A Healthy Workplace Canadian HW Criteria & Implementation John Perry (416-251-7187 Email: [email protected])

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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