driven

    services in workplace health and productivity

    2

    Managing Potential Bias

    Peer review

    Public, third party applied research partners

    e.g Conference Board of Canada

    3

  • 9/15/2016

    2

    Learning Objectives

    Recognize the current state of employers’ experience related to absence, including attendance, worker’s compensation and short term disability.

    Use insight concerning future trends in these areas to develop and participate in integrated approaches with key stakeholders – in particular with respect to physicians and role of fitness for duty

    Identify available bench-marking data and utilize smart data analytics to improve workplace health strategies and worker function and productivity

    4

    Organizational problems and solutions? Chronic health condition impact?

    5

    Organizational problems Current programs

    Wellness

    Management training

    Strategic HR Respectful workplace

    Engagement

    Culture Drug costs

    Absenteeism

    PresenteeismStress load

    Workplace injuries

    LTD/STD

    LifePhysical

    General

    mental health

    Anxiety

    Depression

    Coping skills

    Burnout

    Biometrics,

    lifestyle and

    BMI

    Medical

    Physical

    activity

    Nutrition

    Sleep

    Perceived

    stress

    Safety

    Engagement

    Work-life

    blending

    Finance

    Relationships

    Mental Work

    6

    Environmental Stressors

    Employee’s Internal Stressors

    Employee’s Competencies

    Environmental Stressors

    Organizational Competencies

    Health - Engagement - Productivity

    Employee

    Employer

    The total health of an employee will influence their ability to maximize their effort and outputs

  • 9/15/2016

    3

    Recent trends in Absence and Disability Experience in Canada

    7

    Basic underlying premise of health and productivity – Are people Not Present or Present?

    8

    ABSENTEEISM

    Attendance

    STD

    WCB

    LTD

    Leaves of

    Absence

    Vacation

    Sick

    Leave

    PRESENTEEISM

    9

  • 9/15/2016

    4

    Most employers do not have a clear understanding of their cost drivers

    10

    Without clear

    data-based

    measures, overall costs will

    be unknown and

    likely unmanaged

    do not monitor the cost of

    incidental absence

    47% of employers

    66% of employers

    64% of employers

    Source: 2015 and 2016 Morneau Shepell Annual Surveys

    did not know the average duration

    of their short-term disability claims

    do not monitor the incidence and

    cost of workers compensation

    Morneau Shepell HR Trends for 2017

    11

    Source: 2016 Morneau Shepell Annual Survey

    31% 27%29%

    Greatest

    Challenge is

    Number and

    Length of

    Complex MH

    claims

    Average STD

    Duration has

    Increased

    2nd Greatest

    Challenge is

    Accomm. and

    Mod. Duty as

    part of RTW

    plan

    33%

    Training of

    Managers is

    being

    considered

    to improve

    DM

    Absenteeism is not just a medical issue…

    12

    Source: The True Picture of Workplace Absence, Morneau Shepell 2015

    52% of employees said that their last absence was not related to a medical issue.

