lecture presented by Nimfa T. Maniago at PAARL’s Seminar /Parallel Session-workshop on Library and Web 2011 (Holy Angel University, Angeles City, Pampanga, 19-20 August 2010)

1. Library Personnel’s Health &
Personnel s
Productivity: 2011 Strategy
Nimfa T. Maniago

2. Is there a need of an i
I th d f investment in
t ti
active programs of health promotion
in the workplace?

3. The link between work and health is
well-established.
ll t bli h d

4. Studies provide empirical evidence
that work can have a positive impact
on health and wellbeing of
g
employees.

5. Some Relevant Findings
g
Positive impact of work on health
p
• A systematic review of more than 400 pieces of
scientific evidence concludes that being in work is
good for your physical and mental health, boosting
self esteem and quality of life (Waddell & Burton,
2006).
2006)
• Studies have also demonstrated that unemployment,
job loss and inactivity are bad for both physical
and psychological wellbeing (Armstrong, 2006;
Layard, 2006).

6. Some Relevant Findings
g
Negative impact of work on health
g p
• In 2007, 299,000 non-fatal reportable workplace
injuries occurred (The Health and Safety Executive,
2008).
• In 2004 an estimated 2.2 million people suffered
from ill-health which they b li d was caused or
f ill h l h hi h h believed d
made worse by their current or past work,85 with
musculoskeletal disorders the most common followed
by stress, depression and anxiety (Health and
Safety Executive, 2008).

7. Some Relevant Findings
g
Link between the way in which work is organized and
health
• Jobs that require poor quality work are associated
with low levels of well-being and a higher incidence
of physical or mental illness (Layard, 2004).
p y ( y )
• Employees will experience worse health if their
employment is insecure, their work is monotonous
and repetitive and they have little or no autonomy,
control and task discretion (Marmot, 2004).

8. Some Relevant Findings
g
Link between the way in which work is organized and
health
• Unskilled workers are more than four times more
likely to experience accidents, both in and out of
the working environment, than managers and
g g
professionals (Wanless, 2003).
• Workers with low levels of control over their work
experience more stress than senior managers
(Steptoe, Kunz-Ebrecht, Owen, et al.,2003).

9. Features of a “Good Work”
• Employment security.
p y y
• Work that is not characterized by monotony and
repetition.
• Work that offers employees autonomy, control, and
task discretion.
• A balance between the efforts workers make and
the rewards that they receive.
• W k that offers employees the skills they need to
Work h ff l h kill h d
cope with periods of intense pressure.
• Strong workplace relationships
relationships.

10. Workplace Health Intervention
p
1. Absence Management
Absence Management interventions help
companies to monitor sickness absence, identify
absence trends, and health and safety risks across
the organization.

11. Workplace Health Intervention
p
2. Case Management
Case management interventions help employers
manage the process through which an employee
returns to work after sickness absence.

12. Workplace Health Intervention
p
3. Employee Assistance Programs
Employee assistance programs gives employees
access to confidential advice and support over the
telephone, often with referral to face-to-face
face to face
counseling if required.

13. Workplace Health Intervention
p
4. Employee Health Surveys
Employee surveys profile the health of an
organization's workforce.

14. Workplace Health Intervention
p
5. Health Assessments
Health assessments help detect health problems in
good time for employees to take corrective action
or for them to be treated with a greater chance of
success.

15. Workplace Health Intervention
p
6. Health Promotion
Health promotion interventions offer employees
health education and advice on a range of issues
such as healthy eating, smoking cessation, posture,
sleep and stress prevention.

16. Workplace Health Intervention
p
7. Ill-health Retirement Reviews
Ill health
Businesses need to ensure that ill health retirement
ill-health
pensions are given to appropriate cases, while
protecting a vulnerable fund from inappropriate
claims.

17. Workplace Health Intervention
p
8. Income Protection
Income protection insurance provides employers with
the ability to insure a benefit of a percentage of
salary for employees who are unable to work for
more than six months (typically) due to sickness or
injury – payments continue until the earliest of
return to work, retirement, or death.

