analysistool.xls

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HSE Management Standards Analysis Tool

Before you startWe recommend that you refer to the full instructions in the HSE Management Standards (MS)

Analysis Tool User Manual before you start using the HSE MS Analysis Tool.

Important! To make the HSE MS Analysis Tool work, save a copy to your computer.

When you opened the file you may have been asked whether you wished to "enable" or"disable" macros. If you clicked the "Enable Macros" button you may proceed. If you clicked

"Disable Macros", close Excel and reopen the HSE MS Analysis Tool selecting the "EnableMacros" button.

If the 'Enter Questionnaire Scores' worksheet is empty, you should verify that your securitysettings will allow macros to be run. To do this, go to the 'Tools' menu and select 'Macro'. Thenselect 'Security'. Ensure that security is set to either "Medium" or "Low" ("Medium" is therecommended option). You can restore security settings when you have finished using the HSEMS Analysis Tool. You should close and reopen Excel if it is already open. We recommend thatyou restore the original setting as soon as you have finished using the application.

Brief instructions

We suggest that you print these instructions before using the HSE MS Analysis Tool.

At the bottom of the screen you will see a series of tabs. Clicking on the tabs allows you tomove to different worksheets. A brief summary of the content of these worksheets is describedbelow. Please do not change the names of any of the worksheets as doing so will affect theoperation of this spreadsheet.

Categories: The Categories tab allows you to set up the HSE MS Analysis Tool to enter resultsfor different groups of staff. You can use this to set up your own choice of group identifiers in upto twelve categories. If you wish to use this facility, you must do this before entering any results.

Enter Questionnaire Scores: Enter your results by clicking on the 'Enter QuestionnaireScores' tab at the bottom of this worksheet. This opens a form that allows you to enter the

answers to the 35 questions in a series of screens.

Data Sets: Select the benchmark survey data against which you wish to compare scores.

Summary of Results: The 'Summary of Results' worksheet gives an overall summary of yourresults, the results for all the questionnaires you have entered to date grouped by mainstressors, allows you to compare them with the results from a large national survey ofemployees, and suggests 'Interim Targets' and 'Longer Term Targets'.

Question by question: This worksheet shows your results broken down by individual

questions. Please note caveats on interpretation in the HSE MS Analysis Tool User Manual.

Raw Data: A table of raw scores that enables you to filter data. If you want to create results fordifferent categories of staff, please see instructions in the HSE MS Analysis Tool User Manual.

Options: This worksheet includes a number of options, including an alternative data-entryfacility and facilities to import raw data from another copy or copies of the HSE MS AnalysisTool or from a text file.


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Category A Category BUntitled Untitled

Categories

If the organisation has been categorised to provide meaningful information, e.g. by location, role or department, list the categoricompleting the questionnaire (see next worksheet).

Replace the identifierUntitled with the title of the category, e.g. 'Location', 'Role'. A category entitled Untitled or whose title is lef

Use the special identifier to avoid forcing the user to specify a given category. must be the first item in a categ


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Category C Category DUntitled Untitled

es in the table below. Listing categories here will make them available when

t blank is not considered configured by the HSE MS Analysis Tool.

ory list.

The following are examples of what correctl

Category ALocationLondon

BelfastEdinburgh


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Category E Category FUntitled Untitled

configured category lists might look like:

Category BDepartmentPersonnelFinanceResearch

Production


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Category G Category HUntitled Untitled


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Category I Category JUntitled Untitled


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Category K Category LUntitled Untitled


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DS_ORGAVE2008

Data Set Selection

The HSE MS Analysis Tool is configured with a number of data sets. Before you analyse yoursurvey data use the drop down list below to select the data set with which you wish to comparescores.

Organisational Averages

From 136 organisations, this data supersedes the 2004 data (see panel to the right

for details).

Description:

Important changes to the HSE M

Background

The analysis tool allows users to asstressors. It includes a facility to co

in 2004 when the Management Sta

The tool assigns colour codes to seand Change), with the colour denoticolour by comparing the organisati

Green Better than or equal to theBlue Better than or equal to the

Amber Better than or equal to theRed Not as good as the 20th per

Changes made

The principles above still apply. Horeasons are outlined in the box bel

What the changes mean in practi

Firstly, the new benchmarks are mnew targets are lower and thereforeworking conditions under the headiThe tool will still allow use of the olthemselves.

