1 / 17

2011 OMHRA Spring Workshop – HR Metrics

2011 OMHRA Spring Workshop – HR Metrics. Municipal Showcase Presentation Region of Durham Use of “Healthy Workplace” Metrics. Background. 2004 Durham Region implemented a Corporate Wellness Program 2008 Expanded focus on Wellness to the more comprehensive “Healthy Workplace” Model.

garin
Download Presentation

2011 OMHRA Spring Workshop – HR Metrics

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. 2011 OMHRA Spring Workshop – HR Metrics Municipal Showcase Presentation Region of Durham Use of “Healthy Workplace” Metrics

  2. Background • 2004 • Durham Region implemented a Corporate Wellness Program • 2008 • Expanded focus on Wellness to the more comprehensive “Healthy Workplace” Model

  3. Healthy Workplace Model Psychosocial Environment Personal Health Practices (Wellness) Psychosocial Environment (Culture) Employee Health, Safety and Well-being Corporate OH&S Program

  4. Using HR Metrics to Enhance the Healthy Workplace Strategy • 2009 • Began expanded use of Metrics to: • Develop, Measure and Continuously Improve our Healthy Workplace Strategy and Action Plan • Engage Department Heads’ Healthy Workplace Commitment and Participation and • Secure Resources (staff, time and budget) for the Healthy Workplace Program • Focus Efforts and Resources for the best potential ROI

  5. The “What” • Every couple of years, gather and share General Healthy Workplace Research data from the following with Department Heads, the HR Team and the Wellness/Healthy Workplace Committee: • Health Canada • E.g. Every smoker costs their employer $2500/yr • Chrysalis Performance Inc. • E.g. Stress accounts for 19% of a business’s absenteeism costs • Dr. Martin Shain • E.g. Employees under sustained conditions of high efforts/low reward and high pressure/low control are 2-3x more likely to contract infections • Healthy Workplace ROI research • $1.15 to $8.00 for every $1 invested in Wellness

  6. The “What” • Also gather and share data results from Employee Surveys: • Wellness Interest Surveys done in 2004, 2005, 2006, 2007 • Top Employee Health Improvement Wants/Needs (consistently): • Fitness • Nutrition • Stress Management • Back Health • Massage • Financial and Estate Planning • Cancer Prevention

  7. The “What” • Employee Surveys (continued): • Health Canada Workplace Health Needs and Risks Survey in 2009 • Personal Health Practices • Fitness, Nutrition, Stress Reduction still tops • Sleep also raised as major area of concern • Health and Safety • Air Quality top issue • Culture • Top 4 Improvement Needs: • Employee Involvement in Decisions that affect their work • Feeling Rewarded for level of Effort • Communication • Flexible/Alternative Work Arrangements

  8. The “What” • Plus pull existing related data and statistics from: • Region’s HR Info Systems (Peoplesoft HCM & Parklane) • Region’s Demographics • Absenteeism and Short Term Disability Costs • Health and Safety Incidents and WSIB Claims • Region’s Benefits Insurer • Drug Claims and Costs • Other Extended Health Care Claims and Costs • LTD Claims • EAP Provider • EAP Utilization • Evaluation Form Feedback from specific Healthy Workplace Programs offered • Health Screening Results

  9. The “So What” • All of this Data is Reviewed and Analyzed by the Corporate Health, Safety and Wellness Team and the Healthy Workplace Committee annually to Identify: • Trends • E.g. 2/3rd’s of workforce over 40 and rising (aging workforce which may be contributing to increased cardiovascular claims, orthotics costs, absenteeism, overexertion claims, etc.) • Commonalities • E.g. Psychological is becoming more significant in absenteeism costs, LTD claims, EAP cases and Extended Health Claims; links with Employee Survey identifying Stress Management as key

  10. The “So What” • Potential Root Causes • E.g. Comments on surveys about lack of involvement in decision making, lack of recognition, lack of communication and more work/life demands may be key contributors to the rise in psychological related claims and costs • Areas for Greatest Potential ROI • E.g. Long Term Care have significant back-related and over-exertion claims and costs, absenteeism costs and have lowest workplace culture index scores (from survey) – need for increased focus on Healthy Workplace Programming at our Homes • We put this data and any correlations into charts and tables wherever possible • Seems to work best when communicating with management

  11. Top 11 Therapeutic Classifications By Number of DINS Covered Top 10 Therapeutic Classifications By Amount Paid Period August 2007 – Jul 2008 Division(s) 1, 2, 3, 4, 5, 9, 10, 11 Claimant Type Employee

  12. APPENDIX 2 LTD Claims Data 2008 DisabilityClaims Distribution By Diagnosis

  13. APPENDIX 4 EAP Statistics

  14. Employee Interest Survey – 2 year review

  15. The “Now What” • The “So What” is used by the Corporate Health, Safety and Wellness Team to Develop Annual Action Plans with input from: • Healthy Workplace Committee • JHSC’s • Consultant • Department Heads • Used to provide Business Case for Budget Requests related to Healthy Workplace Programs • Used when liaising with a Divisional Management Team (e.g. LTC) to get agreement to offer Healthy Workplace Programs in their area • Also used to measure if HR’s efforts (Healthy Workplace and otherwise) are making a positive contribution to a reduction in claims and costs • Have had lower than average Benefits Claims Cost Increases

  16. The “Now What” • Based on the “So What”, our Action Plans focus on: • Stress Management Awareness/Education Programs • Includes Mental Health and Sleep issues • Nutrition Focused Education and Personal Coaching Programs • Mainly on Healthy Eating • Fitness Challenges and On-Site Fitness Programs • Including Yoga, Pilates, Core Conditioning, Stretching • Health Screenings • Including Cholesterol, Blood Pressure, BMI, Weight and Waist Circumference • Back Care • Including Education and Ergonomic Assessments • Health Prevention • Including Flu Immunization Clinics, Annual Health Fair, Cancer Awareness and Diabetes Prevention • We have also increased our focus on employee groups with the highest costs/needs and have taken more programs outside of HQ to do so

  17. The “Now What” • The most challenging to address are the “Culture” factors • Could do even more in terms of sharing and using the data we have within HR • Need to integrate the safety piece in more strategically and cohesively • Hard to isolate reasons for improvements to employee health, culture and safety • It is truly a journey!

More Related