the nottinghamshire wellbeing at work: workplace health award scheme · pdf file ·...

Cheryl George: Senior Public Health Manager

The Nottinghamshire Wellbeing at Work: Workplace Health Award Scheme

Toolkit

Copyright 2015

Cheryl George: Senior Public Health Manager 2

Contents

1. Introduction .......................................................................................................................... 3

1.1. Benefits ....................................................................................................................... 3

1.2. What are the main illnesses ........................................................................................ 3

1.3. What are the costs and evidence ................................................................................ 3

1.4. Aims of the award scheme .......................................................................................... 4

2. Award Scheme Overview ..................................................................................................... 5

2.1. Expectations of the award scheme .............................................................................. 5

2.2. Benefits and support on offer through this scheme...................................................... 6

3. Getting Started ..................................................................................................................... 7

3.1. Portfolios ..................................................................................................................... 9

4. Bronze award Criteria overview .......................................................................................... 10

5. Silver Award Criteria Overview ........................................................................................... 12

6. Gold Award Criteria Overview ............................................................................................ 14

7. Platinum Award Criteria Overview ...................................................................................... 16

8. Maintenance Criteria Award Overview ............................................................................... 19

9. Appendix 1: The ‘About Us’ Workplace Questionnaire ....................................................... 20

10. Appendix 2: The Workplace Health and Wellbeing Memorandum of Understanding .......... 25

11. Appendix 3: Employee Wellbeing Survey ........................................................................... 28

12. Appendix 4: Blank Portfolio template Bronze award ........................................................... 29

13. Appendix 5: Blank Portfolio template Silver award ............................................................. 30

14. Appendix 6: Blank Portfolio template Gold award ............................................................... 31

15. Appendix 7: Blank Portfolio template Platinum award ........................................................ 32

16. Appendix 8: Role of the Work Place Health Co-ordinator ................................................... 33

17. Appendix 9: Role of the Work Place Health Champion ....................................................... 34

ACKNOWLEDGEMENTS

Karen Thornton – Health & Safety Manager Nottinghamshire County Council Liz Prime – Environmental Health Officer Bassetlaw District Council: For support with the

safety work sections of the toolkit.


1. INTRODUCTION

A happy and healthy workforce is one that is productive. There is a link between investment in the health and wellbeing of employees and positive outcomes for the organisation and the employee. Research has shown a return on investment in the UK, for example, London Underground has seen a return on investment of 8:1 (that is £8 for every £1 spent) following a stress programme and the Royal Mail Group specialist back rehabilitation programme has resulted

in a return on investment of 2:1i.

Investment in employee health does not need to be large amounts of money, investment of time can have huge rewards, and this scheme aims to provide benefits with little or no monetary investment. However your organisation can invest as little or as much as it deems necessary to have desired results. 1.1. BENEFITS

The Nottinghamshire Wellbeing at Work: Workplace Health Award Scheme aims to support businesses of all types and size with little investment to work towards realising benefits as follows; To the employer;

Demonstrates exemplary practice by leading in the area of promoting positive health and well-being of employees

The ability to attract a higher calibre of employee for roles

Improved employee retention (reduced staff turnover = reduced costs)

Improved absences due to illness

Increased efficiencies with employees whose dedication to the organisation has increased

Increased productivity

Increased profits

To the employee;

Better mental health

Better work-life balance

Increase sense of self value and efficacy

Increased awareness and ability to improve health

Improved levels of wellbeing

1.2. WHAT ARE THE MAIN ILLNESSES In 2011/12 the leading causes of work related ill healthii (self-reported) amongst people who have worked in the last 12 months were;

Stress, Anxiety and/or depression

Musculo-skeletal disorders

Other

The main causes of preventable ill health are;

Tobacco Use

Diet & Physical Activity

Poor Mental Health

Alcohol and substance use/misuse

1.3. WHAT ARE THE COSTS AND EVIDENCE In the UK in 2010/11,


22.1 million days were lost due to work-related illness

4.4 million days were lost due to workplace injuries

On average each person taking time off work took o 19 days for illness o 7.2 days for injuriesiii.

1,073,000 work related illness episodes in 2011/12, of these 40% (428,000) were cases of stress (source Labour Force Survey).

Ill health (excluding cancer) cost society an estimated £13.4 billion in 2011/12iv Around 6 million people in the UK, who are in work, say that they have a long-standing health condition. Evidence suggests that by following basic healthcare and workplace management most people with common health conditions can be helped to return to workv. ‘For the period 2010/11 in the East Midlands, an estimated 89,000 people who had worked in the last year, believed they were suffering from a work related illness with an estimated 2.4 million working days lost to workplace injury and work related ill health. Days lost in the East Midlands due to ill health were 2,768 with the average days lost per worker being 1.52 which is higher than the national average’1. The costs of working-age ill-health to Britain are large by any standards. Dame Carol Black estimated that the annual economic cost of ill-health in terms of working days lost and worklessness was over £100 billion, which is equivalent to the annual running costs of the NHS. Individuals who do not work standard daytime hours (Night shift) or who work alternative shift patterns are known to experience worse health than those who do not Bambra C L (2008)vi state, “Reported health problems include sleep disturbances, fatigue, digestive problems, emotional problems, and stress related illnesses, as well as increases both in general morbidity and in sickness absence. These problems may derive from disruption to physiologic, psychological, and social circadian rhythms”

1.4. AIMS OF THE AWARD SCHEME

To promote and enable a healthy productive workforce with optimum levels of wellbeing.

