scottish centre for healthy working lives tromsø - 21- 23 september 2005 steve bell strategic...

Scottish Centre for Healthy Working Lives

Tromsø - 21- 23 September 2005

Steve BellStrategic Director

Healthy Working Lives

http://www.scotland.gov.uk/library5/health/hwls-00.asp

Context

Scottish Population Projection 2002-2018 (GROS, 2005)

0 200 400 600 800 1000 1200 1400

0-4

5-14

15-19

30-44

45-59

60-74

75 & Over

2018

2002

Population Projections for Sutherland2001-2017 (NHS Highland, 2005)

700 600 500 400 300 200 100 0 100 200 300 400 500 600 700

0-4

5-9

10-14

15-19

20-24

25-29

30-34

35-39

40-44

45-49

50-54

55-59

60-64

65-69

70-74

75-79

80-84

85+

Population

Male Female

700 600 500 400 300 200 100 0 100 200 300 400 500 600 700

0-4

5-9

10-14

15-19

20-24

25-29

30-34

35-39

40-44

45-49

50-54

55-59

60-64

65-69

70-74

75-79

80-84

85+

Population

Male Female

Life expectancy at birth in selected countriesLife expectancy at birth in selected countriesby sex for the year 2000by sex for the year 2000 (Leon et al, 2003)(Leon et al, 2003)

70.0

75.0

80.0

85.0

55.0 60.0 65.0 70.0 75.0 80.0

Male life expectancy at birth

Fem

ale

Lif

e ex

peca

tncy

at b

irth

Scotland

USA

Japan

NIWalesEngland

CZ

Cuba

Spain

Costa Rica

Russia

Denmark

Finland

Poland

Hungary

●

Portugal

Selected Statistics

8%25%

5.6% 10.2%

18.4% 179,000

85

Sources: 1&2 Scottish Executive 2004 3 ONS 2005 4&5 Health Scotland 2004 6 HSE 2004

Policy Agenda

EconomyHealth

Social Justice

Delivery Agenda

• Health Promotion

• Occupational Health and Safety

• Job Retention and Rehabilitation

• Return to Work

• Life-long Learning

More than the Sum of the Parts

Safe andHealthy Working


Scotland’s Health at Work

• Launched in 1996 – a unique partnership• Based on the principles of the Ottawa Charter, the

programme supports and rewards workplaces that introduce and implement health promoting policies and practices

• Awards made at Bronze, Silver, Gold & giving credit for any activity that demonstrates a safe, supportive

and inclusive working environment. • New Mental Health Commendation Award.

SHAW - Advice

• Smoke free workplaces• Healthy food choices available in canteens• Provision of facilities to promote exercise e.g. gyms,

bike racks, showers• Workshops & seminars on health issues during work

time• Needs assessments covering organisational,

environmental & lifestyle issues• Policy development & implementation

SHAW – Communication

• National Helpline• Face to face with clients on site• Networking events & workshops• Printed and electronic resources (i.e. Written guidance

on how to meet criteria, Toolkit for Small and Medium Enterprises, Website, Inter-active CD Rom)

• Quarterly Newsletter• E-mail & Correspondence• Advertising in Journals etc.• Radio Campaigns

SHAW - Impact

0

10

20

30

40

50

60

70

80

90

100

% r

eg

iste

red w

ork

pla

ce

s

Before After

SHAW – Key Outputs

• 78% of participants see improvement in staff health knowledge

• 66% see improvement in health behaviour

• 47% see increase in morale and motivation

(Institute of Occupational Medicine, Dec 2002)

SHAW Registration & Awards

• Provides an occupational health and safety advisory service through:– Network of 20 local staff– Free national Advice-Line– On-line services

• Clinical Sessions Pilot

Safe and Healthy Working

SaHW – Service Framework

Recruitment through:

Web site, Advice line Regional Advisers, Partner organisations

Workplace visit:

Using broad checklist, Policies and procedures, Risk and CoSHH assessment, ID Main hazards, Emergency procedures, Occupational health, Health promotion Provision of a report:

Based on Actions

Red - 1 Amber - 2 Green - 3

with guidance to resources and local contacts

Return visit: To talk through report and practical actions

SaHW – Service Data

Sector

9% Charity; 9% Healthcare; 7% Food and drink; 6% Retail

Company size

1-10 = 31% 11-50 = 21%

Call backs

89% no call back; Research 5%; 2% voice message; 2% request

Enquiry Type

Visit 33%; Service info 9%; Occ Health 7%; H&S dev 5%; Law 4%; RA/Stress/Training/Welfare 3%

Call duration average 21mins

6 -10 mins = 37%; 11- 20 mins = 22%; 21- 50 mins = 25%

External Evaluation - 2003

The following quotes are taken form the usefulness of the service - follow-up of advice line callers – Employers and Employees (Nov 2003):

• 68% of employers and 60% of employees thought the advice was ‘very useful’

• 48% of employers and 28% of employees said that they had already recommended the advice line to others.