  • 9/15/2016

    5

    Absence and Presenteeism impact on Productivity

    The average absenteeism rate in Canada in 2015 per FTE

    13

    Source: Conference Board of Canada 2016 and Statistics Canada 2010

    8.9 Days Mean

    7.8 Days Private

    12.7 Days Public

    58.5 Days Presenteeism

    66.8 Days Presenteeism

    95.3 Days Presenteeism

    7.5XABSENTEEISM PRESENTEEISM

    Absence and Presenteeism impact on Productivity

    The average absenteeism impact in Canada in 2015 per FTE

    14

    Source: Conference Board of Canada 2016 and Statistics Canada 2010

    3.8% Mean

    3.3% Private

    5.4% Public

    24.8% Presenteeism

    28.4% Presenteeism

    40.5% Presenteeism

    15

    4%

    28%

    68%

    3%

    25%

    72%

    Private Sector

    5%

    41% 54%

    Public Sector

    Canadian Mean

    Productive Time

    Presenteeism

    Absenteeism

    Source: Conference Board of Canada 2016 and Statistics Canada 2010

  • 9/15/2016

    6

    Absence and Presenteeism cost

    16

    Source: Conference Board of Canada 2013 and Statistics Canada 2010

    $16.6 Billion

    Cost of

    Absenteeism

    $124.5 Billion

    Cost of

    Presenteeism

    46% Of Canadian

    Employers

    Track

    Absenteeism

    Absence and Disability Experience: Case Study

    17

    An Integrated Schematic of Health and Productivity

    18

    R e

    co v

    e ry

    a n

    d S

    u p

    p o

    rt

    Productivity

    Presenteeism

    Absenteeism Casual / Intermittent / Culpable / Non Culpable

    Planned Absences (STD, Vacation, Leaves)

    Work Related (Occupational)

    Work Relevant (Non-Occupational)

    Workers’

    Compensation

    Sick Time /

    STD / LTD

    Desired Goal / Outcome

    is the Same Regardless of Pathway Productivity

    RTW / WRI

    A t w

    o rk

    Design and Approach

    EH&S, 1 o , 2

    o & 3

    o Prevention, Risk Reduction,

    Health Surveillance, Wellbeing Investments,

    Engagement, Culture,

    EAP Programs

  • 9/15/2016

    7

    Survey of Energy Sector Case Study Experience

    Approach:

    Short online survey

    WCB LCR Analysis

    Areas of Interest

    Absenteeism

    Workers’ Compensation

    WCB-Alberta

    Short Term Disability

    Long Term Disability

    Responses representative of 33,000 employees in the Canadian

    Energy Sector, 11% decrease 2013-2015

    19

    Absenteeism Experience

    20

    Summary of Absence Results

    Does your organization currently use an automated real-time

    absence notification/tracking system?

    Yes 62.5%

    No 37.5%

    Some of the reasons why not

    Not a feature of time tracking system

    Only tracked through time sheets at this point

    Canadian norms

    64% of private organizations track absenteeism

    Natural resources and oil and gas firms are the least likely to

    track at 36% and 41% respectively

    21

    Source: Conference Board of Canada 2016

    Early

    Intervention

    3 weeks late…

    Canary in the

    coal mine…

  • 9/15/2016

    8

    Summary of Absence Results

    22

    37.5% of respondents do not

    track lost productivity

    due to absences

    50% of respondents do not

    track absence reasons

    Absenteeism and Presenteeism impact on Productivity in the Energy Sector

    23

    Source: Conference Board of Canada 2016 and Statistics Canada 2010

    3.3% Absenteeism

    24.8% Presenteeism

    Canada

    Private

    2.6% ± 1.05% Min = 1%

    Max = 3.8%

    Canada

    Energy

    Sector

    Sample

    19.5%

    Min = 7.5%

    Max = 28.5%

    Absence Trend: During the past 12 months, compared to the prior 12 months, the rate of absenteeism in your workforce has

    24

    0

    10

    20

    30

    40

    50

    60

    Increased Stayed the Same Decreased

    P e

    rc e

    n ta

    g e

  • 9/15/2016

    9

    25

    9.2

    9.3 9.3

    9.1

    8.8

    8.9

    8.7

    8.8

    8.9

    9

    9.1

    9.2

    9.3

    9.4

    2010 2011 2012 2013 2014 2015

    5 6

    7.6 8.6

    9.6

    12 11

    0

    2

    4

    6

    8

    10

    12

    14

    15-19 20-24 25-34 35-44 45-54 55-64 65+

    Absence Trends - Canada

    Source: Conference Board of Canada 2016

    D ay

    s D

    ay s

    Year

    Age

    6 year trend,

    national,

    private + public

    6 year trend,

    national,

    private + public

    by age group

    Workers’ Compensation Experience

    26

    Worker’s Compensation - Alberta WCB

    Aggregated results from the following reports:

    Yearly claim costs summary

    Claims reporting performance

    Employer report card

    Premium summary

    Premium ra

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