Transcript Slide 1

Health Work and Wellbeing
Veronica Martin-Gall
NHS East of England
•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
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
Public Sector as
an Employer
Productive
Workforce
Public Sector as
a commissioner
or provider of
services &
regulatory body
Maximised
Attendance
Reduce costs of
ill health to the
economy i.e.
spend on
welfare
Decrease the
burden of
disease
Public Health
Reduced
Inequalities
Reduced Health
Inequalities
Policy
Business
Increased
Contribution of
the Workforce to
Business &
Economy
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
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.
Challenge Fund projects 2011-12
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
Partnerships :
• Business in the Community
• East of England Business Group
• Health, Work and Wellbeing Public Health Leads
• Investors in People
•NHS organisations
Workplace Health:
Efficiency saving
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Productivity
Organisation’s profile
Employee engagement
Customer satisfaction
Service Quality
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Sickness absence
Staff turnover
Risk & injury
Litigation
Costs
Staying Healthy at Work:
Regional Profile – One Year on
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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
Staying Healthy at Work:
offer to Local Authorities
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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
Results of SHaW on Sickness Absence
• 2010-11, 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.
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The average absence rate in the SHaW trusts was a sixth
lower than the non-SHAW trusts.
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.
Rochdale Metropolitan Borough Council - results
Year
Avg. sick days per
employee
Cost of sickness
absence
Reduction in
sickness costs
2006/07
11.3
£10.57 million
N/A
2007/08
10.6
£9.91million
£660 k
2008/09
10.0
£9.35 million
£560 k
2009/10
9.4
£8.79 million
£560 k
£38.62 million
£1.78 million
Total
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44% reduced their body mass index (BMI) by losing weight
Over 50% have reduced their blood pressure
44% of those with high cholesterol reduced their cholesterol level
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
– 1-2-1 on physical, emotional or work related health
Great Yarmouth Borough Council
results
Year
Avg. sick days per
employee
Cost of sickness
absence
Reduction in
sickness costs
2009/10
11.11
£398 626
N/A
2010/11
10.28
£368 446
£30 180
2009/10 Average number of Full Time Equivalent (FTE) employees = 460.7
2010/11 Average number of FTE employees = 390.00
*reductions in sickness based on the current = 390 FTE
How to access the SHaW offer ?
Access the website
www.stayinghealthyatwork.co.uk
Join the framework for action
online.
Or contact
[email protected]
01223 596961
Or
SHaW Programme Lead
Annie Cooper
[email protected]
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