CONCEPT PRESENTATION: EMPLOYEE WELLNESS PROGRAMME - by Rev Dr Vukile Mehana & Wellness Programme working sub-committee - Methodist Church of ...
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CONCEPT PRESENTATION:
EMPLOYEE WELLNESS
PROGRAMME
by Rev Dr Vukile Mehana & Wellness
Programme working sub-committee
MCSA Conference 21st September 2016
"a Church is only as healthy as its congregation and
its employees,"
1
Presentation Overview
Pillar 1
Pillar 2
2
Problem Statement: unique to the
MCSA
Relationship issues The programme will target:
Addiction 3 categories of MCSA
employees:
Familial issues
Covenental
Divorce
Contractual
Health matters: e.g.
Volunteers
glucose,
Stress management
3Programme Statement
unplanned absences from the workplace and "presenteeism"
Implications of health and stress in the workplace
lower healthcare costs but to boost workplace morale,
performance and attendance.
Alarming health statistics in South Africa
A crucial component of a well-designed Employee Wellbeing
strategy is a widely supported Wellness campaign.
The benefit of introducing a Wellness campaign is heightened
awareness and the probable prevention of new or sustained
psychosocial stressors.
4What is Wellness?
"Wellness is an active process of becoming aware of and
making choices toward a healthy and fulfilling life“
"Wellness is a state of optimal well-being that is oriented
toward maximizing an individual's potential.“
"Wellness is the dynamic process of becoming aware of,
taking responsibility for, and making choices that directly
contribute to one's well being and that of the common
good."
5Wellness Dimensions:
Mental Wellness
The mental dimension of wellness includes developing a healthy personal philosophy, maintaining a
learning aptitude and establishing a base of useful knowledge.
Physical Wellness
The physical dimension of wellness includes our overall physical health, physical fitness and
appearance. Starting with physical health, a wellness approach would not be to simply avoid sickness
and disease, but to know that our health is always fleeting and our body's always under attack.
Spiritual Wellness
The spiritual dimension of wellness includes becoming aware of our life's purpose, developing our
innate gifts and using our talents in a positive way and getting in touch with our spirituality.
Operating "on purpose" and using our talents can be spiritually lifting and tremendously positive as
compared to merely getting by, pleasing others, or surviving.
Social Wellness
The social dimension of wellness includes the careful creation and maintenance of healthy and
positive relationships, our contribution and involvement in the community and our impact on our
surroundings or environment at large.
Lifestyle Wellness
The lifestyle dimension of wellness includes our work and workplace, our leisure time and our home
environment. As most of us will spend more than half our lives at work, what we do at work matters
immensely to our wellness.
6MCSA WELLNESS PROGRAMME
The Wellness programme will find fit within the 4 pillars
of the HR strategy namely:
Procurement;
Alignment;
Development and
Retention
7Overarching Objective
The objective to be achieved through an employee Wellness
Campaign is high voluntary participation in the Wellness
programme by staff.
High participation is achieved if:
Employees perceive value in knowing their Employee Wellbeing
status
Reward wellness achievements (e.g. Swedish organisations reward
staff by cashing out a percentage of their unused sick leave if
untaken);
Confidentiality is assured
Accessibility
8Scope Objectives and output
Holistic Employee Wellbeing Programme.
Diverse geographical spread of Methodist Laity
and employees.
The in-house Human Capital Wellness team will
be trained and will ensure that the Employee
Wellbeing programme is adhered to.
This programme once approved and adopted will be for
all MCSA Ministers and Laity.
9Specific objectives
3. Reward
wellness
2. Create through
awareness positive
about wellness
and finding
affirmation
Work-life and
1. Ensure a Balance. rewards.
healthy and
happy
workforce.
10
Career pathsBenefits to the Methodist Church
There are significant advantages in attempting to custom design a solution that works for
the MCSA. Based on this, we propose the following benefits:
MCSA’s existing infrastructure ensures that regardless of where the Wellness campaign
is performed, the quality and service standards remain the same.
The MCSA will have to employ / outsourced professional resources such as an
occupational health therapist, psychologist and psychometrist;
The programme developed should be flexible to accommodate MCSA’s diverse needs;
MCSA will be able to manage a confidential in-house Wellness data management
process capability to ensure that management within the MCSA receives accurate
statistical data within the expected timelines.
Clinical quality will be assured
Patron satisfaction will be measured
11Benefits to the Methodist Church
cnt’d
It is clear that the net effect of commissioning a holistic employee
wellbeing programme will:
Reflect MCSA’s caring and committed attitude to its all its Church
members as well as employees.
Facilitate early intervention and help address the psycho-social stressors
that confront MCSA’s employees.
Decrease the undesirable impact of psychosocial illnesses on
productivity and turnover.
Encourage loyalty and improve communications between MCSA its
Covenental, Ministers and employees.
12Methodology: Conduct business requirements assessment
14Proposed Solution for MCSA
STEP 1
Develop a theme:
“Christ centred wellness”.
