This unit applies to human resources managers, human resources personnel or other managers who take responsibility for managing staff health and wellbeing program/s or activities.

It has particular relevance for managers of human resources or diversity programs, frontline managers and specialist consultants responsible for promoting a balance between work demands and personal life.

It is not assumed that the manager will be directly involved in delivering the program/s.

ELEMENT

PERFORMANCE CRITERIA

1. Research and analyse employee health issues

1.1. Identify and collect information on employee health issues from appropriate internal and external sources

1.2. Review findings and their implications for the organisation and business objectives

1.3. Develop options for addressing identified health issues

1.4. Obtain support from senior managers for preferred option/s

2. Plan health and wellbeing program/s

2.1. Develop program/s scope and objectives in consultation with appropriate industry consultants, colleagues and managers

2.2. Plan and create administrative structure and resources for the program/s

2.3. Establish program responsibilities and clearly communicate to all stakeholders

2.4. Plan communications and marketing strategies in conjunction with stakeholders

2.5. Establish suitable evaluation methods, develop an overall program management plan and communicate this plan to stakeholders

3. Implement, administer and monitor program/s

3.1. Prepare policy documents, and implement and monitor strategies in conjunction with program team members

3.2. Provide appropriate support, assistance and mentors to relevant personnel

3.3. Implement and monitor tracking systems according to program guidelines

3.4. Reach program milestones within agreed time lines and provide regular progress reports to stakeholders

4. Evaluate program/s

4.1. Use agreed evaluation methods to assess the effectiveness of the program at specific stages

4.2. Communicate information from program evaluation process to stakeholders

4.3. Incorporate evaluation process and outcomes into continuous improvement strategies, enterprise agreements and future corporate plans

Required skills

planning and organising skills to schedule and monitor activities

research and analysis skills to explore employee health issues and to review data to determine whether employee health initiatives are meeting their objective.

Required knowledge

range of employee health issues and options for improving health outcomes

employee health program design and evaluation techniques.

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

research on employee health issues and a plan to improve employee health in one or more areas

techniques for monitoring an employee health program and evaluating its effectiveness

knowledge of a range of employee health issues and options for improving health outcomes.

Context of and specific resources for assessment

Assessment must ensure:

access to appropriate documentation and resources normally used in the workplace.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

assessment of written reports on employee health issues and options to address health issues of concern

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

observation of presentations on employee health programs

review of documentation aligning strategies with corporate goals, mission statements and directions

review of program management plan and how it was communicated to stakeholders

evaluation of progress reports to stakeholders

oral or written questioning to assess knowledge of employee health program design and evaluation techniques.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

other units from the Diploma of Human Resources Management.

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Employee health issues may include:

alcohol or other drug use

diet and obesity

lifestyle related diseases, such as diabetes

mental health, including depression and anxiety

obesity

physical fitness

smoking

stress

Business objectives may include:

becoming an employer of choice

improving productivity

reducing illness and absenteeism

triple bottom line

Options may include:

changing canteen offerings

conducting information or awareness-raising programs

developing policies on health food, stress management or other health issues

EAPs

offering more flexibility in working hours or leave arrangements

offering training or skills development programs

subsidising exercise programs, gym membership or smoking cessation

Stakeholders may include:

colleagues, team members or other staff members

owners/management/financial backers

Program management plan will normally include:

additional resource requirements (including technology)

cost benefit analysis and contingency plans

key program milestones

strategies to assess, review and communicate progress against program goals

strategies to obtain management approval for program plan

Evaluation methods may include:

collection of qualitative data

collection of quantitative data

cost benefit analysis

feedback from consultants or staff delivering program/s

interviews

mapping against agreed goals and priorities

Unit sector

Workforce Development - Learning and Development

This unit contains employability skills.