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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
Toronto Police Service
• Largest Municipal Police Service in Canada
• 5th 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
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Our Environment
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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
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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
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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
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Police Officer Health Issues
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Fatigue
Poor Diet
High Stress Job
Critical Incidents
Post Traumatic Stress
Disorder
• Depression
• Suicide
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Overweight
High Blood Pressure
Heart Problems
Cholesterol
Diabetes
Alcohol Use
Smoking
Back Problems
How did we deal with these issues?
Good benefits – post incident
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Wellness Program at a Glance
Communication
Strategy internal
and external
Three year
Operational Plan
Database
Deputy
Forde/Command/
Police Services
Board
Healthy
Workplace
Criteria NQI
Global Wellness
Committee and
Sub-committees
Training and
Education
Alymer and C.O.
Bick College
Leadership
training
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Needs
Assessment
Health Risk
Appraisal
Benefits Data
Programming
/Evaluation
Measurement
Organizational
Health (culture)
All Pillars
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
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Wellness
Programs
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Field Presentations and risk
screening
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Sanofi Aventis
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Colorectal Cancer Program with
Sunnybrook Hospital
Flu Clinics
Healthy Eating Program
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Stress Management CROS training
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“Biggest Loser Challenge”
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Fitness Program (pilot)
Leadership and Supervisor
Training
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Fatigue Management
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Wellness Fair
Individual wellness counseling on
stress, health issues, supplements
and bowel health
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Family Day
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Psychology Month
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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 – 850
2008 – 2242
2009 (as of June 1) 1139
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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
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Areas for Opportunities
• Communication
• Awareness/Wellness Champions
• Consistency
• Central Coordination
• Resources
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New Initiatives
• NQI Level 3/Level 4
• Fatigue Management for all members
• Back Health
• Fitness Program expansion
• Health Care Education
• Work/Life Balance Program
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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
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Low Budget Wellness Program
Parameters
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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
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Conclusion
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Healthier workplace
 Increased awareness of health issues
 Great employee feedback/engagement
 TPS as a resource
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