Wellness Flashcards
In responding to questions from Board Members, Toronto Police Association (TPA) President Jon Reid said that the TPA’s ultimate goal is to create the best possible system to get Members “back to work and provide the support needed.” He further advised that the he agrees with the report’s recommendations and believes that consulting with the Members is important, as is having the TPA and other external parties embedded in the process. He also recognized that the TPA has “an open door” to the Board, Board Office and Service for future consultation.
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Background / Purpose:
As was reported at the December 2020 Board meeting, the Service is responding to a ‘
Call to Action’ by the membership and within the policing community to embrace a new
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approach to member well-being, including modernizing the delivery of member well- being services through the Wellness Unit.
The goal of any workplace wellness strategy is to improve the health and well-being of the workplace in order to support the organization’s mission and purpose. It is widely accepted that individuals who are healthy in body, mind and spirit are better able to meet the demands of the job they are employed to do.
The purpose of the Service’s Well-Being Strategy is to build and maintain optimal strength and enable sustainable high performance of members, and to foster an ever growing culture of high-performance health, safety and well-being for the Service.
The purpose of this report is to showcase the Member Well-Being Strategy and to request that the Board approve the strategic direction for the Wellness Unit, and authorize the Chief to move forward with the implementation of the strategy.
Discussion:
Key Strategic themes for the Service’s Member Well-Being Strategy are:
• Confidence, Trust and Access: Integrate Member health and well
Discussion:
Key Strategic themes for the Service’s Member Well-Being Strategy are:
- Confidence, Trust and Access: Integrate Member health and well-being resources under one unit for greater operational efficiency. Starting with the member experience, build inter-departmental collaboration in delivering consistent, compassionate care. Members will have the tools, programs and knowledge to help them thrive at work and in life, in terms of their total health and well-being. Members will recognize, trust and rely on resources in times of need that will promote health and aim to prevent and minimize harm.
- Health Promotion and Illness/Injury Prevention: Expand the health and well-being mandate from reacting to illness and injury, and shift towards preventative approaches for long term health and wellness. Leverage data to identify and address hazards and factors that can influence poor individual health outcomes in the Service to design workplace action plans that will prevent and mitigate risk.
- Ecosystem of Care and Support: Expand the holistic and inclusive ecosystem of health supports and programs for members and their families to access well-being resources at the right time through a technology-enabled “no wrong door” approach, and make it easier for members to understand the available programs that meet their unique needs through system navigation support.
- Culture and Behaviours and Member Experience: All members, supervisors and leaders support and nurture a work experience and culture of high-performance health, safety and well-being, relying partially on the services, advice and programs delivered by the Wellness Unit to ensure that all members across the Service have fair and consistent support for their individual well-being.
To provide the proper health and well-being support to members, the Service has developed a well-being framework to shape our actions and planning for the next several years. The framework will evolve over time to reflect new research and evidence on high-performance health and well-being, as well as the early results of programs being launched in pilot mode.
To help members thrive, we will support their physical and mental health through both proactive and reactive programs, as well as help maintain social and life health, which are equally critical to enabling good health and high-performance. This means that one service does not fit all and that we recognize that we have a complex and heterogeneous workplace.
By focusing on these strategic themes and the well-being framework, the Service aims to be a leader in the policing sector by supporting a culture of high-performance health, safety and well-being for members.
Conclusion:
To successfully deliver on a modernized approach to public safety, it is imperative to review the health, safety and well-being needs of the individuals providing policing services to the city of Toronto, and optimize programs and resources to enhance our strength and performance to be where the public needs us most.
Once the Member Well-being Strategy is approved, the implementation plan will be developed with initial funding provided from the Wellness Reserve and will lay the foundation and path to meet this objective.
Deputy Chief Shawna Coxon, Human Resources Command, will be in attendance to answer any questions the Board may have regarding this report.
January 15, 2021 To:
From:
Subject:
Chair and Members
Toronto Police Services Board
James Ramer, M.O.M. Chief of Police
Toronto Police Services Board Report
Member Well-being Strategy and Framework
Recommendations:
It is recommended that the Toronto Police Services Board (Board):
1) endorse the strategic direction for the modernization of the Toronto Police Service’s (Service) Wellness Unit outlined in this report and in the Member Well- being Strategy (Appendix A); and
2) authorize the Chief to move forward with the implementation of the new Member Well-being Strategy.
