OLD PREZI- Welcome to Youthtown

Please sign the last page (acknowledgement section) of YOUR copy of the ‘Youthtown Code of Conduct and Disciplinary Procedure’ (not the one in the booklet from the Toolkit please!) and return to HR.

ACTION POINT!

Please ensure your emergency contact information is correct!

Please ensure the email address is the one you would like your payslip emailed to.

Let's watch a few short videos to introduce you to the principles of the Treaty of Waitangi!

Youthtown: Our Values

BELONGING

GENEROSITY

Now look into the Induction Toolkit next to you!

Please read the 'Vision & Values Card set' document in there to find out more about how to implement Youthtown's values.

Click along as you go through the document and answer the following questions!

Skip this if you are learning from home! It will be covered at the Induction training...

• We build strong connections and relationships of respect
• We share a culture of trust
• We show concern for each others well being
• We enjoy and have fun

• We genuinely care and show compassion
• We positively contribute to others lives and the wider community
• We go above and beyond in our efforts
• We acknowledge and celebrate each others success

Youthtown: Our Vision

Who is at the centre of all our programmes and services?

Describe how we apply the value of Belonging to children and young people.

Through Mastery children and young people will...

As a values-based organisation what does Youthtown provide to staff?

Read about Generosity and describe how we could apply it in our work!

Showing Independence could mean...?

What framework are all of Youthtown's services developed and delivered in?

What do we want young New Zealanders to be?

What 2 key foundation documents does Youthtown endorse?

MASTERY

INDEPENDENCE

• We face and overcome challenges through personal growth
• We strive to continuously improve our competence
• We take opportunities to reach our potential
• We are great role models in all that we do

• We are empowered to solve problems and make decisions
• We have confidence to make good choices
• We are responsible for our actions
• We show character by having resilience and integrity

Youthtown's development philosophy

"Empowering young New Zealanders to be the best they can be"

Communication at Youthtown

Meet your team

We are...

The Linked Triangle Communication Structure

Take a look on the shared drive to see our organisational chart…

Shared\Guiding Documents Framework\Organisational Chart

Take a look on the shared drive to see our latest contact list…

Shared\Guiding Documents Framework\Youthtown Contact List.docx

What does The linked Triangle mean?

... an organisation that designs and delivers initiatives and activities that engage and develop young New Zealanders.

(If you have trouble accessing this, please ask your Managager for help!)

Now let's go back in time...

• This is our method of communication from the CEO to all staff members, and vice versa.
• We meet regularly with our teams, and we discuss issues as a team.
• We all have a voice.
• The answers to our problems are already in the heads of our people.
• The team knows the workplace better than anybody.
• If we cannot solve an issue as a team, it is passed up to the next level triangle.
• Ideas are shared.
• Everybody is involved in solving issues relevant to them.
• The linked triangle is our process for addressing issues & communicating within our team, as well as to other teams.

The Beginnings....

• 1932 Boystown was established in the basement of a Freeman’s Bay Hotel to provide food and activities for mostly young men during the depression.
• 1938 Boystown moved location to a shed in Parnell.
• 1968 Multipurpose facility opened in Nelson St, partnership with Police established, new name became “Boystown Police and Citizen’s Club”.

...of something great!

• 1985 Boystown name changed to ‘Youthtown Police & Citizens' Club’ and became available to girls.
• 2001 Youthtown Police and Citizens' Club name changed to ‘Youthtown Inc’. The partnership with the police ceased, new focus was to provide programmes for all young people, not only those at risk.

Internal Communication

Notice Boards

Notice boards are another important means of communication within Youthtown. Please refer to your notice board regularly. They will advise you of a number of Youthtown policies, social activities and safety matters.

Facebook Groups

Our programmes and sites frequently use Facebook Groups to update team members on current events. Ask your manager if there are any for you to join!

Going strong for 80+ years!

Auckland

Te Awamutu

PaPERWORK

Taupo

There are now

Sites in...

Youthtown Code of Conduct and Disciplinary Procedure

• 2003 Panmure Branch opened
• 2005 Pakuranga Branch opened
• 2007 Celebrated the 75th Year Anniversary and opened Upper Hutt branch
• 2009 Taupo Branch opened
• 2010 Papakura, North Shore, Christchurch and Oamaru Branches opened
• 2012 Youthtown celebrated its 80th Year Anniversary

Upper Hutt

Greymouth

Christchurch

Oamaru

Now take a tour of your workplace!

