PHWP: Good Company Newsletter: Protecting the Protectors

July 28, 2010

Protecting the Protectors

Toronto Police Service (TPS) is the largest municipal police force in Canada. Consistent with its core values of honesty, integrity, fairness, respect, reliability, teamwork and positive attitude, TPS’s commitment to the health and well-being of its employees resonates downward from the highest level of command and filters upward through the work of healthcare professionals, supervisors and mentors at all levels.

Employee Involvement

TPS actively encourages its employees to be involved in operations and decision-making. In the operational sector, problem-specific task forces are used as a means to involve employees in important day-to-day issues. This approach has been used to solicit input regarding information and records management, processes for promoting uniformed officers, identification of the most efficient, effective ways to deliver police services to the community and proposed changes to TPS’s compressed work week schedule.

Surveys are used as a means to gather employee input about everything from preferred options for emergency daycare to the perception of police roles in the community. Surveys were even used in the selection of a design for a new police vehicle. As part of the organization’s global wellness initiative, employees also participated in an online survey of health risk factors that guided the development of TPS’s wellness program.

Health and Safety

The work of a police officer includes physical and psychological challenges unique to law enforcement. Efforts to protect and promote the well-being of TPS employees begin at the point of initial selection with a psychological evaluation that is used to ensure good fit and risk reduction. Attention to physical, psychological and spiritual needs continues through training and beyond, as a police officer’s career moves forward through promotions and special assignments. When officers are exposed to traumatic events, trained responders provide necessary support, and a program is available to help monitor psychological functioning and enhance resilience.

TPS takes a comprehensive approach to health promotion that includes occupational health physicians and nurses, psychological services, a wellness coordinator, chaplaincy services and an in-house employee and family assistance program. TPS has established workplace health and safety as a priority, which is reflected in a range of policies to address substance abuse, workplace safety, diversity awareness, workplace harassment and stereotyping prevention. The results of a 2006 health risk and productivity assessment became the basis for the development of a workplace health and wellness plan that includes a cardio-metabolic screening program supplemented by optional fitness and nutritional counseling.

Employee Growth and Development

While work in the police service offers unique challenges, few careers offer the job security and opportunities for enrichment and advancement it affords. Training options include on-the-job mentoring, developmental assignments, conference attendance, in-house courses and educational leaves of absence. Regularly structured promotional processes provide uniformed employees with the opportunity to seek career advancement. Civilian employees also have the opportunity to compete for all posted positions, with preference given to internal applicants.

From the point of first hire, TPS employees are offered a range of opportunities for growth and development. New officers participate in intensive operational training. Once on the job, employees’ training experiences are augmented by one-to-one coaching and mentoring, as well as ongoing certification programs in safety-related skills. In addition, the TPS training and education unit offers an extensive curriculum designed for both uniformed and civilian employees.

Work-Life Balance

Efforts to promote work-life balance include provisions for dependent care leave, access to emergency childcare and information about child and elder care resources. Options are also available if a family member becomes ill. Under these circumstances, employees may request reduced working hours or apply for a jobsharing arrangement.

TPS is also attentive to the needs of its employees when they are at work. On-site facilities include a cafeteria and access to the TPS credit union. All police locations include access to exercise facilities, with a total of 41 locations available across the city. When the need for strength is spiritual, there is a chapel open to employees for prayer and reflection.

Employee Recognition

TPS administers a program of awards and medals designed to acknowledge the significant contributions of employees. These awards recognize distinguished and outstanding acts of bravery, exceptional performance of duty, community policing initiatives, dedication and long-time service, significant voluntary achievements and contributions in international, national or community affairs.

In addition to awards offered by TPS, the Toronto Board of Trade recognizes the contributions of uniformed officers through the selection of a Police Officer of the Month. This award is made in recognition of the outstanding qualities of bravery, heroics, humanitarianism, investigative work, leadership in community relations and police skill and determination. At the end of the year, a Police Officer of the Year is chosen from the monthly recipients.

The Bottom Line

During the past three years, the absenteeism rate due to illness and injury has shown consistent decline for both uniformed and civilian employees. The 2006 TPS absenteeism rate of 7.5 days falls below the average of 10.3 days lost to illness and injury for other employees in the Canadian public sector. Improvements in the equipment and training provided to uniformed employees have also led to a decline in the average number of days lost to workplace injury. In turn, the reduction of job-related injuries has led to a progressive decline in the costs associated with Workplace Safety and Insurance Board claims.

Despite increased exposure to risk of serious injury, long-term disability data suggest that TPS employees are safe, with usage rates that are lower or comparable to those reported by other non-police organizations of similar size. Although the work is difficult and stressful, support offered by TPS keeps officers on the job and contributing to their families and communities. In a 2006 survey, 82.3 percent of TPS employees reported that they were satisfied with their job, and 86.3 percent reported that they found their work meaningful.

Toronto Police Service received the 2010 National Psychologically Healthy Workplace Award in the Government/Military/Educational Institution Category and a 2009 Best Practices Honor in the category of Employee Growth & Development.

Reprinted with permission from the American Psychological Association.

Tweet