17/2015: Well-Being Programme – Approval to Progress – April 22 2016

Executive Summary and recommendation:

Delivery of continually improving services to the local communities within North Yorkshire and the City of York relies greatly upon having a workforce that is confident, motivated, engaged and resilient and therefore North Yorkshire Police needs to focus on providing long term support in relation to well-being for the whole workforce.

Dame Carol Black outlined in the report “Review of the health of Britian’s working age population: Working for a better tomorrow” that employers should be investing more into well-being initiatives and has endorsed the Well-Being programme outlined by North Yorkshire Police.

This Decision Notice seeks the approval of the Commissioner to progress with the next stage of the implementation of a Well-Being Programme within North Yorkshire Police.

The overall aim of the Well-Being programme is to support the delivery of the Police and Crime Plan and meet a of number of goals outlined within the organisational business plan. In addition the Well-Being programme will be supporting key strategies such as Productivity, IT and Agile Working. The Well-Being Programme will deliver of a number of activities that will continue to build on North Yorkshire Police being recognised as a great place to work and further develop an environment that will enhance employee well-being.

North Yorkshire Police is performing strongly in relation to the other police services nationally and is in the top quartile for performance in relation to sickness and absence. The Well-Being Programme is designed to further support this performance and ultimately seek to enhance the figures by reducing presenteeism whereby individuals are present at work but not performing at their optimum.

The Well-Being Programme will be inclusive for the entire workforce, with particular emphasis placed on those with supervisory responsibilities, and will be implemented initially over a two year period.

Decision

Police and Crime Commissioner decision: Approved at Executive Board 28/04/2015

Signature:

Date: April 22 2016
Title: Chief Executive Officer

Note: CEO sign off – as final version for publication

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Part 1 – Unrestricted facts and advice to the PCC

1. Introduction and background

There is substantial research showing that employee health, well-being and engagement are important for organisational success. Investing in a Well-Being programme can help North Yorkshire Police to reduce sickness absence, reduce staff turnover and increase a general feeling of well-being and employee satisfaction which in turn positively impacts upon productivity and the amount of discretionary effort displayed and reduces the negative effects of presenteeism.

The positive correlation between engagement of the workforce and the well-being of the workforce has been well researched and the CIPD (2013) state that both engagement and well-being, need to be undertaken as a workplace approach, to enable employees to feel connected and committed to the organisation’s goals and values, to be motivated to contribute to organisational success and to enjoy an enhanced sense of well-being. David MacLeod (Engage for Success 2013) supports this view and outlines that “this is about how we create the conditions in which employees offer more of their capability and potential”.

The proposal is to implement a series of recommendations emanating from the results of a predictive analysis well-being survey (Wbi) that was undertaken across the organisation in November 2014.

Careful analysis of the overall Wbi results has indicated that there is potential for the organisation to increase its well-being levels across the organisation. In order to move towards a general increase in well-being, a programme of activities, initially planned for a 24 month timeframe, has been brought together and includes a series of interventions, training activities and products designed to enhance overall employee well-being.

It is proposed that the programme will be delivered through a combination of external and internally developed and delivered activities and training interventions that will be tailored towards North Yorkshire Police’s Wbi results in addition to addressing wider issues and supporting key strategies.

2. Matters for consideration

The Commissioner is asked to approve the implementation of the Well-Being Programme in three phases over the next 24 months as outlined below:

Phase 1

• Roll out of Psychologically Safe and Responsible Manager training to all individuals with supervisory responsibility
• Introduction of Well-Being Self Care workshops for all staff
• Proactive Occupational Health activities outlined for an annual rolling programme
• Engagement with national initiatives e.g. Blue Light and Time for Change

Phase 2

• Development and launch of the North Yorkshire Police Well-Being e-manual for the workforce
• Self-learning portal and schedule of engagement events promoted on the Valuing People subsite allowing people to self select for personal development and gain full overview of the programme
• Train the trainer for continuity of Psychologically Safe and Responsible Manager training and Self Care workshops
• Well-Being Champions identified across the organisation
• Development and consultation on additional well-being interventions

Phase 3

• Wbi survey November 2015
• Evaluation of results
• Comparison with 2014 results
• Review of programme initiatives and feedback to date
• Development of activities for year 2 based on evaluation and review

3. Other options considered, if any

Alternative options had been considered as part of the initial procurement exercise and consideration was given to ensuring that the HSE Standards for Work Related Stress would be achieved and that the work would also encompass Mental Health Awareness.

In considering the options available, research has been identified which supports the view of developing initiatives which impact on employees in terms of engagement and well-being in parallel to maximise the impact and benefit for individuals, teams and the organisation.

Any further options that arise during the phased roll out of the programme will be considered on a case by case basis.