First things first:

Have the following forms been completed and sent to HR?

And now you are part of it All!

Easipay is a user-friendly system so give it a go!

If you have any questions please contact Payroll at payroll@youthtown.org.nz or call

+64 21 233 2132

Welcome!

Let's do this!

Do you know where the kitchen, bathrooms, lunch area, tea/coffee making facilities are?

The Youthtown Code of Conduct and Disciplinary Procedure gives guidance to all Youthtown staff on the standards of conduct required.

Have fun with the snakes and ladders game from the Induction Toolkit if there are 2 or more people being inducted at the same time!

If not, please go through the cards that accompany the game to learn all about our Youthtown Code of Conduct and Disciplinary Procedure.

• IR330 (tax code form)
• Personal Details form
• Kiwisaver form
• Copy of Driver's Licence (if relevant)
• Copy of First Aid Certificate (if relevant)

Payslips

If you are Holiday Programme staff and doing this induction from home, you won't have an Induction Toolkit or physical copies of the forms available to you, but an electronic Induction Checklist and the pdf of the Health and Safety Handbook. That will be all you need!

Payslips will be automatically emailed to you but you can also find them in the Employee tab under Payslip History.

You can print or view your payslips by ticking the box next to the required payslip/s and clicking view selected.

Site ACCESS

Some NOTEs

Do you know what to do when you are sick, or need to be absent from work?

Have you been issued with the appropriate access keys, security tags, or alarm codes?

Have you been briefed on your centres security protocols and prodecures?

Do this with the help of your Manager.

If you are not able to work for any reason, you must inform your manager as soon as possible.

If you have a medical certificate, please give it to your manager to forward to HR.

Has your manager clarified your hours of work and breaks yet?

Website

Staff benefits

Please read the Staff Benefits Policy (HR11) contained within your Induction Pack to find our all about the benefits of working at Youthtown.

Some of our benefits apply to casual staff too!

More helpful policies

The following policies are contained in your Induction Pack, and are located on the shared drive (shared/Guiding Documents Framework).

Please read and familiarise yourself with these policies.

• Epic ideas
• Service awards (Permanent staff only)
• Education Assistance (Permanent staff only)
• Problem Resolution
• Resolution of Employment Relationship problems
• Drug and Alcohol
• Workplace Relationships

Please work through this presentation with the help of the Induction Toolkit and your Manager (e.g. your 'Programme Coordinator'.)

Tick off your Induction Checklist as you go. This checklist is in your Induction Toolkit and looks like this:

This is a largely self-directed learning session, but don't hesitate to ask to get all the information you need!

Take some time to surf our website!

E.A.P.

Please return all these documents to HR!

Permanent staff only:

At Youthtown we have access to a free, confidential counselling service.

Performance and Development PLans (PDPs)

More information on E.A.P. services is in the Staff Benefits

Policy.

You can also go to

https://www.eapservices.co.nz/

for more information!

http://www.youthtown.org.nz/

At Youthtown we have a system to plan and appraise our work and development.

Annual Close Down

Permanent staff only: Please book a time with HR to complete this training module

At Youthtown we close down for 1-2 weeks over the Christmas and New Year Period.

Permanent staff must take annual leave over this period.

Please try to ensure that you have enough leave for the Christmas break.

You will be given ample notice of the dates of the closedown.

Timesheets

(relevant to casuals)

Uniform Policy

Please read the Youthtown Uniform Policy which is in the 'INDUCTION PACK FOR NEW STAFF' in the Induction Toolkit.

Your Manager will arrange your uniform for you.

Step 2

Click on the latest pay run

Step 1

Getting to your timesheet

A little inspiration to get us started...

EITHER...

Click on the 'Timesheets' tab, then select 'My Timesheet'

OR...

Click on the 'My Timesheets' on the homepage.

Easipay

Step 3

Entering your hours of work

split costing

If you worked across different departments, you will have to split your timesheets accordingly:

• Click Duplicate Row
• Enter appropriate hours
• Select relevant department

• Enter your hours worked alongside each day worked

• Enter your break times too

• Select the relevant department

• Click Save

Your timesheet will then be approved by your manager.