To reduce sickness absence and improve management and recording of sickness management.

To reduce staff turnover and increase employee retention as employees feel better supported and more valued.

To increase productivity, efficiency and profitability through better recruitment and retention reduced unplanned staff absence due to illness.

To create a culture of wellness, and wellbeing with a healthy working environment within the organisation.

1 Ibid


2. AWARD SCHEME OVERVIEW

The scheme aims to provide small, medium and large sized organisations with the opportunity to promote and enable better health and wellbeing in the workplace. The scheme is open to all organisations regardless of industry (or sector). The scheme is flexible to suit all organisations and offers a structured approach to achieving the aims stipulated. The Award Scheme comprises of 5 attainment levels across, 5 themed areas with a tiered approach as follows;

Award Level Intervention Tiers

Bronze Health Promotion and Information

Silver Health Development

Gold Enabling and increasing access to local wellbeing services

Platinum Policy changes and culture changes

Maintenance Demonstrate continuous commitment to improvement and development of health and wellbeing in the workplace

The 5 key themes are:

1. Substance Use/Misuse: tobacco use, alcohol and drugs/substances. 2. Emotional Mental Wellbeing: stress, anxiety, depression, spiritual and emotional

wellbeing. 3. Healthy Weight: healthy eating, physical activity, sport and weight management. 4. Protecting Health: cancer, sexual health, health checks, domestic abuse and

immunisations. 5. Safety at work: Health and Safety in the workplace.

1.5. EXPECTATIONS OF THE AWARD SCHEME Leadership: Active support and involvement from senior management to work towards the attainment of wellness and wellbeing in the workplace.

Employee engagement and involvement: is a key component of the Award. Staff at every level are consulted, engaged and empowered to ensure that the desired benefits are achieved. Tasks and guidance for this are built into the award scheme criteria.

Health promotion: is a theme at every tier, with campaigns required to be run every year.

Tobacco Control: Workplaces will be expected to sign up and develop an individualised action plan in order to achieve the Nottinghamshire County & Nottingham City Declaration on Tobacco Control. Please visit: https://smokefreenotts.co.uk/advice-information/advice-informationnottinghamshire-county-and-nottingham-city-declaration-on-tobacco-control/ (where you will find help and advice to develop the action plan and guide workplaces through the declaration as required).

Health champions: are a major part of the award requirement with the award requiring individuals from within the organisations to be trained to RSPH 2 and brief intervention level to become workplace health champions.

Multiple sites: If the organisation has more than one work location/site/an outstation then (where possible) these must receive the same level of attention and have champions as well as the main site/headquarters.

https://smokefreenotts.co.uk/advice-information/advice-informationnottinghamshire-county-and-nottingham-city-declaration-on-tobacco-control/

https://smokefreenotts.co.uk/advice-information/advice-informationnottinghamshire-county-and-nottingham-city-declaration-on-tobacco-control/


Shifts/Shift workers: It is vitally important that any interventions put in place are available to all shifts equally. It is also necessary for there to be Health champions on each shift pattern. Businesses taking part in the scheme are provided with continual support and guidance throughout the award and thereafter. The award scheme is just the beginning of a whole host of possibilities for organisations involved.

1.6. BENEFITS AND SUPPORT ON OFFER THROUGH THIS SCHEME Being part of this Award Scheme will give your organisation a number of benefits which include:

Training: access to training courses for your assigned ‘champions/co-ordinator’ :

The RSPH Level 2 Award in Understanding Health

Improvement http://www.rsph.org.uk/en/qualifications/centres/understanding-

health-improvement.cfm

Brief intervention training 1/2 day course

The National Centre for Smoking Cessation Training (NCSCT): Very Brief

Advice training: http://elearning.ncsct.co.uk/vba-launch

An evaluation of your business’s wellbeing and tailored guidance regarding the

implementation of the Award Scheme.

Corporate membership: all staff have access to the corporate membership

scheme at local leisure centres.

Ongoing support from the ‘Wellbeing at Work’ team to achieve a healthy

workplace status.

Access to free information and resources: access to up to date accurate health

related information.

Publicity & Recognition of your organisations commitment to the health of your

employees this includes an awards ceremony, certificate, promotion of the

organisation, use of the Healthy Workplaces logo and opportunities to share your

good practice with other businesses.

