SEQOHS: Why accredit? Helen Kirk Quality Strategy Facilitator Helen Kirk 02 Feb 2012

Agenda SEQOHS – what is it? The story so far Drivers to accredit Helen Kirk 02 Feb 2012

SEQOHS domains A.Business and financial propriety B.Records and confidentiality C.Competent supervised clinicians D.Facilities, equipment, medicines E.Relationship with employers F.Relationship with employees G.NHS specific standard Helen Kirk 02 Feb 2012

SEQOHS NHS domain 1.Core standards Prevention Timely intervention Rehabilitation Health assessments for work Promotion of health and well-being Teaching and training 2.Business arrangements 3.Deliver agreed KPIs 4.Clinical audit Helen Kirk 02 Oct 2012

Working for a healthier tomorrow “There should be an integrated approach to working age health underpinned by … clear standards of practice and formal accreditation for all providers” Dame Carol Black (2008) Helen Kirk 02 Feb 2012

Suitable services “We recommend that service standards currently being developed by the Faculty of Occupational Medicine, in collaboration with other organisations including the Royal College of Nursing, should be adopted by NHS bodies when available.” Steve Boorman (2009) Helen Kirk 02 Feb 2012

Responsibility deal “Many NHS organisations have seized this agenda and made steady progress, seeing sickness absence rates begin to fall. However, it is critical that organisations maintain momentum with this work.” “Sign your organisation up to the commitments and pledges in the Responsibility Deal.” David Nicholson (July 2011) Helen Kirk 02 Feb 2012

Responsibility deal pledges H2. Occupational health standards We will use only occupational health services which meet the new occupational health standards and aim to be accredited by 2012/13. H1. Chronic conditions principles within HR procedures H3. Health & wellbeing within annual reports H4. Healthier staff restaurants Helen Kirk 02 Feb 2012

Public Health White Paper “All employers will be encouraged to contract only those services that are fully accredited, and to seek preventive interventions.” Nov 2010 Helen Kirk 02 Feb 2012

Service configuration review “The literature which is available on OH and other clinical services provides overwhelming evidence that economies of scale and improved quality of care is consistent with provision by large multi- disciplinary teams that meet accreditation standards and are enabled by information and communications technology.” Kirk 2010 Helen Kirk 02 Feb 2012

Accreditation Helen Kirk 02 Feb 2012

Minimum service level agreements “All occupational health services must work towards the Faculty of Occupational Medicine accreditation, including a series of quality service levels specific to the NHS.” DH (July 2011) Helen Kirk 02 Feb 2012

Five High Impact Changes Visible support at board level Evidence-based staff health and well- being improvement plan Build the capability of management Engage staff at all levels Use an NHS OH service that offers a targeted, proactive and accredited support system DH (July 2011) Helen Kirk 02 Feb 2012

Why? Compliance “Organisations that achieve improvements will: Deliver the duty to have regard to the NHS Constitution Provide improved and more consistent performance on staff health and well-being, which will support delivery of the NHS Outcomes Framework. Meet ambitions to reduce levels of sickness absence and contribute to QIPP savings. Be well positioned to meet CQC essential quality and safety levels and registration requirements” Helen Kirk 02 Feb 2012

Why? Operating Framework 3.33 Organisations can take a number of steps to support work to improve staff health and wellbeing. These include ensuring their occupational health services are accredited to the Faculty of Occupational Medicine Standards…. DH 2011 Helen Kirk 02 Feb 2012

Why? Developing levers CQC quality risk profile NHSLA risk management Local Health and Wellbeing Boards HSE Health Education England outcomes framework inspection regime Healthwatch to highlight where staff are not being properly supported Helen Kirk 02 Feb 2012

Why? Investing in staff health “It is all too easy … to see staff health and well- being as a cost rather than an investment in service improvement. “being an exemplar employer in terms of staff health and well-being will: benefit individual staff support the drive to deliver high-quality healthcare services for all reinforce the brand image as a caring and committed employer produce real benefits to the bottom line reinforce and support public health promotion Helen Kirk 02 Feb 2012

Summary Accreditation increasingly part of quality systems Standards are directly relevant Compliant with emerging policy Part of the health and wellbeing offer for staff Helen Kirk 02 Feb 2012

SEQOHS: Why accredit? Any questions? Helen Kirk Quality Strategy Facilitator Helen Kirk 02 Feb 2012