Please enter your hours worked by midday on Monday of our pay week.

If you have any questions please contact Payroll at payroll@youthtown.org.nz or call

021 233 2132

• At Youthtown, we use Easipay to apply for leave and to access pay slips.
• You will be sent an activation email for Easipay from Payroll.

“Tell me and I forget

Teach me and I remember

Involve me and I learn”

(Benjamin Franklin)

Pay Day

Whenever you see this symbol during this presentation, there is an action for you to take!

Activate your Easipay account

The Home screen

• You will be sent an email from Datacom asking you to activate your Easipay account.
• Please do this within 4 days (or the link will expire).
• Your usename is your email address.
• You will need to choose a password.
• Your password must be at least 8 characters and contain at least one of each of the following:
• uppercase letter (A-Z),
• lowercase letter (a-z),
• number (0-9), and
• symbol (!@ # $ % ^ * ( ) + =)

• To access this screen at any time, click on the home tab.
• You can quickly apply for leave (Leave Calendar/Leave Request) or enter timesheet information (My Timesheet) from here. Just click on the relevant hyperlink.

Accessing the easipay website

Go to www.easipaylive.co.nz

Bookmark it!

Login with your username (email address) and password.

This is a secure website - You will be automatically logged out after several minutes of inactivity.

You will be paid fortnightly and your pay will appear in your account on Thursdays.

The pay period is for 2 weeks up until the Sunday prior to payday.

How to change your password

Your employment details

Your employment details can be found under the Employee tab.

This screen shows your payroll information such as your pay rate, IRD number, tax code, start date.

You cannot change these details yourself for obvious reasons!

Your Personal Information

Click on Change Password in the Employee tab.

• Type in your old password.
• Type in your new password.
• Confirm your new password.

Remember that passwords must have at least:

• 8 characters
• 1 uppercase letter
• 1 lowercase letter
• 1 number
• 1 symbol ! @ # % ^ * ( ) + =

The Personal Details section can be found under the Employee tab and is where you can update your contact details.

To edit your personal information, click on Edit, alter your information, then Save.

Your Leave

If you work on a casual basis or have differing hours each week, you will need to complete an online timesheet through Easipay.

For casuals

For permanents

What not to do...

Your leave is paid out to you each pay period.

Go to the Leave tab and you can view your Leave Balance the bottom left corner.

Thank you, you confidentiality champ, you!

Your can see all of the leave you have booked, as well as your teams leave.

All Public Holidays are automatically populated in Easipay, so you won’t have to enter these from now on.

To make a leave request, select New Leave Request.

Consequences of breaching Confidentiality

Confidentiality

@ Youthtown

Make a leave request

After you have selected New Leave Request:

• Select the type of leave from Leave Type.
• Type in reason (if required).
• Select ‘from’ and ‘to’ dates.
• Check ‘Hours Taken’ is correct.
• Save your request.

The pending leave request will be added to your leave calendar and your manager e-mailed.

You can cancel a leave request at the top right hand corner.

Important! On this screen you can see what your leave balance will be at any future date!

Unauthorised disclosure to a third party of confidential information, may lead to disciplinary action (up to and including termination of employment).

trust

Key points

Confidentiality is the foundation for trust in the workplace.

Youthtown is committed to ensuring the confidentiality of our business information.

Staff may only disclose confidential information to other staff members and people who have a legitimate reason to know.

Material from the office should not be given to people outside of Youthtown.

No one (without authorisation) should disclose confidential information, or make a public statement concerning Youthtown’s dealings, to the media (the CEO will take care of this).

Do not display confidential data or leave it where it can be easily observed by people who don’t need to know.

Only discuss confidential information relevant to the job at hand.

Immediately inform your Manager of any loss or breach of confidential information.

People unconnected to Youthtown may seem like OK people for venting or boasting about accomplishments.

BUT according to the ‘6 degrees of separation’ theory, we are all connected to everyone else by no more than 6 people!

You never know who knows whom, so be very careful with confidential Youthtown information.

Be careful what information you put in an email.

Emails are too easily forwarded and can be unintentionally distributed to people not cleared to see it.

When in public, do not discuss sensitive business information.

You never know who is at the restaurant table next to yours!

What about past employees of Youthtown?

Do they need to know?

Confidentiality is our responsibility as professionals.