HSE recommends that the new bencompleted a previous analysis usinthe same benchmarks you used pr

Question & Answer:

In this section, we attempt to anticiuse of the analysis tool can still behttp://www.hse.gov.uk/stress/stand

My organisation completed its risk

No, the analysis is valid. The analytalking to their staff. Discussions withas been used.

My organisation used the old bencbenchmarks should I use?

The analysis tools primary use shobenchmark to use would be the nesurveys, you should use the same

When the HSE Managementbenchmarks was from a natioworkers.

However, it is more appropriaorganisations, rather than resthe distribution of responsesof responses from individuals

HSE has now gathered Analygenerate new benchmarks sofrom other organisations and


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assess progress an ano er o r

Because you now have two sets ofand any subsequent surveys, can b

Why are the new benchmarks lowe

The answer to this lies in the differe

simple terms below:

In the individualdata, the distributioend (most positive scores) of each

The average score however is a littlConsider this set of scores: 1, 4, 4,one low scoring worker.

In the organisational data, insteadThis means the best 20% of orga

So HSE isnt just deliberately maki

Absolutely not. The changes havethe other direction (most people sceffect of making the benchmarks h

actual incidence of ill health and no

Does all this explain why many org

Yes, partly it does. Unfortunately bscale), Role was strongly affected bshould be less likely to appear red.

Acknowledgements

HSE owes thanks to the following o

Health e-Solutions (http://www.healwas collected from organisations u

Data has also been kindly supplied

The University of Portsmouth, Psyc

Health and Safety Executive, North


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nagement Standards Analysis Tool

sess the performance of their organisation in relation to sets of working conditions known to be potentialmpare the organisations results with responses from a nationally representative sample of workers taken

ndards approach was launched.

ven sets of working conditions (Demands, Control, Manager Support, Peer Support, Relationships, Roleing performance relative to the responses in the national sample. The tool determines the appropriatens responses to benchmarks in the national sample, as follows:

80th percentile of the national data50th percentile of the national data but not as good as the 80 th percentile0th percentile of the national data but not as good as the 50 th percentile

centile of the national data

ever the benchmarks which underpin the colour coding in the analysis tool, have been changed. Thew.

ce

re appropriate than the previous benchmarks as they allow comparison of like with like. In practice, theeasier to achieve (see Q&A below: why are the new benchmarks lower?), particularly for the set of

ng of Role (see Q&A below: does this explain why my role results came out red?)benchmarks, with users required to select the benchmarks against which they wish to compare

chmarks, based on organisational data, should be used in the majority of cases. However, if you haveg the old benchmarks, and wish to make comparisons between your two surveys, you may wish t o useviously, to allow you to assess progress.

ate questions users might have about the changes made. Please note that more general guidance on theound in the HSE Management Standards Analysis Tool User Manual, which can be downloaded fromards/downloads.htm.

ssessment using the old benchmarks. Is the analysis invalid?

is tool is designed to help point employers in the right direction when taking the important next step ofth staff should be used to steer the process towards the real issues regardless of which version of the tool

marks in a previous survey. We are now ready to run the survey again to assess progress which

uld be to direct future activity, rather than to evaluate past activity. Therefore the most appropriatebenchmarks. However, if you do wish to identify changes in working conditions between the two

benchmarks for each phase. Furthermore, there is no problem with using one set of benchmarks to

Standards Analysis Tool was first designed in 2004, the only data available to HSE for deriving thenal survey of individuals, since no organisations had yet administered the full survey to their

te for organisations to compare their average results with the average results of otherponses from a survey of individuals. The reason for this lies in statistical theory, which dictates thatrom individuals drawn from across a number of organisations will follow a different pattern to thatdrawn from within a single organisation.

sis Tool data from 136 organisations who have completed the survey. This has been used tothat now, organisations using the tool can compare themselves directly against average results

not against a sample of individuals.


