The Value of Attendance Support Annette Patterson Director, Health Management Solutions.
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Transcript of The Value of Attendance Support Annette Patterson Director, Health Management Solutions.
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The Value of The Value of AttendanceAttendance SupportSupportAnnette PattersonDirector, Health Management Solutions
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• Organizational culture
• Proactive Employer Approach
• Attendance Support ~ the Big Picture
• inConnection
• Success Story
Outline….Outline….
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Organizational CultureOrganizational Culture
Do you have an absence policy?Do you have an absence policy?
What does it say?What does it say?
Is it …Is it …• Disciplinary in tone
• Inconsistent and ineffective
• Lacking a formal process to support managers and/or employees
Resulting in a….Resulting in a…. Culture of Culture of
EntitlementEntitlement
Understanding the issue ……..Understanding the issue ……..
Management
Support is
key..
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Proactive instead of reactive Supports the philosophy of a safe return to work policy;
• focus on a healthy and safe work environment• modification of duties and work programs• accommodation• occupational therapy assessments• early return to work• team approach
Or is it …Or is it …
Understanding the issue …Understanding the issue …
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• Improved productivity• Reduced costs for absenteeism• Attraction & retention tool• Changes attitudes towards entitlement• Measurable results• Assists in developing solutions
• addressing workplace issues• wellness initiatives
Reality Check Reality Check
A good organizational health strategy includes an
attendance management
policy
The average duration for long-term sick leave in Canada is 11 weeks ~ early intervention is the key**
***Source: Statistics Canada, 2004
Absenteeism is often not the problem but a symptom
Absenteeism costs are on the Absenteeism costs are on the rise……..rise……..
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Cooperation is Cooperation is key…key…• Employees
• Managers
• Doctors
• Occupational Health & Safety
• Union
Enhance existing Enhance existing programs…programs…• Forms
• Procedures (fair/practical policies)
• Compliance with regulations & guidelines
Realize employer Realize employer rights…rights…• Obligations of employees
• Setting and abiding by workplace rules
• Be real, be fair, consistent and be proactive….
Proactive employer approach …Proactive employer approach …
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Why Offer Attendance Why Offer Attendance Support?Support?
Provides the opportunity to identify the• scope of absenteeism within the company
• real reasons why people are missing time
• impact of interventions (benchmarking) through measurement
• issues with return to work initiatives
• other resources that can be utilized within the community to support employees
• opportunities to integrate data from other sources (engagement surveys, HRA, EAP)
Essential in the development of a business strategy and particularly important during these economics times – “doing more with less”
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Dollars and Sense of AbsenteeismDollars and Sense of Absenteeism
Direct Costs• sick time• overtime• replacement workers• short-term disability
Indirect Costs• customer dissatisfaction• disruption of work teams• increased workplace stress• reduction in morale• missed deadlines• lost productivity• quality assurance• time to find replacement worker• strategic leadership time lost
+
EmployersEmployers pay in lost productivity & pay in lost productivity &
EmployeesEmployees pay with their health pay with their health=
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What lies beneath?What lies beneath?
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Attendance Support ~ the Big Picture
CardiovascularGastrointestinal
Cholesterol LoweringAntidepressants
DiabetesPhysiotherapy
Massage Therapy
Cold and FluSurgery
Work Related IssueMental Health
GastrointestinalMigraine
Musculoskeletal
Personal EmotionalFamily
RelationshipWork Issues
Situational StressorsLegal
FinancialNutritional
Weight ManagementFitnessNutrition
Coronary RiskWork ContentWork Culture
Reward & RecognitionBack & Neck Pain
Issue IdentificationIssue Identification
Health Experience Absence Reasons EFAP Accesses HRA Data
Identify links in data sources and where Identify links in data sources and where change can be “measured”change can be “measured”
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Success CriteriaSuccess Criteria
1. Sustained reduction in absenteeism
2. Participation rate of 95%
3. Support perceived by employees as a value added service
4. Support from human resources team
5. Enhanced process for: a. Tracking Absences
b. Capturing Reasons for Absence
c. Statistical Analysis of Data
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Experience yields Experience yields results..results..Medavie Blue Cross has been Medavie Blue Cross has been
successfully delivering attendance successfully delivering attendance support for over 10 yearssupport for over 10 years
• inConnection has provided support to clients in various industries and
differing population sizes (<100-4,000) in both unionized and non-
unionized workforces
• We are proud to promote the success we have achieved in partnership
with our clients over the past decade
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A Collaborative A Collaborative PartnershipPartnership
Health Assessment & Benefits
Health Assessment & Benefits
RehabilitationPrograms
RehabilitationPrograms
inConfidenceEFAP
inConfidenceEFAP
Attending Physicians
Attending Physicians
Employer&
Union Reps
Employer&
Union Reps
EmployeeEmployee
inConnectioninConnection
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Tracking
Attendance Support Services
Reporting Measurable Outcomes
Program Implementation Strategies
What is What is inConnectioninConnection??