Is it appropriate to vent, boast or share confidential information with them?

Just ask yourself “Do they need to know?”

A true friendship is not based upon the sharing of confidential information.

Hooray! You are working for Youthtown now!

definition

Disclosure of

confidential information

Aside from the practical and legal problems unauthorised leaks of information can cause, it is also about whether we as individuals can be trusted.

Trust takes a long time to rebuild once it has been broken.

When thinking about confidential information, we need to ask ourselves

“Who needs to know?”

Me He Tē Challenges

Challenges are sent out at least monthly. Sometimes the challenge is a one off event, sometimes it's an ongoing commitment. The challenges are designed to promote staff wellbeing and engagement and are lots of fun!

As you complete the challenges, you earn points towards rewards such as…

• Camelbak drink bottle

• T-shirt

• Rebel Sports voucher

• A day off

• A sleep in

What about my salary information?

If we disclose confidential information to others, they will know that we will disclose their confidential information also.

We need to ensure that children, parents, visitors and colleagues (internal and external) trust us.

People tend not to work with organisations that they think are untrustworthy with private information.

Confidentiality in the workplace is defined as keeping business, employee and customer information private.

If you are in an open-plan office, please put on some headphones, because videos are coming up!

This is your induction.

Your salary is confidential to you and your manager.

If you tell one person, you may as well tell ten people!

Discussing your salary with others almost always has a detrimental effect on relationships with your colleagues.

It puts others in a very difficult situation if you seek information about their pay.

Let's see how confidentiality can be ensured...

Expectations

The importance of

maintaining confidentiality

Me He Tē is Youthtown’s ‘Wellbeing & Engagement’ programme.

This is based on the Maori holistic health model of ‘Te Whare Tapa Wha’ and incorporates a variety of challenges related to family health, physical health, psychological health and spiritual health.

It also has an emphasis on learning and development and incorporates the Youthtown values into a variety of challenges.

As part of the team at Youthtown, it is expected that any information we learn in the course of our work will remain confidential. This includes information such as:

• Children's, parent's or visitor's records or information
• Programme participant lists
• Financial statements
• Office documents
• Business plans & strategies
• Staff records (all personal information)
• Information related to new programmes

Privacy of Young people

You are going to find out about:

Failure to maintain confidentiality in the workplace can cause:

• Huge financial losses
• Damage to Youthtown’s reputation
• Damage to your personal reputation
• Compromises to long term business plans if information or ideas are released prematurely

Protecting the privacy of children and young people is critical. You may be exposed to private information in the course of your work. The following video is Australian, but a lot of the information applies equally in NZ.

... the Youthtown values that guide all of our work;

BELONGING

Youthtown as a Harassment-free Workplace

GENEROSITY

INDEPENDENCE

... health and safety measures;

Living the treaty of Waitangi at

MASTERY

Reporting

... the way Youthtown adheres to the principles of the Treaty of Waitangi;

Just as you are responsible for reporting a fire, you are also responsible for reporting workplace violence, harassment or bullying.

This type of behaviour can damage lives and our organisation.

Youthtown adheres to the principles of the Treaty of Waitangi, which are PARTNERSHIP and ACTIVE PROTECTION.

Bullying, harassment & violence are all types of behaviour that are unacceptable at home, in our private lives or at work.

Exposure to this type of behaviour can lead to psychological harm. Therefore it is a workplace safety issue.

... how to deal with confidentiality at Youthtown;

PARTNERSHIP

... and other aspects of your new workplace!

ACTIVE PROTECTION

Introduction to child protection at

• Unacceptable behaviour

• Recognising the signs

• Responding to bullying or harassment

• Dealing with aggression and violence

At Youthtown...

Questions

...we treat our co-workers with

Responding to

bullying or harassment

If a child or young person discloses abuse to you (or you suspect abuse), please tell your Programme Coordinator.

These people are specially trained to deal with the management of these situations.

So why do some cases of harassment or bullying go unreported?

Every member of

should know...

• Talk to your Manager or the General Manager - People & Performance.

• Keep a record (time, place, person responsible etc).

The responsibility for the care and safety of children has major legal and social implications.

Child protection policies and procedures have been developed to ensure the health, safety and wellbeing of young people involved in Youthtown’s programmes.

