Progress Update on Multi-Year Mental Health & Wellness in the Workplace Strategy
Providing a status update on the implementation of Health Canada's Multi-Year Mental Health and Wellness in the Workplace Strategy and Federal Public Service Workplace Strategy, focusing on strategic objectives, accomplishments, and actions taken. The update includes initiatives to promote psychological well-being, prevent harm, and build skills among employees to address mental health issues in the workplace.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author.If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
You are allowed to download the files provided on this website for personal or commercial use, subject to the condition that they are used lawfully. All files are the property of their respective owners.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author.
E N D
Presentation Transcript
Multi-Year Mental Health and Wellness in the Workplace Strategy & Federal Public Service Workplace Strategy Progress Update and Accomplishments Health Canada National Union-Management Consultation Committee May 16, 2017
Purpose To provide a status update with respect to the implementation of Health Canada s (HC) Multi-Year Mental Health and Wellness in the Workplace Strategy (the Strategy) and Federal Public Service Workplace Strategy. Context This fiscal year marks Year 3 of the implementation of the Strategy, which includes the implementation of the National Standard for Psychological Health and Safety in the Workplace (the Standard). HC continues to be amongst the lead GoC departments with respect to the Federal Public Service Workplace Mental Health Strategy, which builds on the Clerk s priority Respectful Workplace with a focus on mental health . 2
HCs Multi-Year Mental Health and Wellness in the Workplace Strategy* Strategic Objectives Pillar 1 Pillar 2 Promotion of resources and building skills Employees have the skills and knowledge to prevent and proactively address mental health and workplace wellness issues. Implementation of the Standard Promotion of psychological well-being and prevention of harm to the psychological health of employees. Actions Actions Encouraging positive and respectful workplace interactions through promotion of tools and resources Implementing the Standard with guidance from the Mental Health Commission of Canada s Assembling the Pieces Building skills and knowledge through mandatory and non mandatory training Engaging employees at all levels Demonstrating visible commitment and participating in mental health and wellness events Developing and implementing a Performance Measurement Framework Marketing and promoting Workplace Wellness tools, services, and resources Upholding anti-stigma workplaces through the Not Myself Today Campaign The Standard s 13 Psychosocial Risk Factors Clear Leadership & Expectations Psychological Support Organizational Culture Psychological Competencies & Requirements Civility & Respect Growth & Development Involvement and Influence Recognition & Reward Workload Management Protection of Physical Safety Psychological Protection Engagement Balance *Approved: July 6, 2015 3 3
Accomplishments Pillar 1 Promotion of Resources and Building Skills 1. Senior Management Communications and Commitment Engaged staff via messages to staff, blogs and social networks emphasizing departmental commitment and building a culture of respect, increased knowledge and awareness. There has been a series of GoC armchair participation, including HR Council (TBS), Canada School of Public Service, to share HC s journey and progress to date. 2. Awareness & Events Health Talk Overwhelming participation during Health Talk 2, hosted by the DM, with panelists Clara Hughes, Mental Health advocate, and the Minister of Health, Dr. Jane Philpott. Mental Illness Awareness Week 2016 Launch of Year 2 of the Not Myself Today Campaign, the National Multi-Year Workplace Wellness Training Calendar, and the final two components of the Wellness Library Pilot: o Centralized Exercise Workstations in various locations; o the Mobile Library, which entails portable workplace wellness products that employees can borrow available via an on-line catalogue; and o LifeSpeak, launched in May 2016, a confidential bilingual e-learning platform that provides employees and their families with 24/7/365 access to physical and mental health, personal and professional growth resources. Bell Let s Talk Interactive workshop led by a certified Positive Psychology Coach on Respect in the Workplace with a focus on mental health, and lived experience by a Mental Health First Aid facilitator. Since the launch 2,097 is the number of times active workstations were used. 182items from the Mobile Library borrowed. 3,600LifeSpeak videos viewed. Science Forum and Innovation Showcase Kiosks showcasing Workplace Wellness resources, including tool kits and one pagers. 4
