The occupational health enhanced and advanced standards are part of the next stage of a suite of measures, designed by the National Police Wellbeing Service (NPWS), to promote and support wellbeing at work.
Introduction to the enhanced and advanced standards
The enhanced and advanced occupational health standards build on the existing foundation occupational health standards launched in 2019. The enhanced standards are designed to enable forces to extend and add to what is being done already; whereas the advanced standards provide opportunities to do new things, transformative, innovative
Enhanced and advanced standards
The principles behind the development of standards which extend beyond foundation level are threefold:
- extending and adding
- opportunities to do something new
- visionary and transformative.
With foundation level standards in place, the two additional standards provide opportunities for occupational health (OH) services to develop their offering beyond the transactional, reactive services to proactivity and potential growth. It is expected that forces will move towards the enhanced standards (extending and adding) by 2025, and, at the same time, considering how they might move into new areas and ultimately visionary and transformative.
The ultimate aim is to have improved services that will support the Policing Vision 2025.
By 2025 forces should aim to have developed an OH workability programme that helps them to:
- maximise job performance
- optimise attendance management
- optimise rehabilitation opportunities
- minimise the number of people taking ill health retirement.
By doing the above forces will be compliant with regulatory frameworks, will benefit from effective and efficient recruitment and retention processes and enhance reputation as good employers; as well as meeting the community needs to prevent harm, protect the vulnerable and reduce crime.
As forces achieve 100% compliance with the foundation standards through their submission to the Blue light Wellbeing Framework, they should consider progression to these further standards.
Enhanced standard: Relationship with the organisation (and it's people)
Advanced standard: The OH service has a senior representative responsible for developing the force health and wellbeing agenda
Advanced standard: The OH service develops tools to help managers and leaders support staff health and wellbeing
Advanced standard: The OH service is sector leading
Advanced standard: The OH service contributes to the development of individuals in the sector through a dedicated development or leadership programme
Notes and explanations
*OH services – OH services refers to in-house (force funded) as well as outsourced or blended models (part in-house and part outsourced). In instances where all, or part, OH services are delivered by outsourced providers business planning should take place collaboratively with those internally (force) responsible for OH provision as well as the clinical and operational leads from the outsourced agency.
^Business plan template – A business plan template will be located in the Oscar Kilo NPWS resource library, until this is completed please email us for a copy.
*^ Benefits realisation – Benefits realisation refers to a process or activity, or set of activities or processes which demonstrate to the host organisation, or if providing outsourced services, ‘the customer’, the benefits of procuring the OH services in achieving the organisations strategic and operational wellbeing aims. These may be quantitative, for example data sets, or qualitative, for example surveys.
** Seven pillars of clinical governance – A clinical governance framework developed for use in the NHS which includes: clinical effectiveness, risk management, patient / client involvement, audit, management of clinical (and administrative) staff, education, training and development, information giving. The model provides a framework for delivering clinical care and advice. Refer to NPWS CG Framework
^*Schwartz Rounds – Schwartz Rounds are reflective practice forums, or meetings, which provide groups of staff, from various disciplines , an opportunity to reflect on the emotional aspects of their work and working in their clinical setting.
PRM+* - Psychological risk management – A programme where screening and health surveillance takes place at regular intervals for those considered at greater risk of psychological harm as a consequence of the role they undertake. Go to page
+Major / critical post incident support – Incidents such as major or critical incidents’ will have own force interpretations’ and / or terminology. Major incidents’ are usually mass casualty, multi-agency incidents’. Critical incidents’ can occur to groups or to individuals. OH’s response in supporting the effects of large scale traumatic events will vary from force to force, however, it is recommended OH are utilised as a clinical support function where indicated. This may be through a direct response, for example formal diffusing and follow-up, ad / or in part, for example using the ESTIP model.
^^ Wellbeing action plan documents – Such documents are frameworks designed to help staff articulate to managers their specific personal health needs. Some organisations refer to these as “passports”. They can be used independently and / or in partnership with an individual appraisal (PDP). A good example of such a tool is the Mind Blue Light Wellness Action Plan. More information can be found at - www.mind.org.uk