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TfL 5 year Health and Wellbeing Improvement Programme
The TfL health and wellbeing improvement programme (HWIP) presented here aims to include all employee health and wellbeing improvement
activities. The majority of these are funded by TfL OH; others are funded by other parts of HSE Directorate, Facilities and HR. It aims to align
with the ORR Occupational Health Programme 2014 – 2019.
Rationale: Optimal employee health and wellbeing improves business performance and the delivery of TfL’s transport system which
keeps London working, growing and accessible to all who live, work and visit it.
Long term vision:
TFL is a healthy place to work and everyone is engaged in optimally managing their health and wellbeing
Long term aims:
1. Everyone has the opportunity to develop their knowledge, skills and engagement to manage their health and wellbeing to the max
2. TfL’s working environment and working relationships are good for our health
3. Health and Wellbeing is embedded in the organisation’s culture and initiatives
Long term aim 1: This is OH’s remit. HWIP and OH services will have a direct effect on empowering employees with appropriate tools to look after their health and wellbeing Long term aim 2: OH can influence other TfL departments in achieving it, but can only be indirectly responsible for meeting it. Long term aim 3: OH can influence other TfL departments in achieving it, but can only be indirectly responsible for meeting it. This is achieved through:
Leadership on health and wellbeing throughout TfL
Preventative Interventions
Enabling Interventions
Communication and Training Strategy
Adding Value
Objectives
The Health and Wellbeing Improvement Programme “Four Steps to Health” objectives are:
Objective 1(Nutrition): For employees to improve their lifestyle habits relating to nutrition in a manner which is inclusive to shift workers
Objective 2 (Physical Activity): For employees to increase their physical activity levels with emphasis on changing the habits of those not meeting the recommendations for health
Objective 3 (Mental Health – Sleep): For employees to improve their lifestyle habits relating to wellbeing and sleep in a manner which is inclusive to shift workers
Objective 4 (Overall Health): To reduce the risk at developing poor health, illness
If these objectives are met it would impact on employees’ attendance and engagement.
We will evaluate the strategy by collecting the data below:
SAP reporting (absence number of days lost)
Viewpoint survey (wellbeing index analysis, health and wellbeing engagement score*¹)
GCC reporting (physical activity)
OH Medical periodic appointment (obesity)
Mental health awareness survey*²
Your heart risk assessment website
Online weight loss pre and post programme survey
Health fair data
Flu jabs data
*¹ Health and Wellbeing engagement score measures and baseline to be developed
*² Mental Health Awareness survey is still in the process of development and dependable of budget
Objectives Direct Measurement *³ Benefits
Nutrition Obesity levels based on OH Medical periodic appointments and online weight loss programme survey
Employees: Non-financial through improved wellbeing and preventing illness
Physical Activity Physical Activity Levels –steps/day or minutes/week dependant on intervention
Employees: Non-financial through improved wellbeing and preventing illness
Mental Health and Sleep Wellbeing index analysis and Mental Health awareness survey. GCC reporting.
Employees: Non-financial through improved wellbeing and preventing illness
Overall Health Flu jabs uptake, Your heart risk assessment website, GCC reporting and Health fairs data, Health and Wellbeing engagement score
Employees: Non-financial through improved wellbeing and preventing illness
Attendance Average number of absent days due to ill health (long term sickness and short term sickness)*4
Business: Financial through reduction of sickness absence
Engagement Health and Wellbeing engagement score Employees: non-financial via improved job satisfaction
*³ Baseline will be set on year 0, then objectives for percentage increase will be defined. Data comparative analysis as per Box 5 on page 16
*4 A pragmatic approach has to be taken when analysing sickness absence as there are factors which are not under HWIP’s scope that can impact
employees attendance
Accountability
Prevention at occupational level. Occ Hygiene. Workplace exposures / risk assessment
Improves health behaviours/ lifestyle factors:- harmful substances / diet / activity / attitude / sleep
Organisational (HR, Facilities, Employee relations, Legal, IM) Health Impact Assessments. Environmental factors. Job design. Expectation of behaviours Policies e.g life balance DISCRETIONARY
HWIP coordinates those aspects that OH takes a lead on AND provides a contribution to those aspects that need health expertise - and
External factors Cultural norms Media Family / tribe
Occupational Health Face to Face - Townsend House activity
HWIP leads on this and coordinates, encourages, promotes.
HWIP reports progress, points out alignment / lack of alignment and coordinates some new developments.