Accomplishments Pillar 1 Promotion of Resources and Building Skills 3. Mandatory Workplace Wellness Training Highlights Building Blocks of Respect Branch-specific offerings resulted in significant increased in participation between November 2016 and February 2017. o Building Blocks of Respect for Managers from 44% to 52% o Building Blocks of Respect for Employees from 20% and 29% Mental Health First Aid (MHFA) Excellent take up on MHFA training, nationally. o 126 sessions offered, and approximately 2,240 HC employees have participated in 2016-2017. o To date, more than 4,300 HC employees successfully completed MHFA. Online Training In most Branches: more than 50% of Managershave taken Duty to Accommodate, and over 45% have completed Occupational Health and Safety; and over 60% of employees at all levels have participated in the Creating Respectful Workplaces. Appendix A outlines the participation by Branch in classroom and online mandatory training. We will continue to: o Deliver Branch-specific mandatory workplace wellness training. o Work with Branches to deliver training offerings to employees in remote and isolated locations. o Leverage key events (i.e. Mental Illness Awareness Week, Bell Let s Talk, town hall meetings) to continuously engage employees and provide them with tools and resources to build capacity to proactively address workplace wellness issues. 5
Accomplishments Pillar 2 Implementation of the Standard Branch Progress Branch Project Leads established in all Branches Most Branches have launched People Management Charters, visions or policy statements o CFOB, CPAB, CSB, FNIHB, HECSB, PMRA, RORB, and SPB Building The Foundation STEP 1 All Branches continue to hold employee engagement sessions All Branches are conducting or have completed the analysis of their respective workplace wellness data and have identified areas for improvement What Are Your STEP 2 Opportunities ? Some Branches have developed a Branch action Plan or integrating mental health and wellness activities to existing PSES, People Management or Branch Operational Plans o CPAB, CSB, HPFB and PMRA What Are Your STEP 3 Objectives? Two Branches have launched their respective Branch Action Plan o CPAB and CSB Other Branches have signalled that they will begin implementation of Branch Action Plans by September 2017 Implement the STEP 4 Plan & Measure June 2, 2017: All-day Event for Branch Champions and Project Leads See Appendix B for detailed progress 6
Federal Public Service Workplace Mental Health Strategy Health Canada s Accomplishments Strategic Goal 1: Change the Culture HC s Accomplishments Appoint a psychological health and safety champion. Departmental Workplace Well-being Champion identified. A community of Branch Champions established throughout the Department promoting Workplace Wellness and the implementation of the National Standard for Psychological Health and Safety in the Workplace (the Standard). Raise awareness of mental health issues in the workplace and of available workplace health support services. Senior management messages identify and promote the use of available resources. Health Talks with the Minister, Mental Health Awareness Week, Bell Let s Talk and Mental Health Week Dedicated intranet site for Mental Health and Wellness tools and resources. Best practices resources distributed at key departmental and federal public service-wide events (Workplace Wellness Resource One Pager, the Workplace Wellness Kit, Not Myself Today Campaign). Engage employees and Occupational Health and Safety (OHS) Committees and promote employee participation and psychological health and safety action and measures. Mental Health and Workplace Wellness is a standing item at the National and HR Union Management Consultation Committees, as well as, the quarterly Departmental Occupational Health and Safety Policy Committee. Specific Mental Health Fist Aid (MHFA) sessions offered to OHS Committee Members and Representatives. On going employee engagement sessions, and establishment of Branch employee advisory committee. 7
