Scribd
Upload
293 views5 pages

F.I.T.ool 3: Workplace Health Planning

The document provides guidance on how to use the Healthy Workplace Improvement Planning Tool (FIT-ool 3) to develop a Healthy Workplace Improvement Plan (HWIP). It outlines 14 steps to identify priority areas, set objectives, plan activities and timelines, assign responsibilities, and allocate resources. Templates and toolkits are provided in annexes as references.

Uploaded by

Addielou Fidelfio Abad
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
293 views5 pages

F.I.T.ool 3: Workplace Health Planning

The document provides guidance on how to use the Healthy Workplace Improvement Planning Tool (FIT-ool 3) to develop a Healthy Workplace Improvement Plan (HWIP). It outlines 14 steps to identify priority areas, set objectives, plan activities and timelines, assign responsibilities, and allocate resources. Templates and toolkits are provided in annexes as references.

Uploaded by

Addielou Fidelfio Abad
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

F.I.T.

ool 3: Healthy Workplace Improvement Planning Tool

How to Use F.I.T.-ool 3 (Healthy Workplace Improvement Planning Tool)

1. FIT-ool 3 (Healthy Workplace Improvement Planning Tool) is intended to address the gaps
needed for improvement based on the result of FIT-ool 2. As discussed in the FIT-ool 2,
the following recommendations are indicated:
Score Recommendation/s Remarks

10 points ● Plan for the ● Develop a sustainability plan


sustainability of for continual improvement
current
actions/activities

5 to 9 points ● Plan for immediate ● Prioritize Priority Areas with


improvement scores of 5-9 points
● Develop strategic activities on
the Action Areas to complete
the minimum standard.

0 to 4 points ● Decide if the Priority ● Identify and decide if the


Area is Relevant concerned Priority Area is
and relevant in the workplace.
if there is high ● Factors to consider in the
interests among the decision process may be the
workers following:
o There is demand or
interest from the
workers to implement
health Priority Area/s
concern
o Strategies and activities
are doable and can be
implemented easily.
o Strategies and activities
will provide positive
health and safety impact
to the workers.

2. The result of FIT-ool 2 should give an indication for management and workers to identify
and prioritize what particular Priority Area (PA) is applicable to the workplace. Consider
the interest or demand of the workers on what PA is needed or of the highest priority.

3. Please refer to Annex A “Healthy Workplace Improvement Plan (HWIP) Template. ● FY


refers to the Fiscal Year the HWIP will be implemented. For multi-year plans, we can
indicate the fiscal years that will be relevant (i.e., FY 2023-2024) ● Item 1 refers to
the Name of the company or establishment that will implement the HWIP.
● Item 2 refers to the selected Priority Area in which the Healthy Workplace
Improvement Plan will be implemented. It should be noted that there should be
separate HWIP for each Priority Area selected or checked.

4. Item No. 2 refers to the Healthy Workplace General Objective. After the workplace has
identified the Priority Area/s that is/are relevant and needed by the workers, the next step
is to formulate the general objective of the Healthy Workplace Improvement Plan. In the
formulation of general objective, the following attributes should be incorporated into the
objective:
● Specific – objectives should be concrete, detailed, and well-defined so that we
know where we are going and what to expect, and when will they be accomplished ●
Measurable – objectives should indicate metrics such as numbers and quantities to
provide means of measurement and comparison
● Achievable – expected result/s and activities should be feasible and easy to put into
action
● Realistic – objectives should consider constraints such as resources, personnel,
cost, and,
● Time-Bound – a time frame to set boundaries around the objective.

Examples of SMART Objectives may be expressed as follows:


● “ By the end of the _(Target date)___, at least _(Number)__% of the
workers are engaging in at least ___ hours of physical activity daily.”

