Your final action plan should consist of two sections.
Section A - General overview
This section provides the context, your key findings and your planned actions going forward. Planned actions serve as Control Measures in terms of the Risk Assessment approach. It should be able to act as a standalone document. Some useful questions to answer within this section are:
What did you do and why?
- Provide a little background to the Work PositiveCI project and the positive reasons for your company engaging in the process.
- Explain what you did (e.g. created a steering group, ran a survey, focus groups and other forms of consultation)
What did you find?
- Provide a brief summary of the key findings from the Measure stage, discussing your concerns, and why issues were prioritised.
What are you planning to do to improve the situation?
- This should lead to some discussion of your wellbeing priorities and objectives, how you plan to achieve these objectives (your initiatives) and what employees can expect over the coming year(s) (e.g. a timeline).
Remember to provide contact information for the Steering Group and highlight opportunities for employees to engage with your initiatives and provide feedback to the Survey Results and action plan.
Section B - The details
This section should provide all the specific details required by your Steering Group and key personnel to coordinate Work PositiveCI activity going forward. The following information should be added to each wellbeing initiative:
- Target group: Who is this initiative targeting (e.g. the whole workforce, a department or a occupational role)?
- Key person(s): Which department / function is responsible and who is the key contact for driving this initiative? Who else needs to be involved?
- Required resources: What resources will be required to run this initiative? e.g. budget, funding, staffing, knowledge or specific expertise. Think about any potential assistance from Government, health bodies, charitable agencies or industry associations you might avail of.
- Key metrics: How can the success of this initiative be measured?
- Completion / review date: What is the timescale for this initiative, when will it be completed / reviewed?
|Priorities||Objectives||Initiatives||Target Group||Key person(s)||Required resources||Key metrics||Completion / review date|
|What are key areas the organisation wants to improve?||What are you planning to do to improve the situation?||What initiatives can employees expect over the coming year(s)?||Who is this initiative targeting ?||Who is responsible and who is the key contact for driving this initiative?||What resources will be required to run this initiative?||How can the success of this initiative be measured?||What is the timescale for this initiative?|
- Remember to include a communication plan – how will you communicate progress updates to your stakeholders / workforce? How will you consult stakeholders on future developments?
- Include an itemised budget to detail proposed spending.
- Your plan should focus on the next 18 months. This will allow meaningful activity to continue during the annual review process.
- Lead off with those activities most likely to succeed, achieve a positive outcome within a short time period and require relatively simple changes. Early successes will help generate momentum.