Small Workplace Health Award

Evidence and Action Plan

Organisation Name: Chuckles Nursey

Level of Award applied for: Silver

Nature of business:

Organisation Name: Chuckles Private Day Care Nursery SWHA No: 927

No. Of employees: 26 No. Of sites: 1

Contact Name: Amy Baugh

Contact Address: Pentwyn House, Pentwyn Lane, Newport, NP20 7AE

Telephone: 01633 852373

E-mail:

Website: http://www.chucklesnursery.com/

Organisation Summary Sheet

Award Level / Lifestyle Topics / Date Award Achieved / Assessor(s)
Bronze / Healthy Eating / 13/12/2012 / Roy Male
Silver / Tobacco & Physical activity / 3/3/2016 / Emma George and Dewi Thomas Smith
Gold


BRONZE LEVEL

HEALTH AND SAFETY
Criteria / Evidence / Assessment
(Official use only)
Develop a health & safety policy or statement
·  In consultation with staff, develop a health and safety policy/statement that addresses the key issues appropriate to the organisation.
·  Identify one member of staff that has overall responsibility for health and safety in the organisation
Access the HSE Basics for your business health and safety policy example / We have a health and safety policy in place that covers all of the main issues relating to a child care setting
The nursery owner has overall responsibility for health and safety with the nursery manager taking responsibility for monitoring this on a daily basis.
There is a health and safety at work poster displayed in the team rest room / Silver Assessment Update:
The policy is update annually. HSE bulletins are used to keep abreast of legislative updates. The H&S policy is discussed in detail at staff induction. Policies are also resent to staff annually for information purposes and to act as a refresher.
Consult with employees on health and safety matters
·  Ensure that there are regular updates on health and safety in team meetings / briefings
·  Consult with staff representatives when any new change / development occurs
Find out more about consulting with employees and find out the benefits / Minutes from monthly management meetings show discussions regarding health and safety taking place
Minutes are fed back to individual teams within the nursery and action points put in place to address issues. / Silver Assessment Update:
Meeting take place monthly. Staff can raise issues directly with management, or via the maintenance book which is regularly reviewed.
Train employees on health and safety issues
·  Provide appropriate training for all staff on general health and safety awareness and specific issues to the organisation e.g. manual handling, COSHH regulations, etc
Find out more about provision of health and safety training from the HSE / Induction checklist shows health and safety training carried out with team members when they start including manual handling, fire safety and COSSH.
Health and safety training was undertaken by the nursery manager. / Silver Assessment Update:
Three members of staff have undertaken H&S training. All staff undertake mandatory training which covers paediatric first aid.
Provide drinking water / Yes
Keep a written record of accidents to identify and assess risk areas
·  Ensure that an accident book (or suitable alternative) is set up on every site with persons responsible for it identified
Find a brief summary of accident record-keeping visit the HSE basics for business website / Accident forms are kept in the main hall area and completed forms are checked by the nursery manager and filed – all staff are given training on how to complete these.
Display information about workplace risks and control measures
·  Designated section of notice boards / intranet on health and safety with appropriate information displayed / Staff handbook in place with all policies in – this is kept in the team rest room – notice board displays any changes to health and safety policies
Undertake an assessment of workplace risks and put in place measures to control them
·  Identify key risks for the organisation and develop and action plan to address them. Put in place measures to control risks
Find a basic overview of risk assessment in the workplace from the health and safety made simple web pages / Full nursery risk assessments are in place that cover all areas and practices – these are updated yearly
Risk assessments carried out monthly and action points made for any issues.
Young person’s risk assessments carried out / Silver Assessment Update:
Comprehensive documentation was seen at the assessment visit. The full nursery risk assessment was put in place as a result of the bronze SWHA assessment and has been a valuable addition to the H&S arrangements within Chuckles. Recently the fire service visited to complete a fire risk assessment. There is a Young Person’s risk assessment for younger staff.
Have employees liability insurance in place
·  Ensure that appropriate insurance has been obtained
For more information about employees liability insurance and how to get it visit / Employers liability insurance renewed every November – certificate can be seen.
MUSCULOSKELETAL DISORDERS
Criteria / Evidence / Assessment
(Official use only)
Identify the risks associated with MSDs in your organisation and examine how these can be made safer
·  Assess the risk to employees from working practices looking at things such as posture, excessive lifting, pushing and pulling, etc
·  Provide lifting and handling equipment where reasonably practical
You may find some of the information below helpful;
·  A brief guide to manual handling at work
·  Display screen equipment workstation checklist
·  HSE musculoskeletal disorders home page / Manual handling policy and risk assessments in place
Office risk assessment in place to assess risk of using display screen equipment and sitting at work stations / Silver Assessment Update:
DSE risks assessments undertaken and included in R/A folder. Manual handling and lifting is included in the full nursery risk assessment.
Involve employees in assessing and managing the risks
·  Consult with staff on the risks associated with MSDs in their jobs
·  Provide manual handling training to staff where appropriate / Manual handling training carried out at induction with all employees
Two team members completed outside manual handling training / Silver Assessment Update:
A Health and Suitability form is issued to each member of staff when they join Chuckles. This form addresses back issues.
Pregnancy risk assessment covers lifting and pregnant staff often move rooms to the older children’s room (less lifting) for the duration of their pregnancy.
Inform staff about how to manage back pain
·  Provide information to staff on the prevention of MSDs
·  Give information to people suffering from back pain highlighting the importance of staying active
·  Implement one awareness raising activity that is available to all staff on the prevention of MSDs including the importance of lifting and handling in the correct manner
Find out more information from Welsh Backs
To order copies of the Back Book contact Public Health Wales
For more information on managing musculoskeletal disorders use the Working joints and muscles toolkit from Business in the Community
Find out more about exercise for a better back from Back Care / Display created in team rest room showing ways to prevent MSD and also what to do if they are suffering from any of them.
Booklets made and given to team showing different exercises they could do to relieve back pain and also keep fit. / Silver Assessment Update:
A back quiz is being run at the next staff meeting which will act as a refresher to staff.
Ensure that a return to work is managed appropriately and adjustments to the work is made if and when appropriate
·  Make reasonable adjustments to a job to enable an individual to return to work at an early opportunity. This could mean altering a task, equipment or workload
·  Manage the return to work as a staged process e.g. working reduced hours, partial home working etc
·  Where an individual cannot continue in their existing job consider offering alternative employment if practicable
Example of what a return to work policy might contain
Steps for managing sickness absence and return to work
Guidance on managing sickness absence and return to work in small businesses
Contact the Health at Work Advice Line for free advice on occupational health and return to work issues. / Sickness absence policy in place – includes information on how to help staff return to work and also how to avoid continued sickness absence
Return to work interviews carried out for employees that have been off due to illness to discuss if any adjustments have to be made