● “ Increase the number of workers availing of reproductive/sexual health


from _(Baseline )____% to __(Target)_____% by the end of 2023”

5. For Item 3, please check the appropriate (Priority Area) in which the General Objective is
relevant.

6. After formulating the Healthy Workplace General Objective, we need to formulate and
identify specific strategies for attaining the general objective which may be expressed as
Specific Objectives (Column A). Specific Objectives are usually major activities or
strategies to support the attainment of the General Objective. In the development of the
Specific Objective for a specific priority area, please refer to the result of FIT-ool 2. The
missing elements identified in the FIT-ool 2 should guide the Healthy Workplace Team in
formulating the specific objective. Keep in mind that specific objectives should address a
particular action area as enumerated in the result of FIT-ool 2.

Example:
The FIT-ool 2 result conducted in the workplace indicated that there is no written
or signed policy to support the implementation of priority areas for healthy workplace
settings. The following specific objective may be formulated from the consultation with
the health and safety committee or the healthy workplace team.

By the end of 2023, A Letter of Intent between workers and management shall be
signed and communicated to all employees.

Consistently, the specific objectives should also have the attributes of a SMART

objective. Examples of Specific Objectives may be expressed as follows:

● “By the end of ________, A Healthy Workplace Letter of Intent is issued by


___Name of Company/Organization_____.”

● “______% of all workers have attended training on Sexual and


Reproductive health by the end of ______

● “At least _____% of the required reproductive and sexual health


commodities and services are procured and made available at the
company clinic by the end of ______.

● “ By the end of _________, ______% of all workers have access to Sexual


and Reproductive Health Services.”

● By the end of ______, a monitoring and evaluation program is implemented


to determine the effectiveness of the program and identify opportunities for
improvement.

7. For each specific objectives formulated, the HWIP should also indicate the detailed
activities (Column B) to support the attainment of the specific objectives previously
identified. It should be noted that a specific objective may require a number of activities
such as mobilization, coordination, development, and procurement among other things.

8. One of the attributes of a smart objective is that it should be time-bounded. Consistently,


we need to establish timelines (Column C) and the expected output (Column D) for the
detailed strategies/activities (Column B) identified in the plan. This will also facilitate
effective monitoring and evaluation, as this will determine whether the HWIP is within
target and timely adjustments may be conducted immediately without waiting for the
result of the monitoring and evaluation activity. This is to ensure that we are within the
target at every period in the implementation phase of the HWIP. This will also provide
quantifiable measures in monitoring the execution of the plan and providing timely
adjustments if we feel we are not achieving our targets.

9. It is also important that for each activity, there should be a clear tangible output expected
(Column D). This may be in the form of documentation, procurement of logistics,
infrastructure, policy issuance, and conduct of training activities, etc and within the
timelines (Column C) prescribed in the HWIP.

10. Determine the frequency of monitoring (Column E) such as monthly or quarterly. This is
to provide timely information if an activity is can be achieved within the target date. In
this regard, the plan should determine/set the expected output consistent with the
monitoring period. This should indicate whether the program is within its target and if
needed provide timely adjustment/innovations even during the implementation phase of
the healthy workplace initiatives.

11. Designate persons or units responsible or in charge of achieving the task/s identified and
the resources needed (Column F).

12. Designate resources to include money, material, machines, and manpower in each
identified task/s (Item G).
13. Provide other relevant information in the Remarks (Column H).

14. Please refer to the following attached annexes for reference.

● Annex 1. Healthy Workplace Improvement Plan Template


● Annex 2. PA1- Diet and Physical Activity Toolkit (Recommended Strategies and
Interventions on Diet and Physical Activity in the Workplace)
● Annex 3. PA2 – Environmental Health Toolkit (Recommended Strategies and
Interventions on Environmental Health in the Workplace)
● Annex 4. PA3 – Immunization Toolkit (Recommended Strategies and Interventions
on Immunization in the Workplace)
● Annex 5. PA4 – Substance Use Toolkit (Recommended Strategies and
Interventions on Substance Use in the Workplace)
● Annex 6. PA 5 – Mental Health Toolkit (Recommended Strategies and
Interventions on Mental Health in the Workplace)
● Annex 7 PA 6 – Sexual and Reproductive Health (Recommended Strategies and
Interventions on Mental Health in the Workplace)
● Annex 8 PA 7 – Violence and Injury Prevention (Recommended Strategies and
Interventions on Violence and Injury Prevention in the Workplace)

