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222 Abstracts / Journal of Science an

63

ealthy@Work—The Tasmanian state service work-lace health and wellbeing program

. Teale 1

Department of Premier and Cabinet -Tasmania

Healthy@Work is a four year commitment by the Tas-anian Government to support the development of healthier

tate service employees working within healthier workplaces.hrough Healthy@Work, well developed and effective work-lace health and wellbeing programs will be integrated withinach government agency. Healthy@Work is guided by Getoving at Work: A resource kit for workplace health andellbeing. This presentation will outline the implementationf the Healthy@Work project with a particular focus on theole-out of the Get Moving at Work online health and well-eing survey to 28,000 Tasmanian Government employeesn April 2009. The findings generated by the survey pro-ess and the strengths and weaknesses of this strategy as partf a workplace health and program will be discussed. Thendings from an audit of existing workplace health and well-eing programs in the Tasmanian State Service will also beutlined.

oi:10.1016/j.jsams.2009.10.464

64

ealthy active workplaces—Getting more Western Aus-ralian workplaces health and active!

. Maslin 1

Department of Sport and Recreation, Western Australia

Healthy Active Workplaces is an initiative of the West-rn Australian government aimed at facilitating the uptake oforkplace health and wellbeing programs and raising the pro-le of workplace health in WA. The initiative is in year two ofthree-year funding period. To date a number of projects haveeen implemented including a local demonstration project,ublic sector and private sector audits and the development ofumerous resources. This presentation will cover the progresshat has been made to date across these key projects and theey partnerships that have been crucial to the success of theroject. In particular, the findings of the evaluation of theemonstration project and private and public sector researchill be presented. The findings of the demonstration project

how that a number of factors contribute to the success of a

ealth and wellbeing program. These factors include but areot limited to:

Management supportDedicated coordinator role

cssim

cine in Sport 12 (2010) e1–e232

Workplace championsEmployee involvement in planning

oi:10.1016/j.jsams.2009.10.465

65

hysical activity advocacy in the workplace setting

. Fairbrother 1

Office for Recreation and Sport, South Australia

Introduction: The be active @ work Project is one of tenriority project areas of the Physical Activity Council (PAC)n South Australia. Our position is that increased physicalctivity at work will only be gained if strategies are integratednto core business of work, particularly Occupational Healthnd Safety (OHS), Industrial Relations, Human Resourcesnd Workers Compensation agendas. To achieve this long-erm objective, we have undertaken a process of buildingelationships with peak agencies for these agendas. Thisaper will focus on the process of engagement with work-lace peak agencies and discuss the short-term impact of thisngagement.

Methodology: A framework for all the work of the PACs the “be active” Strategy. Goal 3 of the “be active” Strat-gy (Co-ordination) has provided the template for a plannedpproach to engagement. If we engage effectively withhese organisations our hypothesis is that we will success-ully employ coordinated, cross-sectoral approaches to thelanning, delivery and review of initiatives that impact onhysical activity levels at work, in the longer term. Objec-ive 3.1 is “Develop networks and partnerships with peakgencies for Workplace.” The actions undertaken to achievehis objective have been identifying relevant government andon-government agencies, identifying key positions of influ-nce within those agencies, making formal written contactith key contact those agencies, inviting them to a strate-ic planning session, establishing a strategic level referenceroup, identifying opportunities for partnerships and cre-ting agreements between agencies on mutually beneficialrojects. Results/Conclusions: The be active @ work Projectas been successful in implementing the above-mentionedctions. Indicators of success have included regular atten-ance and active participation in reference group meetings,ncreased resource commitment and high-level engagementnd endorsement of a partnership project, the workplace spe-ific online resource (“be active” website). A common themerom stakeholders has been that healthy active workplacetrategies are not core business for these agencies or theirustomers. We need to formally assess the attitudes of deci-

ion makers in these agencies and develop tailored advocacytrategies to influence these attitudes. Our medium term goals to gain increased in principle, time and/or financial commit-

ent from these agencies as a measure of advocacy success.