Two Key Components of an Effective Health and Wellness Plan
Most agencies have made significant progress in recognizing health and wellness issues in public safety and implementing strategies and programs to address those challenges. Peer Support teams, Chaplaincy programs, and Critical Incident Stress Management briefings are now common in many areas.
However, two other programs should be part of any comprehensive wellness initiative in a first responder agency: Early Intervention and Reintegration. The first is proactive, getting responders the help they need when the signs are apparent rather than waiting until they become serious. The second ensures that those returning to work after a leave feel supported and welcomed back to the workplace.
Early Intervention Programs
As agencies become more aware of the lingering negative effects of unaddressed trauma, leaders are starting to recognize the importance of getting members the help they need as soon as possible. Sometimes, if a first responder has an issue, the warning signs will appear in their work performance or attitude toward co-workers and the general public.
Early intervention programs are a way of monitoring behavior and highlighting concerning trends. Agencies already track data points like sick days and late days. By creating the appropriate database, an early intervention team can identify members exhibiting unusual behavior trends. For example, a police agency may track for an individual officer:
- Internal or disciplinary issues.
Because the early intervention team has an eye on all these aspects, they can quickly pinpoint things others can miss. When trends are brought to the attention of the member's direct supervisor, they can have a conversation with the member to see if further support is needed and if something is going on in the employee's life. This program is non-punitive and should not lead to discipline. That should be a separate process. It aims to identify early warning signs from an outside, objective perspective and provide support as needed and if the employee is willing to engage.
Reintegration Programs
For post-traumatic growth to occur, first responders returning to the workplace after time off must have a good experience. Agencies must have a structured program to ensure returning employees have all the support and resources they need to transition back into their roles and stay healthy. This program should be for all employees returning from leave, regardless of the cause for their time off.
Inevitably, a first responder will again face trauma. Still, reintegration programs go a long way in assisting them in returning to the workplace at their own pace and in a way that makes them feel welcome. The reintegration program representative should meet with the employee to review any medical restrictions and any outstanding training or certifications that would need to be completed before a return to full duties. They can also assist the employee's supervisor in preparing for their return. The internal support network fostered in first responder culture is still the most important resource, so it is essential that they feel welcomed back into their workplace and supported by those who understand them and what they have been through.
A reintegration program can provide support through:
- Reaching out to the employee several weeks before their return.
- Provide the employee with the contact name and number of the person who can help them with anything related to their return.
- Ensuring the employee has restored access to the necessary databases and computer systems.
- Liaising with the training department to ensure the employee has a list of the training and re-qualifications needed before returning to full duties.
- Mapping out with the employee and their supervisor what their first few days will look like—do they have accommodations that need to be considered? Are they on shortened shifts? Do they need administrative time to catch up on outstanding communication or training?
- Ensure the employees' uniforms fit and their pass cards are reactivated. If the employee is a law enforcement officer, ensure their firearm and badge are waiting at the office on the first day back (if appropriate).
- Arrange for someone to meet the employee on their first day back to welcome them and see if they have any questions. If there has been staff turnover, introduce them to the new people on the team.
Conclusion
Adding these two programs to an existing health and wellness strategy helps agencies be more proactive in helping their members rather than relying on the first responders to self-identify that they need support. Issues can be addressed early before they have a detrimental effect on the individual or the agency and support can be provided in a timely manner. If members feel adequately supported when they return to work, they will be more likely to stay. Knowing these support programs are in place helps first responders have long, healthy careers from recruitment to retirement and boosts employee morale.
About the Author
Sarah Guenette, MA, spent over 16 years working in the public safety field. Sarah has a background in 9-1-1 and dispatch spending over 10 years working in these roles in the city of Calgary. She ended her career there overseeing the Learning and Development section for 9-1-1 and Bylaw Services. This included training, health and safety and quality improvement. She implemented and oversaw the Peer Support team for these groups for over 8 years. Sarah is the co-founder of Pro-D Learning which provides online training programs for companies and agencies with a focus on leadership and first responder wellness.
Sarah is passionate about creating and maintaining a healthy workplace for public safety members. She is also the proud wife of a Calgary Police Service officer so is focused on what loved ones and family can do to support first responders.