References:

1. [Link]
[Link]#:~:text=SMART%20objectives%20are%3A%201%20Specific%3A%20Concrete%2C%20de
tailed%2C%20and,frame%20helps%20to%20set%20boundaries%20around%20the%20objective

2. [Link]
plan#:~:text=How%20to%20write%20an%20action%20plan%20in%205,resources
%20...%205%205.%20 Monitor%20the%20progress%20

Common questions

Powered by AI

Incorporating a monitoring and evaluation program in workplace health initiatives has a significant potential impact by providing a framework for assessing program effectiveness and identifying areas for improvement. It ensures accountability, helps measure success against objectives, and facilitates adjustments in strategies to enhance outcomes. This dynamic feedback loop can lead to more effective resource allocation, improved employee health outcomes, and better alignment with organizational goals .

Including specific attributes of SMART objectives ensures their effectiveness by providing a clear framework for action and assessment. Specific, measurable, achievable, realistic, and time-bound criteria create well-defined goals that can be systematically monitored and evaluated. This structure promotes precise goal-setting, facilitates coordination and motivation among stakeholders, and enhances overall project coherence, facilitating successful implementation .

Setting timelines in a Healthy Workplace Improvement Plan is crucial as it facilitates effective monitoring and evaluation of progress. It ensures that activities remain on target, enables timely adjustments when necessary, and helps provide quantifiable measures to track the execution of the plan. This systematic approach supports achieving objectives within the desired periods and allows for quick interventions if the implementation is lagging .

The HWIP template accommodates multi-year plans by indicating relevant fiscal years in which these plans will be implemented. Handling multi-year plans in this manner offers clarity, allowing organizations to structure and phase improvements over an extended period. This is advantageous as it provides flexibility, aligns resources allocation across different timelines, and ensures sustained attention to long-term objectives .

Areas scoring between 5 to 9 points should undergo a strategic development process, focusing on immediate improvements and prioritizing these areas. This involves planning strategic activities specifically targeting the Action Areas necessary to complete the minimum standard required for improvement. The focus should be on activities that enhance actionable outcomes, ensuring high employer and employee engagement in implementing changes .

A SMART objective in the context of a Healthy Workplace Improvement Plan should incorporate the following components: Specific (concrete, detailed, well-defined objectives), Measurable (indicating metrics for a means of measurement and comparison), Achievable (feasible and easy to put into action), Realistic (considering constraints such as resources, personnel, and cost), and Time-Bound (with a defined timeframe for achieving the objectives).

The results of FIT-ool 2 identify missing elements and areas needing improvement, thus guiding the Healthy Workplace Team to formulate specific objectives in alignment with identified gaps. These specific objectives should directly address the action areas highlighted by FIT-ool 2 results and be developed with consultation from relevant committees. This approach ensures that specific objectives are relevant and aligned with the overall goals of the Healthy Workplace Improvement Plan .

When determining the relevance and implementability of a Priority Area, factors such as demand or interest from workers, the feasibility of strategies and activities, and the potential positive health and safety impacts need to be considered. A Priority Area is relevant if it meets these criteria, reflecting the workers' needs and interests, and aligns with achievable implementation strategies that could enhance workplace health and safety .

Monitoring plays a crucial role by providing regular and structured feedback on the progress of a Healthy Workplace Improvement Plan. It helps identify whether activities are falling behind schedule or failing to meet targets, enabling timely adjustments or redesigns in strategies to stay aligned with objectives. Additionally, consistent monitoring ensures that resources are used effectively and objectives are achieved within set timelines .

Identifying responsible persons or units for each task ensures accountability and clarity in task assignments, which is vital for successful implementation. It enhances focus and responsibility, ensuring that tasks are managed effectively, and resources are utilized efficiently. This clarity of responsibility ensures that deviations from the plan can be quickly addressed by the designated individuals or teams .

You might also like