Worksite/workforce wellness resource development (Pacific)

BACKGROUND

Although there has been considerable attention paid to tackling NCDs in the Pacific region, the use of worksites and workplaces as vehicles and settings for promoting health has been underused. There have however been a number of innovative initiatives happening in private industry, national governments, and international organizations.

Whilst many small Pacific Island Countries (PICs) are dominated by a relatively large public sector workforce, a majority of the workforce in larger countries is employed in the agriculture, fisheries and forestry industry. In some countries, most formal employees are employed by either the government or by state-owned enterprises which are often sedentary workplaces, and in other countries the workforce is employed in private sectors such as tourism, agriculture, fisheries and forestry industry in addition to public employment, requiring vastly different approaches in workplace health promotion.

Individuals spend a great deal of time, daily and weekly, as well as a large portion of the life course at work. The workplace environment, systems and policies can have significant impacts on employee health and wellbeing. Programmes to improve employee wellness have many benefits and specifically can support increased attendance and productivity. This strategy supports multiple SDGs including reducing poverty and hunger and promoting work and health.Workforce wellness initiatives can play a large role in preventing, detecting and managing NCDs; promoting health beyond the health sector, and aid in reaching the unreached.    

PURPOSE/SPECIFIC OBJECTIVE OF THE ACTIVITY

To provide technical support to DPS in thedevelopment of Pacific workforce/worksite wellness resources.

DESCRIPTION OF ACTIVITIES TO BE CARRIED OUT

Output 1: Complete a review of relevant workplace programmes, both public and private, in the PICs to identify progress, barriers, successes, and lessons learned. Engage with other relevant stakeholders who may provide additional insights such as occupational health and safety perspectives.

Deliverable 1: A report summarizing key workplace programmes in the PICs and their design, impact, challenges, and needs.

Output 2: Conduct a literature review on evidence-based worksite/workforce wellness strategies and distil for regional context.

Deliverable 2: A set of key recommendations derived from a literature review to inform the framework and toolkit for worksite wellness strategies, implementation and monitoring relevant for LMICs/SIDs/PICs.

Output 3:  Craft a framework to define workforce wellness components, principles, linkages and roles;  and toolkit to support and guide Ministries of Health to support systematic efforts for workplace wellness efforts in the Pacific region . To include:

1. Guidance for Ministries of Health and the Ministries of Employment to promote, support, and monitor worksite wellness efforts in-country.
2. Resources that Ministries of Health may use or adapt to support employers including:
   1. Rationale for investing in employee wellness.
   2. How to identify and create meaningful linkages with partners to support establishment of workplace/workforce wellness programmes in their workplaces.
   3. How to engage employees in worksite/workforce wellness efforts.
   4. Actionable resources for employers and human resources staff.
      1. Templates for policy, system and environmental action and plans for health promotion activities for a variety of topics such as the following examples.
         • • Breastfeeding-friendly spaces and policies.
         • • Smoke-free environments and/or hiring practices.
         • • Healthy meeting or healthy vending policies to include serving healthy foods; incorporating activity breaks into meetings; or policies to prohibit alcohol service at work functions.
         • • WASH requirements to ensure provision of potable water and adequate washing facilities, etc.
         • • Brief intervention training for supervisors or employers to address substance abuse problems in the workplace along with development of referrals pathways to healthcare.
         • • Mental health screening, support, or services.

Deliverable 3: A draft framework to define workforce wellness components, principles, linkages and roles; and a  toolkit, that Ministries of Health may use to support, or share with, employers.

Output 4.1: Conduct a consultation with key individuals from selected PIC countries, including some from public and private sectors on the draft framework, toolkit to ensure acceptability, clarity, contextual and cultural appropriateness, etc.

Output 4.2: Consult with WHO DPS for input and guidance on draft framework and toolkit.

Deliverable 4.1 A summary report of the consultation, methodology, participants, and findings.

Deliverable 4.2 A revised, final version of the framework and toolkit informed by the consultation and approved by WHO DPS.

METHODS TO CARRY OUT THE ACTIVITY

The incumbent is to work closely with WHO DPS and relevant stakeholders.

• • Consult with stakeholders  to identify occupational and health perspectives and workplace approaches.
• • Conduct a review of existing worksite wellness initiatives in PICs through key informant interviews and/or similar methods.
• • Conduct a literature review and distil relevant recommendations for worksite wellness promotion in LMICs/SIDS.
• • Draft a framework and toolkit with dissemination plan for  Ministries of Health to  engage with and support public and private employer adoption of workforce/worksite wellness strategies.
• • Conduct a virtual consultation with selected PICs (at least six) with representatives from Ministries of Health and public and private employers) to review draft framework and toolkit.

QUALIFICATIONS & EXPERIENCE

EDUCATION

Essential:  

An advanced university degree (Master’s level or above) from a recognised university in public health, medicine or international health or related field. 

EXPERIENCE

Essential:

At least five years of relevant experience at national and international level. 

Desirable:

• • Relevant work experience in WHO, other UN agencies, relevant non-governmental or humanitarian organizations.
• • Pacific experience an advantage.

TECHNICAL SKILLS & KNOWLEDGE

• • In-depth knowledge of health promotion, behaviour change principles, and NCD prevention and management.
• • Excellent communication and writing skills

LANGUAGES

Expert level written and oral communication skill in English.

COMPETENCIES

Consultants/contractors are expected to demonstrate these mandatory competencies.

• • Teamwork.
• • Respecting and promoting individual and cultural differences.
• • Communication.

ADDITIONAL INFORMATION:

• • The selected consultant will be expected to provide a medical certificate of fitness for work.
• • Contracting organisations are not expected to comply with this requirement.
• • All work will be completely remotely and through virtual methods without travel.

APPLICATIONS

Qualified and interested specialists should submit their CV or Company Profile, and Expression of Interest to the Supply Officer through WP RO UNGM at < wproungm@who.int > by 18 August 2020. 

The cover letter should outline how their experience and qualifications make them a suitable candidate for this position and should include their proposed daily consultancy fee and availability.

Please use Tender Notice No. 112010 as subject to all submission. Only successful candidates will be contacted.