Become part of the wellbeing at work network for organisations

Optional – These are offered to workplace employing no fewer than 50 employees

Health Fair: The ‘Wellbeing at Work’ team will support the workplace leads to facilitate the delivery of a mini health fair on site if required through existing provider services supporting the scheme.

http://www.rsph.org.uk/en/qualifications/centres/understanding-health-improvement.cfm




http://elearning.ncsct.co.uk/vba-launch


3. GETTING STARTED

A key element of the award scheme is being able to demonstrate improvements to your organisation and to the health and wellbeing of your employees.

Therefore your organisation has decided to embark upon the wellbeing journey, we ask you to:

1. Complete the ‘About Us’ workplace questionnaire in Appendix 1 2. Agree to and sign The Workplace Health and Wellbeing Memorandum of Understanding

in Appendix 2 and formally launch the program of work in your workplace 3. Administer the employee wellbeing survey to all staff with an minimum of a 10% return,

(also detailed in appendix 3) https://www.surveymonkey.com/s/lifestyle2015

Steps 1 and 3 will be routinely undertaken every three years to assess outcomes.

Figure 1 (detailed below) shows the process for organisation to undertake to get started.

https://www.surveymonkey.com/s/lifestyle2015


Figure 1: Flow chart for Award scheme process


1.7. PORTFOLIOS Once your organisation has signed up to the scheme you will be required to produce a portfolio of evidence for each level of attainment. The portfolio will demonstrate that you meet all the minimum requirements at each level. Portfolios will be assessed and an assessment visit will take place prior to an award being made. Criteria templates for each stage of the awards have been designed for you to use to complete your portfolio which includes details of the requirements for each level. These can be found in Appendices 4-7. Once your organisation has received the highest award you want to attain, the standard is to be maintained indefinitely and a portfolio of evidence will be required every 2 years.


4. BRONZE AWARD CRITERIA OVERVIEW

The following are mandatory requirements;

Preliminary paperwork: Complete preliminary paperwork and evaluation benchmarking as described in section 3.

Appoint a Workplace Health Co-ordinator: to co-ordinate all activities and the portfolio – see Appendix 8 for detail of role.

Recruit from within your workforce wellbeing champions: Demonstrate commitment to the Award by appointing named Champions to lead the work: A ratio of 1 champion per fifty employees is proposed however more may be necessary if the organisation has more than one site or has shift workers to ensure equity see section 2.1,Appendix 9 details the Champions responsibilities.

Sign ‘The Workplace Health and Wellbeing MoU’ and formerly launch the scheme within the business. http://www.workplacechallenge.org.uk/sportnottinghamshire/

Promote: Ensure all employee’s know and understand that their organisation is working towards this award – via memo, all staff emails or newsletters.

Engage: effectively consult with staff about the Award scheme and establish their thoughts or opinions on what might work to improve wellbeing, moral and culture.

Evaluate: Agree to feedback and monitor progress using the evaluation process linked to the Award (we provide the tool & analysis).

C4L: Sign up to the ‘Change 4 Life’ campaign and allow the promotion of the campaign within the organisation.

Workplace Challenge: Sign up to and promote the Sport Nottinghamshire Workplace Challenge, encouraging employees to record their sport, physical activity and active travel online.

Sign the Nottinghamshire County and Nottingham City Declaration on Tobacco Control and agree to develop an individualised action plan.

At Bronze level your organisation is requested to;

Carry out 6 health promotional campaigns as stipulated based on your evaluation report; Businesses with less than 50 employees will need to carry out 2 health promotion campaigns.

Complete all essential criteria in the table on Page 11 entitled Bronze. Note: if you have night shift workers/shift workers or multiple sites you must ensure activities reach/are available to all employees. Your organisation can only proceed to Silver once Bronze has been completed Timescales: Awards are anticipated to be achieved in a time frame of between 6-18months with the average length being 12months from date of sign up.

Safety at Work: If your organisation has already achieved or is working toward;

OHSAS18001

Or an industry equivalent safety audit Then you only need to provide copies of the certificates in relation to the Safety at work aspects of the portfolio.

http://www.workplacechallenge.org.uk/sportnottinghamshire/


Bronze

Substance Use/Misuse Mental Health and

Emotional Well-being Healthy Weight Protecting Health Safety at Work

Essential Criteria note: information provided needs to be available all year around – excluding specific campaigns

Provide easy accessible information about the benefits of stopping

smoking. Ensure that details of local stop

smoking services are available and encourage staff to attend local stop

smoking support services in the area.

Provide easily accessible information to raise awareness about mental health. Ensure

that details of local organisations or groups

offering support or advice for mental health

are included, and promote local credit

union services

Provide practical information on healthy eating (using the ‘eat well’ model) and its benefits via leaflets,

posters and display boards. Promote the benefits of breast feeding (in line with the NHS

Breast is Best messages) and highlight any local support for mothers who choose to breast

feed.

Provide easily accessible

information on Sexual health, STIs, HIV and contraception.

Ensure the organisation has robust systems in place to manage health and safety

risks to employees, customers, partners and any other people who could be affected by the organisation’s activities. That are appropriate to the size,

scale and type of organisation.

