Työkykyjohtaminen ja työterveysyhteistyö esihenkilön työnä kunnissa ja hyvinvointialueilla

Työkykyjohtaminen ja työterveysyhteistyö ovat tärkeitä henkilöstön työkyvyn ylläpitä-
misessä, tukemisessa ja työkyvyttömyyden ennaltaehkäisyssä. Artikkelissa tarkastellaan esihenkilöiden näkemyksiä työkykyjohtamisesta sekä heidän omaa työkykyjohtamisen osaamistaan kunnissa ja hyvinvointialueilla. Millaisia käytäntöjä ja kehittämistarpeita esihenkilöt tunnistavat?English summary (Work ability management and occupational health collaboration as part of supervisory work in municipalities and welfare areas)

This descriptive cross-sectional study examines supervisors’ perceptions of organisational work ability management practices and their own competence in public sector social and health care organisations and municipalities. The survey response rate was 34% (N = 1,859). Frequencies and percentages described the data, which were analysed using cross-tabulations. Associations between categorical variables were examined using chi-square and Fisher’s exact tests (p < 0,05). Open-ended responses were analysed using data-driven content analysis.

According to supervisors, risks related to employees’ work ability and disability are generally well monitored, and measures to support work careers are widely implemented. However, opportunities for job modification or relocation across unit or sector boundaries for employees with partial work ability exist in only 64% of work units, and only slightly more than half reported a shared understanding of the importance of employing persons with partial work ability. Supervisors assessed their competence in work ability management as good, but expressed a need for clear operating models, practical guidelines, training, and concrete support from supervisors and human resources management. In municipalities and welfare areas, one supervisor most commonly supervises 21–50 employees, and nearly half reported that no dedicated time is allocated for personnel management tasks. Cooperation with occupational health services was perceived to function better in municipalities than in welfare areas (p < ,001). Occupational health services were considered to understand work unit needs and work ability risks well, but supervisors hoped for a more active role in return-to-work negotiations concerning remaining work capacity and job modifications. Although such negotiations were typically conducted after long sickness absences, only about half reported sufficient support for managing work ability, and even less in change situations. Overall, supervisors called for ore proactive engagement from occupational health services when employees’ work ability and continued employment are at risk.