• Of those that had not yet recommended the service 85% of employers and 94% of employees said that they would be likely to recommend the service in the future.

• 92% of employers (n=23) and 96% of employees (n=24) said that they would be likely to use the advice line again.

• 80% of employers and 48% of employees said that the action taken had improved health and safety.

• 40% of employers and 24% of employees said that the action taken had resulted in other improved outcomes.

Internal Evaluation (2005)

Internal evaluation 2005 83 (69%) of the 120 feedback forms issued were returned

to OHSAS.

Adviceline 72% were very satisfied, 1% were satisfied and 27% did

not use the service.

Advisers visits and reports 92% were very satisfied and 8% did not use the service.

Follow up visit 88% were very satisfied, 1% were satisfied and 11% did

not use the service.

More than the Sum of the Parts

Safe andHealthy Working


Diverse Delivery

SHAW

DWP

Occ. Health Providers

LocalAuthorities

SAD

HSE

SaHW

NHSHealth

Scotland

SBC

NHSBoards

Voluntary Sector

Unions

Joining Up Delivery

SHAW

DWP


LocalAuthorities

SAD

HSE

SaHW

NHSHealth

Scotland

SBC

NHSBoards

Voluntary Sector

Unions

Scottish Centre for


Joined-Up Delivery

SHAW

DWP


LocalAuthorities

SAD

HSE

SaHW

NHSHealth

Scotland

SBC

NHSBoards

Voluntary Sector

Unions

Scottish Centre for


Strong Foundations

• 38% of the Scottish Workforce in SHAW registered organisations.

• 1,500 businesses visited by SaHW Advisers, and over 8,000 advice line/e-mail enquiries dealt with.

• Advice-Line expertise.• On-Line Services expertise.• Highly skilled staff dealing with Health Promotion and

Occupational Health and Safety. • Employability delivery capability (SAD and pilots).• Established tradition of partnership working.• Policy and partnership backing.

National Advisory Group

Andrew Cubie ChairmanBill Spiers STUCIain McMillan CBI ScotlandRory Mair CoSLA Kevin Doran Job Centre Plus ScotlandPam Whittle Scottish ExecutiveLesley Hinds NHS Health ScotlandGraham Robertson NHS Health Scotland Stewart Campbell Health and Safety Executive John Phillips Scottish Enterprise Rory Mackail Federation of Small BusinessesEwan Macdonald Faculty of Occupational MedicineTom Bell Royal Environmental Health Institute of

ScotlandSteve Bell Scottish Centre for Healthy Working Lives

Strategic Objectives

• To implement the SE strategy for HWL and influence the future development of that strategy.

• To engage and work with partners and stakeholders in the delivery and development of opportunities for HWL in Scotland.

• To provide or offer access to high quality support, advice and guidance on all aspects of HWL to:– Employers,– Employees,– Those wishing to enter the workforce.

• To establish, develop and disseminate the evidence base for investment in the delivery of HWL at all levels.

• To co-ordinate the design, delivery and review of activities support the development and delivery of the HWL strategy.

• To recognise the achievements of Scottish employers in contributing to health improvement in Scotland.

Phase One (2005-6)

• Ensure delivery and development of SHAW and SaHW.• Integrate business/employability functions of SAD.• Review and develop existing pilots.• Take forward With Work in Mind.• Establish and implement new operational framework.• Establish arrangements for joint working with partners.• Develop and begin to implement new integrated marketing strategy.• Develop evaluation framework.• Develop workforce development strategy.• Complete first phase of review of the award criteria.• Soft launch Centre in Autumn 2005 followed by hard launch early 2006• Populate management structure.• Establish office base and management systems.

Phase Two (2006-2008)

• Review existing research and commission new research as required.• Continue to grow services currently delivered by SHAW and SaHW

within a single system.• Ensure service developments are co-ordinated with HSE Workplace

Health Direct pilot.• Introduce new credit system to the recognition programme.• Design and deliver new training to workplaces and professionals.• Develop new pilot projects, such as on personal health plans.• Introduce programmes of vocational rehabilitations.• Develop systems that support individuals to re-enter the workforce.• Contribute to national health improvement policy development• Develop proposals in preparation for the Scottish Executive spending

review, which will in turn become phase three.

