A picture is worth a thousand words. It

looks like this…

We are the third largest state prison

system in the nation

We supervise over 100,00 inmates and

approximately 146,000 offenders

We employ over 22,000 personnel

To promote safety of the public, our staff &

offenders by providing security, super-

vision, and care, offering opportunities for

successful re-entry into society, and

capitalizing on partnerships to continue to improve the quality of life in Florida.

Kaizen can be applied to any kind of work,

but it is perhaps best known for being

used in Lean Programming, a practice

based on the importance of taking the

views and opinions of all employees

seriously.

The Florida Legislature has supported this effort as noted in the 2014 Florida Statutes, 944.474(1), which is excerpted below:

“…A healthy workforce is a productive workforce,

and security of the state correctional system can best be provided by strong and healthy employees. The Department of Corrections may develop and implement an employee wellness program. The program may include, but is not limited to, wellness education, smoking cessation, nutritional education, and overall health risk-reduction, including the effects of using drugs and alcohol.”

Our annual survey has received an average of 3,900 responses over the past two years. It is the largest employee survey in the history of the agency.

“The training plan is developed, evaluated, and updated based on an annual assessment that identifies current job-related training needs.” - Pursuant to the

American Correctional Association (ACA) Standard on Training, 4-4075

“Provide training that promotes career advancement, personal and professional growth….”

“Training that promotes personal growth, fosters a desire to advance on a professional level…”

“…No one is going to approve money for training of non-security staff so I just don't ask anymore. This is what leads to our inability to retain good talent.”

“Basically training is a broad spectrum

and does not promote career

advancement or professional growth….”

“…At this point in time some motivational

and professional training needs to be

provider. Taking pride in personal

presentation, work ethics and overall

professionalism in the work place…”

“…We do need more [training] that focuses on staff personal health and well-being as staff are constantly asked to do more and more with less and less….”

“It would be beneficial to all region and central office staff to have more courses dealing with subjects geared more to our work. Topics could include - etiquette (phone, email and welcoming "live" guests) and protocol, more on dealing with stress, personal health issues, the new strategic plan, office safety.”

Used a dormant webpage with OIT’s

assistance to get it up and running

Connected to Employee Assistance

Program (EAP)

Link to DOCTube for additional delivery

options in multimedia

Key facilitators of Successful Wellness Programs

1. Effective communication strategies

2. Opportunity for employees to engage

3. Leadership engaged at all levels

4. Use of existing resources and relationships

5. Continuous evaluation

Many studies have noted the importance

of a healthy workforce as a crucial element in overall productivity.

Key facilitators of Successful Wellness Programs Survey

Please Check Yes or No

Regarding employee wellness programs, my organization provides:

1. Effective communication strategies Yes No

2. Opportunities for employees to engage Yes No

3. A mechanism to engage your employees Yes No

4. Leadership engaged at all levels Yes No

5. The use of existing resources and relationships Yes No

6. Continuous evaluation Yes No

Please add additional comments including a description of your Employee Wellness Program (If you have knowledge of or are aware of a program):

The Curriculum, Planning, and Evaluation section has taken a proactive approach to address the health concerns of staff by the creation of this website.

It includes a Health and Wellness Program section which provides evidence-based and best practices content while emphasizing health promotion and disease prevention.

People are our only appreciable asset.

Based on comments from last year’s annual training needs survey, a strong interest existed in the area of self-development.

Our employees requested assistance in the areas of personal and professional growth.

Solid evidence exists on the many-varied benefits of supporting a healthy workplace environment.

The challenge in our Agency was to establish such an environment. Our intent was to create an accessible resource that supported employees’ ability to achieve their fullest potential—both personally and professionally.

Challenges included:

1. the human characteristic of resisting new ideas;

2. playing to the middle of a large, diverse statewide workforce;

3. access to technology (18,000 do not have login access)

4. skepticism that employees perceive the value of personal growth; and,

5. keeping the website “fresh” to the eye.

The Curriculum, Planning and Evaluation Unit, “…Though she be but little, she is fierce!...”* …undertook a concerted effort to engage other units within the Agency to address this challenge.

*― William Shakespeare, A Midsummer Night’s Dream

Fortunately, we found partners in our

Office of Information Technology

(OIT), Video Production Services Unit,

and the Webmaster, which resulted in

the development of a Personal and

Professional Resource Exchange

website.

The introductory page of the website along

with the topics covered appears on the

next slide.

The content on the webpage is updated

frequently and focuses on addressing

priority health concerns including the

areas of nutrition and wellness, amongst others.

To receive as many “hits” as possible

The data on the number of “hits” on

various components of the website has

revealed a growing interest in

employees for a resource that is

pertinent and responsive to their

expressed needs.

In the first five months since launching the

Personal and Professional Development

Resource Exchange, the “HIT” Count is:

6767

Consider use of docking stations to allow employees without computer access the opportunity to complete survey.

Place renewed emphasis on obtaining support from top Administrators for employee participation.

Based on free response results adjust training toward more job–specific duties, institute more cross-training, provide more supervisor-specific training…etc.

Please share your thoughts and

ideas with us.

Additional Information:

Mark A. Mahoney, Ph.D., R.D. N.

mahoney.mark@ mail.dc.state.fl.us

Tim Mahler, M.S.

mahler.timothy@mail.dc.state.fl.us