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    • #4242
      Francis Onasanya

      On our OHS Performance reporting, we often focus on the Proactive /Reactive indices which often are around safety performance.

      The measurable KPI’s for Health performance for organizations includes:

      1. Medical emergency management

      2. Fitness for task assessment and HS
      3. Health impact assessment (HRA)

      4. Public health interface

      5. Promotion of hand hygiene

      6. Managenent of ill health in the workplace

      7. Occupational Illness frequency rate

      8. Medical Emergency preparedness (drills)

      9. Training & Education (First Aiders)

      10. Preventive Medicine (Health Surveillance)

      11.Health Promotion activities.

      For an objective to be measurable, the parameters of the objective must first be define with your target. Well, The new ISO 45001 is truly addressing this before you bring in SMART principle. This is now a new record that is asked by contractors for tender submission. It was there before for Oil and Gas but ISO 45001 lent it more credence.

      In summary, a healthy workplace = healthy workforce=productivity increased =business sustainability = good implementation of the ISO 45001.

      To have a realistic KPIs as regards Health performnce in a workplace, we must always look at the Factors that may directly impact on the type of health and wellness programs that might work well in our workplace, and can play a role in deciding how to complement what they do at work with realistic and achievable health goals.

      1. PLAN FOR YOUR WORKPLACE: Think about the type of jobs your employees have, are they office-based or field-based? Centralised or dispersed? Do they spend time at their desks, on their feet or behind the wheel? Do they work independently, or in teams?

      2. ASSESS THE CURRENT STATUS & HEALTH NEEDS OF UR WORKPLACE: Some issues to consider may include:

      *What are the inherent physical, psychological and cognitive demands of tasks performed by employees in your workplace and that is the reason for the health risk assessment and fitness task assessment.. The results can be managed going forward with your health surveillance

      *What are the health needs of workers in various teams or departments (e.g. do they need to be inspired to get up and move regularly or to sit down and take breaks periodically)?

      *Another one is, What sort of preventative health strategies and advice do employees currently receive to maximise health and wellbeing and minimise potential work injuries?

      *Has attention been paid to the ergonomic needs of workers as they carry out various tasks in the workplace? Eg manual handling etc

      And currently the need for specific wellness programs are needed in the workplace. The health part of the Hse is coming alife

      Do your employees need and want help managing weight, eating healthy or quitting smoking?

      Now, people will stop asking” is it economics when you try to tell them about ergonomics” as this standard gain more awareness. It needs work, study and research. Maybe we will soon have statistics and make use of them to drive Hse in our organization…And after thorough assessment, then we must inspire employees to participate. Different teams or departments may need different health promotion activities.

      However,one may wish to consider some of the following which might suit your workers:

      1. Health checks e.g. blood pressure, cholesterol, lung function testing, skin checks

      2. Healthy living support e.g. nutrition advice and consultations with accredited practising dietitians, workplace exercise initiatives, smoking cessation programs as part of the objectives

      3. Immunisations for common infectious diseases e.g. flu and Ebola vaccinations.

      4. Ergonomics as mentioned earlier, Ergonomic or musculoskeletal (bone and joint) assessments for assess risk of and prevent injury

      5. Stress minimisation initiatives e.g. mental health awareness, flexible workplace arrangements, seminars and training to develop skills to improve emotional wellbeing e.g. stress management, resilience with full management support.

      Then you Measure and track success. This becomes a tool for future planning and reviewing KPIs, and Objectives based on the Success. Success can also be a powerful motivator for others to participate next time you run a program. Consider whether initiatives such like “EMPLOYER-DRIVEN HEALTH ASSESSMENT” might have measurable benefits for your organisation as they can help highlight key health issues across your workforce.

      In a bid to promote occupational health, companies are encouraged to establish “EMPLOYEE ASSISTANCE PROGRAMS” to help employees manage health issues around alcohol/drug abuse, smoking, Mental Stress. Etc.

      This is often more effective than resorting to dismissal or other punitive measures when employees are violating company’s health policies etc.

      Thank you.

      Lecture By
      Edidiong⁩, Cynthia Ozobu⁩ & O’mon⁩
      (Joint HSE professionals)

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