Existing Structure

Chief Executive

NHS Health Scotland

Strategic Director

SCHWL

Scotland’s Health at

Work


NHSHealth

Scotland

Action Plan Work stream development

SHAW Advisers

SaHW Advisers

Local NHS Systems

Future Structure NHS Health Scotland

Strategic Director

Integrated Operations Integrated Marketing and Communications

Work-stream Development Cross-cutting Programme Development

Advice-Line and On-line Services Partnership Development

Evidence and Evaluation Training and Professional Development

Evidenced Based Market Led

Employability Services

Safety Services

OccupationalHealth Services

Health PromotionServices

Recognition

HWL Advisory Group

Customer Perspective

BusinessServices

Employee Services

Returnee's Services

Integrated Menu of Services

Employability Services

Safety Services

Occupational Health Services

Health PromotionServices

Recognition

On-Line Services Local Team Advice Line

Local Networks Virtual Regional Team

Operational Framework

Local Healthy Working Lives Network

Regional‘Virtual Team’

Local Delivery Partners

On-Line Services

National Advice Line

NationalOffice

Regional Co-ordination

Multi-disciplinary Local Teams

Employers

Employees

Returnees to Work

Clients

Risk Assessment

Tobacco Policy Support

Smoking Cessation

Sickness Absence Mgt

Recognition Scheme

Health Screening

Job Retention

Health & Safety Advice

Lifelong Learning

Return to Work Support

Service Menu

Delivery Components

Core

Local Multi-Disciplinary Teams

Occupational Health

Health & Safety

Health Promotion

Local Team Functions

• Client Management and client data recording.• Integrated Workplace Assessment.• Recognition Programme development and assessment.• National programme and work-stream development.• Marketing, communications and recruitment.• Cross area working and training.• Local partnership working (inc. Community Planning).• Basic level competence in all team members.• Practitioner competence in Health Promotion and

Occupational Health and Safety within the team.• Specialist competencies in team or Region/Nationally.

Centre Functions• Strategic and Policy Direction• Marketing and Communications• Resource Development• Work-stream Development• Cross-Cutting Programme Development• Partnership Development• Training and Professional Development• Competency Development• Evidence and Evaluation• Administrative Support• Quality & Performance Monitoring and Support• Advice-Line and Web-Based Services

Advice Line Functions• First line point of contact for most new clients.• Provide a confidential national telephone advice line on all aspects

relating to workplace occupational health and safety, health promotion, and employability/return to work.

• Database management.• Manage electronic and written enquiries.• Routing clients to on the ground support (ie local adviser or delivery

partner).• Signposting to internal and external specialists • Dealing with requests for resources and publications.• Providing an internal specialist advice service to local Advisers.• Contact point and focus for specific partnership initiatives and

campaigns.

On-Line Services

• On-line tools for clients.• Best practice examples.• Information and knowledge databases.• Contact details.• Hyperlinks.• Letter and report downloads.• Diaries.

Performance Drivers

Health EconomyCTOG

Stakeholders

Competence

Financial

Learning and Growth

Collaborative Advantage

Personal and Community Capacity

Competitive Advantage

Scenario One

Employers

Employees

Needs Assessment


Occupational Hygiene


Recognition Scheme

Health Screening

Job Retention


Lifelong Learning


Returnees to Work Local Healthy Working Lives Network



On-Line Services


NationalOffice



Clients Service Menu

Delivery Components

Health Promotion Client Manager

Scenario One

• Quantum Solutions is a small employer in Isolation Town which is struggling to recruit staff, and which also has sickness absence problems. They are thinking about relocating to Destiny because of this. They have been registered with Recognition Programme for over a year, but due to these pressures, have not made much progress.

• In a routine follow up meeting, the Client Manager is made aware of the problems, and introduces the business to Sickness Absence Management tools that are available on the website.

• She also arranges for a visit from the local Occupational Health Adviser, and the business begins discussions with the local occupational health service about purchasing a service.

• The adviser also discusses with the business possible opportunities that may exist for people wishing to return to work, and contact is made with the local employment office to discuss supported work placements.

• Working with the local college, Quantum is able to offer a placements to two people with basic IT skills who are recovering from mental health problems, and the business also works with the local mental health project on a mental health awareness and anti-stigma programme.