Federal Public Service Workplace Mental Health Strategy Health Canada s Accomplishments (cont d) Strategic Goal 2: Build Capacity HC s Accomplishments Identify organizational needs and provide employees with the proper training and tools to identify their own strength and areas where mental health can be improve to help face day to day stressor and challenges, including resiliency, support for each other and support for the public. Mandatory and non mandatory Mental Health and Workplace Wellness training offered to all HC and PHAC employees via the National Multi-Year Workplace Wellness Training Calendar. Educate and equip managers and Occupational Health and Safety Committees with tools to ensure timely and appropriate identification of risks to reduce harm and appropriate response to employee needs and workplace incidents. MHFA and Workplace Wellness related trainings offered to managers. The Hazard Prevention Program currently underway will include the identification of psychosocial risks (under development). Ensure early intervention and active case management, including stay-at-work and return-to-work practices. A Disability Management Programs office provides a focal point for early intervention of LWOP cases, and active case management facilitating stay-at-work and return-to-work strategies. A centralized service delivery model to respond to Duty to Accommodate related requests. Strategic Goal 3: Measure, Report, Continuously Improve HC s Accomplishments Review available data, current workplace programs, policies and practices to identify risks and areas for improvement. Branch strengths and areas requiring improvement identified based on the Standard s Psychosocial Risk Factors. Implement corrective action to address risks and improve psychological health and safety in the workplace. Preliminary Performance Measurement Framework developed for EC-PM s guidance and EC approval (under development). Establish regular transparent reporting around key data point and indicators. 8 8
Next Steps Continue to work with the Branches to: implement the Standard; and provide support with respect to strategies to address upcoming PSEAS results. Continue to pursue a completion rate of 100% for mandatory online training. Develop and seek EC-PM s endorsement of a Performance Measurement Conceptual Framework. Seek HC-EC s approval of the Framework. Continue to align with the Federal Public Service Workplace Mental Health Strategy. 9
Appendix A Suite of Mandatory Workplace Wellness Training: Participation For 2016-2017 Building Blocks of Respect in the Workplace Building Blocks of Respect in the Workplace Creating a Respectful Workplace Duty to Occupational Health and Safety1 Helping Employees to Improve Performance1 Values and Ethics in the Workplace for Managers 1 Accommodate1 Mental Health First Aid Branches A Workshop for Employees 75.1% 21.8% 42.6% 46% 30.4% 52.4% 44.6% 80.6% 89.6% 60.9% 29.9% A Workshop for Managers1 70.1% 50% 69.1% 63.8% 59.7% 64.1% 51.9% 66.7% 92.6% 73.1% 30.2% (Online) (Online) (Online) CFOB CLRS CPAB CSB FNIHB HECSB HPFB LS PMRA RORB SPB 87% 27.6% 59% 72.8% 81.3% 59.6% 73.1% 64.7% 97.3% 89.4% 44.3% 82.7% 33.3% 54.5% 64.7% 69.5% 41.4% 52.3% 33.3% 61.1% 67.2% 39.6% 47.2% 8.3% 41.8% 22.6% 38.6% 35.9% 23.4% 33.3% 48.1% 46.3% 13.2% 71.6% 27% 47.7% 47.1% 32.1% 49.1% 22% 26.4% 78.7% 66.9% 29.9% 78.7% 41.7% 49.1% 69.1% 75.5% 44.9% 55.2% 33.3% 85.2% 57.5% 49.1% 48.8% 25% 76.4% 22.4% 15.3% 38.4% 9.7% 33.3% 88.9% 7.5% 3.4% 1 Positions which have one or more subordinate positions reporting to them Prepared by: National Learning Centre, Human Resources Services Directorate, Corporate Services Branch Prepared on: 01-Mar-2017 Data Sources: National Learning Programs Database, On-line Resource Centre, MyAccount (CSPS) 10
Appendix B Progress by HC Branches, as per the Standard s Implementation Steps (As of April 5, 2017) Branches Implementation Steps CFOB CPAB CSB FNIHB HECSB & CLRS HPFB PMRA RORB SPB Communicate Commitment to Implement the Standard F F F F F F F F P Step 1 Develop Management Charter F F F F F N F F P Identify Branch Executive Champion(s) and Project Lead(s) F F F F F F F F F Establish Branch Employee Advisory Committee F F F F F F F F P Conduct Branch Analysis using Workplace Wellness Data F F F F F F F F P Step 2 Identify Areas of Strength and Areas for Improvement based on the 13 Psychosocial Risk Factors F F F F F F F F P Target Areas for Improvement F F F F F F F F P Step 3 Develop Multi-Year Branch Action Plan P F F P P F F P P Promote and engage employees to participate in Mental Heath and Wellness Training F F F F F F F F F Implement Branch Action, Performance Monitoring Process, and Management Review Process P F F P P P P P P Step 4 Monitor and Evaluate Outcomes N P P P N N P N N Initiate corrective measures, as required. N P P P N N P N N F Fully Completed P Partially Completed N Not Completed 11
