We have been operating this system for at least the last 6 years and it does depend a lot on the individual returning the PEHQ promptly and I admit that a lot don't. We even have an online facility but it does not make it that much quicker because when HR set it up it was not set up to delay the recruitment process until the HQ had been filled in. The system makes it quite clear to fill in online a forward direct to OH, but still they print them of and send direct to HR, completely blowing their own confidentiality and breaching what is now the new Equality Law. Once they have had the job offer they think whoopee and then forget all about health questionnaires. The recruitment process needs to make it clear that the job offer is subject to satisfactory health clearance and individuals should not hand in their notice to their current employment until that is received. However I have to admit it only works well if you have a robust recruitment and HR processes. Here ours is somewhat ponderous and I mostly receive them at least two weeks after they have started employment, occasionally longer even though they are provided with return pre paid envelopes direct to OH.. And yes sometimes there are problems because of the health conditions declared but that is a management problem for not tightening up the recruitment process. These days because of the DDA people are rarely unfit (unless a fitness standard applies) and I often wonder why I am still doing it, but it would need a complete re vamp of the system to change it and HR like it the way it is and quite frankly at the moment I don't have the energy. Changing systems in large organisations is very time consuming and unless everyone is on board with it it is draining.
No system is perfect and never will be. Individuals fail to declare things that later become evident and then HR are faced with the same headache.
Even asking if someone considers if they have a disability or a health condition that could be a problem in the work place doesn't really work as a lot of people do not really understand the implications of their medical condition in the workplace.
I suspect in time PEHQ other that for role with fitness standards will slowly die and I am not sure it will be a great loss.
It must be Monday morning I am feeling very negative.!!!
Sue
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Amanda Savage
Sent: 12 April 2010 09:01
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Pre Employemnt Health Questionnaires - new Bill
good idea but this will delay the recruitment process
Regards
Amanda Savage BSc(Hons);SpPrac OH; RGN; DON; NEBOSH
Specialist Practitioner Occupational Health
West Midlands Fire service
[log in to unmask]
Tel: 0121 380 7441
Mob: 07770863052
P Please protect the environment - think before you print.
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-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Sue Morley
Sent: 12 April 2010 08:54
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Pre Employemnt Health Questionnaires - new Bill
Not a problem. Send out the PEHQ after the offer of employment has been made. Some employers aren't going like it but from an OH perspective all we can do is advise of the adjustments that are required. If the role has particular fitness standards and the applicant does not meet them then all we can do is inform them of that, then it is a management problem. If the medical condition is likely to fall within DDA get the individual to make an application to Access to Work and providing this is done within the first six weeks of employment they fully fund any adjustments needed to support the individual carrying out the role, and the employer would be required to make any other 'reasonable' adjustments.
Sue
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Amanda Savage
Sent: 12 April 2010 08:26
To: [log in to unmask]
Subject: [OCC-HEALTH] Pre Employemnt Health Questionnaires - new Bill
Comments?
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