4. Contribution to Police and Crime Plan outcomes

   The proposed activities and initiatives included in the Well-Being Programme supports the vision of North Yorkshire Police to protect our communities by being the most responsive service in England and supports the corporate priority of People First identified within the Police and Crime Plan. 

5. Consultations carried out

There has been high level consultation and engagement on the proposed Well-Being Programme with the full cohort of senior leaders within North Yorkshire Police. Consultation has also taken place as part of an initial working group which was attended by a variety of workforce representatives including staff and officer associations. Further consultation will be undertaken as the programme develops and initiatives are launched.

6. Financial Implications/Value for money

The Well-Being Programme will be implemented over a two year period, in the three stages identified. The programme will be inclusive of the entire workforce which is circa 2,800 FTE, and will cost a maximum total of £250,000 until the end of the 2017 financial year.

The professional opinion of the consultants who conducted the Wbi survey is that there is the potential to avoid up to approximately 20% of absenteeism levels and 20% of presenteeism levels through the implementation of a Well-Being programme which will provide the activities outlined in section 2. Based on academic research, and professional opinions sought, it is anticipated that the key benefits of this programme will be a reduction in sickness absence, reduction in presenteeism and reduction in staff turnover.

NYP, on implementing the programme, expects to benefit from an increased deployable and engaged workforce. It is anticipated that the workforce will experience an increase in the general feeling of well-being and satisfaction, which will positively impact upon productivity and the amount of discretionary effort displayed and reduce the negative effects of presenteeism.

Chief Constables Chief Finance Officer Comments:

No funding is allocated in the MTFP but (subject to approval of this Decision Notice) a total of £250k has been identified, and will be allocated out of the 2014/15 underspend.

7. Legal Implications

Having read this report and having considered such information as has been provided at the time of being asked to express this view, the Acting Force Solicitor and Head of Legal Services is satisfied that this report does not ask the PCC for North Yorkshire to make a decision which would (or would be likely to) give rise to a contravention of the law.

8. Equality Implications

There are no immediate equality implications arising from agreeing the recommendation of this decision notice. Individual initiatives will be assessed for equality implication as they are commissioned.

9. Human Resources Implications

The Well-being programme is a core element of the Valuing Our People strand of the People Strategy for the organisation.  The benefits of such a programme for both the workforce and the organisation are well documented and proven through activities within the private and public sectors.   The results of the Well-being survey conducted in the organisation, highlighted the need to consider such a programme and provided a valuable indicator through its capacity to predict potential future issues.  This work is further supported through the requirements of the HSE Management Standards for work related stress and HMIC Inspection of leadership, engagement and well-being which further enhances the profile and value of this type of activity for our workforce. 

Public Access to information

The Police and Crime Commissioner wishes to be as open and transparent as possible about the decisions he/she takes or are taken in his/her name. All decisions taken by the Commissioner will be subject to the Freedom of Information Act 2000 (FOIA).

As a general principle, the Commissioner expects to be able to publish all decisions taken and all matters taken into account and all advice received when reaching the decision. Part 1 of this Notice will detail all information which the Commissioner will disclose into the public domain. The decision and information in Part 1 will be made available on the NYPCC web site within 2 working days of approval.

Only where material is properly classified as restricted under the GPMS or if that material falls within the description at 2(2) of The Elected Local Policing Bodies (Specified Information) Order 2011 will the Commissioner not disclose decisions and/or information provided to enable that decision to be made. In these instances, Part 2 of the Form will be used to detail those matters considered to be restricted.  Information in Part 2 will not be published.

Part 2

Is there a Part 2 to this Notice – NO

Originating Officer Declaration

Author name: Leanne Dudhill

Collar number: 006251

	Name      (Collar Number)	Date of completion (√)
Head of Department has reviewed the request and is satisfied that it is correct and consistent with the NYPCC’s plans and priorities.	Ken McIntosh 1414	20/04/2015
Legal Advice Legal advice has been sought on this proposal and is considered not to expose the PCC to risk of legal challenge or such risk is outlined in Part 1 or Part 2 of this Notice.	Jane Wintermeyer 3840	16.04.15
Financial Advice The CC CFO has been consulted on this proposal, for which budgetary provision already exists or is to be made in accordance with Part 1 or Part 2 of this Notice.	Jane Palmer 004364	14/04/2015
Equalities Advice Either there is considered to be minimal impact or the impact is outlined in Part1 or Part2 of this Notice.  Author to complete as Equalities matters are mainstreamed within departments.	Leanne Dudhill (006251)	10/04/15
HR Advice HR advice has been sought in relation to any people related matters	Rosemarie Holmes 004647	14/04/2015

I confirm that all the above advice has been sought and received and I am satisfied that this is an appropriate request to be submitted for a decision

Signature  L.Dudhill

Date 10^th April 2015