Provide easily accessible information about

substance misuse to include government

guidelines on alcohol and information on drug use.

Ensure that details of local Drug and alcohol services are available including AA

Support groups.

Take part in national health campaigns, and

make it easy for employees to get

involved.

Provide practical information on how to increase physical activity within and outside the workplace and the benefits of being more

active. Sign up and promote the Sport

Nottinghamshire Workplace Challenge.

Ensure that information on local exercise and physical activity

opportunities are available and promote the corporate

membership schemes available.

Provide easily accessible information on Domestic

abuse services and support.

Ensure the organisation has an up to date written Health & Safety policy statement that is

regularly reviewed and communicated to employees

and relevant persons.

Provide easily Accessible information about

Cardiovascular disease, the risks for developing the

disease and details of the NHS Healthcheck

Full list of campaigns is available in the calendar of events.

Optional campaigns may include;

Stoptober

National No Smoking day

Dry January

Alcohol Awareness Week


Mental Health Week

Time to change campaign

Recognising signs and symptoms

Looking after your mental health


Change for Life

Salt Awareness

Fruity Friday

BHF Week

National walk to work week

National cycle to work week

Sports Relief

Promote cancer awareness and screening. Promote that adopting a healthy lifestyle

can reduce risk of developing the disease.

Campaigns may include;

Be clear on cancer


Hand Hygiene campaign

Food hygiene & Diarrhoea & Vomiting campaign

Catch it, bin it, kill it.


5. SILVER AWARD CRITERIA OVERVIEW

At Silver level your organisation is requested to run and support 7 health promotion campaigns (these can be run to raise money for charity if it links) during the award period (2 campaigns for organisations/business employing fewer than 50 people) based on need within the organisation and the themes running through the award, the organisation should aim to run different campaigns from within theme every year. You should also undertake options within the themes as follows (see the table on page 13 entitled Silver);

2 options in substance misuse one for smoking and one for alcohol/other substances

2 options in the Mental Health & Emotional Wellbeing. For businesses with less than 50 employees only one option will be required in this theme

2 in the Healthy Weight theme one on Healthy Eating one of Physical Activity/Sport

2 in Protecting Health, however for business with less than 50 employees only one option will be required in this theme

1 in Health & Safety (unless you have a certificate as stipulated below) Note: if you have night shift workers/shift workers or more than one site you must ensure activities reach/are available to all employees. Your organisation cannot proceed to Gold until Silver has been complete. Timescales: Awards are anticipated to be achieved in a time frame of between 12-18months from date of sign up.

Safety at Work: If your organisation has already achieved or is working toward;

OHSAS18001

Or an industry equivalent safety audit

Then you only need to provide copies of the certificates in relation to the Safety at work aspects of the portfolio and appoint a Safety at Work Champion for the organisation.


Silver

Substance use/misuse Mental Health and Well-being Healthy Weight Protecting Health Safe Workplace

Appoint 2 champions from within the workplace one for Smoking,

one for Alcohol and other substances.

Appoint a Mental health and wellbeing champion from within

the workplace.

Appoint 2 champions from within the workplace one for Healthy Eating and one for

Physical Activity/Sport.

Appoint 2 champions from within the workplace one for

Cancer awareness and screening and one for the

other protecting health activities.

Appoint a Safe workplace champion

from within the workplace.

Encourage and provide employees with opportunities to access stop smoking support

within the workplace.

Provide an opportunity for staff to take breaks in a relaxed,

stress-free environment

Provide facilities for employees to be able to safely prepare and

store food they bring in themselves.

Promote a culture of healthy

eating in the workplace.

Workplaces with catering facilities (Canteens/Vending Machines) to provide healthy

choices and use healthy cooking and preparation

methods.

Hold cancer awareness events sessions at your major

sites.

Ensure arrangements are in place to

investigate accidents, incidents and near

misses. The results of investigations should be analysed and reviewed

to identify common trends that might reveal

improvement.

HR Managers, Line managers/supervisors and

occupational health advisors/managers to attend

training/awareness sessions on Drug and Alcohol awareness.

Have a social calendar of activities for staff (and families of staff) to get involved in, inside of

and outside of based on employee interests.

Provide or enable employees to access physical activity

opportunities either on or off site in line with change for life

initiative.

Invite Domestic Violence (DV) services in to deliver DV awareness sessions for

specific staff groups such as managers, HR managers, occupational health and

supervisors.

Ensure that company and management

performance objectives / targets include at least

one that is directly relevant to the health

safety and wellbeing of employees at work

Raise Awareness of Cardiovascular disease its risk

factors and promote attendance for NHS Health

checks with GPs.


