Through our Wellbeing at Work Survey 2010 and subsequent action plans, we aim to improve the wellbeing and engagement of staff. For details of the survey, the summary report and communication of results, see Wellbeing at Work Survey 2010Feedback on this webpage to: Rob Kemp, Human Resources
A variety of approaches are being used within Faculties, Departments, Divisions and other areas of the University for involving staff in deciding how best to respond to the survey results. These include:
- Individual team discussions
- Meetings of staff across teams or areas
- Whole department or division discussions
- Solutions Group sessions with a selection/representation of staff taking part (sometimes focussing on particular staff groups)aimed at finding solutions to particular issues
- Using events, such as “Away Days” to incorporate wellbeing issues into existing development planning processes in departments and divisions
- Suggestion boxes have been used in some areas, and can be a particularly useful as a final check for any outstanding issues still needing to be addressed in a department or division
These processes are helping leaders, managers, supervisors and staff to better understand their own particular issues and priorities, both in terms of positive results and areas of concern. It is typical for a department or division to identify a number of actions from the above processes, and these tend to fall into 2 distinct categories:
- Actions which the department or division can progress and implement itself, either straight away or over the medium to longer term
- Possible actions which require input from outside the department, e.g. from the faculty or with input from the centre.
We are continuing to monitor progress on these activities and the resulting outputs and action plans in all areas of the University.
We have also developed a range of health realted guidance and information, see below.
Training & guidance:
For all staff, including leaders, managers and supervisors
- Managing Personal Stress ˝ day workshop, 13 & 20 July 2011 - sign-up now - more than 120 staff have so far booked onto these sessions
- i-resilience personal profiling tool
For leaders, managers and supervisors
- Managing Staff Wellbeing, ˝ day workshop - 2011-12 dates to follow
- Wellbeing at work included in new HoD Induction Programme, July 2011
University staff were invited to contribute to a Bullying & Harassment Solutions Group, which was held in April 2011, and we are using the results of this initiative to inform the development of plans for relevant training, guidance and support for staff, including leaders, managers and supervisors. Also, see our draft Dignity at Work procedure.
University staff were also invited to contribute to a Work-life Balance Solutions Group, which was held in April 2011.
We found that issues and solutions relating to W-LB tend to vary according to individual circumstances.
The Solutions Group outputs will be used to help inform relevant training, guidance and support that we provide to staff, including leaders, managers and supervisors.
Your health at work
- Your Occupational Health Service
- Men’s health
- Women’s health
- Stop smoking services
- Drug & alcohol reduction service – North Lancashire
- Blood pressure
- The new sports centre
- Dental health
- Mind - for better mental health
- Mental health helpline - Lancashire Care
- Mental health support - Help Direct, Lancaster
- Samaritans – open 24 hours a day
- Action for Blind People
- Royal National Institute of the Blind
- Royal National Institute of the Deaf
- Disability – Access to Work University site
- Disability – Access to Work
Last updated: 12 July 2011