The project is awarded £350,000 in follow-on funding through the Continuous Funding Model.
Building on the findings and insights gained through Phases 1 and 2, East Riding of Yorkshire Council (the lead partner) will use the funding to deliver a digital risk management tool and supporting resources. This will include an online diagnostic tool for managers to identify members of the workforce who may be subject to unsustainable levels of stress.
The benefits of Phase 3 for local authority staff will include:
- Improved levels of staff retention as a consequence of enhanced wellbeing
- Improved and enhanced staff wellbeing as a result of more structured conversations between managers and their staff
- Overall improvements to organisational performance (both financial and operational).
We will be working closely with the team to gather data on the impacts and benefits that all three phases of the project have had on local authority staff.
The Health and Safety Executive (HSE) and The Stationary Office (TSO) sent out an eBulletin to 100,000 HSE contacts nationally to introduce the new Stress Indicator Tool that the project created.
They are holding two webinars (inMarch and in April) to talk about the new developments and demo the tool in action, which the Future Work Design team are also contributing to.
HSE already has eight organisations paying for licences to use the tool, and 32 quotes out. The quotes include NHS Trusts, councils, universities, fire and rescue services, a major UK airport, and a large central government department.
The University of Hull are finalising the phase 2 report. The team expects this to be circulated by the end of March.
The team kicked off their new phase 3 of work with a kick off meeting and the discovery stage is now underway.
The team also met with their LDCU Collaboration Manager, and LDCU’s Economist, to discuss their impact and evaluation expectations for the next phase of work.