TOLERANCE

Some potential Barriers to Reporting

SNITCH

IN STYLE!

Drop off and pick up

Parents/caregivers are required to sign children in and out of programmes and provide a list of adults authorised to collect their children.

• The reporter may be accused of overreacting
• Fear of retaliation
• Co-workers may be reluctant to come forward as witnesses as they may fear the consequences for themselves

Now test your own understanding!

Being alert to harm or abuse

Youthtown and other work

Outside of programme activities with the children or young people are inadvisable.

Welcoming

Any and all concerns need to be followed through.

DIGNITY

Resolving Bullying and

Harassment Issues

But if bullying or harassment is a problem, we need to address it to stop it from happening again!

Modeling inclusive language

We want everybody who visits to feel welcomed and that they belong. Therefor we acknowledge all the children and young people, parents, caregivers and visitors that attend or visit our programmes.

Protecting your staff

At Youthtown, we have a simple procedure to follow...

Protecting identities

There are many ways to resolve these issues.

Each way has its own benefits.

We will review both the informal and the formal approach.

Use respectful and age appropriate language that includes all programme participants.

Taking, transmitting and storing images of children and young people and/or staff for personal use is not permitted.

Children should not be present when staff use the toilet, bathroom or changing room.

Equal Care

Physical Contact

dealing with aggression and violence

Share your time with all the children and young people in your care. We don't have favourites at Youthtown.

& RESPECT

Keeping work and social life clear

Touching should be kept to a minimum, always done in public view of other staff and meet the needs of the child or young person.

Supervision

formal approach

Do not involve friends, family members or others in programme.

Staff must be aware of where the children and young people are at all times. Within sight and sound.

Clear boundaries and roles around communication

Visibility and Accountability

In most cases, the matter can be resolved using an

No matter where you work, there is a risk that you could encounter someone who is at a critical point, especially when you deal with members of the public.

Successful prevention of violence depends on recognising escalating behaviour early and taking action to diffuse the situation.

• A formal approach can be used when the behaviour is more serious in nature, or when informal avenues have failed.

• A full investigation takes place.

• If the matter is not able to be resolved internally, then an independent mediator can be contacted.

Informal Approach

Staff should avoid being alone with a child or young person and out of sight of the group.

Children and young people must never be asked to keep secrets for any reason.

• A clear and polite request for the behaviour to stop.

• The person can do this independently or may ask for support from a 3rd party (such as the GM – People & Performance).

• If the direct approach does not work, then a 3rd party can be called upon to mediate or negotiate a resolution.

Keeping it private

• Stay calm
• Let the person talk
• Be a good listener
• Be non-judgemental
• Give reassurance
• Speak slowly and clearly
• Talk to the person honestly & respectfully

Staff use of personal phones and social networks

• Don’t talk down to them
• Don’t make unrealistic promises
• Keep posture relaxed, hands open
• Maintain a safe distance
• Ensure you have an exit if you need to run
• Ensure other staff know where you are if you are dealing with an individual who is known to be aggressive
• Take all threats of violence seriously
• Call for help if the person is getting aggressive or out of control

Staff will only discuss issues or concerns about any child or young person with the appropriate staff and/or family/caregiviers.

Youthtown is a work environment that requires staff to be professional while refraining from outside personal conversations and activities when working on Youthtown programmes.

Safe Social Networking

Staff will not give out personal phone numbers or social networking contact details to the children and young people and/or their family or care givers.

Healthy choices/lifestyles and socialising

Review

Staff are reminded that Youthtown is a strictly no smoking environment. Staff also need to be free of impairment from alcohol or drugs.

What are the core principles of the Treaty of Waitangi?

From everything you know about Youthtown so far, how might the principles apply to our values and vision?

Additional training in child protection for Programme delivery staff

If you work on any of our Youthtown programmes, you will be required to undertake various training modules as you grow in your knowledge of child protection.

Health and Safety the

way

All done! Ka pai!

Can you think of an example of you can apply the Treaty principles to your job?

Ka pai!

• We must all ensure that our actions contribute to a positive and safe working culture at Youthtown.

• Any instances of bullying, harassment or violence are not acceptable in the workplace and must be reported.

• If you feel you are experiencing bullying, harassment or violence, you should take the appropriate action early.

• This can be the informal or the formal approach.