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c u ure ac v y.

results you can use your first set of results as your own internal benchmark. The second set of results,e compared against your first set of results if required.

r than the old ones?

nces in the statistical properties of individual data and organisation-level data. We attempt to explain in

n of data is skewed in a way that means that a high proportion of respondents scored towards the upperscale of working conditions. So the target of being in the best 20% is quite high.

le lower because it is influenced not just by those at the top end but those who score at the lower end.4, 5. Although most people scored at the top end, the average is just 3.6 because of the influence of the

f considering individuals scores we are looking at averages, which as shown above, tend to be lower.isational averages will on the whole be lower than the best 20% of individual scores.

g the targets easier?

een made because organisation-level data is more appropriate. Had the individual data been skewed inring at the lower end of the scale), the changes would still have been made, and would have had therderto achieve. HSE gains nothing from the benchmarks being changed since our own targets relate to

t to organisational working conditions.

nisations found Role was scored as red?

cause the Role scale was particularly skewed (a very high proportion of individuals score high on they the difference between using organisational and individual level data. Using the new benchmarks, Role

rganisations, who have kindly provided data to enable us to update the benchmarks.

th-e-solutions.co.uk) have provided one third of the data used to generate the new benchmarks. This dataing theirStressMeterTM risk assessment system.

by:

hology Department (http://www.port.ac.uk/departments/academic/psychology/)

ern Ireland (http://www.hseni.gov.uk)


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Your Suggested Suggested Data Set: Organisational AveragesResults Interim Longer Term

Target TargetKey Doing very well - need to maintain perf

Demands 3.29 Represents those at, above or close toControl 3.72 Good, but need for improvementManagers' Support 3.65 Represents those better than average Peer Support 3.89 Clear need for improvementRelationships 4.04 Represents those likely to be below avRole 4.31 Urgent action neededChange 3.24 Represents those below the 20th perce

Compared with results from 'Organisational Averages' (see the HSE MS Analysis Tool User Manual for more information and for caveats regarding interpretation of r

Questions 1 to 35 comprise the HSE Management Standards Indicator Tool questions

Work Positive - Summary of Results for HSE Management Stan

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00

Your Results

Suggested InterimTarget

Suggested Longer Term Target


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HSE Indicator Tool - Question by Qu

The results are grouped by stressor, and the average score is shown for each question associated

Question Average QuestionDemands Relationships

3 Different groups at work demand thingsfrom me that are hard to combine

5 I am subject to personal harassment form of unkind words or behaviour

6 I have unachievable deadlines 14 There is friction or anger between col

9 I have to work very intensively 21 I am subject to bullying at work

12 I have to neglect some tasks because Ihave too much to do

34 Relationships at work are strained

16 I am unable to take sufficient breaks Overall

18 I am pressured to work long hours

20 I have to work very fast Role

22 I have unrealistic time pressures 1 I am clear what is expected of me at w

Overall 4 I know how to go about getting my jo

11 I am clear what my duties and respon

are

Control13 I am clear about the goals and object

my department

2 I can decide when to take a break 17 I understand how my work fits into theaim of the organisation

10 I have a say in my own work speed Overall

15 I have a choice in deciding how I do mywork

19 I have a choice in deciding what I do atwork Change

25 I have some say over the way I work 26 I have sufficient opportunities to quesmanagers about change at work

30 My working time can be flexible 28 Staff are always consulted about chawork

Overall

32 When changes are made at work, I a

how they will work out in practiceOverall

Managers' Support

8 I am given supportive feedback on thework I do

23 I can rely on my line manager to help meout with a work problem

29 I can talk to my line manager aboutsomething that has upset or annoyed me

about work

33 I am supported through emotionallydemanding work

35 My line manager encourages me at work

Overall

Peer Support

7 If work gets difficult, my colleagues willhelp me

24 I get help and support I need fromcolleagues

27 I receive the respect at work I deservefrom my colleagues

31 My colleagues are willing to listen to mywork-related problems

Overall

Compared with results from 'Organisational Averages' (see the HSE MS Analysis Tool User Manual for more information and for ca