18. Workplace Health Intervention
p
9. On-site Health Interventions
On site
On-site
On site health interventions allow employees to visit
a physician, nurse, or dentist at their place of work.

19. Workplace Health Intervention
p
10. Private Medical Insurance
Private Medical Insurance (PMI) can come with
various levels of cover. It allows employees to
receive treatment fast and at a time of their
choosing.

20. Workplace Health Intervention
p
11. Stress Management Programs
These programs offer training sessions for managers
and individuals to help them recognize stress, and
show them how to prevent or deal with it, so that it
does not affect business performance.

21. Benefits of Workforce Health Promotion
To the Organization To the Employee
a well-managed health and safety a safe and healthy work environment
program
a positive and caring image enhanced self-esteem
improved staff morale reduced stress
reduced staff turnover improved morale
reduced absenteeism increased job satisfaction
increased productivity
p y increased skills for health protection
p
reduced health care/insurance costs improved health
reduced risk of fines and litigation improved sense of well-being
well being

22. HEALTH AT WORK
Health Promotion Strategy for Librarians

23. Contents of your strategy
1. Introduction
2. Mission Statement
3. Aim of the Strategy
4. Objectives of the Strategy
j gy
5. How the Strategy will be implemented
6. Monitoring and Evaluation
g
7. Resources
8. Action Plan

24. 1. Introduction
Outline the background to health promotion in your
organization.
• When did work begin?
• In general how has the work developed?
• What have you learned for the future?

25. 2. Mission Statement
Your mission statement should:
• refer to the core components of a healthy workplace
i.e. – the workforce, the environment, the structure of
the organization.
• state the organization's commitment to the health
'
and welfare of their employees.

26. 3. Aim of the Strategy
The aim of your strategy is your ultimate, long term
goal.
Examples:
• to improve the health of employees in your
organization.
• to reduce staff turnover.
• to increase morale and motivation
motivation.

27. 4. Objectives of the Strategy
Your objectives should include the following:
j g
• provision of information to employees on a regular basis:
“To raise awareness of health issues through interactive
g
events twice a year.”
• list of policies giving an implementation and review date.
“To repeat the needs assessment every three years and
incorporate any necessary action i t th H lth St t
i t ti into the Health Strategy.””
“To continue to offer a rolling program of lifestyle checks to
new staff.”
staff.

28. 5. How the Strategy will be Implemented
Give details of how the strategy will be
implemented:
• who will be responsible for the
implementation?
• who will take the lead role?
• what is the membership of your health
working group?
• when will the group meet?

29. 6. Monitoring and Evaluation
Give details of how you will monitor and review the
strategy.
For example:
• record attendance at events
• record uptake of materials
• monitor absenteeism and staff turnover
• 3 yearly needs assessment
l d

30. 7. Resources
Detail the resources you will require and what is
available.
Outline what resources are available in your
organization – e.g. budgets, staff time etc.

31. 8. Action Plan
Your action plan should ideally be in grid form
under the following headings:
(1) Activity
(2) Actions
(3) Person responsible
(4) C
Completed by (date)
l d b (d )

32. Sample Action Plan
ACTIVITY ACTION PERSON DATE
RESPONSIBLE
Provide health Order and distribute the Helen/Joe June 2011
information to all following Sept 2011
staff on a
quarterly basis
basis. - no smoking day
g y Dec 2011
- sun care April 2012
- talking about stress
- alcohol facts
- dental/oral health
- guide to preventing
cancer
- other campaigns as
appropriate
pp p

33. Parting Thoughts
g g
“Health equals wealth when you re talking
Health you’re
about corporate wellness.”
- Ri h d B
Richard Barrack
k

34. Parting Thoughts
g g
“A healthy employee means a healthy
A
bottom line.”
- Mi h l Port
Michael P

35. Thank you for listening