STEP 2
STEP 6
Therapeutic Component
Tracking and Metrics:
measure & constantly
evaluate
STEP 3
STEP 5 Consultative Component
Reporting
STEP 4 15
Information ComponentAlignment to MCSA’s strategy
STEP 1
Develop a theme:
“Christ centred
wellness”.
MCSA’s Human Capital strategy should guide the Strategic intent
as well as outcome of the Wellness Campaign.
16STEP 2
Therapeutic Component
A Self, Informal and Formal Referral Service for employees with personal, emotional, or
social problems that are or may be affecting their Performance, Behaviour and Attitude in
the workplace.
• An Outpatient psychological consultation service.
• The MCSA will pay for a maximum of 6 sessions per
employee per condition per year.
• Any further sessions to be approved by the MCSA
Management and HR Director (e.g. alcohol and
drug addiction) may require a longer term therapy
solution, must seek prior approval.
• This service may be outsourced to a professional
treatment centre.
17STEP 3
Consultative Component
•In-house/ consulting employed Clinical Psychologists, Social Workers
and accrediting suitable providers and trainers and co-ordinating their
activities.
•Personalised feedback service on Formal Referrals. A formal referral is
where a Manager in consultation with a staff member through a
disciplinary or grievance process, or based on ongoing poor
performance, the manager refers a staff for therapy.
•Training of Management and Employees, on EWP and related subjects.
All managers must receive formal training to recognise basic wellness
indicators, such as drug use and or abuse, and basic counselling.
•Management, administration and activities of the program to be carried
out as per the MCSA EAP program and policy. A range of wellness
programmes may include: Heritage Day, monthly sports activities,
quarterly health days, 2 x per annum teambuilding, HIV/Aids education
and awareness as well as a dedicated ARV programme, Secretaries Day,
Human Rights Day, in-house yoga or fitness programmes, monthly
Retention
education and awareness programmes: financial health, living a stress free
life, wellbeing, nutrition etc… MCSA may use thought leaders or specialists
to address employees.
•MCSA walkathon – where all employees are encouraged to walk 10km’s
per week and this is rewarded.
•In-house MCSA gymnasium or MCSA subsidised Gym fees.
18STEP 4
Information Component
• Provide In-house communication material i.e. Monthly
newsletters and Quarterly posters specific to identified
themes e.g. Breast Cancer, relationship matters, stress
management, emotional intelligence, HIV/Aids, Men’s
Health etc…
• A 24/7 Call Centre service for all MCSA
Covenental, Ministers and employees.
• Meltdown and or other challenges: where staff are
rewarded if they lose weight.
Retention
• Regular quarterly EAP meetings as and when
required.
• Quarterly health risk assessments (glucose, blood
pressure, cholesterol, weight, body mass index
etc…)
19STEP 5
Reporting
• Each employee will receive a membership card and results are
online.
• The MCSA medical aid will provide a Corporate Report on the
MCSA staff complement’s health risk profile on a monthly and or
quarterly basis.
• Additionally the HR Business unit managerill be required to
collate a report on Employee wellness based on the above
reports as well as on all the wellness activations.
• Additionally an annual employee engagement assessment could
introduce two or three questions related to wellness to assess
the programme.
20STEP 6
Monitoring and Evaluation
Tracking and metrics
• Provide in-house business intelligence.
• Reports.
• Annual research.
• Quantitative data: statistics
• Qualitative data: common issues and developmental data
• Annual engagement survey results analysed.
• Needs analysis.
• Developed MCSA M&E system.
• Introduction of specific metrics for leaders on their
performance contracts/agreements
Retention
• Introduce enterprise resource planning (IT related
HRIMS specific systems).
• Two yearly evaluation of success.
21Programme Management
Programme
management A tangible value proposition for having an
includes strategic in-house MCSA wellness programme.
planning, project The highest standard of service at every
development, interaction. Financial
administration of the considerations
Completion of all administration
MCSA wellness
processes.
programme, quality
control and regular Fulfilment of all logistical arrangements
reports to MCSA for all wellness programmes.
Management.
22Key questions ……to identify key wellness
activations
Are we targeting Church specific challenges?
Are staff/employees aware of the programme?
Does the wellness programme find resonance with employees?
What is the uptake rate? i.e. are staff using the wellness programme?
If the manager in this
How does the MCSA
position were gone,
wellness programme
could it still operate
benefit me?
effectively ?
Magnitude of the Uniqueness of the
wellness knowledge
programmes possessed by that
contribution to my person/ business
development and unit? Can it be
performance replaced
23Cornerstones of success
CORNERSTONES OF A SUCCESSFUL WELLNESS CAMPAIGN FOR THE MCSA
Communication
Development
Commitment
Assessment
Alignment
Metrics
EXECUTION AND IMPLEMENTATION 24What is required from conference:
1. To approve and adopt a Wellness Programme for the
MCSA.
2. To approve the implementation and roll out programme.
3.To ensure that appropriate resources are made available
for the success of this wellness programme.
Questions?
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