• Within 6 months, the business has achieved its Bronze award, and begins to look at how it could support its staff to be more active as a first step towards achieving silver.

Scenario Two

Employers

Employees

Needs Assessment




Recognition Scheme

Health Screening

Job Retention


Lifelong Learning





On-Line Services


NationalOffice




Delivery Components

OH or Safety Client Manager

Scenario Two

• An employee on a small fish farm is beginning to have increasing amounts of time off work due to a recurring back problem, and is concerned about his job.

• He phones the advice line, having seen an advert in a newspaper, and is given basic advise, as well as being sent Working Backs literature.

• A referral is also made to the local physiotherapy service which is involved in the local Healthy Working Lives Network.

• The employee is also provided with some information about the services provided by Healthy Working Lives, included in which is training for trainers around manual handling and local contact details, and he raises this with his manager who approaches the Local Adviser.

• An audit of the database also throws up the fact that a number of employees on fish farms have approached the Advice Line over recent months, and a proactive campaign targeting the industry is organised.

• The employer also registers for the award programme, and as a first step makes begins working with a local voluntary employability project. It hopes that this can help address recruitment problems it is facing

Scenario Three

Employers

Employees

Needs Assessment




Recognition Scheme

Health Screening

Job Retention


Lifelong Learning





On-Line Services


NationalOffice




Delivery Components

Scenario Three

• Iain has not worked for a number of years following a head injury sustained in a traffic accident. He knows that he is not going to be able to return to his job as a teacher, from which he took ill health retirement, but does feel he has something to contribute.

• Having seen a poster in his local library, Iain views the Healthy Working Lives Website, and is encouraged to approach the Advice Line, where he talks to an specialist about returning to work.

• He is also put in touch with a employability project in Hope Springs that has been put on the project database by a Local Adviser.

• As it happens, he is able to find a placement with a business that has been involved with SHAW for over four years, and which began working with the local employability project as a means of achieving its Healthy Working Lives Silver Award, something it needed to do following the change in the award criteria earlier in the year.

Scotland’s Health at Work

Case – Mariners Harvest (Fish Farms)

• Manual handling training (on installations)• Immediate physiotherapy referral following injury• Health checks for all staff• Health info notice boards on all sites• Tobacco policy in place• Smoking Cessation ‘buddy training’ being set up• Drug and Alcohol policies under development• Inter site football matches• SHAW Bronze Award holder – moving to silver• Significant fall in sickness absence reported


Case – Farm-safe Pilot

• Pilot between SaHW, Health & Safety Executive and Scottish Farms Quality Cereals.

• SFQC Advisers trained in basic H&S awareness• SFQC Advisers conduct rapid H&S assessment• Where need identified, SaHW adviser visits and undertakes

assessment and collects data.• Follow up visit organised• Internal and external evaluation being undertaken

Rehabilitation & Job Retention

Case – Lanarkshire HOPE Project

• Healthcare, Occupational and Primary for Employees• Aims to improve awareness of work related ill health, improve

treatment, and develop a clear picture of its impact• 2,105 clients referred since 2000• 55 referred to Occupational Health Physician• Average cost per client - £200.• Evaluation suggests faster return to work and improved

functional capacity for clients.

HOPE Project - Method

Each patient interviewed screened by OHN

Patient interviewed by telephone and data collected

Consent, demographic and categorisation of condition returned to HOPE

If YES - patient given information leaflet and signs consent section

Patient screened - is condition related to work?

Patients present to GP - AED - Health Professional

Workplace Assessment

OH Physician Physiotherapy

CounsellingLiterature

Lost Working Days 2000-2005Category Employees

(n)

Mean lost working days

(n)

Total lost working days

(n)

MSD 558 27 14,787

Mental Health/Stress 332 31 10,351

Accident 1,105 5 5,165

Respiratory disorders 38 17 638

Other 24 16 386

Skin conditions 54 6 308

Toxic subs (possibly) 8 21 170

Infectious diseases 1 12 12

Hearing 4 1 1

Total 2,142 15 31,818

So what’s new?

Contact Details

Steve BellStrategic Director

Scottish Centre for Healthy Working LivesWoodburn House

Canaan LaneEdinburgh EH10 4SG

Tel (0131) 536 5565

E-mail – [email protected]

www.healthyworkinglives.com

scottish centre for healthy working lives tromsø - 21- 23 september 2005 steve bell strategic...

Documents

healthy working slide

context slide

shaw impact slide

health issues

occ health

scotlands health

health scotland

health behaviour