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Department of Environmental Science , Science and Technology

Questionnaire Survey on the psycHological working environment conditions (APV) 2013 -15 – action plan. Department of Environmental Science , Science and Technology. Followup on psyCHolocal apv must take place in cooperation.

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Department of Environmental Science , Science and Technology

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  1. Questionnaire Survey on the psycHological working environment conditions (APV) 2013 -15 – action plan Department of Environmental Science, Science and Technology

  2. Followup on psyCHolocal apv must take place in cooperation The employer has the responsibility of conducting an APV – at least every third year and the occupational environment organisation must be involved in the entire process. APV’en er et værktøj, som er med til at sætte arbejdsmiljøindsatsen i system og på den måde bidrage til at forbedre arbejdsmiljøet. Samarbejdsudvalget skal drøfte systematisk opfølgning på den lovpligtige arbejdspladsvurdering. Eventuelle initiativer eller indsatser koordineres med arbejdsmiljøudvalget. Reference: Arbejdspladsvurdering AT vejledning (D.1.1 Juli 2009 - 2. udgave 2010) samt Samarbejdsaftalen 2011 - Cirkulære om aftale om samarbejde og samarbejdsudvalg i statens virksomheder og institutioner

  3. schedule for the APV work Nov./Dec. 2012 Questionnaire survey 19. Feb. 2013 Advertising of results http://www.e-pages.dk/aarhusuniversitet/585/ 25. feb. Presentation of results in ENVS Feb-May Suggestion to action plan (contact group) Maj-June Hearing in all sections Ultimo June Final action plan ready Primary Sept Institute seminar 2013 and 2014 Discussions on working environment 2015 Next APV

  4. From values to action plan Mutual values create... A mutual basis for working -> A better psychological working environment -> Better solving of our professional tasks The values of ENVS – Open, Creative, Engaged, Trust-worthy – are reflected in many of the suggestions for the action plan!

  5. Why meetings? Purpose of the section meetings is to improve the suggestion to psychological APV action plan: Where should we invest most? What is it most important to do in the selected target areas? How do I and the Section contribute to reaching these goals?

  6. ENVS compared with other institutes at sci & tech Well-being Feel well Plads til forbedring!! Room for Improvements!

  7. Most important factors for well-being among employees at AU Well-being Interest in work Work load Social relations Professional relations

  8. Interest in work

  9. High work load

  10. Social & professional relations

  11. Leadership Institutledelse Daglig ledelse Dailyleader Department Head

  12. Good conditions for improvements • Engaged employees • Good social relationships • Recognizing leadership the staff safely can approach • Known expectations to the conduction of the work • Have the necessary competences

  13. Goal for next psycHological APV • Non-tolerance towards the serious cases; bullying, sexual harassment, threats and physical violence • Less exhaustion • Better balance between work and private life • Eliminate strong stress symptoms (high puls, stomac pain, sleep problems etc) Keep the high interest in work

  14. Work of the contact group • We have had 9 meeting • Three readings 1. Low hanging fruit 2. The classical: What is worst looking? 3. What can we learn from what works best? • The result: 14 task areas identified – mix of what is worst and where there was a span between groups of employees (VIP/dryTAP/wetTAP), and where things are going well Niels Kroer, Anne Winding, Birgit Groth, Annegrete Ljungqvist, Ole Hertel, Ulrich Bay Gosewinkel, Charlotte Spang, Mette Hjorth Mikkelsen samt Lene Graakjær Lund fra HR

  15. Prioritiesed task areas High work load: • Reduce exhaustion • Reduce stress • The limit free work/ensure that work is not harming private life Social and professional relationships: • Be more obliging • More acknowledgement from daily leader and among colleagues • Improve social relationships • Better handling of conflicts • Reduce loneliness Serious cases: • Eliminate bullying and harassment • Eliminare threats about violence, confronting behavior and physical violence Interest in work: Reduce insecurity about future Better influence on planning of own work – reduce work load Better conditions for involvement in decision processes Leaders inform in better time before decisions are taken

  16. IGLO‐model I INDIVIDUAL ‐ how do you contribute? G GROUP ‐ how do you contribute together? L LEADERSHIP ‐ how will the leaders contribute? O ORGANISATION ‐ how will department/AU contribute?

  17. Examples

  18. The further work… The section indentifies the task areas that are most relevant and conduct action plans on individual and group level just af vacation period Action plans need to be comprehensive and implemented before autumn vacation. The section has the responsibility to carry out the action plans Leaders, LSU og LAMU have the responsibilty to conduct action plans and inter-departemental activities Section head and 1-2 employe representatives have the reponsibility to follow up and runningly report to the leaders, LAMU, LSU the contact group Contact group meet 1-2 times a years

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