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Managing stress at work - Appendix 1

The HSE ‘Management Standards’ and UCL’s organisational arrangements aimed at supporting the achievement of the standards


Standard One: Demands

The standard to aim for is that: 
• Employees indicate that they are able to cope with the demands of their jobs; and
• Systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:
• The organisation provides employees with adequate and achievable demands in relation to the agreed hours of work;
• People’s skills and abilities are matched to the job demands;
• Jobs are designed to be within the capabilities of employees; and
• Employees’ concerns about their work environment are addressed.

UCL Policies and Procedures that support the achievement of this standard


Standard Two: Control

The standard to aim for is that: 
• Employees indicate that they are able to have a say about the way they do their work; and
• Systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:
• Where possible, employees have control over their pace of work;
• Employees are encouraged to use their skills and initiative to do their work;
• Where possible, employees are encouraged to develop new skills to help them undertake new and challenging pieces of work;
• The organisation encourages employees to develop their skills;
• Employees have a say over when breaks can be taken; and
• Employees are consulted over their work patterns.

UCL Policies and Procedures that support the achievement of this standard

Standard Three: Support

The standard to aim for is:
• Employees indicate that they receive adequate information and support from their colleagues and superiors; and
• Systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:
• The organisation has policies and procedures to adequately support employees;
• Systems are in place to enable and encourage managers to support their staff;
• Systems are in place to enable and encourage employees to support their colleagues;
• Employees know what support is available and how and when to access it;
• Employees know how to access the required resources to do their job; and
• Employees receive regular and constructive feedback.

UCL Policies and Procedures that support the achievement of this standard

 

Standard Four: Relationships

 The standard to aim for is:
• Employees indicate that they are not subjected to unacceptable behaviours, e.g. bullying at work; and
• Systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:
• The organisation promotes positive behaviours at work to avoid conflict and ensure fairness;
• Employees share information relevant to their work;
• The organisation has agreed policies and procedures to prevent or resolve unacceptable behaviour;
• Systems are in place to enable and encourage managers to deal with unacceptable behaviour; and
• Systems are in place to enable and encourage employees to report unacceptable behaviour.                      

UCL Policies and Procedures that support the achievement of this standard

Standard Five: Role

The standard to aim for is: 
• Employees indicate that they understand their role and responsibilities and 
• Systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:
• The organisation ensures that, as far as possible, the different requirements it places upon employees are compatible;
• The organisation provides information to enable employees to understand their role and responsibilities;
• The organisation ensures that, as far as possible, the requirements it places upon employees are clear; and
• Systems are in place to enable employees to raise concerns about any uncertainties or conflicts they have in their role and responsibilities.

UCL Policies and Procedures that support the achievement of this standard

 

Standard Six: Change

The standard to aim for is:
• Employees indicate that the organisation engages them frequently when undergoing an organisational change; and
• Systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:

  • The organisation provides employees with timely information to enable them to understand the reasons for proposed changes;
  • The organisation ensures adequate employee consultation on changes and provides opportunities for employees to influence proposals;
  • Employees are aware of the probable impact of any changes to their jobs. If necessary, employees are given training to support any changes in their jobs;
  • Employees are aware of timetables for changes;
  • Employees have access to relevant support during changes.

UCL Policies and Procedures that support the achievement of this standard