The Fire Perspective Our Journey to Workplace Mental Health Presented by: Chief Tim Beckett, April 2017

Agenda How did we get here? Assessment of MFES issues How did we prepare? MFES- Wellness Fitness Initiative PEER Team Mental Health Awareness Session Our Success Factors Next Steps Tim

Strategy MFES Approach Assess the Opportunities Define the Third party assessment against PH&S Standards Define the Strategy Committee- representation from Association, Management, EHS, External Experts Develop and Implement the Solution Current tool kit: Peer Team Mental Health Awareness R2MR Supportive Corporate Policies Tim Assessment of opportunities through Sun Life- included multiple focus groups and review of our resources including programs and policies

Assess the Opportunities Environment reinforced certain behaviours Lack of understanding of available resources Limited understanding of mental health issues- “Stigma” Discomfort communicating with someone in distress. Strong Foundation pieces Tim

Corporate Policies Respectful Workplace Health and Safety Violence in the Workplace Short and Long Term Accommodation Attendance Support and Management Program Tim add any specific departmental ones

PEER Team Founded in 1989 Membership consists of variety of ranks from the bargaining unit Provides Critical Incident Stress Management services Additional support for other mental health issues: addiction, suicide intervention, EAP referral Coordinator- Acting Captain Jodine Hough Team includes: EAP liaise, Management liaise, shift leads Tim

PEER Team Methods of activation: Advocacy role: direct, requested by employee, advised by Communications after specific incident Station courtesy call Station visits (OOS) Advocacy role: Coaching on documentation Incident tracking Year end review

Wellness Fitness Initiative Joint Labour Management Initiative (IAFF, IAFC) Behavioral Peer Team Mental Health Training Clergy EAP Physical Personal Fitness Coaching Onsite gyms Physical & Cognitive Demands analysis Individual assessments Medical Physicals Rehabilitation Return to Work EHS Metrics Tim Joint Labour Management Initiative (IAFF, IAFC) Pillars include: medical, fitness, rehabilitation, behavioural health Behavioural health sub committee Mandate: What is necessary to support good mental health in MFES?

Mental Health Awareness Session (2013) Objectives: Understand how good mental health benefits MFES Explore the relationship between health and illness Consider how the firefighter role and our culture impacts mental health Recognize typical signs and symptoms that can indicate an individual is experiencing difficulty Commonly diagnosed mental health disorders Be aware of resources and strategies for support Drew

Mental Health Awareness Session (2013) Success Factors: Supported by the Fire Senior Management Team Participation at all levels Made it real- the video Reinforced by available resources within the City and MFES Tailored to the audience: Full day Senior People Leaders Association People Leaders Crew Tim Senior People Leaders session: Chief, Deputy Chiefs, Platoon Chiefs, District Chiefs, Association Executive, PEER Team, H&S Committee Different focus on: roles and responsibilities, focused conversation, processes, available resources Association People Leaders: Half Day- breakout session Captains Different focus on: roles and responsibilities, focused conversation, documentation, available resources Crew: Different focus on: roles and responsibilities, processes, reducing stigma, support vs enable, available resources

Road Too Mental Readiness (R2MR) Hosted R2MR train the trainer session Currently facilitating departmental wide training People leaders training completed Remaining Department to be completed 2016 Tim

13 Psychological Health & Safety Factors Psychological and Social Support Organizational Culture Clear Leadership and Expectations Civility and Respect MFES opportunities Psychological Competencies and Requirements Growth and Development Technology Accountability Recognition and Reward Involvement and Influence Drew Independent assessment by Sun Life outlines several opportunities Workload Management Engagement Balance Psychological Protection Technology Protection of Physical Safety

Mental health strategy methodology Phase 1 Involvement & Buy In Mental health strategy methodology Phase 2 Design Drew Phase 3 Implementation and Measurement

Mental Health Strategy (Total Health Strategy) What do we hope to achieve? Leverage current resources Return to work support for all Access to firefighting centric health professionals Reduction of stigma Tools and training to support the vision Drew

Mental Health Strategy (Total Health Strategy) How do we hope to achieve it? Commitment at all levels Ongoing training Model and reward behavior that supports mental health Continuous Awareness Campaign Establish ties to strong treatment providers Customize rtw that addresses mental health issues Assess strategies against best practices Drew

Employment Cycle Recruit Test Hire Performance Manage Retire Drew Potential Disability /Accommodation Retire Drew

Mississauga Fire Value Total Health Direction and Values The 13 PHS Standard Accreditation- NFPA Standard Mississauga Fire Value Total Health Direction and Values Strategic Process Overview Baseline Strategy Evaluation Historical Data Current Data THI Scorecard Reactionary Programming Maintenance Programming Prevention Programming THI KPBs Org KPIs Org Outcomes Employee Employer Competencies Internal Stressors Externals Stressors Health Engagement Productivity

Design of Mental Health Strategy Prevention Support Treatment Examples Early detection tool Education on mental health Coping skills training Health and wellness activities Reduce workplace hazards Communication strategies to reduce stigma and self-advocacy PDA/CDA Physical health initiatives Examples EAFP Management training in mental health detection and support Peers support groups Benefits plan Management effectiveness Culture – promote respectful workplaces Supportive return to work programs Accommodation programs Examples Onsite Psychiatrist Preferred provider list Treatment specific programs

Key Performance Indicators Lagging Indicators Absence Trends Benefit Trends Engagement Trends EAP utilization Leading Indicators # of health related training sessions # of workplace complaints Improvements in engagement % of EE’s participating in health sessions Drew

MFES Objectives Mental Health and Well-being doesn’t just happen… Drew Our plans it to provide an organized and focused approach to workplace mental health.

Next Steps Develop 3 to 5 year plan of action-implementation plan Confirm key performance indicators Develop Specific Programs with Community Partnerships Continuous improvement as we lead the way to best practices Tim