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H3. Health & Wellbeing Report
1 January, 2013
Submitted: 27 April, 2015
Please describe how you report on the health and wellbeing of your employees, including annual sickness rates
The Health and Well-being initiatives committee has now combined with a new communication champions group. This group has a wider remit but also has an improved attendance from staff across all areas. The aim is bring all ideas, including health and wellbeing into action.
The annual health and well-being day took place in June 2014. This event was well attended by staff and included representatives from the local leisure centres, Halfords promoting cycling.
The event commenced at 14.00 to 21.00 which enabled staff across all shift patterns to attend.The catering department provided a BBQ for staff.
A meditation group met weekly for a 2 month period using the quiet room in the chapel.
Monthly management of attendance training and support for managers has reduced sickness absence to 3.7% during 2014. However there has been a slight increase in the absence rate due to staff reporting symptoms of stress.
A few significant organisation factors may have contributed to increased pressure mainly a CQC visit in September and subsequent report in January that led to the Trust to be placed in special measures. In addition to this Circle announced that they were withdrawing from the franchise agreement that was 3 years into a 10 year plan. This has led to uncertainty and an unpredented rise in staff turnover putting additional pressure on staff due to an increase in the vacancy rate.
The Trust's Employee Assistance Provider (EAP) visited the Trust on the 21/04/15 for their annual awareness of the service update for all staff. This year the EAP account manager and an OH Adviser commenced visiting all areas of the Trust to promote the service and obtain feedback from staff. A second visit is planned for the 28/04/15 to visit the remaining areas and attend a Heads of Nursing meeting to promote the managerial advice line.
The usage of the EAP service has increased in 2014/2015 and the main issues reported are pressure and change. This reflects the organisational change.
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