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Workplace safety: System trends and opportunities identified from national data
Viktoria Roman, Qendresa Hasanaj, Jonathan Mitchell, Hélène Sabourin
National Health Leadership Conference
Ottawa - June 6, 2016
Overview
• Accreditation Canada and Qmentum
• Workplace violence prevention
• Leadership standards; Required Organizational Practices; worklife questionnaire
• Program improvements and leading resources
2 2
What is Accreditation Canada? • Not-for-profit, incorporated in 1958
• Public and private organizations
• Over 1100 clients and 6000 sites
• (350—425 surveys per year)
• Accredited by ISQua
Informing the Health Care System
• Leverage accreditation data to inform health system performance
• Information to clients, governments and stakeholders in alignment with health priorities
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5
Source: Hrdownloads.com
Workplace violence
• Widespread across health organizations
• 33% of workplace violence incidents in Canada involve a health care or social assistance worker (Léséluc, 2007)
• 54% of nurses experience physical violence; 85% experience verbal abuse (ONA, 2012)
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Leadership Standards
• Core national standards
• Development guided by national standards working group and national consultation
• Address leadership functions, management supports, decision-making structures, and infrastructure
• Assessed in 487 organizations from 2012 to 2015
7 7
Leadership Standards: Strengths
Leaders support continuing professional development and learning throughout the organization.
Leaders support quality of worklife and healthy and safe work environment improvement activities.
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Standards: Opportunities
Leaders identify and monitor process and outcome measures related to worklife and the work environment.
Leaders monitor staff and service providers' fatigue and stress levels and reduce safety risks associated with fatigue and stress.
Leaders monitor the quality of worklife culture.
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Workplace Violence Prevention ROP: A documented and coordinated approach to prevention is implemented
87 83
77 81
84
50
60
70
80
90
100
2011 2012 2013 2014 2015
Co
mp
lian
ce (
%)
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ROP compliance by sector (2011-2015: 1030 organizations)
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96
76
93
80
97
0
20
40
60
80
100
Acute Care (n=144)
Health Systems (n=151)
Home Care (n=69)
Long-term Care (n=284)
Mental Health (n=44)
Workplace Violence Prevention ROP: lowest rated tests for compliance
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• Conduct risk assessments to ascertain the risk of workplace violence.
• Review quarterly reports of incidents of workplace violence and use this information to improve safety, reduce incidents of violence, and improve the workplace violence prevention policy.
Worklife Pulse Tool • Measures staff perceptions of key worklife factors
• Completed by leaders, support staff (administrative, clinical, facility), direct care providers
• Substitutions accepted
• Optional physician version
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Worklife Pulse Tool results 81
74 75 78
66 69
79
0
10
20
30
40
50
60
70
80
90
Coworkers Immediate supervisor
Job characteristics
Safety and health
Senior management
Training and development
Overall experience
Po
siti
ve r
esp
on
se (
%)
14
Worklife Pulse Tool: job category
75
62
78 74
79
65
76 73
69
81
73 76
64
79
85
78
90 86
83 83 87
50
55
60
65
70
75
80
85
90
95
Job characteristics
Training and development
Coworkers Immediate Supervisor
Safety and health
Senior management
Overall experience
Po
siti
ve r
esp
on
se (
%)
Support (n=29,753) Direct care (n=53,040) Leadership (n=7,076)
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Physician Worklife Pulse Tool (n=1958)
82 72
63
77
52
0 10 20 30 40 50 60 70 80 90
Colleagues Health and safety
Practice environment
Professional satisfaction
Senior leadership
Po
siti
ve r
esp
on
se (
%)
16
Physician worklife: safety and violence prevention items
87
72
76
67
0 20 40 60 80 100
The people in my team/unit treat each other with respect.
This organization takes effective action to promote a healthy and safe workplace.
This organization takes effective action to prevent violence in the workplace.
This organization takes effective action to prevent bullying, harassment, and other forms of abuse in the
workplace.
Positive response (%) 17
82
73
82
78
83
83
70
78
76
77
91
90
91
89
93
0 50 100
The people I work with treat me with respect.
Senior managers are committed to providing a safe and healthy workplace.
My organization takes effective action to prevent violence in the workplace.
My organization takes effective action to prevent abuse in the workplace.
My workplace is safe.
Positive response (%)
Leadership
Direct care
Support staff
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Accreditation Canada Webinars
• Recognize types of violence and common triggers of violence
• Identify key components of violence prevention programs
• Common implementation challenges
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Long-term Care Standards: Enhancements
• The team receives training on abuse prevention, safe and appropriate use of restraints
• The team follows organizational strategy on preventing abuse
• Education provided to residents and families about how to recognize and report abuse
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2016: Client- and family-centred care
• Partner with patients and families in planning, assessing, and delivering care
• Include patient and family representatives on advisory and planning groups
• Monitor and evaluate services and quality with input from patients and families
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Governance and Leadership Standards
• Client-centered care as a guiding principal
• Organizational structure and culture to support implementation, spread and success of client-centered care model
• Meaningful partnership with clients and families
• Commitment to co-designing services
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Insights
• Canadian context: workplace safety and health
• Measurement: tools and resources
• Leadership: quality of worklife, quality of care
• LEADS: Engage Others domain
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Thank you!
Thank you Merci
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