At Youthtown, we all have a responsibility to perform our jobs in a way that is safe and healthy for ourselves and our fellow colleagues, our participants and visitors.

Please watch this video - Health and Safety "The Youthtown Way".

HUMan rights act

It is unlawful to discriminate a person in any way that is related to their…

• Race
• Color
• Age
• Marital Status
• Sexual Orientation
• Body Size
• Political opinion

• National or Ethnic Origin
• Ethical Belief
• Sex
• Disability
• Employment Status
• Family Status
• Religious Belief

Individuals have widely varying perceptions about what is acceptable behaviour and what is not acceptable.

However, the law is very clear……the risk of harm in the workplace MUST be minimised.

Definition of Bullying

Definition of Harrassment

Recognising the Signs

Repeated, targeted, unreasonable behaviour directed towards a person or group that creates a risk to their safety.

Policies

Unwanted conduct that has the purpose of violating a person’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment.

The key factor is that the actions or comments are viewed as demeaning or unacceptable to the recipient (even if the recipient does not appear to personally object).

This behaviour may be...

• Offensive
• Intimidating
• Malicious
• Insulting

Or it could be an abuse of power intended to…

• Undermine
• Humiliate
• Degrade
• Injure a person

Bullying & harassment can cause serious problems to a workplace or to individuals:

Most people would agree about extreme cases of bullying or harassment (e.g. racial insults or threats of violence).

But it is the grey areas that cause difficulties when deciding on the best response.

Examples of harassment/bullying

• Demeaning someone
• Picking on someone
• Setting someone up to fail
• Excluding
• Victimisation
• Overbearing supervision
• Threats or comments about job security

• Shouting
• Name calling
• Racial slurs
• Sexual jokes or advances
• Starting malicious rumours
• Sharing emails, texts etc. that are critical of someone
• Ridiculing

• Low morale
• Poor performance
• Lost of productivity
• Absenteeism
• Resignations
• Damage to an organisations reputation

Keep safe at Youthtown!

• Insomnia
• Headaches
• Nausea
• Gastro problems
• Depression
• Anxiety & Stress

Driver fatigue management

This presentation will cover:

Please click on this link to watch

Health and Safety - The Youthtown Way!

Our Health and Safety policies are located in:

• Youthtown Shared Drive/ Guiding Documents Framework

https://drive.google.com/file/d/19tng0NiXqPk7YMd94PPCYbrSfXtwNj1b/view?usp=sharing

Double click this link to complete the quiz

https://forms.office.com/Pages/ResponsePage.aspx?id=esAr5yUVdkKJAtnT4VL9zYAd1qThi6FDrT65yVB8kthUM0YyR0RUSE5YRjYyWUhQVjM1R1JWN0tCVy4u

Different programmes and different departments require familiarisation with different policies. Please ask your manager which policies you need to be familiar with and spend some time reading the relevant policies.

Whether you drive in the course of your work or not, we want you to be safe.

The following information is useful for all drivers.

First Aid

Causes of fatigue

It is important that you know where your first aid kits are located, and who the first aiders are at your centre.

There are two different First Aid Kits you are likely to come across at Youthtown

Fatigue and alcohol

Lack of adequate sleep is the major cause of fatigue.

Personal life, family demands and interests can all take priority over getting sleep.

Poor sleep or sleep disorders can also affect fatigue.

indicators of fatigue

A comparison of the effects of alcohol vs the effects of fatigue on the ability to drive safely:

After 17 hours awake = blood alcohol level of 0.05 (twice the legal limit in most countries).

After 24 hours awake = blood alcohol level of 0.1 (four times the legal limit).

It is illegal to drive drunk, but fatigue has the same effect!

At Youthtown, we do our best to do all our First Aid Training with St. John.

A drowsy feeling

Blurred vision

Difficulty keeping your eyes open

Drifting in the lane

Poor vehicle control

Welcome to

Ask your Manager if you're eligible for a course?

Ask your manager to show you where the first aid kits are located.

Already First Aid Qualified?? Make sure you give your Manager a copy of your First Aid Certificate!!

Uh oh.....

accidents happen

Report It!

www.riskmanager.co.nz

USERNAME AND PASSWORD?

