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A Healthy Workplace Canadian HW Criteria & Implementation John Perry (416-251-7187

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Presentation on theme: "A Healthy Workplace Canadian HW Criteria & Implementation John Perry (416-251-7187"— Presentation transcript:

1 A Healthy Workplace Canadian HW Criteria & Implementation John Perry (

2 Triple Bottom Line Workplace as a Determinant of Health e.g., High role overload in 58% employees eroding physical & mental health Impact on Society e.g., High role overload increases the burden on health care ~6 billion/year (emergency use, doctor visit, hospital stay) Impact on Organizational Productivity e.g., ~50% dissatisfied with their job leading to a decrease in commitment & loyalty (Duxbury and Higgins)

3 Mental Health Issues Stress in business contributes to: –19% absenteeism costs –40% turnover costs –55% EAP costs –60% workplace accidents –10% drug plan costs Mental illness costs the economy $33 billion/year 50% of STD and LTD claims from mental & nervous disorders (CCIH)

4 Elements of a Healthy Workplace Healthy Workplace Physical Environment & Occupational Health and Safety Health & Lifestyle Practices Workplace Culture & Supportive Environment

5 Canadian Healthy Workplace Criteria Principles Drivers Elements Goal Leadership Planning & Programs People Engagement Process Management & Risk Assessment Results Physical Environment & OH&S Health & Lifestyle Practices Workplace Culture & Supportive Environment Healthy employees making a contribution to the organization within a healthy workplace environment

6 HW Principles An integrated management approach A primary focus on needs Recognition that health is determined by many interdependent factors Employer and employee joint responsibility Assessment, evaluation & continual improvement

7 Leadership Those who have key responsibility for the organization’s performance Key Focus: Strategic direction Leadership involvement/reinforcing

8 Planning & Programs Examines planning process for developing an overall plan & the design & evaluation of programs Key Focus: –Needs assessment and analysis –Plan & program design

9 People Engagement Examines efforts to foster and support engagement in healthy workplace activities (and HW focus) Key Focus: –Understanding of goals & policies –Participation –Training –Measure work satisfaction/well-being –Respect for diversity

10 Process Management & Risk Assessment Examines how work systems & procedures are controlled Key Focus: –Assessment/stability of work processes –Input in decisions

11 Results Examines results & sustaining a HW focus & culture Key Focus: –Evaluation of programs –Trends in work satisfaction –Trends in customer/client satisfaction

12 Why use a HW Criteria? Set of “right things to think about” Consistency of focus Common conceptual base Connects the dots on initiatives

13 1. Commitment 2. Planning Need for HW Roadmap NQI PEP® 3. Implementation 4. Results & Sustainability NQI PEP ® HW Criteria Guide Assessment Workbook NQI Certification

14 NQI PEP ® HW Practical methodology with external validation Certification for all levels Self-assessment confirms strengths & opportunities Progression helps sustain “focus” Levels Three and Four – CAE candidates

15 NQI PEP ® Level 1: Commitment Focus Support for Principles Vision, mission, and/or values acknowledges well-being Policy Cascade of responsibility/accountability HW issues considered in decision making Compliance with employee rights & responsibilities legislation & OH&S

16 Level 2 – Planning/Needs Assessment Key focus Current state - health & productivity indicators Needs assessment Plan covers all elements Plan assessed on scheduled basis Plan communicated to all levels Programs respond to varying preferences Priorities linked to operating plans Resources/support for strategy

17 Level 3 – Implementation Key focus: Progress evaluation of plan Measurement/documentation of outcomes Participation/involvement Work process impact assessment Monitoring & documentation of work processes Training & development needs & effectiveness

18 Level 3 – Implementation Involvement in decision making Surveys/measures of work satisfaction & well-being Recognition of staff achievement On-going improvement in interpersonal skills & leadership development – to nurture HW culture

19 Level 4 – Results & Sustainability Builds on commitment, planning & actions: Evaluation of effectiveness of programs Levels & trends in –accomplishments –work satisfaction & morale, recruitment, retention & team effectiveness –customer/client satisfaction Leadership appreciates HW impacts & outcomes of disability management system

20 Need for HW Criteria/Framework Principles Drivers Elements Goal Leadership Planning & Programs People Engagement Process Management & Risk Assessment Results Physical Environment & OH&S Health & Lifestyle Practices Workplace Culture & Supportive Environment Healthy employees making a contribution to the organization within a healthy workplace environment

21 1. Commitment 2. Planning Need for HW Roadmap NQI PEP® 3. Implementation 4. Results & Sustainability

22 Also: Healthy Workplace Criteria for small Organizations – 10 point Criteria ( Workbook & planning tool) Positive Results Leadership/ownership Planning (tool) Process Community Employee

23 Visit the NQI Website – - for helpful articles, information and tools availablewww.nqi.ca QUEST FOR QUALITY NQI Training and many more


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