Financial Implications:
Funding of $100,000 has been earmarked out of the Service’s Wellness Reserve to assist with operationalizing the wellness strategy implementation plan, which is currently a very high level conceptual document.
The delivery and implementation of the Well-being Strategy will span a multi-year period. No funds are included in the Service’s 2021 operating budget request for this purpose. As a result, any costs beyond the $100,000 funded from the Wellness Reserve, would have to be absorbed, to the extent possible, from 2021 operating budget. The required investment for each subsequent year will be requested and considered as part of each corresponding annual budget process. Consequently, progress on the implementation of the strategy will be subject to and driven by the availability of funds.
Background / Purpose:
As was reported at the December 2020 Board meeting, the Service is responding to a ‘Call to Action’ by the membership and within the policing community to embrace a new
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Toronto Beyond the Blue
Toronto Beyond The Blue is an independent, non-profit organization supported by the Toronto Police Service and the Toronto Police Association. TBTB is dedicated to serving spouses and families of Toronto police officers and civilian members. For more information, please visit torontobeyondtheblue.com. We are happy to announce a new phone line dedicated to calls for our Peer Support program. Watch for our updated #WeSeeYou cards and Peer Support information posters will be delivered to your division in the near future. As always, TBTB is here for you and your family and ready to connect and support you. To initiate a conversation today and speak with a Peer Support team member, click the link below to visit our website or call: (647) 249-7121.
TPS Wellness/Medical Advisory
The TPS Wellness Claims Team is staffed with experienced Medical Healthcare Professionals (Nurses, Kinesiologists) and Certified Claims Professionals with specialized knowledge of both physical and mental health conditions and care, as well as claims policy and procedural guidelines who are committed to supporting you during your health absence & recovery. You can reach the Wellness Claims Team from 8 a.m. to 4 p.m. Monday to Friday by calling 416-808-7171 for assistance and guidance on any absence or accommodation needs you may have.
Boots on the Ground Peer Support
Boots on the Ground provides anonymous, confidential, caring and compassionate Peer Support to First Responders across the Province of Ontario
Mental Health Resources and Support
Expanded Mental Health Services for TPS Members
The Service is committed to our members’ wellbeing both at work and at home. We are taking steps to modernize our supports for members, including removing barriers to care and piloting an increase in the number of ways all members can access care during this pandemic period.
Critical Incident Response Team
The TPS Critical Incident Response Team (CIRT) is an on-call, 24-hour resource that can be deployed via the Toronto Police Operations Centre (8-8762), through the CIRT/PSV Coordinator Rachel Spekking at 8-7866, or via our new PeerConnect App. Peer Support Volunteers are available to anyone in the Service. The CIRT team is staffed by dedicated peers who have volunteered to be a part of the Service’s support network and its response to critical incident events. At present, there are 90+ Active Peer Support Volunteers, some uniform and some civilian. All are trained in Critical Incident Stress Management (CISM) and Peer Support principles. In addition to their important role after critical incident events, Peer Support Volunteers are available to guide and offer support to members who are dealing with family problems, concerns about addiction and substance use, personal or work-related trauma and stress, and other emotional issues, whether those issues are related to the job or not. Although they are not counsellors, Peer Support Volunteers can help you figure out the next steps, including connecting you with professional resources that are available to assist you. For more information, please see: CIRT Webpage
TPS Psychological Services
TPS Psychological Services: Psychological Services is staffed by three full-time clinical psychologists with over 60 combined years of experience in dealing with issues commonly faced by first responders. Clinical psychologists are healthcare professionals with post-doctoral training in the assessment, diagnosis and treatment of a wide range of mental health problems and emotional concerns. We realize that confidentiality is of paramount importance for police officers and civilians alike, and we take privacy very seriously. It’s important to know that the Psychological Services Section is an entirely separate office from Medical Advisory Services or MAS (which over sees sickness reporting, return to work and workplace accommodation), has its own record-keeping system, and is not involved in fitness-for-duty decisions. We work hard to accommodate officer’s schedules and concerns, and make responding to direct requests for service our top priority. Psychological Services can be reached Monday to Friday, 8 a.m. to 4 p.m. at 416-808-7198. We are authorized by Green Shield to provide written referral to providers in the community; and upon request, will work with TPS members to locate qualified clinicians, ideally in the member’s neighbourhood, to meet the unique needs of individuals and members of their families.