6. GOLD AWARD CRITERIA OVERVIEW

At Gold level it is expected that your Workplace Health Champions will continue to run relevant campaigns throughout the year as per silver level (campaigns can be altered upon negotiation with PH within themed areas) however if workplace champions were not appointed for any of the topic areas the workplace is still expected to run campaigns within that theme. Undertake options within the themes as follows (see the table on page 15 entitled Gold);

2 options in substance misuse one for smoking and one for alcohol/substances

2 options in the mental health and emotional wellbeing for businesses with less than 50 employees only one option will be required in this theme

2 in the Healthy Weight Category one on Healthy Eating one of Physical Activity/Sport

2 protecting health for businesses with less than 50 employees only one option will be required in this theme

1 in Health & Safety

Note: if you have night shift workers/shift workers and or multiple sites you must ensure activities reach/are available to all employees. Your organisation cannot proceed to Platinum until Gold has been completed. Timescales: Awards are anticipated to be achieved in a time frame of between 6-18months with the average length being 12months from date of sign up.


GOLD

Substance use/misuse Mental Health and Well-

being Healthy Weight Protecting Health Safe Workplace


Smoking, one for Alcohol and other substances.

If this was not taken up at silver level.

Appoint a Mental health and wellbeing champion from

within the workplace. If this was not taken up at

silver level.


Healthy Eating, one for Physical Activity/Sport.



Cancer Awareness and screening and one for Ill

health prevention activities. If this was not taken up at

silver level.

Appoint a Safe Workplace Champion

from within the workplace.


Develop and implement a Smokefree Policy and provide evidence of how this is being

delivered.

Invite onsite alternative therapies in lunch breaks, or before after work these may

include massage, yoga, beauty therapies, meditation (these

can be paid for by the business or by employees if a

room/space is made available).

Develop and implement a healthy eating Policy & breast feeding friendly policy (can be

all in one or 2 separate policies) and provide evidence of how this is being delivered. This may include for example

ensuring working lunches/business lunches are

healthy.

Develop and implement a ‘back to work’ policy; for

employees who have experience extended period of ill health /time off work.

Ensure that there is a regular report to board

level (or senior management

dependent upon size of organisation) of all matters relevant to

H&S within the organisation.

Substance misuse policy: Develop and implement a drug and alcohol policy and provide evidence of how this is being delivered.

This may include allowing individuals time off or flexibility in working hours to enable them to

attend services.

Invite Credit union reps into the organisation twice per year to hold workshops and clinics. Implement a direct payment system for employees to opt

into a credit union account and a stipulated amount to go

directly every pay day in to the account.

Provide opportunities for staff to access weight management courses within the workplace

Develop and implement a Domestic Violence Policy. A

live action plan to support this needs to be developed,

implemented and maintained.

Regularly audit of Safety Management Systems (internal or

external). Have a audit plan/action plan

relevant to size, scale and type of

organisation.

Ensure that all mandatory policies and practices promote mental well-being, and provide evidence of how this is being

delivered. These could include bullying

policies, carers leave

Have a physical activity policy in place, A live action plan to

support this needs to be developed, implemented and

maintained.

NHS health checks carried out onsite – only NHS health checks acceptable eligibility

criteria apply.

Implement at least 1 of the following action plans; Get walking, Get Cycling, Get

Sporty/get active

Promote Chlamydia testing and have testing kits

available onsite (eligibility criteria apply)


7. PLATINUM AWARD CRITERIA OVERVIEW

At Platinum level it is expected that Workplace Health Champions will continue to run relevant campaigns throughout the year as in Gold level (campaigns can be altered upon negotiation with assessors within themed areas) however if workplace champions were not appointed for any of the topic areas the workplace is still expected to run campaigns and the amount and type to be negotiated. Undertake options within the themes as follows (see the table on page 17 entitled Platinum);

2 options in substance misuse one for smoking and one for alcohol/substances

2 options in the Mental health & Emotional Wellbeing for businesses with less than 50 employees only one option will be required in this theme

2 in the Healthy Weight Category one on Healthy Eating one of Physical Activity/Sport

2 in Protecting Health for businesses with less than 50 employees only one option will be required in this theme

1 in Health & Safety

Note: if you have night shift workers/shift workers or multiple sites you must (where possible) ensure activities reach/are available to all employees. The organisation must move to maintenance after platinum is completed. Timescales: Awards are anticipated to be achieved in a time frame of between 6-18months with the average length being 12months from date of sign up.

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Platinum

Substance Use/Misuse Mental Health and Emotional Well-

being Healthy Weight Protecting Health Safe Workplace

Extend smokefree policies to include the whole worksite, for example car parks. As well as supporting staff to quit smoking, support staff that are not yet ready to quit to remain smokefree whilst at work. Evidence of how this is being delivered will need to be provided.

Develop and implement a Flexible working policy for staff to enable; i.e. part-time hours, 9 day fortnight, job share, home working, annualised hours as appropriate.

Develop and implement a travel plan/policy that encourages staff to have active workplace travel plans. Evidence of how this is being delivered will need to be provided.

Implement policy that allows staff time off work (either paid or unpaid) for the following types of appointment;

Doctors

Counselling or support services

Sexual/contraceptive health

Debt advice/credit union

Drug/Alcohol Clinics

Smoking clinics

Dentists

Opticians

Domestic abuse services

Where there is high demand consider onsite provision, or allowing staff time and privacy to contact helplines onsite in work hours.

