Improving service and reducing absence by 30%

Police Force

Requirements:

Re-structure the Police’s OH provision to bring about a number of improvements and benefits.

Our solution:

Health Management’s clinicians carried out a comprehensive review and created key changes to the delivery and protocol of the service provision and to the management of sickness absence and attendance within the force.

The OH service is now provided through five regionally based occupational health advisers (OHAs), supplied by Health Management, who have the training and experience to assess referrals and offer the appropriate occupational health advice.

In more complex cases, including those going before the Injury Awards Board and those applying for ill health retirement, protocols are in place for referral to consultant OH physicians. Referral to the selected medical practitioner (SMP) is made when appropriate.

Key benefits:

  • Resources are used in the most cost effective manner
  • Employees requiring top level consultation with the Forces Medical Advisor receive an expeditious assessment

The revised OH service supported by Health Management has been instrumental in introducing new Positive Attendance Management systems (PAM and PAM+), in line with the ‘Strategy for a Healthy Police Force’ and its emphasis on managing sickness absence.

Initially, OHAs trained management personnel within the Police force on the new procedures and trigger points for potential absence and stress. This was carried out in the regional and head offices.

Since the introduction of PAM, the OHAs have acted as ‘gatekeepers’ and ‘sign posters’ into the relevant services, including those required to support the initiative such as physiotherapists and counsellors.

Outcomes:

The strategy has resulted in an impressive decrease in sickness absence within the force:

  • 12.6 days to 8.9 per annum over a three-year period – equivalent to 32 police offers on the street.
  • This Police force is now on target to meet 7.5 days.

Other less tangible outcomes have included a heightened sense of responsibility amongst management and employees with regards to attendance issues. The visibility of OHAs on the ground has also raised the profile of the OH department and demonstrated the Police’s long-term commitment to employee health and wellbeing.

Ongoing support:

Health Management’s consultant physicians continue to consult and advise the Police in developing policies and protocols.

The appeals process for ill-health and retirement and injury awards is a notable example of such support. Consultant intervention has resulted in a success rate of over 80% at appeals with the Medical Appeals Board. This has had a significant impact on the budget for the department following recent fiscal changes introduced by the Home Office.