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Toronto Police Service Wellness Program June 23, 2009 Kim A. McClelland, R.N.C.O.H.N.C. CCP Wellness Coordinator, Human Resources Command.

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Presentation on theme: "Toronto Police Service Wellness Program June 23, 2009 Kim A. McClelland, R.N.C.O.H.N.C. CCP Wellness Coordinator, Human Resources Command."— Presentation transcript:

1 Toronto Police Service Wellness Program June 23, 2009 Kim A. McClelland, R.N.C.O.H.N.C. CCP Wellness Coordinator, Human Resources Command

2 Excellence Through People & Partnerships Toronto Police Service Largest Municipal Police Service in Canada 5 th Largest Municipal Police Service in North America Over 8,000 employees 5,500 Police Officers – 2,500 Civilian Police Officers, Court Officers, Parking Enforcement, Communications, IT, Finance, administration staff and other specialized functions 25 major locations and diverse facilities 24/7 Operations $850M Budget

3 Excellence Through People & Partnerships Our Environment Paramilitary - Civilian and uniform personnel Multiple collective bargaining units Management styles and expectations of youth Diversity of job functions Diverse workforce Multiple locations – 25 major facilities Multiple shifts, five week rotation Unpredictable hours Unpredictable environment Critical Incidents – high stress Work from sedentary to suddenly highly physical

4 Excellence Through People & Partnerships History First wellness programs began in 1990”s, health promotion committee, early initiatives included smoking cessation and Employee and Family Assistance Program (EFAP) to help members deal with Substance Abuse Pilot project in Parking Enforcement Unit in response to low morale 2003 Full time Wellness Coordinator hired (Kim McClelland) (Commitment) National Quality Institute Healthy Workplace Criteria (HW-PEP) introduced at first Global Wellness Committee Meeting Needs Assessment – First Step in the Journey

5 Excellence Through People & Partnerships Assessment and Planning 2003/2004 Health Evidence – Connex Health Consulting – examined Benefits trends, health and absenteeism. High incidence chronic diseases largely preventable through lifestyle changes 2005/2006 Health Risk Assessment Survey (HRA) – Connex Health Consulting – 28% participation, 47% from Field units Results – Organizational Health and Employee Health

6 Excellence Through People & Partnerships Police Officer Health Issues Fatigue Poor Diet High Stress Job Critical Incidents Post Traumatic Stress Disorder Depression Suicide Overweight High Blood Pressure Heart Problems Cholesterol Diabetes Alcohol Use Smoking Back Problems How did we deal with these issues? Good benefits – post incident

7 Excellence Through People & Partnerships Healthy Workplace Criteria NQI Deputy Forde/Command/Police Services Board Needs Assessment Health Risk Appraisal Benefits Data Programming /Evaluation Measurement Organizational Health (culture) All Pillars Training and Education Alymer and C.O. Bick College Leadership training Global Wellness Committee and Sub- committees Three year Operational Plan Database Communication Strategy internal and external Wellness Program at a Glance

8 Excellence Through People & Partnerships The goals of the wellness strategy were identified as: Improvement of individual health of members Creation of a healthy organizational culture Improved service to community Becoming an “employer of choice” Following national benchmarks for a healthy workplace Measuring outcomes of interventions

9 Excellence Through People & Partnerships Wellness Programs Field Presentations and risk screening Sanofi Aventis Healthy Eating Program “Biggest Loser Challenge” Fitness Program (pilot) Fatigue Management Wellness Fair Family Day Psychology Month Colorectal Cancer Program with Sunnybrook Hospital Flu Clinics Stress Management CROS training Leadership and Supervisor Training Individual wellness counseling on stress, health issues, supplements and bowel health

10 Excellence Through People & Partnerships Measurements The following statistics prove the success of the most popular Wellness initiative: Nutrition: Healthy Eating Program, Biggest Loser and Individual private consultations 2003/2006 – 350 (estimate) 2007 – – (as of June 1) 1139

11 Excellence Through People & Partnerships Measurement Parameters Pre- & Post surveys. Fatigue - knowledge transfer questionaires Physical parameters. Blood work, waist/hip ratio, % body fat HRA and Health Evidence every 3 – 5 years Participation/feedback Connex Database

12 Excellence Through People & Partnerships Areas for Opportunities Communication Awareness/Wellness Champions Consistency Central Coordination Resources

13 Excellence Through People & Partnerships New Initiatives NQI Level 3/Level 4 Fatigue Management for all members Back Health Fitness Program expansion Health Care Education Work/Life Balance Program

14 Excellence Through People & Partnerships Keys to Successful Wellness Programs Need based, not flavour of the month Authentic/meaningful to employees Variety and based on measurement and evaluation data Beware of duplicity – cannot talk value of wellness in a toxic culture Must support initiatives with cultural change and policies that support wellness Availability to all employees

15 Excellence Through People & Partnerships Low Budget Wellness Program Parameters Train the Trainer In-house expertise -Fitness Students/coop Pilot Program Partnerships and Studies –Colon Cancer study with Sunnybrook Hospital Incorporate into existing programs – Leadership training Utilizing public and community partners

16 Excellence Through People & Partnerships Conclusion Healthier workplace Increased awareness of health issues Great employee feedback/engagement TPS as a resource

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