The Worksite Profile
Author(s): Inga-Lill Petterson and Lena Backman                                                                Country:  Sweden
Is the intervention sector specific?	No
Is the intervention usable with different enterprise sizes?	Yes
Is the intervention equally applicable to both genders?	Yes
Is the intervention based on theory?	Yes
Can the intervention approach be adapted/ tailored?	Yes
Does the intervention promote CSR and how?	Yes, the intervention promotes responsible business practices. All three stages of the interventions are based on employee participation and require impetus from the management of companies to be successful.
Does the intervention promote social dialogue and how?	The user is encouraged to return the results of the questionnaire to all the group members and then discuss the results. The dialogue between the members enables them to find out what is most important to improve in the work environment and helps them to identify ways to achieve the goal.
Overview (including risk assessment and law – legal requirements etc.):   The Worksite Profile method is a self-instructive tool (in a CD-package) with a questionnaire and instructions to improve the work environment and health of employees in occupational settings. It facilitates Systematic Work Environment Management (SWEN), which involves:            Making such decisions and taking such measures in the course of everyday work that employees are not injured, do not become ill and are not harmed in any other way.          This means observing and considering both psychological and social conditions, as well as work environment issues of a “technical” nature.          Work environment management also applies to work not done at a permanent workplace, e.g. transport work or work in other people’s homes.   According to the Swedish Work Environment Act, SWEN is the responsibility of the employer. The aim of the Worksite Profile is to get employees and managers involved to participate in the development and improvement of their own work conditions. The questionnaires have been developed based on extensive research. The intervention is easily applicable and used at a practical level. The method is prepared for self-administration. All instructions needed are included in the CD-package. The self-instructive method has been used by for example Occupational Safety and Health Services, the Swedish Church and smaller enterprises.
Implementation:   The intervention is carried out in three steps: (a) Competence programme: The first activity, a competence and training programme, is directed towards a selected group of employees. (b) Worksite competence circles: The second activity is directed to all worksite staff, the aim of the competence circles is to initiate a learning organisation, & (c) Local worksite projects: The target of the third activity is the separate worksites and the organisation. As part of the third step, worksite improvement projects, project plans are elaborated jointly by the participating employees.   Each step is a separate activity, connected by a main thread, and implemented successively, each activity being a necessary basis for the next step. Different activities are directed towards the individual, the worksite, and the organisation. As a tool to initiate and stimulate discussions across occupational groups and to assess the stressors, each unit uses the feedback of their baseline questionnaire results, presented as local work quality profiles. The questionnaire is comprehensive, including more than 100 questions about work demands, job control, support, evaluations of quality of care, musculoskeletal, psychosomatic, and stress symptoms, well-being, and measures of personal resources, such as coping, self-esteem, and mastery. Most of the questions have been used in research and some of the scales are internationally known and well established.   Local reference groups, consisting of the unit manager, the project co-ordinator, the innovation leaders (those who undergo the competence and training programme), and representatives of employee groups, support the projects on the worksite level. A support network of all innovation leaders and unit managers is created at the organisational level. The started projects generally refer to issues such as introduction of new employees, quality development, the meaning of quality to employees, customers, routines for staff meetings and communication, and communication between personnel.
Practical applications:   The method can be handled within an organisation. It is easily applicable and used at a practical level. The method is prepared for self-administration and all instructions needed are included in the CD-package.
Innovative aspects:   The questionnaire has been designed so that it can be distributed as a web-based questionnaire if required.
Evaluation (including process issues, outcomes and sustainability):   The Worksite Profile method has been tested in different occupational sectors and at different organisational levels. The method has been evaluated regarding the validity of the questionnaires and regarding the usefulness of the method for Systematic work environment management. The questionnaires have face validity. Using the method, two key factors have been found to be important; time for discussions at the worksite and manager engagement. The method has also been found to be less useful in organisations that faced lack of time and non-engaged managers.   The intervention effects have evaluated in some studies by a comprehensive questionnaire prior to (baseline) and after (follow-up) the intervention. In some cases, research teams, not involved in the implementation, have evaluated the effects of the intervention by questionnaires before and after the programme, using a wide range of measures. The method has been found to be effective leading to sustainable outcomes.
Benefits (including cost effectiveness): The method is flexible and can be tailored to suit the organisation. The CD-package is economical thereby making it possible for smaller workplaces to buy it.
References:   Petterson, I.L., Donnersvärd, H.Å., Lagerström, M. And Toomingas, A. (2006). Evaluation of an intervention programme based on empowerment for eldercare nursing staff', Work & Stress, 20(4), 353- 369.   The Swedish Work Environment Authority (2003). Systematic work environment management: Guidelines. Work Environment Authority, Publication Services. ISBN 91-7464-432-7. Also available at: http://www.av.se/dokument/inenglish/books/h367eng.pdf
Comments:   Time for discussion at the worksite and manager engagement are essential for the success of this intervention.  Employee feedback is an essential element of the method and is required in all three stages of the intervention. The Worksite Profile method requires impetus from management of companies to be successful. The authors recommend the user to do investments in special consultations to make improvements of the work situation if needed.