Employee Wellbeing in a Prison Workplace

Employee upbeat in a prison piece of workAims and ObjectivesWith precise reference to the look into indecision, that ofDoes the impact of fundamental lawal transform and a Transformed Workplace affect the Health Well-being of employees at heart a Prison Workplace Environment?Key to the development of the Aims Objectives is the evaluation of similar research (Bamford and Daniel, 2007 Hyde et al, 2005 Van Stolk et al, 2009) conducted deep down a similar organisation Department that has in addition been subjected to work transformation ( upstart ways of working Hyde et al, 2005). In this instance the Government department was that of the NHS (National Health Service).Also the intake of research that assesses the impact of the work upon an individuals well-being, which includes 2 case studies that necessitate researched benefit at heart the workplace (Danna Griffin, 1999 Harter et al, 2002)In making use of such publications, quantify whether or not and to what degr ee it either supports or contradict the research question. claimTo assess how and to what extent ( confident(p) or negative) the managed form and transformed workplace has affected employees health and wellbeing and to assist in the development of baseline entropy for further analysis and evaluation in regards to the efficacy of targeted wellbeing interventions.OBJECTIVES.Review literature in regards to New ways of working and organisational change (Both the NHS NOMS) and its impact on health and well-being. To determine the reexamine postureing content.Develop, instrument and analyse a staff health and wellbeing survey light beam establish on objective. aspect undertaken victimisation survey monkey / paper, stop anonymity, distri simplyed across all staff. 2 principal pay-band groups inside the organisation, that of paybands 1-4 and 5-10 to ensure anonymity, and in the use of incident data, such as organisational sickness absence data. discover if the impact of the transformed Workplace regimes has affected absence. All absence data go out be provided by HR and will be anon. and generalised by specific factors prior to inclusion in the study, i.e. face of absence or organisational demography (operational and non operational staff). Permission for use of the data has been given.Methodology examine BackgroundThe aim of this research and the Health and Wellbeing survey is to identify and meet the responsives perceptions as a consequence of the variation to and impact of the Our New Way, the new direct model adopted by the NOMS agency, as part of the strategic image to create a modern cost efficient publically have prison service.To better understand this transition, and also as part of literature review, a review was completed of similar research of another establishment organisation that had completed a similar transition, that of the NHS (Hyde et al, 2005 Van Stolk et al, 2009). do the use of tools such case studies that have looked i nto the impact upon well-being within the workplace (Danna Griffin, 1999 Harter et al, 2002 Van Stolk et al, 2009) the methodology used in research (Thirlaway et al, 2012) at Cardiff metropolitan University and also the sight development model developed by RAND(Europe) (Van Stolk et al, 2009 p. 3) will assist in the development, piloting and analysis of a survey tool. measure AimThe aim of this survey is, as part of the evaluation of the consequences of organisational change was to provide a question round, based upon the new in operation(p) model our new way. furthermore, based upon responses to questions posed, perform an analysis of the responses in regards to their corporal and mental health and well-being, during and post transition to the new operating model. utilise a structured model of questions, that of the Likert 5-point Scale that ranges from strongly Agree to potently disagree, this will enable the research to gauge perception both positive and negative in regard s to an individuals wellbeing following a period of carry on change and transformation. tidy sum StructureThe design and format of this survey was set out to gauge the views and perceptions of the Prison Service Staff, both generally and specifically in relation to the workplace, the transition to the new operating model. The Survey comprises and is quiet of 3 specific elements member 1 Demographic Data fragment 2 Questions Exploring the impact of the new way of working, managing and delivering on the employees personal and mental well-being and also engagement and communicationElement 3 An open-ended question exploring additional perceptions and feelings from staff that have arrestd the transition to our new way.Element 1 Demographic DataElement 1 provides demographic data, that of personal information (i.e. Age gender pay-band), providing read that the responders, are both anonymous and a cross-section of employees within the organisationElement 2 Exploring the impact of the new operating model Our New WayElement 2 seeks to determine respondents response in regards to the new ways of running(a), Managing and Delivering (Independent Variables) and how following the transition to a new operating model, how the transition has impacted upon not further an employees, physical and mental well-being, but also the impact upon organisational engagement (Dependent Variables) (Figure 04 below).