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Our PhilosophyOur Philosophy
To make a connectionTo maintain confidentialityTo be supportiveTo be understandingTo be non-punitiveTo be solutions oriented
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Attendance Attendance SupportSupport
Organization’sAttendance Policy and Procedures
Organization’sAttendance Policy and Procedures
Non-punitiveNon-punitive
Team effortTeam effort
Maintain ConfidentialityMaintain Confidentiality
SupportiveSupportive
ProactiveProactive
Medavie Blue Cross inConnectionPhilosophy
Medavie Blue Cross inConnectionPhilosophy
“Early Intervention is the Key”
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inConnection ProcessinConnection Process
Low Risk• Straight Forward• Cold/Flu• Call with no follow up required
Medium Risk• Chronic illness• Medical diagnosis• RTW unclear• Case management Activity required
High Risk• Subjective Diagnosis• Mental/nervous• Work Issues • Employer Involvement• Regular contact and follow up needed
inConnection Care ManagementinConnection Care Management
HealthHealth PersonalPersonal Work Work
Individual Situational AssessmentIndividual Situational Assessment
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The inConnection Contact ProcessThe inConnection Contact Process
Employee calls work to report they will be away from the workplace
Information is entered into the inConnection system
inConnection case manager calls to offer support on the 3rd consecutive day and/or the 6th cumulative day of
absence
Individual wellness plans are developed with the employee
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Our experience and Our experience and dedication is what makes dedication is what makes us successful . . . us successful . . .
and it shows in the results
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Success StorySuccess Story
• Long Term Care Facility
– 36 residents requiring 24 hour care
– 31 year history with connection to Regional Health Authority
• 40 permanent & 17 casual employees comprised of:
– Nursing (RN’s/LPN’s & Resident Attendants), dietary, housekeeping, recreational and maintenance personnel
• Union environment
• 99% female staff
• Average age of staff is 44
• Shift work
• 35% of staff smoke
• Average 15-30 minute commute to work
• Located in a small community of
692 residents
The Goals:•Reduce trend on sick leave usage•Support organization’s Attendance Policy •Become a leader in their field•Provide reporting and analysis that current payroll system could not•Ability to make recommendations to support organizational health strategy
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The challenges…The challenges…
• Commitment of staff, union and key leaders• Communication• Had not exhausted “duty to accommodate”• Thoughts of program being punitive• Small community• Workplace respect• Culture of entitlement
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Enhancing current Enhancing current policiespolicies
1. Preliminary meeting with employer• Bring concerns to the forefront• Recognize the need for interventions
2. Quarterly employee meetings • Attendance management review & implementation of
interventions (duty to accommodate, medical interventions, ergonomics assessments, EFAP referrals, etc.)
• Build employee/employer relationships
• 2 month meetings if required
• Possible immediate interventions (modify work schedules, ergonomics, duty to accommodate)
Internal Attendance Policy
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The feedback…The feedback…
• Reports triggered the stage 1 follow up with internal program
• Union, Senior Management and HR have embraced program fully
• Internal communication improved
• Program provided feedback on employees that required immediate attention
• The organizational culture has changed
• Program has demonstrated no terminations
Linkage to all other programs for additional resources
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Employee Health – a calculated Employee Health – a calculated riskrisk
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Employee support servicesEmployee support services
Attendance Support (inConnection)
Disability Management (Medavie Blue Cross)
Workers’ Compensation (inConnection)
Organizational Health Programs: EFAP (inConfidence),
Health Risk Screenings, Wellness Initiatives
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Attendance SupportAttendance Support
The Importance of MeasurementThe Importance of Measurement
“If you can’t measure it, you can’t understand it.
If you can’t understand it, you can’t control it.
If you can’t control it, you can’t improve it.”
James HarringtonThe Improvement Process
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Thank you…
Questions?