Programme Lead: Programme Steering Group: Occupational Health
Stakeholders: Key representatives across TfL
Head of Occupational Health
Head of Occupational Health Health and Wellbeing Improvement Programme Manager Head of Musculoskeletal Health and Physiotherapy Occupational Health Lead Doctor Member of Counselling and Trauma Services Lead Occupational Health Advisor Occupational Health Business Manager
Health and Safety Advisor - Surface People Management Advise Specialist – HR Equality and Inclusion Specialist – HR Employee Relations Team Support – LU PMA Manager – COO HR Health and Safety Council – Corporate Employee relations HR Training Manager – Skills Development RMT representative TSSA representative Human Factors and Occupational Hygiene Advisor – HSE General Manager – COO Transformation Regional Operations Manager – Dial-a-Ride Process Improvement & Review Manager – IM Performance and Compliance Operational Performance Manager – Facilities Operations Employee Communications Business Partner – Employee Comms Health and Safety Council – Coorp Employee Relations
Stakeholders Roles and Responsibilities
1. Understanding the Health and Wellbeing Improvement Programme and how it impacts on their area of the business
2. Contribute to the work of HWIP planning and development through:
Work as a key link between HWIP steering group and the business, helping identify local needs and bringing ideas to
overcome issues
Reviewing and commenting on documents
Socialising documents with others in their area of the business
Unblock obstacles if they are in their area of the business
3. Proactively promote health and wellbeing campaigns and cascade appropriate information to others who need to know.
4. Keeping abreast of HWIP progress and ensure attendance at stakeholder meetings
TFL Health and Wellbeing Improvement Programme - 5 Year Plan
Leadership
• Focus on the message that employee health makes a significant and positive contribution to productivity and engagement
2016-17 2017-18 2018-19 2019-20 2020-2021
Engage Board Level Champions
Attendance and presentations about HWIP at relevant senior meetings: HSEC, TfL People Group
Engage Trade Union representatives at strategic level
Meet TU paid officials to discuss health agenda and collaborative working
Engage TfL staff network groups
Meet with TfL staff network groups to discuss health agenda and collaborative working
TFL Health and Wellbeing Improvement Programme - 5 Year Plan
Prevention
• Focus on preventing work related and lifestyle illness
• Promote good health behaviours
2016-17 2017-18 2018-19 2019-20 2020-2021
Physical Activity
Delivery of Champion Training and GCC Physical Activity Challenge across LU Operations. Delivery of Step it Up- programme across head offices Continue development of educational programme about effects of sedentary lifestyle Review physical activity information on Health and Wellbeing intranet pages
Tender Physical Activity challenge to be delivered across TfL. Review Working back guide
Musculoskeletal
Complete Musculoskeletal risk assessment of train cabs. Key findings implemented into CDP and CMS as appropriate
Mental Health/ Sleep
Mental health awareness survey (Analysis of Mental Health awareness survey will serve as recommendation for future activities)
Mental health first aid traning Review Mental Health information on Health and wellbeing intranet pages Mental Health awareness events, including Time to Change pledge Development of sleep awarensess campaign
Review Ride the wave booklet, Resilience e-training, Resilience booklet, Are you listening booklet Delivery of sleep campaign
Mental health awareness survey
Mental health awareness survey
Improvisation workshops for a healthier mind Explore existing wellbeing tools and their use in the workplace
Medical
Review Medical conditions information on Health and Wellbeing intranet pages Delivery of flu vaccination campaign across TfL Pneumococcal vaccination campaign to welders and members of TFL staff exposed to welding fumes at work
Review Shift work and health intranet pages
Vitamin D awareness campaign
Management of Workplace Hazards
Refocus on occupational health measures to assess risk and monitor exposure. Complete matrix review, identify gaps and develop a plan to address the gaps
Review compliance with requirements for health surveillance provision
Other Lifestyle Behaviours
Delivery of smoking cessation campaign in collaboration with NHS
Other Health and Wellbeing Awareness
Review of health fair programme requirements including review of information and materials available at health fairs
Delivery of Health Fairs
TFL Health and Wellbeing Improvement Programme - 5 Year Plan
Enabling
• Focus on enabling employees with health problems and disabilities to live and work productively
2016-17 2017-18 2018-19 2019-20 2020-2021
Physical Activity
Musculoskeletal
Condition Management Programme pilot
Mental Health/ Sleep
Wellbeing index analysis based on viewpoint survey Mental Health intervention/support to specialist area
Medical
Management of Workplace Hazards
Nutrition and weight loss
Delivery of online weight loss programme
Review nutrition and weight loss information on health and Wellbeing intranet pages Engage with TfL information & Communication technology and TfL Online Marketing & Communications to create an electronic book with the content of the 12 week weight loss booklet
Engage with Facilities to review the possibilities of providing healthier food at canteens
Other lifestyle behaviours
TFL Health and Wellbeing Improvement Programme - 5 Year Plan
Communication and Training
• Focus on engaging and communicating with employees about their health and wellbeing
2016-17 2017-18 2018-19 2019-20 2020-2021
Communication
Produce and implement strategic communication plan with the aim to engage employees about their health
Training
Recruitment, training and support of health and wellbeing champions. Skills based on : - General health and wellbeing - Physical activity - Mental health - Weight loss and nutrition
TFL Health and Wellbeing Improvement Programme - 5 Year Plan
Adding Value
• Focus on data collection, analysis and presentation to demonstrate the value of the programme
2016-17 2017-18 2018-19 2019-20 2020-2021
Wellbeing index analysis based on viewpoint survey
Health and Wellbeing employee engagement via Viewpoint – develop measure baseline.
