Durability Risk Evaluation Form - PowerPoint by gjt12698

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									Managing the Health of
 an ageing workforce
Educating staff on injury prevention-a new
  take on Employee Assistance Programs

                      Presented by: Robert Migliore
                      Director, Actevate
Act small
Think BIG
Don’t be BIG
                         Act Small

   Listen: Start the communication process by engaging all of your
    staff at every level
   Identify: Scope out the bullies and the knockers.
   Investigate: How do staff get rewarded for productivity?
   Encourage: Can you create a culture of reporting workplace
    “niggles” before they become claims?
   Educate: Who are your front line managers? What do they know
    about workplace health? Ageing workforces?
            Think BIg
 Create a Big Hairy Audacious Goal
 What are our biggest challenges in
  Workplace Health, Safety and Injury
  Management for the next 5 years?
 There is more to what’s going on then
  LTFIR.
 Is the workplace culture ready to
  embrace change?
           Don’t be Big
 Examine your own core values and
  strengths
 Create a strategy for developing quality
  relationships and open communication
 Respect for the individual
 Serve your employees and the Big
  Boss.
 Strive for excellence
 Swim upstream
    Considering the Cost Model-what does it
                mean to you?
   Where is the company spending money each year?
   How do I pitch a cost benefit model for injury
    prevention to the CFO?
   What if I try managing comp and non-comp injuries
    uniformly
   What is out there in the marketplace that I can
    implement that empowers employees
   What am I leaving behind?
Insert a new entire slide of a woman sitting
          at a desk and looking up.
    Assessing Injuries before
          they happen
   Reduced lost time/ less absenteeism
   Employee trust - help is available when you need it
   Reduced number of claims
   Reduce claims cost
   Injury/illness/difficulties managed outside of, and beyond,
    workers’ compensation system
   RTW services are shorter in duration with far greater success
   Immediate supervisor’s skills in managing workplace difficulties
    are enhanced by coaching, professional backup and
    development of systems
    Assessing Psychological Stress markers to
                 reduce claims
                                                       In a recent study of 400 claims, 70
                                                       percent were deemed legitimately
       Vocational discontent expressed by
.       the individual prior to making a
                                                       caused by work related factors.
                                                       In- Psych Journal June 2006.
        claim
                                                       Avg cost of Psych claim was
       Pre-existing personality styles                $27,798 (21 wks)
        makes certain types vulnerable to
        ordinary workplace stressors. Highly           Avg cost of physical claim was
        personalised and sensitive reaction            $18.913 (8 wks)
        high level of emotionality),
                                                     Average age of claimants in study was
        perfectionist traits, paranoid and
                                                      41-45, followed by 50 yrs and older.
        distrustful thinking styles, high level
        of self focus (viewing oneself in a          Vulnerability in age group over 40 due
        highly positive manner)                       to: vocational discontent, distress as a
                                                      result of burnout associated with
       Not necessarily problematic at work
                                                      organisational change.
        but a poor match between
        personality type and culture of the          Difficulty with upsurge of younger
        organisation                                  managers and older workers
      Introducing educational regimes

   Ensure immediate supervisors and senior management are on
    board with the approach
   Approach should be:
   Collaborative (involve your safety committee) ; inclusive;
    anonymous (if need be); well planned and involve third party
    health professionals to reduce suspicion associated with the
    introduction of any health related phenomenon.
          Robust RTW Programs

– RTW Coordinator or Provider acts as a facilitator or Coach
    for RTW clearance and development of RTW Plan
–   Workplace based interventions “not behind the scenes
    interventions”
–   Early/prompt return to work in reduced capacity
–    Case conference with treating doctor
–   Trusts the employee as best judge of capacity
–   RTW Plan belongs to the immediate supervisor and
    employee
                     5 Step Early/brief
                     Intervention Model
   Step 1
     – Injury reporting/reporting of difficulty
     – Internal assessment of the need for external RTW services (Occupational
        Rehabilitation Services) 5 days
     – Is the worker Returning to PID’s within 5 calendar days?
     – Request for RTW Services-
       Step 2: Brief Intervention begins
   Response within 24 hours
     – Contact immediate supervisor
     – Investigate suitability for return to work in previous/similar role
     – Set goals and expectations that immediate supervisor will be monitoring
       RTW, arrange assessment time
     – Contact employee
     – Outline assistance available
     – Obtain agreement to visit Doctor with employee
     – Arrange workplace assessment with employee and immediate supervisor
       to plan return to work
     – Visit/Telephone Treating Doctor
     – Obtain guidelines for RTW
                 Step 3: Workplace
               Negotiation/Assessment
   Objective of Workplace meeting: Employee and immediate supervisor will
    develop an achievable, safe and durable return to work plan
     – Review original duties
     – Incorporate as much of the original duties as possible
     – Confirm compliance with medical guidelines
     – Ascertain employee concerns and resolve
     – Obtain agreement and set return to work date
     – Arrange plan for ongoing monitoring/mentoring
     – Complete RTW Plan
     – All sign agreement- copy to all participants
     – Employee agrees to attend Doctor to obtain RTW clearance certificate (may
        be accompanied)
                Step 4: Return to Work
   Employee commences return to work as per agreed plan
     – The immediate supervisor/RTW coordinator must:
          Keep in mind the first 5 minutes will determine the success or otherwise

           of the RTW
          Prepare co-workers for the employees return

          Ensure any alterations to environment, equipment, tools etc. are in
           place before commencement
          Welcome to employee

          Oversee commencement of agreed duties

          Reinforce monitoring arrangements and support available

          Meet, review and fine tune plan with employee daily
               Step 5: Handover
          Progress is reviewed by RTW
    Coordinator/Provider with Supervisor and
                    Employer
.   Progress satisfactory-                        Progress not satisfactory or still
    Expected outcomes have been achieved          some way to go before employee
                                                  and employer are confident they
                                                  can manage independently

       Complete a Handover form with the          Complete re-injury risk evaluation
        employee and immediate supervisor          Modify program accordingly
        advising of further recommendations        Review with all parties/determine
        and actions to ensure durability of         suitability of Same Job/Same employer
        RTW                                         RTW goal
                                                   Set expectations of end date of
                                                    suitable duties
                                                   Continue ongoing monitoring and
                                                    mentoring
Encouraging workplace culture reform
through EAP’s
Consultative approach works best:
  Explore on site health clinic approaches
Empower the individual by educating them about their own health, strength
    and flexibility
Explore utilisation of health professionals who have experience with
    identifying pre-claim issues
Encourage immediate supervisors to skill up by participating in training
Enable staff to interact actively with any health and prevention measures
    implemented
Avoid traditional “old hat” approaches to manual handling training in
    classroom format
Introduce anonymous forms of reporting and seeking advice form outside
    professionals

								
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