Ensure that company and management performance objectives / targets include at least one that is directly relevant to the health safety and wellbeing of employees at work demonstrated in an action plan.

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Have recruitment and retention practices that promote the employment of people who have experienced alcohol misuse problems. Consider linking with the employability scheme in jobcentres.

Identify training needs in mental health awareness for employers and managers and implement as part of a training plan.

Implement at least 2 of the following action plans;

Get walking

Get Cycling

Get Sporty/get active

Provide flu jabs for all employees (paid for by the business) who are not eligible for Flu Jabs via the NHS, jabs can be delivered onsite or via pharmacy and reclaim system. Ensure Flu jabs are promoted in line with this action.

To have achieved OHSAS Award or equivalent for industry.

Have recruitment and retention practices that promote the employment of people who have experienced substance misuse problems. Consider linking with the employability scheme in jobcentres.

Have recruitment and retention practices that promote the employment of people who have experienced mental health problems.

Achieve a food hygiene rating of 3 or above

Achieve the Nottinghamshire HOT merit scheme if your business provides food or promote local food businesses that have achieved the Nottinghamshire HOT merit scheme

Demonstrate work towards offering healthy food in a sustainable way (https://www.gov.uk/government/publications/healthier-and-more-sustainable-catering-a-toolkit-for-serving-food-to-adults)

Implement the government backed living wage scheme.

Identify training needs in alcohol and substance misuse awareness for employers and managers and implement as part of a training plan.

https://www.gov.uk/government/publications/healthier-and-more-sustainable-catering-a-toolkit-for-serving-food-to-adults



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8. MAINTENANCE CRITERIA AWARD OVERVIEW

Once your organisation has achieved the highest level of award attainment the award is valid for 5 years, providing the organisation completes and submits evidence of it continued commitment to promote and enhance the health and wellbeing of its employees.

In order to maintain the award status the business/organisation will be required to;

Continue to administer the employee wellbeing survey.

Evaluate and feedback on achievements against the original objectives of the scheme i.e. sickness absence levels and staff turnover trends.

Develop and maintain a cancer awareness information folder specific to the workforce and must include information on lung, prostate, testicular, breast and bowel cancer.

Promote a minimum of 6 national health campaigns per year (businesses employing less than 50 employees will only need to run 2 campaigns). Campaigns should be linked to the calendar of health events. At least one of the campaigns needs to be cancer related.

Demonstrate that the interventions that have been put in place are still being run and refreshed in line with the portfolio requirements.

Businesses will be expected to submit a portfolio every 12-18 months in line with the above and the portfolio template.

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9. APPENDIX 1: THE ‘ABOUT YOU’ WORKPLACE QUESTIONNAIRE

As part of the Wellbeing at Work scheme it is helpful to collect some baseline data on your organisation. This is both to help us understand what health initiatives you may already have in place, and also as part of the continued evaluation of the scheme. We understand that organisations are different, and recognise not all the areas of this questionnaire may be applicable to every organisation. Please complete it as thoroughly as possible however and return it to: [email protected]

1. Organisation Name: Address:

2. Workplace health lead for the organisation

Name: Department: Email: Phone number:

3. Date questionnaire completed

About the organisation

4. Is the organisation a public, private or voluntary organisation?

□ Public

□ Private

□ Voluntary

□ Other

5. How many employees work for the organisation*? □0-25 □ 26-50 □ 51- 100

□ 101 – 500 □ 501-1000 □ 1000+

*If the organisation is a UK-wide company with multiple sites, please give only staff numbers for the site that will be participating in the Wellbeing at Work scheme.

6. To your knowledge what is the motivation for the organisation to participate in the Wellbeing at Work scheme?

mailto:[email protected]

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7. What are the main things the organisation would like to get out of the scheme?

Baseline assessment

8. Sickness and absence

8a. Does the organisation have a system in place for the recording of staff absences and sickness?

□ Yes

□ No

□ Don’t know

8b. Number of days lost due to sickness in each financial year

2009/10

2010/11

2011/12

2012/13

2013/14

8c. Number of staff who have had an absence greater than in the last 12 months:

1 day____________ 3 days___________ 5 days___________ 7 days___________ 3 months_________ 6 months_________ Or have finished work due to ill health__________

8d. Key reasons cited for ill health, please number 1 – 6 with 1 being the most cited and 6 being the least cited)

□ Stress

□ Sickness/diarrhoea/stomach bug/ Food

poisoning

□ Flu or cold

□ Back pain

□ Physical Injury

□ Other

8e Does the organisation have systems in place for staff to report accidents, work related illness, incidents or near misses?

□ Yes

□ No

□ Don’t know

8f. Does the organisation currently have access to an occupational health advisor or service?

□ Yes

□ No

□ Don’t know

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9. Policies 9a. Does the organisation have a back to work policy following staff sickness absence?