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


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All Factors

Question No. Text 0s

1 I am clear what is expected of me at work 0

2 I can decide when to take a break 0

3 Different groups at work demand things from me that are hard to combine 0

4 I know how to go about getting my job done 0

5 I am subject to personal harassment in the form of unkind words or behaviour 0

6 I have unachievable deadlines 0

7 If work gets difficult, my colleagues will help me 0

8 I am given supportive feedback on the work I do 0

9 I have to work very intensively 0

10 I have a say in my own work speed 0

11 I am clear what my duties and responsibilities are 012 I have to neglect some tasks because I have too much to do 0

13 I am clear about the goals and objectives for my department 0

14 There is friction or anger between colleagues 0

15 I have a choice in deciding how to do my work 0

16 I am unable to take sufficient breaks 0

17 I understand how my work fits into the overall aim of the organisation 0

18 I am pressured to work long hours 0

19 I have a choice in deciding what I do at work 0

20 I have to work very fast 0

21 I am subject to bullying at work 0

22 I have unrealistic time pressures 0

23 I can rely on my line manager to help me out with a work problem 0

24 I get the help and support I need from colleagues 025 I have some say over the way I work 0

26 I have sufficient opportunities to question managers about change at work 0

27 I receive the respect at work I deserve from colleagues 0

28 Staff are always consulted about change at work 0

29 I can talk to my line manager about something that has upset or annoyed me at work 0

30 My working time can be flexible 0

31 My colleagues are willing to listen to my work-related problems 0

32 When changes are made at work, I am clear how they will work out in practice 0

33 I am supported through emotionally demanding work 0

34 Relationships at work are strained 0

35 My line manager encourages me at work 0

0

No. of records 0 0 de

*Ave

Categorised by Factor

Demands

ID Text 0s

3 Different groups at work demand things from me that are hard to combine 0

6 I have unachievable deadlines 0

9 I have to work very intensively 0

12 I have to neglect some tasks because I have too much to do 0

16 I am unable to take sufficient breaks 0

18 I am pressured to work long hours 0

20 I have to work very fast 0

22 I have unrealistic time pressures 0

0

Question

Question


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Record No Untitled Untitled Untitled


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Untitled Untitled Untitled Untitled


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Untitled Untitled Untitled Untitled


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Untitled Question 1 Question 2 Question 3 Question 4 Question 5


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Question 6 Question 7 Question 8 Question 9 Question 10 Question 11


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Extract Selected Category

If you've applied a filter to select rows whose category(s) you're interested in, press theExtract button to remove the other rows.

Caution! The process is irreversible. You should save the original spreadsheet first (undera different file name) or you may lose data.

Extract

Import Raw Data from Excel

Raw data from other copies of the HSE MS Analysis Tool can be collated using this facility.

Press the button below and select the folder that contains the xls files you wish to process.When you click OK, each xls file will be opened and any raw data contained in it added tothis worksheet.

The success of processing depends on matching column headings (e.g. 'Question 15')between source and target 'Raw Data' sheets. If importing from versions of the analysis toolprior to 1.4, you must go to the Categories worksheet and temporarily alter the title ofCategory A to 'Category A', Category B to 'Category B', etc. If a categories configuraton file

is available, you can use this to restore the category titles once the import has been carriedout. See the HSE MS Analysis Tool User Manual for further information.

For best results and fastest processing, collect all the source files you wish to process inone folder. Put the target (this) file in a separate folder and ensure all other workbooks areclosed before proceeding.

Warning! Depending upon how many .xls files are being processed, importing raw datamay be a lengthy operation.

Import

Import Raw Data from Text FiRaw data from a delimited text

Press the button below and sel

The format of the text file mustseparated value (CSV) file.

The first line in the file, which u

Each subsequent line represen

The first field in the row is assu

The next twelve fields are integ'Categories' worksheet. NB: Ifof 1 selects the secondentry f

The rest of the fields are transfactual question responses.

Use the Delimiter setting belofile. The following is a list of so

9 Tab32 Space44 Comma58 Colon59 Semicolon

Delimiter

Input Numerical Data

The following facility provides for more rapid data entry. It requires that responses on thepaper questionnaires that you are processing be labelled with numbers (1 to 5). Themethod of data input is most efficient when used in conjunction with a numeric key pad andis therefore not suited for use with a laptop computer.

This facility requires Excel 2000 or later.

Input


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ile

file can be imported using this facility.

lect the text file that you wish to process.

conform to strict guidelines, similar to those for a comma-

sually contains column headings, is ignored by this facility.

ts one record, or one row of this worksheet.

med to be an ordinal and is ignored.

ers that index into the categories columns found on thea category set contains as the first option, an indexr a category, 2 selects the third, and so on.

erred as is to this worksheet, i.e. they are assumed to be

to set the ASCII character code of the delimiter used in yourme commonly used codes:

44 Import

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