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Work Well Strategy 2017-2020

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Publication Date: 
November 2018

Our vision

The Work Well Strategy 2017–2020 will increase maturity towards better understanding the nature and importance of physical and psychological wellbeing by advocating and educating on wellbeing issues and initiatives, to foster an inclusive and engaged workplace culture. Work Well will promote a healthy workforce, empower managers and employees, increase capability and confidence, maintain safe systems of work and proactively support the wellbeing of our employees.

The Strategy is incorporated under ‘Collaborative, Innovative and Safe Environment’, one of the six pillars in the department’s People Plan 2017–2020 to achieving a high performance organisation.

Work Well initiates

Work Well focuses on physical and psychological health, wellbeing and safety initiatives in 4 key areas.

Managing Work and Life

Focusing on the way work is organised and its relationship with the health and wellbeing of employees.

What does it look like?

  • Work Well’s—‘Manage Well’
  • Work Well’s—‘Learn Well’
  • My Plan performance management framework
  • proactively supporting employees
  • improved information and resources for maintaining staff health and wellbeing
  • myth-busting information on managing staff wellbeing
  • coaching and mentoring for managers
  • increasing confidence and capability to ‘having the difficult conversation’
  • managing unscheduled absences
  • Flexible Workplace options
  • case management support and expertise

Employee Health and Wellbeing

Harnessing individual wellbeing, personal responsibility and supporting colleagues.

What does it look like?

  • Work Well’s—‘Be Well’
  • Work Well’s—‘Learn Well’
  • online toolkit for employees with advice and links to staying healthy
  • mindfulness resources and applications for mobile devices
  • early intervention strategies to manage injuries
  • rehabilitation support
  • reasonable adjustments
  • Employee Assistance Program (EAP) and facilitated wellbeing seminars
  • Mental Health First Aid training and awareness
  • First Aid, Health and Safety and Workplace Contact Officers (WCO)

Relationships and Culture

Enhancing workplace inclusiveness and engagement; recognising employee involvement in social and community aspects.

What does it look like?

  • Work Well’s—‘Advocate Well’
  • Work Well’s—‘Learn Well’
  • increased engagement in wellbeing initiatives and events
  • EAP awareness and usage
  • a rolling calendar of programs, training and key events on wellbeing and Workplace Health & Safety (WH&S)
  • links to related programs and options (including, diversity, flexibility, FITTER, social groups, flu vaccinations, allowances, learning opportunities and recruitment practices)
  • Psychosocial Risk Assessments
  • Wellbeing and Inclusion Networks

Workplace Safety and Responsibility

Managing the overall safety of the physical and psychological work environment.

What does it look like?

  • Work Well’s—‘Manage Well’
  • Work Well’s—‘Learn Well’
  • WH&S management system
  • officer’s due diligence
  • WCO network re-training and re-fresh
  • updated grievance processes
  • injury prevention and management
  • online incident and hazard reporting
  • new case management database
  • health and wellbeing risk assessments
  • Comcare WH&S management system audit
  • Psychosocial Risk Assessments
  • targeted Comcare awareness training on recognise risks, signs and inform on staff responsibilities

Measures of success

  • Increased engagement with health and wellbeing initiatives
  • Monitoring changes in unscheduled absences rates
  • Observing the number of informal over formal workplace grievance resolutions
  • Implementation of Early interventions
  • State of the Service and Employee Census results
  • Employee Assistance Program (EAP) usage and feedback

Impacts of Work Well

  • Unscheduled absence rates reduced to 11.4 days
  • Annual reductions in premium rates below the Commonwealth average
  • A Mental Health First Aid skilled workforce
  • Above average staff satisfaction rates in existing wellbeing practises and departmental commitment
  • Over 70% of employees in the department work flexibly