□ Yes

□ No

□ Don’t know

9b. Please tick the following boxes if the organisation has a written and up-to-date policy on these areas.

□ Smoke-free

□ Alcohol

□ Physical activity

□ Health and safety

10. Services you currently provide for employees (tick as many boxes as relevant)

□ Occupational health checks

□ Eye tests

□ Work place assessments

□ Stress management service

□ Stop smoking support/service

□ Weight management support/service

□ Healthy food supply

□ Information on sensible drinking

guidelines

□ After work or lunchtime activities i.e. walks,

cycle rides, football

□ Arrange corporate gym membership

(reduced rates for employees)

□ Cycle to work Scheme

□ Debt/financial Advice

□ Other please state___________________

11. Environment and facilities

11a. Does the organisation have a smoke-free site policy?

□ Yes

□ No

11b. Does the organisation have a policy on Drug or alcohol use?

□ Yes

□ No

11c. Are there employee shower and changing facilities on site?

□ Yes

□ No

11d. Does the organisation have □ Yes

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bike racks and lockers for cyclists? □ No

11e. Catering facilities provided (please those that are relevant)

□ Nothing provided

□ Kitchen tools provided i.e fridge, microwave,

toaster

□ Vending Machines

□ Mobile Catering □ Onsite canteen/café

12. Workforce development

Do you have a workforce development framework/strategy or policy (to cover issues such as staff training)?

□ Yes

□ No

□ Don’t know

Do you carry out a staff survey? □ Yes

□ No

Health Initiatives already in place

We are aware that some organisations may already have initiatives to improve the health and wellbeing of their employees in place. To help us understand what you are already doing, please list the initiatives in the box below.

13. Please list any health initiatives that the organisation is already involved in.

(Examples include Employee Assistance Programmes, exercise classes, discounted gym memberships, private healthcare)

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Workforce Demographic

14. Provide gender breakdown numbers in each category

Number of Males____________ Number of Females__________

15. Provide numbers in each age groups □16-24 □ 25 – 34 □ 35-44

□ 45-54 □ 55-64 □ 65+

16. Provide gender breakdown by Age group

Males

□16-24 □ 25 – 34 □ 35-44

□ 45-54 □ 55-64 □ 65+

Females

□16-24 □ 25 – 34 □ 35-44

□ 45-54 □ 55-64 □ 65+

17. Are there any details on language or ethnic mix or other special demographic circumstance that may be helpful and informative?

18. Other comments

Completed by:_______________________________ On:______________________ Signed:_____________________________________ Date:_________________________________________ THANK YOU FOR COMPLETING THIS QUESTIONNAIRE

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10. APPENDIX 2: THE WORKPLACE HEALTH AND WELLBEING

MEMORANDUM OF UNDERSTANDING

Wellbeing at Work:

Workplace Health Award Scheme

Memorandum of Understanding

Between

Public Health Nottinghamshire County Council (Here after referred to as PHNCC)

And

{Insert business trading name}

[Here after referred to as the business]

1. Author

Cheryl George: Senior Public Health Manager

2. Date and Version

16. 03.2015

3. Purpose The purpose of this Memorandum of Understanding is to establish a framework for developing and managing the relationship between PHNCC and The Business for the implementation and achievement of the Wellbeing at Work Workplace Health Award Scheme (W@W). This Memorandum of Understanding may be revised in the light of new guidance or evidence.

4. Background and Context

The Business has expressed a desire to work towards the achievement of the W@W. To enable and achieve better health for its employees and increased productivity for the organisation. The MoU outlines the commitments of PHNCC and The Business in achieving the W@W awards.

5. Scope and content

Under this Memorandum of Understanding:

Nottinghamshire Public Health will: Access to training courses for your assigned ‘champions/co-ordinator’:

the RSPH Level 2 Award in Understanding Health Improvement http://www.rsph.org.uk/en/qualifications/centres/understanding-health-improvement.cfm

Brief intervention training 1 day course





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Undertake an evaluation of your businesses wellbeing and provide a report and tailored guidance around what aspects of the award will be most beneficial to The Business and its employees. Negotiate Corporate membership to enable all staff to have access to the corporate membership schemes at local leisure centres. Ongoing support from the ‘Wellbeing at Work’ team to achieve a healthy workplace status. Access to free current and accurate health related information and resources.

The Business will:

Complete and return to PHNCC the ‘about us’ workplace questionnaire in Appendix 1.

Sign the MOU and formally launch the program of work.

Administer the employee wellbeing survey to a random sample of the workforce – This can be accessed via Nottinghamshire County Council Survey Monkey on https://www.surveymonkey.com/s/lifestyle2015.

Appoint a Workplace health co-ordinator from within the work place and ensure that individual has a minimum of 2.5 hours per week on average to complete tasks associated with the role (see section 4 page 8 in the toolkit for full details).

