Health and Safety and Human Resources at RoSPA
Corporate reporting of health and safety performance in the UK remains extremely variable, making it difficult to evaluate progress in this key area. We advocate greater transparency of health and safety performance through our GoPOP (Going Public on Performance) initiative. This section of the Annual Review 2010/11 applies GoPOP principles to RoSPA itself.
Policy
Our health and safety policy has a range of key elements, including: senior management leadership; employee involvement via the RoSPA Health and Safety Committee; a commitment to competency; and a commitment to a safe and healthy working environment with legal standards regarded as a minimum. RoSPA's Board of Trustees continued to oversee RoSPA's health and safety performance during 2010/11.
Objectives for 2010/11
Update RoSPA's health and safety policies and procedures
Policies and associated forms were redrafted in line with legislation and best practice and published via the staff intranet.
Manage RoSPA's occupational safety risks
The results of the ongoing programme of risk assessments were fed into the OSH Risk Register for review and action by line managers and/or the Health and Safety Committee.
Minimise RoSPA's occupational road risk
It is mandatory for all company car drivers, nominated drivers and staff driving on RoSPA business to complete RoSPA's online Driver Profiler, and undertake relevant training depending on the results. Online licence checks were introduced in 2010 via Interactive Driving Systems. Company car drivers must undertake the RoSPA Advanced Driving Test and 42 per cent have achieved the top level gold standard; 30 per cent silver and 22 per cent bronze. These results are constantly updated, with drivers taking a retest every three years. RoSPA sets its minimum acceptable level for company car drivers as silver and the objective is that all drivers are to have achieved at least silver by the end of 2011. Beyond the gold standard, 6 per cent of drivers have achieved RoSPA's National Diploma in Advanced Driving Instruction.
Maintain OSH expertise throughout RoSPA
Two staff attended the NEBOSH National General Certificate course, with a further three staff studying for the world-renowned NEBOSH National Diploma.
Promotion of health and well-being
RoSPA's use of Lifeworks, an employee assistance programme designed to support staff in all aspects of life, continued. A new short-term absence policy was developed, both to reduce short-term absence and to ensure that all employees are given the appropriate level of support during and after periods of sickness absence.
Performance data for the 12 months ending March 2011
| Key performance indicators |
Result
(during the year to March 2011) |
Result
(during the year to March 2010) |
| Reportable Injuries |
1 |
Nil |
| Minor Injuries |
9 |
9 |
| Notices served |
Nil |
Nil |
| Enforcement action by health and safety enforcing authorities |
Nil |
Nil |
| Days lost due to sickness absence |
556 |
827.57 |
| Sickness absence rate per employee |
7.2 days (77 staff absent in period) |
8.7 days (95 staff absent in period) |
| Percentage of sickness absence due to a period of less than 20 days |
86.5% |
66.3% |
Human Resources
Our employees are a vital component of the delivery of our mission to save lives and reduce injuries. As such, we were delighted to receive our first Bronze Investors in People award in October 2010. And, in January 2011, we received a “One to Watch” status in The Sunday Times BEST Companies to Work For competition, which was particularly pleasing because it was the first time we had entered this prestigious scheme.
We value the thoughts and suggestions of all employees and, in addition to encouraging these to be shared informally on a regular basis, we also collect them formally via a staff satisfaction survey. Feedback given through the most recent survey in June 2010 led to the introduction of focus groups and monthly lunch seminars, both of which encourage employee communication and the sharing of cross-departmental knowledge.
The RoSPA Encomium continues to be supported as a means of recognising employees who have demonstrated outstanding and sustained performance, and Debbie Parslow, purchase ledger controller, received RoSPA’s third Employee of the Year award.
Following three successful years of the RoSPA Academy, which provides learning opportunities for staff and generates a more entrepreneurial and exciting working environment, plans have been made for the creation of a "Masterclass" for previous Academy graduates.
"People across the organisation are clear about [RoSPA’s] values and believe that they are at the heart of how they and the organisation operate and people said that they are encouraged to be engaged in 'making the vision happen'."
Bronze Award Review Report for RoSPA, Investors in People West Midlands, October 2010
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