1. An Assessment of Psychosocial Hazards in the Workplace
Results for [Organisation X]
(date)
© Copyright 2014

2. Outline People at Work Project - Context
People at Work Project - Implementation Process
People at Work Project - Survey
Respondents and Response Rates
Main Findings for Organisation
Main Findings for Workgroups
Main Findings for Workplace Bullying
Summary
Next Steps

3. Context
The People at Work Project is a psychosocial risk assessment process. It aims to help organisations identify and manage psychosocial hazards that are detrimental to the psychological health of workers.

4. Implementation Process
5-Step Risk Management Approach
for the People at Work Project

5. Survey
The psychosocial risk factors included in the survey are based on a comprehensive review of the occupational stress literature.
Research highlights the importance of managing high levels of Job Demands (i.e., work pressures) and low levels of Job Resources (i.e., protective factors) as these have been shown to have a detrimental effect on the psychological health of workers.
The People at Work Survey assesses:    
High Job Demands
Low Job Resources
Role Overload
Job Control 
Role Conflict
Supervisor Support
Role Ambiguity
Co-Worker Support
Cognitive Demand
Praise and Recognition
Emotional Demand
Procedural Justice
Group Task Conflict
Change Consultation
Group Relationship Conflict

6. Respondents - Organisation
# workers invited to participate.
# responded.
#% response rate.

7. Respondents - Workgroups
Response rates for each workgroup were:
Workgroup
Responses per Workgroup
Response Rate per Workgroup
Percent of Total Surveys Received
Workgroup 1 # #%
Workgroup 2
Workgroup 3
Workgroup 4
Workgroup 5
Workgroup 6
Workgroup 7
Workgroup 8
Workgroup 9
Workgroup 10
No Workgroup specified
Total

8. Results - Psychological Well-Being
#% agree to High Levels of Psychological Well-Being
Australian Benchmark is 62%
   

9. Results - High Job Demands
#% agree to High Levels of Job Demands
Australian Benchmark is 20%
Results are broken down for each of the 7 Job Demands    

10. Results - Low Job Resources
#% agree to Low Levels of Job Resources
Australian Benchmark is 10%
Results are broken down for each of the 6 Job Resources    

11. Results - Workgroups
Workgroup results for High Psychological Well-Being, High Job Demands, and Low Job Resources are compared against the overall results for the organisation.    

12. Results - Workgroups (High Job Demands)
Workgroup results for each of the 7 High Job Demands are compared against the overall results for the organisation.

13. Results - Workgroups (Low Job Resources)
Workgroup results for each of the 6 Low Job Resources are compared against the overall results for the organisation.    

14. Results - Workplace Bullying
Experience Bullying
Witnessing Bullying
“In the past 6 months, have you experienced workplace bullying in your workgroup?”
“In the past 6 months, have you witnessed workplace bullying in your workgroup?”
#% never
#% rarely to some of the time
#% monthly to almost daily

15. Results - Type of Workplace Bullying
Workers were asked to indicate how often they had experienced the following behaviours in the last 6 months.
Behaviours with the 3 highest percentages across monthly, weekly, and almost daily are shaded in red.

16. Results - Source of Workplace Bullying
Workers who indicated that they had been subjected to workplace bullying, or experienced one or more behaviours, were asked to indicate the source(s).
The source(s) with the highest percentage is shaded in red.

17. Summary (Strengths and Weaknesses)
This is what your organisation manages well compared with other organisations in Australia:
[insert summary statements from executive summary of your report]
This is what your organisation manages less well compared with other organisations in Australia:

18. Summary (Achieving Best Practice)
For your recommendations, High Job Demands and Low Job Resources that are 10% or greater in prevalence have been identified as areas to inform the design of interventions within your organisation.
Reduce:
[insert job demands listed in executive summary of your report]
Increase:
[insert job resources listed in executive summary of your report]
These psychosocial risk factors have been shown to have a negative impact on Psychological Well-Being and thus it is suggested that your organisation focuses on interventions designed to reduce these factors.

19. Consulting on Outcomes
Next Steps
Step 4
Taking Action
Step 5
Reviewing
and Improving
Step 3
Consulting on Outcomes
Share Results
Explore
Generate Ideas
Action Plan
Review
Share the outcomes of the survey process with your workers
Use multiple communication mediums (intranet, e-newsletters, team meetings, and so on)
Explore any issues raised in more detail (e.g., in focus groups) in order to confirm the main findings of your report
Through focus groups or small group meetings, generate ideas for managing the key psychosocial risk factors identified
Develop, communicate, and implement a Risk Control Plan
Regular review, evaluation, and communication of action against the Risk Control Plan

20. Disclaimers
Partner Organisations The views, opinions, findings, conclusions, or recommendations contained in this publication are those of the authors and do not necessarily represent those of the Partner Organisations, including their employees or administration. The Partner Organisations make no statements, representations, or warranties about the accuracy or completeness of, nor should you rely on, any information contained in this publication. The Partner Organisations disclaim all responsibility and liability (including, without limitation, liability in negligence) for any expenses, losses, damages, and costs you might incur as a result of the information being inaccurate or incomplete in any way, and for any reason or in any way from the use of, or reliance on, the information contained in this publication.