Tools & Resources

Network Employment - Supporting Individuals with Experience of Mental Ill Health into Employment

Network Employment was set up in 1996 and is a part of Mersey Care NHS Trust, providing  individual support to people with experience of mental ill health, to help them to gain employment. Over the past 12 months, 53 individuals have been successful in making progress towards employment with 21 obtaining paid employment in competitive jobs. By supporting these people along the journey to employment Network Employment contributes  to their recovery and wellbeing.

Occupational Health Service Improvement

The Cheshire Occupational Health Service (COHS) was established during 2008 as a collaborative service serving two Acute Trusts namely; Mid Cheshire Hospitals Foundation Trust (MCHT) and East Cheshire Trust (ECT) and two PCTs. Formally launched on 1 April 2009, the service is growing to include neighbouring NHS organisations, public and private sector organisations, including The Christie NHS Foundation Trust, beating stiff competition from commercial rivals.

Community Volunteer Interpreter Project

This project was set up by NHS Blackburn with Darwen Care Trust Plus in June 2010 to develop a team of volunteer interpreters from the local community, who could offer interpretation in multiple languages over a 12 month period. It was also created in order to support the 3 Community Development Workers (CDWs) in developing their project management skills with mentorship from the Equality Manager.

The Cheshire HR Shared Service Approach to Health and Wellbeing

Cheshire HR Service set out to increase HR efficiency and to maximise resources on behalf of its NHS partner organisations. It also recognised the value of adopting a common strategy and approach to improve the health and wellbeing of staff across Cheshire. This case study looks  at the development and delivery of a staff Health and Wellbeing Strategy for customer organisations within an HR shared service organisation. 

Doing Things Better Together

NHS Trafford, Trafford Healthcare NHS Trust and Trafford Council set out in 2010 to adopt a joined up approach to the wellbeing of their staff. Although early days this project has already been successful in delivering so much more for staff by working together than would ever have been achieved by a single organisation.

Tackling Absence Management

In July 2008, reported sickness absence across University Hospital of Morecombe Bay NHS Trust (UHMB) averaged 5%. There was also a tendency for the same members of staff to take sickness absence. Therefore the HR team embarked on a structured and robust policy to reduce sickness absence with the aim of bringing down the average level to 3.5% by 2012 which it is set to achieve

Staff Perceptions Count in Developing a Health and Wellbeing Strategy

In 2010 this Trust commissioned a survey (ASSET) of staff perceptions of 7 key barriers to, and enablers of, wellbeing in the workplace. When these aspects of working life are well managed the workforce has good levels of psychological wellbeing and engagement.  The results of the survey are contributing to a new programme of evidence based work to determine the enablers and barriers to wellbeing and to the development of the Trust’s Health and Wellbeing Strategy. 

A Journey Towards World Class HR

An organisational development approach to reviewing the Human Resource function and identifying the journey necessary to achieve ‘World Class HR’. This case study describes the approach taken by one North West Trust in identifying their journey to achieving “World Class HR”. The approach taken unlisted the Towards World Class HR in the North West model and the CIPD Professional Map.

Greater Merseyside Condition Management Programme

Greater Merseyside’s Condition Management Programme (CMP) was in operation for five years until March 2011 as part of the national Pathways to Work Choices Programme and in partnership with Jobcentre Plus. It was highly successful at attaining its core aims, which were to help people gain the skills to necessary to better manage their own health conditions and to ultimately return to work.

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