SILVER LEVEL

COMMITMENT
Criteria / Evidence / Assessment
(Official use only)
Staff health and wellbeing is a regular item in discussions between senior managers / owners
·  Formal or informal notes or records of meetings showing that staff and health and wellbeing has been discussed
For more information on the importance of senior management leadership have a look at leading health and safety at work / Monthly meetings are held with the management team and topics relating to staff health and wellbeing such as training needs, appraisals and team events are discussed and minutes taken.
Staff wellbeing is also discussed when considering points for the nursery’s 3 monthly action plans which are developed by the nursery manager and deputy.
Evidence – meeting notes and action plans / Wellbeing discussed in a variety of ways including monthly meetings and team meetings.
Establish a small working group to implement the action plan
·  Membership of the working group should include staff representative, health and safety representative and one or more of the following: human resources, and manager / supervisor
·  Records of the work of the group are available
·  Working group to have met on four or more occasions prior to accreditation / Working group consists of owner, manager, deputy manager and 1 team representative – we meet monthly and information is fed back to team members to get their views and opinions. / Owner is very much ‘hands on’ and steers the business with a high degree of sensitivity. The Manager is thorough in recording administrative detail.
Creation of an open culture in which staff feel able to contribute to discussions and debates on organisation practice that impacts on their health and wellbeing
·  Feedback from all staff indicates that this is the case / We involve team members on the development of the nursery yearly plan which includes team events, fundraising ideas and the development of the nursery. We also have an open door policy and staff are aware they can bring new ideas and raise any concerns at any time that are impacting their wellbeing. / Atmosphere of relaxed informality is reflective of the open and supportive culture that has been nurtured.
Training
·  Details of training undertaken by staff / We have a rigorous staff training programme that ensures all team members are trained to a high level in all areas. We ensure all team members attend mandatory training in food hygiene, 1st aid and safeguarding every 3 years and we also provide additional training in health and safety, FAAW and infection control to senior team members. / Staff training is given priority. Supervision sessions give staff a chance to talk about their interests and potential for training. An example was given whereby one staff member has learned sign language.
A training record is kept and monitored.
ENGAGEMENT
Criteria / Evidence / Assessment
(Official use only)
Ensure all staff can receive and provide information
·  Arrangements are in place to encourage employees to give and receive information / We have a team notice board in our staff room area which is used to keep staff up to date with any events, training dates and updates relating to employment laws (e.g. new NMW rates displayed). All teams have their own e-mails and they are used to communicate information as well as holding staff meetings fortnightly for each team to discuss any changes to procedures or information they needed to be updated on. There is a handover diary In the front reception that is used to / The open culture encourages good communication. A team consultation form is issued to staff every 6 months which allows them to make suggestions about changes to nursery practices e.g. routines, or activities with the children.
Engage employees in consultation
·  Staff representatives have an opportunity to discuss and comment on organisational changes and decisions with senior managers / owners
Find out more about why engaging with employees is so important from this ACAS booklet / Team members have appraisals every six months and also supervision meetings take place monthly.
Team members have the opportunity to be involved in any changes by being involved in the planning process and they then take responsibility for implementing these changes within their own areas.
Team consultations are held six monthly with the whole team and then meetings are organised to discuss any issues. / Each year staff undertake a SWOT analysis of the business which feeds in to the Nursery Plan for the year.
A comprehensive and excellent appraisal system is in place.
Measure staff satisfaction
·  Develop a method of gauging staff satisfaction e.g. by survey, formal or informal group discussion, etc
·  Action is taken on the feedback received from the above / This is done through appraisals, supervision and regular meetings / This is achieved through appraisals and regular supervision. The notable staff retention record illustrates employee satisfaction.
Following the achievement of IiP recently job descriptions now contain behaviours and values. This enables staff to more closely match their performance in work to the requirements and core values of the business.
Ensure that employees understand and are part of ‘the bigger picture’ of the organisation
·  Staff receive updates on the current position of the organisation
·  Staff are able to comment on the above to senior managers / owners / Team members complete SWOT analysis’ of the business every January to get them to think about our strengths, weakness’ and also potential threats.
Meeting notes from the management meeting are fed back to team members by the deputy manager. / At the beginning of each year a review process is undertaken that staff are centrally a part of e.g. participation in the SWOT analysis.