SERVICE/ DEPARTMENT WELLBEING ASSESSMENT
Step 1
What is the context? / Step 2
What reinforces health & wellbeing? / Step 3
What are you doing already? / Step 3 (continued)
Is there further action you need to take? / Step 4
How will you do that? / Step 5
How will it be measured?
WORK DOMAIN
Control: How much say does a person have in the way that they do their job / Employees are
  • encouraged to use their skills and initiative to do their work
  • encouraged to develop new skills to undertake new and challenging pieces of work
  • consulted over their work patterns
/
  • Training and development
  • Team meetings
  • Regular one to one meetings
/ Employees indicate that they are able to have a say in the way they do their work in the annual staff survey
Demands: includes issues like workload, working pattern and physical environment /
  • Achievable demands in relation to the agreed hours of work
  • Concerns about the work environment are addressed
  • People’s skills and abilities are matched to the job demands
  • Jobs are well designed
/
  • Workload and working patterns are monitored
  • Regular one to one meetings
  • Regular team meetings
  • Access to development – both formal and informal
/ Employees indicate that they are able to manage the demands of their job, through the staff survey
Role:
understanding the role and responsibilities within the organisation and these are compatible /
  • Different requirements placed upon employees are compatible
  • Information is provided on employees’ roles and responsibilities
  • Employees are able to raise concerns they have about their role and responsibilities
/
  • Job descriptions
  • Clear objectives and targets
  • Feedback through regular one to one meetings
  • Regular team meetings
/ Employees indicate that they understand their role and responsibilities, through the staff survey
Change:
How organisational change is managed and communicated /
  • Timely information to understand the reasons for the proposed changes
  • The opportunity to influence proposals
  • Understanding the probable impact of any changes to their jobs, and if necessary training to support changes
  • A timetable of change
  • Access to relevant support during changes
/
  • Follow SCC Change management process
/ Employees indicate that the organisation engages them frequently when undergoing an organisational change, through the staff survey.
Step 1
What is the context? / Step 2
What reinforces health & wellbeing? / Step 3
What are you doing already? / Step 3 (continued)
Is there further action you need to take? / Step 4
How will you do that? / Step 5
How will it be measured?
EMOTIONAL DOMAIN
Relationships
Promoting team working to manage conflict and behaviour issues /
  • Promoting positive behaviours at work to avoid conflict and ensure fairness
  • Sharing information relevant to work
  • Agreed policies and procedures to resolve behaviour issues
  • Skills to manage conflict and different types of behaviour
/
  • Access to development – both formal and informal communication and interpersonal skills
  • Regular team meetings to share information
/ Employees indicate that they are not subjected to unacceptable behaviour, in the annual staff survey
Support:
The level of support provided by line managers and colleagues including encouragement, sponsorship and resources /
  • Policies and procedures to adequately support employees
  • Culture that encourages support from managers and colleagues
  • Support arrangements are known and accessible
  • Access to adequate resources
  • Regular and constructive feedback
/
  • Regular one to one meetings with their line manager
  • Regular team meetings
  • Support is available e.g. EAR, OH
/ Employees indicate that they receive adequate information and support from their colleagues and superiors, in the staff survey
PERSONAL DEVELOPMENT /
  • Autonomy
  • Career development
  • Lifelong learning
  • Creativity
/
  • Training & Development programmes
  • Coaching

PHYSICAL WELLBEING /
  • Exercise
  • Safe working practices, equipment
  • Working environment
  • Work-life balance
/
  • H&S risk assessments
  • Regular one to one meetings

VALUES /
  • Ethical standards
  • Equality & Diversity
/
  • Diversity procedures