STAFF WELFARE ASSESSMENT - LEVEL 5
What is the ‘National Strategy For A Healthy Police Service’ and how does it impact on the
workplace?
The most valuable of Resources within any organisation are personnel and their health and welfare
are crucial to the maintenance of service provision to the public. Sickness and welfare related
matters can cause major abstractions and create additional overtime and workload, leading to
additional stress and strain on individuals who remain in the workplace. Additionally, long term
sickness can lead to early retirement and/or lack of required development for individuals, who may
then require additional training, leading to an establishment allocated individual being trained and
not providing the service which they were employed for, for a longer period of time (having an
impact, possibly, on Performance Indicators within their allocated work area and causing additional
work for their Rota/Dept). It has been recognised within the strategy that sickness within the Police
Service needs to be reduced and kept to a minimum.
The aims of the strategy are as follows:
To maintain good health in police staff.
To reduce injuries and ill health in police staff.
To assist people who have become ill, whether caused by work or not, to return to the
workplace and continue to provide a service.
To help reduce the number of medical retirements.
Within forces the Chief Constable is responsible for ensuring that as far as possible, working
conditions assist in the management and maintenance of good health. The Chief Constable is
governed in this capacity under Health and Safety Law.
The Human Resources Department should (in liaison with Divisional Commanders) provide
assistance in the managing attendance policy and promote the necessity and awareness of good
health to Divisional staff. Line Managers in turn would then be expected to ensure that their staff
adhere to policies and directives and ensure that their health and well-being is being recognised and
managed. Finally, every individual should ensure that they are aware of the policies and
expectations of the Force in the aspects of Health and Safety and the Managing Attendance rules.
Source:http://police.homeoffice.gov.uk/news-and-publications/publication/human-resources/shp
_guidance_qual.pdf?view=Binary
Source: http://www.publications.parliament.uk/pa/cm200304/cmselect/cmworpen/456/4051908.htm
Page - 1
, Outline the possible causes of stress and the impacts these can have on an individual and the
organisation. How can these impacts be reduced?
Listed below are possible causes for work related stress (although this list is not exhaustive):
Long Hours of Work
Heavy Workload
Last minute priority work (constantly)
Constant problem solving
Travel to the workplace
Shifts (childcare issues)
Lack of cooperation with newly introduced systems and processes
Pay grade and Job Evaluation
The aforementioned factors that will contribute towards stress in the workplace will eventually cause
a lack of interest in objectives, animosity between team members (who may appear to be given less
work to complete) and towards the organisation. They may contribute towards a drop in effort levels
and commitment and possibly even resignation. This in turn may lead to recruiting problems,
staffing issues, increased workloads and further stress for those remaining (without action, this could
completely ruin a Unit’s effectiveness).
Reduction in these impacts in the first instance requires recognition of them. Once recognised
(through continual welfare and development support meeting as carried out by myself on a three
monthly basis) assistance should be offered to attempt to alleviate the amount of stress being caused
or alternatively make changes to accommodate individuals’ needs (provided they suit the individual
and the objectives and aims of the Unit and organisation).
The organisation can offer welfare support and counseling (through the Occupational Health Unit) as
well as the above, to assist further where stress is causing a problem that is affecting performance. It
goes without saying, that all matters regarding stress and its management should be treated in
confidence and not shared with any parties who do not need to know.
How can your organisation’s attendance management be most effectively utilised?
The rules that govern the management of absenteeism and the Policy that supports it within North
Wales Police is called The Managing Attendance Policy.
The policy outlines a number of key principles that should be followed, the main principles are as
follows:
All members of staff are to be treated fairly
Page - 2
What is the ‘National Strategy For A Healthy Police Service’ and how does it impact on the
workplace?
The most valuable of Resources within any organisation are personnel and their health and welfare
are crucial to the maintenance of service provision to the public. Sickness and welfare related
matters can cause major abstractions and create additional overtime and workload, leading to
additional stress and strain on individuals who remain in the workplace. Additionally, long term
sickness can lead to early retirement and/or lack of required development for individuals, who may
then require additional training, leading to an establishment allocated individual being trained and
not providing the service which they were employed for, for a longer period of time (having an
impact, possibly, on Performance Indicators within their allocated work area and causing additional
work for their Rota/Dept). It has been recognised within the strategy that sickness within the Police
Service needs to be reduced and kept to a minimum.
The aims of the strategy are as follows:
To maintain good health in police staff.
To reduce injuries and ill health in police staff.
To assist people who have become ill, whether caused by work or not, to return to the
workplace and continue to provide a service.
To help reduce the number of medical retirements.
Within forces the Chief Constable is responsible for ensuring that as far as possible, working
conditions assist in the management and maintenance of good health. The Chief Constable is
governed in this capacity under Health and Safety Law.
The Human Resources Department should (in liaison with Divisional Commanders) provide
assistance in the managing attendance policy and promote the necessity and awareness of good
health to Divisional staff. Line Managers in turn would then be expected to ensure that their staff
adhere to policies and directives and ensure that their health and well-being is being recognised and
managed. Finally, every individual should ensure that they are aware of the policies and
expectations of the Force in the aspects of Health and Safety and the Managing Attendance rules.
Source:http://police.homeoffice.gov.uk/news-and-publications/publication/human-resources/shp
_guidance_qual.pdf?view=Binary
Source: http://www.publications.parliament.uk/pa/cm200304/cmselect/cmworpen/456/4051908.htm
Page - 1
, Outline the possible causes of stress and the impacts these can have on an individual and the
organisation. How can these impacts be reduced?
Listed below are possible causes for work related stress (although this list is not exhaustive):
Long Hours of Work
Heavy Workload
Last minute priority work (constantly)
Constant problem solving
Travel to the workplace
Shifts (childcare issues)
Lack of cooperation with newly introduced systems and processes
Pay grade and Job Evaluation
The aforementioned factors that will contribute towards stress in the workplace will eventually cause
a lack of interest in objectives, animosity between team members (who may appear to be given less
work to complete) and towards the organisation. They may contribute towards a drop in effort levels
and commitment and possibly even resignation. This in turn may lead to recruiting problems,
staffing issues, increased workloads and further stress for those remaining (without action, this could
completely ruin a Unit’s effectiveness).
Reduction in these impacts in the first instance requires recognition of them. Once recognised
(through continual welfare and development support meeting as carried out by myself on a three
monthly basis) assistance should be offered to attempt to alleviate the amount of stress being caused
or alternatively make changes to accommodate individuals’ needs (provided they suit the individual
and the objectives and aims of the Unit and organisation).
The organisation can offer welfare support and counseling (through the Occupational Health Unit) as
well as the above, to assist further where stress is causing a problem that is affecting performance. It
goes without saying, that all matters regarding stress and its management should be treated in
confidence and not shared with any parties who do not need to know.
How can your organisation’s attendance management be most effectively utilised?
The rules that govern the management of absenteeism and the Policy that supports it within North
Wales Police is called The Managing Attendance Policy.
The policy outlines a number of key principles that should be followed, the main principles are as
follows:
All members of staff are to be treated fairly
Page - 2