USERNAME: sitename

(unless you have been assigned an account. H&S Advisor will let you know)

PASSWORD: YouthTown01

For ALL programmes and first time use

What Happens

now??

riskmanager.co.nz

WORKS ON PHONES TOO!

Just tick this box when you log in from a mobile device

• Your Manager will review the incident and discuss with you any additional information required
• The incident report will be investigated as required and then closed
• If appropriate (for OSCAR programmes only) the incident report will be sent to a parent/ caregiver of participant involved

Don't worry about this too much right now. Your Manager, Team Leader, or Coordinator will show you how to use it

This presentation will cover....

Fatigue and performance

Sleep deprived people...

• Have a slower reaction time
• Have impaired hand-eye coordination
• Make more errors

If you are fatigued, you WILL fall asleep eventually, despite your best efforts to stay awake.

Therefore, plan ways to make sure you get a good sleep before you drive.

• Causes of fatigue

• Fatigue and performance

• Your body clock

• Fatigue management

• Health management

Fatigue is an important safety issue that needs to be considered by all drivers.

It is the single most common cause of accidents amongst people who drive in the course of their work.

It is essential that we understand fatigue and the steps we can take to manage it.

Fatigue-related crashes are often severe as there is little or no braking or avoidance action.

The risk of death for you, other drivers and pedestrians is high.

We all need to be aware of how fatigue affects performance – your life and others could depend on it.

Our body clock

It is essential that we understand our body clock in order to help prevent fatigue-related incidents.

Human beings are day-oriented. We are designed to work in daytime and sleep at night. Our internal body clock is responsible for this.

At night our bodies are programmed for sleep.

Therefore, driving at night carries the biggest risk.

Sleep debt

People need between 7 and 9 hours sleep every 24 hours.

Without enough sleep, we will build up sleep debt.

Sleep debt = the amount of sleep needed to maintain alertness and performance – the actual of amount of sleep we have.

How you could get into sleep debt...

• Getting up early to catch a plane
• Going to bed later than normal

Sleep debt is cumulative over more than one day. Therefore, the risk increases over successive days without adequate sleep.

Managing Fatigue

As little as 2 hours sleep loss on one occasion can affect:

• Reaction times
• Mental functioning
• Memory
• Mood
• Alertness

We need to manage fatigue to avoid fatigue related incidents.

It is essential that we always drive well rested.

Ways to manage fatigue

(Induction Prezi)

• Restrict power naps to less than 20 minutes (more than this can be counterproductive as it develops into full sleep).
• Get adequate sleep the night before you are driving.

• Have a short sleep before you start out.
• Do some moderate exercise before starting a journey. This can increase alertness during the drive.
• Ensure you take breaks.
• Get out of the car and walk around.

• Turn off your mobile phone.
• Keep the room dark.
• A bedroom temperature of 18-25 degrees celsius is ideal for sleep.

Avoid...

Lookig after your general health

Get a good night sleep!

• Caffeine & energy drinks a few hours before bed.
• Fatty, spicy or heavy meals before bed as they are more difficult to digest and can disturb sleep.
• Alcohol – this lowers the quality of sleep.

• Follow a routine at night before you go to sleep
• Go for a short walk
• Listen to music
• Relax with a book
• Take a warm bath

caffeine

If used strategically caffeine can help the low points, but it is not a good substitute for good sleeping patterns.

The alerting effects for caffeine come 20 minutes after having a coffee and last 3-4 hours.

It is advisable to drink only 2 cups of coffee every 24 hours.

If you only drink it when you really need it, it will be more effective.

• Eating healthy food can greatly improve sustained energy levels.

• It avoids the ups and downs of high sugar levels in the blood.

• Processed carbs and foods with a high glycemic index and can give you a quick sugar hit, but your blood sugar level will also drop quickly.

The sugar low may cause you to feel more tired than before.

Drink at least 2L of water a day and more in hot humid conditions.

Foods that have a low GI cause blood sugar levels to rise and fall more slowly.

Eat regular healthy meals over the day to avoid the highs and lows.

Now try to answer these questions....

What is the major cause of fatigue?

How much sleep do most adults require per night?

What is sleep debt?

What are some things you can do to get a good nights sleep?

Why can stimulants leave us feeling more tired after their effects have worn off?

Solid effort, mate!

What is the glycemic index?

What types of foods have a low glycemic index?

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Champ

Youthtown