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Health Work and Wellbeing Veronica Martin-Gall NHS East of England.

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Presentation on theme: "Health Work and Wellbeing Veronica Martin-Gall NHS East of England."— Presentation transcript:

1 Health Work and Wellbeing Veronica Martin-Gall NHS East of England

2 How local authorities can contribute Health Work and Wellbeing agenda What is available from the national HWWB programme & Staying Healthy at Work How to access the Staying Healthy at Work offer

3 Reduce the number of people out of work due to ill health Improve Health & Wellbeing of Working Age Population Embedding Health Work & Wellbeing Public Sector Exemplar Improved Business Outcomes Reduce costs of ill health to the economy i.e. spend on welfare Decrease the burden of disease Public Health Public Sector as an Employer Productive Workforce Reduced Inequalities Reduced Health Inequalities Policy Public Sector as a commissioner or provider of services & regulatory body Maximised Attendance Business Increased Contribution of the Workforce to Business & Economy

4 Local Councils’ enhanced responsibilities Public Health Responsibility Deal Fit for Work Services Fit note for GPs Major reform of the welfare system Independent review of sickness absence Local Enterprise Partnerships’ contribution to health & work

5 Local Enterprise Partnerships David Frost and Dame Carol Black writing to LEPs LEP chair for Anglia is represented on Staying Healthy at Work business reference group.

6 Challenge Fund projects case studies Active Norfolk continues with local funding to engage businesses and employers in health improvement activity including sport Axiom Housing Association Peterborough continue for anther year Great Yarmouth Borough Council pilot programme covering mental health and physical health for staff on lower incomes

7 Partnerships : Business in the Community East of England Business Group Health, Work and Wellbeing Public Health Leads Investors in People NHS organisations

8 Workplace Health: Efficiency saving Sickness absence Staff turnover Risk & injury Litigation Costs Productivity Organisation’s profile Employee engagement Customer satisfaction Service Quality

9 Staying Healthy at Work: Regional Profile – One Year on Networks across all sectors Accreditation – covering 22,000 people Over 15,000 website hits Brand/Programme awareness Employer led Business Champion & Practitioner groups 60% of NHS organisations working on accreditation Effective Partnership working

10 Staying Healthy at Work: offer to Local Authorities Accreditation Website Established employer Networks Partnerships with Investors in People and Business in the Community Case studies, templates, shared good practice Workshops (Inc. Mental Health, Building Sustainable H&WB) Support & Connections

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14 Results of SHaW on Sickness Absence , the average sickness rate for Staying Healthy at Work Health organisations was 3.77% and for non-SHaW trusts it was 4.40%. The average absence rate in the SHAW trusts was 16.7% lower than in the non-SHaW trusts. The average absence rate in the SHaW trusts was a sixth lower than the non-SHAW trusts.

15 Rochdale Metropolitan Borough Council 10,000 employees In 2006, sickness absence stood at 11.3 days per employee, which averages out at a cost of £1,057 per employee per year. Sport England for lottery funded ‘Active Workforce Project’ for 2 years: – free employee health checks (blood pressure, cholesterol, body fat %, BMI etc) – inter-service tournaments – free back care and weight management courses – discounted gym membership – lunchtime / after work fitness classes / sports sessions. The project was funded for a further 3 years by the Council, based on a cost per head for the number of employees within each council service.

16 Rochdale Metropolitan Borough Council - results YearAvg. sick days per employee Cost of sickness absence Reduction in sickness costs 2006/0711.3£10.57 millionN/A 2007/0810.6£9.91million£660 k 2008/0910.0£9.35 million£560 k 2009/109.4£8.79 million£560 k Total£38.62 million£1.78 million 1.44% reduced their body mass index (BMI) by losing weight 2.Over 50% have reduced their blood pressure 3.44% of those with high cholesterol reduced their cholesterol level

17 Great Yarmouth Borough Council A challenge fund pilot Annual sickness absence rate higher than the local government average 7.5% of employees have a declared disability £30,000 funding for year one – Workshops on stress, resilience, worry and anxiety – Standard health checks plus more detailed physical fitness, flexibility, hydration assessments – Educational workshops on energy, resilience, nutrition – on physical, emotional or work related health

18 Great Yarmouth Borough Council results 2009/10 Average number of Full Time Equivalent (FTE) employees = /11 Average number of FTE employees = *reductions in sickness based on the current = 390 FTE YearAvg. sick days per employee Cost of sickness absence Reduction in sickness costs 2009/ £ N/A 2010/ £ £30 180

19 How to access the SHaW offer ? Access the website Join the framework for action online. Or contact Or SHaW Programme Lead Annie Cooper

20 We got involved with SHAW to share ideas and best practice with other local organisations. We can learn about what others are doing and help other companies with what we already have in place City College Norwich


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