Evaluating Mental Health Disability in the Workplace: Model, Process, and Analysis

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Also, determining the inherent usability is very subjective and depends on how both you and the patient experience and feel after examining it. The expert panel will review apps using the App Evaluation Model to help clinicians and patients identify apps that will best meet their needs. View More. Have an app you would like to evaluate? Your submission will help APA better understand which apps our members are using. I Accept. Psychiatrists Practice Mental Health Apps. To learn more about each level, click to expand. Step 1: Gather Background Information.

What is the business model? If the app is free, then how does it support its own development? Who is the developer? Does it claim to be medical? What is the cost? Does it require in-app purchases to unlock certain features? Is it free? Does it integrate advertising into its usability? On which platforms does it work e. When was it last updated? How many updates have there been? What were the reasons for the updates i. Is there a privacy policy?

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What data are collected? Are personal data de-identified? Can you opt-out of data collection? Can you delete data? Are cookies placed on your device? Are data maintained on the device or the web i. What security measures are in place?

Stress in the Workplace and Disability Discrimination

Are data encrypted on the device and server? Scoring the App 1: advise user not to proceed bad 2: advise user to proceed with caution some concern 3: advise user to proceed appears ok. Step 3: Evidence. What does it claim to do vs. Is there peer-reviewed, published evidence about tool or science behind it? Is there any feedback from users to support claims App store, website, review sites, etc.

Does the content appear of at least reasonable value? Step 4: Ease of Use.

I do not think it's working. Can I change treatment or have a review?

To recap, if an app has satisfied criteria in Steps One and Two, then you may assume that: It offers minimal risk in terms of digital safety and privacy It appears to have some benefit. Is it easy to access for the patient at hand i. Would it be easy to use on a long-term basis? Is the app or are features of the app customizable? Does it need an active connection to the Internet to work? What platforms does it work on? Examples of workplace mental health strategies, programs and activities:.

The following examples are from a comprehensive workplace mental health promotion plan. They are practices that can promote positive mental health within an organization. In Canada and the rest of the world, not enough research has been conducted to find the workplace interventions that are good practices, those that work well and those interventions that do not work as intended. They are based on workplace health promotion concepts.

For example, social and environmental support is extremely beneficial when trying to promote behaviour change. Also, from the onset of the program, an organization should evaluate and share its findings. More Canadian groups need to contribute to the evidence base for good practices in workplace mental health promotion.

13. Duty to accommodate

Action: Before jobs are advertised publicly, Lee Valley posts them internally. This gives employees first crack at these positions and many people have grown and developed their careers through this feature. For employees who want to further their education, Lee Valley has an education policy, paying the tuition as long as it has some relevance to their job or is along the lines of professional development.

Result: Employees see that opportunities for growth and development come in many shapes and forms and many employees have grown and developed their careers at Lee Valley through these measures. Powered by Wordpress.

Built on the Thematic Theme Framework. Workplace Mental Health Promotion. Skip to content. Element 5: Developing a Program and Evaluation Plan Creating a program plan A program plan links to the strategies or broad approaches to facilitating change identified in the program plan. They held focus groups. One of the issues flagged was that employees felt their stress levels were almost unmanageable. Many felt they were not being supported by management. Employees said they dreaded coming to work and often spent long hours answering emails on their off hours.

13. Duty to accommodate

They would often call in sick to avoid these feelings. As a response to the assessments, the healthy workplace committee set a goal of creating a more resilient and mentally supportive workplace and decided to tackle three issues: 1 individual stress management skills, 2 management support skills, and 3 workplace policies around workload. Tools: Online Health Program Planner provides additional information and helps users develop a full, comprehensive plan.

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Element 5: Developing a Program and Evaluation Plan | Workplace Mental Health Promotion

Case Study: growth and development at Lee Valley [7] Situation: To reduce turnover, Lee Valley wanted to show employees that there was room for growth within the organization. Tools: Logic Model Workbook, by THCU, provides an overview of logic models including what they are, why they are important and how to use their four-step approach to creating program logic models. Previous Next.

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  • Tracking the quantity and descriptors of people who are reached by the program Tracking the quantity and types of services provided and descriptions of what actually occurred while providing services. Changes in attitudes, knowledge or behaviour; Changes in morbidity or mortality rates; Cost-benefit analysis; Cost-effectiveness analysis Changes in policies Impact assessments. Formative Evaluation — Improve. Summative Evaluation — Prove. Provides information that helps improve the program.

    Generates periodic reports. Information can be shared quickly. Generates information that can be used to demonstrate the results of the program to funders and the community. Focuses most on program activities, outputs and short-term outcomes for the purpose of monitoring progress and making mid-course corrections when needed. Although data may be collected throughout the program, the purpose is to determine the value and worth of a program based on results.

    Helpful in bringing suggestions for improvement to the attention of staff. Helpful in describing the quality and effectiveness of the program by documenting its impact on participants and the community. Mean score for how satisfied adults are with their work-life balance paid work.

    Percentage of adults who often or always have unrealistic time pressures at work. Percentage of adults who often or always have a choice in deciding the way they do their work. Percentage of adults who strongly or tend to agree that their line manager encourages them at work.

    Model, Process, and Analysis

    Percentage of adults who strongly or tend to agree that they get the help and support they need from colleagues. Provide education and training to all employees including senior management to heighten mental health awareness i. Ensure widespread awareness of the company benefits and programs that employees can access to address and support their mental health. Organizational Culture: A work environment characterized by trust, honesty and fairness.

    Create a support net for new employees by pairing them with a mentor and a peer during their orientation. Create an organizational mission statement that incorporates values of trust, honesty and fairness and display it prominently for staff and the public.

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    • Identify role models or mentors for new and junior employees to strengthen and ensure the continuity of organizational culture.