This Stream includes all of our Guides & Toolkits Flipbooks.
Issue link: https://www.wsps.ca/resource-hub/i/1462154
Moving to Action Implementing Workplace Safety & Prevention Services' Mental Harm Prevention Roadmap 11 What is required to design an effective psychological health and safety strategy? Planning begins with defining actions, roles, costs, people resources, expectations, timelines, and indicators of success. Establishing a cross-functional working group is critical to planning. 16 There is also a need to determine who will be involved in the design process and how employees will be engaged. Examples of actions to help planning • Identifying psychological health and safety champions. This includes roles and responsibilities for all key stakeholders (employees, managers, and leadership). • Guaranteeing dedicated time for champions. • Convening committees and developing terms of reference. • Identifying milestones. • Selecting performance metrics. • Creating a project scorecard and aligning it to the corporate scorecard. • Incorporating the psychological health and safety strategy into the overall Occupational Health and Safety strategy. To make informed decisions, it is important to determine: • which data will be collected from a process evaluation perspective (i.e., the program's implementation and operation metrics); • an outcome evaluation perspective (i.e., the impact on the employee and costs). 16 Mental Health Commission of Canada, Psychological Health and Safety. Examples of key performance metrics include: • long-term disability (LTD) and short-term disability (STD) rates, including worker compensation claims and days lost due to disability; • absenteeism/presenteeism rates; • the number of harassment complaints, conflict reports, and incident reports; • employee turnover rates; • benefit costs and utilization rates; • training hours per employee. Employee program needs can be further evaluated through employee surveys, focus groups, interviews, and program reviews. The main objective of the design phase is to develop the action plan. This includes what will be done by whom, and when, and with clarity on expected outcomes as to what defines success for each milestone. The design phase is also where key performance indicators and scorecards are considered and finalized. Overcoming barriers • Ensure employee representation (diversity and skills) to support planning. When possible, recruit individuals from project management, change management, human resources, occupational health and safety, and all relevant departments. • Measure short- and long-term goals and metrics to evaluate success with upfront planning.