INOPE - Short project summary
Network-based Worksite Health Promotion and Prevention in the German Tax Administration
The aim of the project is the development, implementation, evaluation and transfer of a holistic health management framework within the tax administration.
- Value Partner:
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Our value partner is the Oberfinanzdirektion Rheinland in North-Rhine Westfalia
The introduction and evaluation of the health management system took place in nine selected tax offices (pilot tax offices). Since the beginning of 2009 four additional tax offices started the implementation process. - Projekt duration:
- 01. sept. 2006 - 31. october 2010
- Implementation Process
The organisational change process was firmly based on top level commitment and strong participatory support of employees. Starting point was an update of previous and ongoing work site health activities and programs at the level of the local tax offices, an assessment of their outcomes, a health survey, and the participatory implementation of steering committees in each of the tax offices. The responsibility of the steering committees was to plan, coordinate, evaluate and improve health promotion activities. The senior manager, first-level managers, employees, members of the local employee committee, and health and safety representatives participated in this committee. The president of the tax administration Rhineland chaired the central steering committee of the nine tax offices. This committee incorporated all senior managers of the tax offices, central health and safety representatives, members of the central employee committee, and scientific consultants.
- Key Elements of INOPE
Key elements of the implemented management framework incorporated structures, processes and activities of human resource management, e.g. leadership accountability for WHP objectives linked with appraisal and reward systems. Managerial tasks in the information and communication domain included the establishment of top-down and bottom-up information and communication channels and platforms on health issues, installation of an intranet-based communication platform called “Healthy Fiscal Authority”, and the start-off of internal communication processes promoted by incentives and personal communication ownerships. Management of job and work design emphasized the allocation of accountability to first line managers and teams. This was linked to an ongoing monitoring and improvement loop with the focus on ergonomic as well as psychosocial aspects of worksite environment. Teams developed work process improvements and were encouraged to adjust test characteristics of their software program for the check of tax returns.
The implementation and continuing improvement of the health management system was started, controlled and shaped by three health surveys carried out with the questionnaire “Fragebogen Arbeits- und Gesundheitsschutz, Betriebliche Gesundheitsförderung” (FAGS BGF) in 2005, 2006, and 2007. Subsequently, tax offices offered target specific promotion activities such as health education, physical activity programs (exercise facilities or time-off for exercise), stress management trainings, healthy nutrition as well as healthy food choices in cafeterias. They also enacted policies that supported a healthier work site environment, such as a smoke-free workplace. In most cases, WHP interventions provided at the work site were offered free of charge to encourage participation. A notable part of the offers resulted from networking with local and regional healthcare providers and institutions.
The ”Healthy Back“ program offered a screening of back health risks, followed by tailored risk group health education and back health promotion. Activities covered counselling and coaching of employees at risk, offers to join behavioural management programs or physical activity classes, and support activities via telephone aimed at encouraging or assisting employees in their efforts to adopt healthy behaviours.
- Preliminary Results of INOPE
Preliminary results including a comprehensive summary of the project are available here.
Key findings from INOPE have been presented at the HCI 2009 in San Diego (19.07.-24.07.2009). The contributions of INOPE that appear in the conference proceedings are available for download here.
- Zimolong, B. & Elke, G. (2009). Management of Work Site Health-Promotion Programs: A Review. In D. Hutchinson et al. (eds.), Ergonomics and Health Aspects of Work with Computers, International Conference, EHAWC 2009, Held as Part of HCI International 2009, San Diego, CA, USA, July 19-24, 2009, Proceedings (vol. 5624/2009, pp. 131-140). Berlin-Heidelberg: Springer.
- Schwennen, C. & Zimolong, B. (2009). Defeating Back Pain at the Workplace: Results of the "Healthy Back" Program. In D. Hutchinson et al. (eds.), Ergonomics and Health Aspects of Work with Computers, International Conference, EHAWC 2009, Held as Part of HCI International 2009, San Diego, CA, USA, July 19-24, 2009, Proceedings (vol. 5624/2009, pp. 95-104). Berlin/Heidelberg: Springer.
- Gurt, J. & Elke, G. (2009). Health Promoting Leadership: The Mediating Role of an Organizational Health Culture. In Hutchinson et al. (eds.), Ergonomics and Health Aspects of Work with Computers, International Conference, EHAWC 2009, Held as Part of HCI International 2009, San Diego, CA, USA, July 19-24, 2009, Proceedings (vol. 5624/2009, pp. 29-38). Berlin/Heidelberg: Springer.
Department of Work and Organisational Psychology
Ruhr-University Bochum
Universitätsstraße 150
44780 Bochum
Germany
Prof. Dr. Gabriele Elke
Tel.: +49-234/32-24609
Fax: +49-234/32-14262
Email: christian.schwennen {AT} rub.de