Health and Wellbeing employee engagement
Absence- number of days lost due to ill health data report – setup baseline and run every year
Physical activity levels – Heath fair and GCC data
Obesity at TfL – based on OH medical appointment data
Obesity at TfL – based on OH medical appointment data – compare with year 1
Obesity at TfL – based on OH medical appointment data- compare with year 1 and 3
Mental health awareness survey
Mental health awareness survey- compare data with year 1
Mental health awareness survey- compare date with year 1 and 3
Your heart risk assessment website data analysis
Health Fair data anaylsis
Flu vaccination data analysis
“4 Steps to Health”
At the annual level HWIP is divided into 4 seasons and each season relates to a specific theme.
Every person’s journey in health matters
Season 1 – Mental Health and Sleep
Promote and run the interventions related to mental health and sleep:
Mental Health awareness events to mark mental health day
Sleep awareness campaign
Mental Health awareness survey ( on the years that it is running)
MHFA
Improvisation Workshops for a healthier mind
Challenge to be developed
Sign post to upcoming seasons + challenges
Season 2 – Nutrition and Weight Loss
Promote and run the interventions related to nutrition and weigh loss:
Online weight loss programme
Weight loss booklet
Benefits of health eating (food and mood – food and energy levels- food and cholesterol- food and diabetes)
Shift work and health eating information
Change 4 Life – Smart recipes
Challenge to a healthier eating lifestyle (by taking part of the online weight loss programme) or similar challenge
Sign post to upcoming season + challenges
Season 3 – Physical Activity and Musculoskeletal
Promote and run the interventions related to physical activity and musculoskeletal:
Global Corporate Challenge (or similar tool)
Effects of Sedentary lifestyle information campaign
Signpost to Physical activity events ( internal and external, with emphasis on Active travel)
Fit 150 Challenge
Benefits of physical activity (mood – energy levels- medical conditions)
Sign post to upcoming season + challenges
Season 4 – Medical Conditions/Flu jabs and Smoking Cessation
Promote and run the interventions related to medical conditions, flu and smoking cessation
Advertise Flu jabs campaign
Promote Stop smoking campaign
Promote Drinks meter or similar tool website
Promote Your heart risk assessment website
Promote Shift work and related medical conditions awareness
Promote Vitamin D awareness campaign
Challenge (Stop Smoking, healthier heart)
Sign post to upcoming seasons + challenges
Appendix A
Checklist to help identify whether an intervention will work at TfL
Does this intervention have an evidence base that suggests it will meet the need we have identified?
Do we have relevant evidence and reference points to show the need for and benefit of this intervention?
Do we have and/or can we buy the time, resources and expertise to implement this intervention effectively?
Does this intervention fit with the TfL culture and environment? Does it fit with the culture and environment of the target population?
Can we engage senior people and managers at all levels in championing this intervention?
Can we engage local champions and peer-to-peer communication around this intervention?
Do we have a clear communication plan to ensure that all relevant employees know about this intervention?
Does this intervention build on the work we have already done and fit with our existing programme in terms of content and quality of delivery?
Can this intervention be integrated with other TfL activities?
Does this intervention require unachievable availability of employees (e.g. release for operational staff) or can it be built relatively easily into their working day/non-work time?
Does this intervention include clear procedures, planning and organisation?
Will employees be involved in the design, development, implementation and evaluation of this intervention?