Employee and Family Assistance Program
Employee and Family Assistance Program (EFAP) Our provider, LifeWorks, can provide short-term counselling for you and your family on a broad range of personal and family issues. Their services can be provided over the phone, through texting, Live Chat, video counselling, or in-person. They also have an app for your mobile phone called “My EAP”. EFAP is confidential within the limits of the law. No one, including any members of the Toronto Police Service, will ever know that you have used this service unless you choose to tell them. To access help, visit https://www.workhealthlife.com/ or call 1-855-431-3327. There is no cost to you for any of the resources or supports provided by our EFAP program.
TPS Chaplaincy Program
TPS Chaplaincy Program The Toronto Police Interfaith Chaplaincy Service provides spiritual support, emotional care and faith based guidance to members of the Toronto Police Service both personally and professionally. Members of the Toronto Police Interfaith Chaplaincy Service (Volunteer Chaplains) have ecclesiastical/religious certification and are members in good standing of a recognised religious organization. For more information and chaplain contact list, please see: TPS Chaplaincy Webpage. You can also contact the coordinators, Rachel Spekking 8-7866 or Stephanie Nassis 8-7047 for further information or with any questions regarding the program. There are two chapels within the service that are located at HQ on the 2nd floor and Toronto Police College on the 2nd floor.
Critical Incident Response Team
The TPS Critical Incident Response Team (CIRT) is an on-call, 24-hour resource that can be deployed via the Toronto Police Operations Centre (8-8762), through the CIRT/PS
Psychological Services is staffed by three full-time clinical psychologists with over 60 combined years of
Employee and Family Assistance Program
Employee and Family Assistance Program (EFAP) Our provider, LifeWorks, can provide short-term counselling for you and your family
TPS Chaplaincy Program The Toronto Police Interfaith Chaplaincy Service provides spiritual support, emotional care and faith based guidance to members of the
TPS Wellness/Medical Advisory
The TPS Wellness Claims Team is staffed with experienced Medical Healthcare Professionals (Nurses, Kinesiologists)
Toronto Beyond the Blue
Toronto Beyond The Blue i to
Toronto Police Association
Toronto Police Association is also an
Boots on the Ground Peer Support
Boots on the Ground provides anonymous, confidential, caring and compassionate Peer Support to First Responders across the Province of Ontario
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Discipline. Member drinking while on duty.
Immediate investigation, document all actions/communications
Determine location of scout car, tell them to stay, visit them.
Meet with the officer, separate from other officers, interviewed privately.
If the officer has been drinking inform the officer of the problem
Direct And Officer to accompany you to the station
Inform and or invite OIC.
Offer protest, arrange private practice if requested.
Officers escort reassigned. Special car or a new escort
Access impairment, recommended suspension if necessary.
Relieve the officer on duty, have him or her taken home.
Medical treatment if required.
Report on at 649 to unit commander through the oic.
Initiate discipline take action when officer is sober
Post event offer EFAP / MAS Assistance or other treatment.
Support, especially of treatment underway.
Keep management informed, offer appropriate advice.
Maintain confidentiality but deal with rumor mill.
Positive reinforcement for officers who reported the problem.
Criminal charges if necessary regarding impaired care control etc.
Discipline substance-abuse
I’ll jump to conclusions, get all the facts and take direction.
Consider the source of the information reliability Ulterior motive etc.
Don’t discuss With the Members peers
They had to confront member with information
Never promise confidentially without knowing all the issues facts or circumstances may dictate you to take a specific action
Consulting medical advisory service if necessary
Beware of other possible causes, may not be substance-abuse, example family issues depression health issues,
Determine if it is for duty or safety concerns to members.
Determine if unfit for duty
Consider procedure of substance-abuse/RO on members involved in criminal drinking and driving offenses.
I’ll encourage Officer to see if their goals. Like the ETF
I personally coached Ian MacFarlane
