Appendix 2
Pressure Management:
A framework for assessment and action planning
[looks at workload, work patterns & the working environment] / Control
[how much say someone has in the way they do their work] / Support
(‘he encouragement & resources provided by KCC, colleagues & line management)] / Relationships
[promoting positive practice to avoid conflict & unacceptable behaviours)] / Role
[whether individuals understand their role within KCC & how if KCC ensures an individual does not have conflicting roles)] / Change
[looks at how change (big or small) is managed and communicated] / Individual / Team [Everyone has a responsibility and this looks at their contribution]
The prompts below are examples of the sort of things you might choose to explore. Some will be relevant and you may well explore other things not covered here.
Explore:
The task in hand:
Is it repetitive / boring?
Is there too much to do?
Is there too little to do?
How realistic are deadlines?
Are there surges in demand that need to be considered?
The tools for the job:
Is training adequate?
Is equipment suitable and available?
Consider the environment:
- Noise
- Temperature
- Humidity
- Space
Is there a risk of violent behaviour – what steps are in place to manage it?
Is recovery time offered when dealing with challenging clients or disturbing cases? / Explore:
How much control do team members have over their work?
Can they plan their work, priorities, deadlines etc?
Are they included in problem solving?
Do/can they have a say in working patterns, pace, time of breaks etc.
Are they encouraged to learn new skills?
Is there scope for flexible working?
Is there a healthy work / home balance?
Anything else? / Explore:
How do team members get to speak to or connect with managers and vice versa?
How do individuals and teams receive constructive regular feedback?
Are training needs identified and acted upon?
Are individuals aware of Support Line, Mediation, First Call, Help fund etc?
Peer support – how supportive are team members of one another?
Anything else? / Explore:
Where tension is observed / declared, are there systems in place to address this?
Are there team building and development opportunities?
Are individuals aware of the bullying and harassment policy and the mediation service?
Anything else? / Explore:
Are individuals clear on their role and that of others in the team?
Is induction in place? Is it relevant?
Are personal action plans in place and clear objectives set?
Are mentoring systems in place and are they working?
How can individuals raise concerns? Are these addressed and dealt with as necessary?
Anything else? / Explore:
How are individuals / teams told and involved about change?
How are individuals/teams involved in negotiations for change?
Are individuals aware of support available during change?
How are individuals kept up to date and fully briefed in times of change? Do they feel they are?
What are you noticing/what are people telling you?
Anything else? / Explore:
In what way do individuals / teams contribute helpfully / less helpfully to what’s happening at work?
Do they/do you encourage them to e.g.
- Co-operate and contribute
- Attend training/briefings
- Use support services e.g. Support Line
- Consider Coaching
- Follow KCC and local policies and procedures
Anything else?
Factors > > > / Demands / Control / Support
What is going well?
What else could be done / action required?
Who will take this forward?
How will staff receive
feedback?
Action completed
(date & signature)
Factors > > > / Relationship / Role / Change / Individual / Team responsibility
What is going well?
What else could be done / action required?
Who will take this forward?
How will staff receive
feedback?
Action completed
(date & signature)
Summary
Date this action plan was produced: / Review date:
Health and Safety - August 2016