Request volunteers from the workforce to become wellbeing champions A ratio of 1 champion per fifty employees is proposed however more may be necessary if the organisation has more than one site or has shift workers to ensure equity see section 2.1, Appendix 10 details the Champions responsibilities.

Each champion should be allocated a minimum of 1.5 hours per week on average to administer requirements of the award.

Ensure that the senior management team are aware and in full support of the scheme and will support achievement of the goals of the scheme.

Ensure all employee’s know and understand that the Business is working towards this award – via memo, all staff emails or newsletters.


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Agree to feedback and monitor progress using the evaluation process linked to the Award (Public Health lead NCC provide the tool & analysis).

By signing this MoU the Business agrees that it meets & complies with all health and Safety regulations mandated by law for their specific industry.

Agree to develop and establish a culture of support, workforce development and healthy lifestyles within the award scheme.

Sign up to the ‘Change 4 Life’ campaign and allow the promotion of the campaign within the organisation.

Sign the Nottinghamshire County and Nottingham City Declaration on Tobacco Control.

Agree to use the Nottinghamshire County Council and Nottinghamshire Wellbeing@Work Workplace Health Award Scheme logo to ensure consistency of the scheme and brand.

6. Operating model

The Framework for achieving the award is covered in details within the W@W Toolkit.

7. Resourcing

Resource is provided by the staff time allocated by each organisation and supported by governance and training from the public health lead for the scheme.

8. Signatures

………………………………………………………………………… Public Health Senior Manager

……………………………………………………………………….. Managing Director or Chief Executive of business trading name

Logo’s for use in promotion of the scheme

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11. APPENDIX 3: EMPLOYEE WELLBEING SURVEY

HTTPS://WWW.SURVEYMONKEY.COM/S/LIFESTYLE2015


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12. APPENDIX 4: BLANK PORTFOLIO TEMPLATE BRONZE AWARD

Bronze criteria.docx

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13. APPENDIX 5: BLANK PORTFOLIO TEMPLATE SILVER AWARD

silver criteria.docx

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14. APPENDIX 6: BLANK PORTFOLIO TEMPLATE GOLD AWARD

Gold criteria.docx

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15. APPENDIX 7: BLANK PORTFOLIO TEMPLATE PLATINUM AWARD

platinum criteria.docx

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16. APPENDIX 8: ROLE OF THE WORK PLACE HEALTH CO-ORDINATOR

Every workplace who signs up to the scheme must identify a Work Place health co-ordinator. The role of the workplace health co-ordinators is to:

Co-ordinate on site activity related to health promotion.

Co-ordinate and produce the portfolio of evidence.

Distribute and collate baseline information/questionnaires.

Gauge demand for onsite services in line with portfolio requirements.

Ensure a communications channel for communicating key messages to staff i.e. through all staff emails, memos, newsletters.

Maintain and order a stock of information materials as required.

Evaluate the scheme and report outcomes back to Public health Team utilising the framework developed.

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17. APPENDIX 9: ROLE OF THE WORK PLACE HEALTH CHAMPION

Every workplace that signs up to the scheme must identify at least one work place health champion if the organisation is a larger organisation or has shift patterns then more than one champion may be required. The role of the workplace health champion(s) is to:

Champion and promote relevant health messages (linked to the calendar of events).

Provide basic information on services available both within the workplace and in the community (utilising the resources listed in the guide).

Sign post colleagues to relevant and appropriate services.

Promote and enable a healthy culture within the workplace.

Monitor and record the number of colleagues who they advise and sign post including which services/what the issues was whilst maintain confidentiality and reporting the results to the co-ordinator to report to Public Health team.

Basic training requirement: Workplace health champions should be trained to RSPH level 2; we offer this training annually it is a 2 days course, with a marked assessment and a recognised qualification for the individuals CV.

They will also need to complete Brief intervention training/motivational interviewing – This half day course will be provided. Basic counselling skills training will also be offered of enhance front line delivery and awareness of how to signpost to supporting services. Other training will be offered as identified by the needs of the champions.

References

i Business in the Community (2005).‘Spend now, save now. Employers’ perspective on promoting health at work’. ii Health & Safety Executive. http://www.hse.gov.uk/statistics/causdis/index.htm [accessed 23-12-2013] iii Nottinghamshire County Public Health (2011) Joint strategic Needs Assessment (Adults) iv HSE (10/12) Costs to Britain of workplace injuries and work-related ill health: 2010/11 update v a b c Luxembourg Declaration on Workplace health promotion in the European Union. 1997 vi Clare L. Bambra, PhD, Margaret M. Whitehead, PhD, Amanda J. Sowden, PhD, Joanne Akers, BA, Mark P. Petticrew, PhD. (2008). Shifting Schedules The Health Effects of Reorganizing Shift Work. (Am J Prev Med 2008;34(5):427–434) © 2008 American Journal of Preventive Medicine. Published by Elsevier

http://www.hse.gov.uk/statistics/causdis/index.htm

http://en.wikipedia.org/wiki/Workplace_health_promotion#cite_ref-lux_1-0



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