(Figure 04 Survey question breakdown based upon Dependent Variables)Element 3 Opened ended question to explore respondent feelings and perceptions of the transition to the new operating modelElement 3 seeks to determine respondents response with an open ended question, to explore and evaluate how the transition to the new operating model, has affected each specific respondent and has impacted upon their Physical and Mental Health and Well-being.Survey DevelopmentMaking use of the method and model developed by RAND (Europe) (Van Stolk et al, 2009) the survey was designed, working in conjunction with both Cardiff Metropolitan University NOMS H.R. board of directors and also Stakeholders within the Prison Service at HMP Exeter, up to and including the Governing Governor using 5 specific stages from the inter-partnership creation of the prototype survey models, to the initial outpourings, through to the Survey deployment, completion and analysis (Figure 05 below).Survey point in time 1The palmy creation of the Health and Well-being Survey was as a resolve of working in close partnership with Cardiff Metropolitan University, the NOMS Human Resources Directorate and also with Senior Management Organisational Stakeholders from both NOMS and also HMP Exeter.The creation of question a set was based upon the framework of transformation, the delivery model and documents of the new operating model Our New Way. This included specific and say approaches in the creating of the questions posed. It was essential that the questions were concise and simple to un derstand, to make them complex to understand, could endure to erroneous responses due to bound or misunderstanding of the question. From this perspective the experience from both NOMS Human Resource Directorate and Cardiff Metropolitan University was essential.Survey Stage 2 Partnership Survey ReviewThis stage, involved testing the questions, for at this stage it was essential to ensure that through an ongoing process that the survey questions were neither too complicated, nor too vague. Key to this approach was open, consistent advice and focusing upon how the questions could be interpreted and would be understood.Survey Stage 3 curb Pilot TestThe aim of this stage was to undertake a limited implementation pilot test of the survey, to ensure that not only that the responders would understand the questions posed, but also to test the hyperlink access the survey. The design, hyperlink accessibility and the analysis of the results, was undertaken by the NOMS H.R. directorate, via Survey-monkey.In terms of the piece vehicle it was identified that, the initial launch would be within a iodin establishment within the NOMS organisation that we would be able to make use of a international electronic mail as a platform from which the links to the survey could be used. Furthermore the option of the internal Intranet was also considered, if as an avenue of further research, the Survey was to be deployed within all of the establishments within the NOMS agency.Survey Stage 4 Launch and Deployment of the Health and Well-being SurveyFollowing the successful controlled test of the completed survey model, that included the survey access via the launch vehicle, that of the global email platform. The email was sent to all staff within the single survey area, that is a single establishment, that of HMP Exeter. To facilitate manage, monitor and control the survey, a single partner, (the NOMS H.R. Directorate) managed the survey tool following its successful launch. This in cluded retentiveness the partners informed as to the level of responders that had accessed the survey throughout the duration of the Survey period. Having a single point of management of the survey also enabled us to screw with effectively any unforeseen technical issues, if required.Survey periodThe Survey was launched via a Global Email platform on twenty-seventh January 2014, and closed at Midnight on 16th February 2014.Survey Eligibility CriteriaThe eligibility criteria for the completion of the Survey will be those that are directly employed by the HM Prison Service, specifically employed at HMP Exeter, and fall within 2 specific pay-band groups, that of pay band 1-4 and pay band 5-10. Which reflect those employed that have some management role and duties (pay band 5-10) and those that undertake roles and responsibilities that deal with offenders either directly or indirectly. The sample size is approx 260 staff members, with an expect response rate of approximately 25%, wh ich will ensure that we have a broad sample across the organisation.Survey CompletionThis Survey Model in the determining the impact of New Ways of Working (Dependent Variables) upon physical, mental well-being and organisational Engagement and would take approx 20 minutes to complete.ResultsAt the closure of the Survey Completion window, 86 respondents had completed the Survey, a reckon that represented approximately 20% of the directly employed workforce within a Single site HMP Exeter. Though only a lilliputian sample group as a representative group, given the demographic questions posed (Age, Gender, Length of Service, Pay-band) it is considered, to be sufficient to provide an accurate analysis.To elaborate how the number of respondents are considered to be representative, Figures 06Fig 09 (below) provides not only details of the demographic data of the respondents, but also in regards to this data how they compare to the same demographics within the Establishment as a all