i Health Jim Lindsay CEO Ipswich City Council

  • Slides: 24
Download presentation
i. Health Jim Lindsay – CEO, Ipswich City Council 21 st July 2017

i. Health Jim Lindsay – CEO, Ipswich City Council 21 st July 2017

Why i. Health? Concerns • Culture concerns • No defined Employee Wellness program •

Why i. Health? Concerns • Culture concerns • No defined Employee Wellness program • High Insurance premiums • High absenteeism • Workforce renewal Organisational benefits: • Improved productivity and quality of work being produced improved overall morale and culture of the organisation • Increase in retention rates • The ability to be able to attract quality • Avoiding high costs associated with absenteeism, presenteeism, injury & illness (Australian HR Institute, 2017)

Ancillary Programs Awareness is the key to change • • • Leadership Program –

Ancillary Programs Awareness is the key to change • • • Leadership Program – includes diet and stress Enneagram – shows individuals a personality “type” and what drives us i. Health Diversity and Inclusion Culture Survey Line of Sight Project

17. 23 Employee Assistance Program was promoted 35 15. 12 Proactive injury management introduced

17. 23 Employee Assistance Program was promoted 35 15. 12 Proactive injury management introduced 30 8. 14 Informal wellness program commenced 5. 88 Executive Team engaged in promotion of health and managing injuries 2. 41 Formal wellness program i. Health Launch 5. 31 Six injuries in one year – Ageing workforce 2. 89 Programs to assist the “older” worker Lost Time Injury Frequency Rate 29. 74 25 20 17. 23 15. 12 15 10 8. 14 5. 88 5 6. 35 5. 31 2. 89 2. 41 0 2009 2010 2011 2012 2013 2014 Lost Time Injury Frequency Rate 2015 2016 2017

Premiums Workers Compensation Insurance 2. 80% 1. 90% Employee Assistance Program was promoted 1.

Premiums Workers Compensation Insurance 2. 80% 1. 90% Employee Assistance Program was promoted 1. 71% Proactive injury management introduced 2. 60% 2. 40% 2. 20% 1. 54% Informal wellness program commenced Executive Team engaged in 1. 55% promotion of health and managing 2. 11% 2. 00% 1. 90% 1. 80% 1. 71% injuries 1. 60% 1. 54% Formal wellness program i. Health Launch 1. 71% 1. 54% 1. 55% 1. 54% 1. 40% 1. 38% 1. 20% 1. 06% 1. 00% 2009 2010 2011 2012 2013 2014 Premiums Workers Compensation Insurance 2015 2016 2017

Ancillary Programs

Ancillary Programs

Ancillary Programs Total Organisation Perfectionist – 15% Peacemaker – 26% Helper – 5% Achiever–

Ancillary Programs Total Organisation Perfectionist – 15% Peacemaker – 26% Helper – 5% Achiever– 5% Individualist– 3% Analyst– 5% Leader – 16% Questioner– 10% Optimist– 15%

Culture Survey Actual (May 2016) Desired

Culture Survey Actual (May 2016) Desired

The Journey Continues • Improved culture and way of working will continue with relocation

The Journey Continues • Improved culture and way of working will continue with relocation • Specific spaces for collaboration and innovation • Wellbeing spaces included as a key aspect

Culture Change Journey • Project 1 - Ipswich City Council Purpose Statement and Customer

Culture Change Journey • Project 1 - Ipswich City Council Purpose Statement and Customer Service Framework • Project 2 - Enable high performance • Project 3 - Understanding and awareness • Project 4 - Communication Framework • Project 5 - Leadership • Project 6 - Business and operational decisions • Project 7 - Celebrating customer service achievements • Project 8 - Diversity and Inclusion

Keys to Success • Management commitment is strong • Health and wellbeing is integrated

Keys to Success • Management commitment is strong • Health and wellbeing is integrated into the everyday business at ICC • Branded Ipswich City Council Wellbeing Program • Supported and endorsed by Executive Team • Created to improved the physical, emotional, occupational and social health of all staff • The “I” in i. Health is for Ipswich and to align with self management of wellbeing.

i. Health • Opportunities for employees to participate in activities that will improve their

i. Health • Opportunities for employees to participate in activities that will improve their health • Facilitate behaviour change to improve health and wellbeing • Reduce employee health risks • Reduce employee stress • Reduce employee injury • Increase employee physical activity • Increase the number of employees who are meeting healthy eating and alcohol consumption guidelines • Assist smokers to quit • Less absenteeism and higher productivity within the organisation Ipswich City Council’s bespoke wellbeing program Improved organisational culture

i. Health – Key Statistics • Nil psychological workers compensation claims since 2011 •

i. Health – Key Statistics • Nil psychological workers compensation claims since 2011 • Absenteeism is down from 4. 74% o 4. 35% • Our employees are not experiencing negative stress with over 60% indicating they feel relatively relaxed when at work and feel good when on the job. (Cultural Survey 2016) • 71% of our employees indicated they are intending to remain with Council for the next 2 years • Staff members have attended at least 3 i. Health Events since launch in October 2015

i. Health Keys to Success and Sustainability • Management commitment is strong • Regular

i. Health Keys to Success and Sustainability • Management commitment is strong • Regular communication and feedback sought • Good planning • Good evaluation • Health and wellbeing is integrated into the everyday business at ICC

Conclusion • Part of the wider program about healthy, happy workforce • Great communications

Conclusion • Part of the wider program about healthy, happy workforce • Great communications plan • Great culture building – Line of Sight Program • Great training – learn about you • Strong leadership • Economic results • Changed state of mind