❓ Question regarding a $750,000 tender for Wellness Services within the Department of Housing, covering program details, accessibility, rationale, and expected benefits. The Department confirms the program's continuation from a previous government and details its scope and benefits.
AnsweredQoN 7770Legislative Assembly
QuestionView source ↗
I refer to the $750,000 tender for the provision of Wellness Services (HOU2807311) within the Department of Housing, and I ask:
(a) does this contract represent a new service for staff, or have similar services or programs been previously available (under a different model or provider);
(b) what facilities or services will be available for staff under this program;
(c) will these services be free to staff;
(d) do staff access these services during paid work time or only during break times or outside of work hours;
(e) are these services available to staff on a mandatory or voluntary basis;
(f) how often will staff be able to access these services;
(g) will these services be available to all staff in all locations, including remote locations;
(h) if these services are not available to all staff in all locations, what locations will not be able to access these services;
(i) what was the rationale for the introduction of these services;
(j) what benefits are expected to be derived from these services and what are the key performance measurements of these benefits; and
(k) was any modelling, research or other investigations made into the identified benefits of these services prior to going to tender, and if yes, what modelling, research or other investigations, and if not, why not?
(a) does this contract represent a new service for staff, or have similar services or programs been previously available (under a different model or provider);
(b) what facilities or services will be available for staff under this program;
(c) will these services be free to staff;
(d) do staff access these services during paid work time or only during break times or outside of work hours;
(e) are these services available to staff on a mandatory or voluntary basis;
(f) how often will staff be able to access these services;
(g) will these services be available to all staff in all locations, including remote locations;
(h) if these services are not available to all staff in all locations, what locations will not be able to access these services;
(i) what was the rationale for the introduction of these services;
(j) what benefits are expected to be derived from these services and what are the key performance measurements of these benefits; and
(k) was any modelling, research or other investigations made into the identified benefits of these services prior to going to tender, and if yes, what modelling, research or other investigations, and if not, why not?
AnswerView source ↗
Answered
1 May 2012
Responded by
Minister for Housing
Response time
33 days
The Department of Housing advises:
(a) No. The services provided to staff have been in place since the previous Labor Government.
(b) The program includes:
Health and Lifestyle Assessments.
Skin Checks.
Fitness Promotion Programs.
Weight Management Programs.
Seminars, Workshops and Awareness campaigns.
Sporting and Recreational events.
Educational and Intervention Programs.
Free voluntary Flu vaccinations.
Health Expos.
Statistical Reporting health trends analysis and intervention programs.
Equipment maintenance, safety auditing and facility housekeeping.
(c) Yes
(d) Employees can access the services during their lunch hour and also near the beginning or end of the day. When accessed during normal working hours, employees are required to "flex off" prior to participating in any activities.
(e) Voluntary basis.
(f) For CBD and metropolitan based employees they can access the program up to 4 times per week for approximately 48 weeks of the year.
(g) Services are available to all employees across the state including those in remote locations.
(h) Not applicable
(i) This is a continuation of a program that was implemented under the previous Labor Government.
(j) Reduction in employee absenteeism due to an improved level of fitness, increased immunity to colds and flu, better individual employee self esteem and improved staff morale.
(k) Yes. In terms of best practice in the establishment of the program, the Department of Housing assessed its employee demographics, reviewed absenteeism rates and trends, workers compensation claims history and conducted research into the type and structure of programs being adopted across the public sector.
The Department surveyed its employees to determine if there was a sufficient interest to justify the scoping and research into the format of a well structured Health & Wellness program which would be well received.
Notice: This document is created or edited using unregistered or evaluation copy of rtLib valid for testing or development purposes only. To use it for productive or any other purposes please register it. You may purchase the license on
http://www.rtlib.com
(a) No. The services provided to staff have been in place since the previous Labor Government.
(b) The program includes:
Health and Lifestyle Assessments.
Skin Checks.
Fitness Promotion Programs.
Weight Management Programs.
Seminars, Workshops and Awareness campaigns.
Sporting and Recreational events.
Educational and Intervention Programs.
Free voluntary Flu vaccinations.
Health Expos.
Statistical Reporting health trends analysis and intervention programs.
Equipment maintenance, safety auditing and facility housekeeping.
(c) Yes
(d) Employees can access the services during their lunch hour and also near the beginning or end of the day. When accessed during normal working hours, employees are required to "flex off" prior to participating in any activities.
(e) Voluntary basis.
(f) For CBD and metropolitan based employees they can access the program up to 4 times per week for approximately 48 weeks of the year.
(g) Services are available to all employees across the state including those in remote locations.
(h) Not applicable
(i) This is a continuation of a program that was implemented under the previous Labor Government.
(j) Reduction in employee absenteeism due to an improved level of fitness, increased immunity to colds and flu, better individual employee self esteem and improved staff morale.
(k) Yes. In terms of best practice in the establishment of the program, the Department of Housing assessed its employee demographics, reviewed absenteeism rates and trends, workers compensation claims history and conducted research into the type and structure of programs being adopted across the public sector.
The Department surveyed its employees to determine if there was a sufficient interest to justify the scoping and research into the format of a well structured Health & Wellness program which would be well received.
Notice: This document is created or edited using unregistered or evaluation copy of rtLib valid for testing or development purposes only. To use it for productive or any other purposes please register it. You may purchase the license on
http://www.rtlib.com
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